Barton Case Study Essay

After analyzing the side, the theories and concepts that relate are 1. 1 Evidence-Based worry (EBM) theory uses the best avail subject evidence for making managerial conclusions. The prefatory problem that Karen Barton faces with Dave Palmer is that he focused only on the reports that contained mostly qualitative benefits from the platforms and did not contain much quantitative benefits and therefore made his decision of apologizeting the bud sign. Whereas Organizational Behavior (OB) states that a manager should use entirely the three approaches of intelligence, faddism and systematic try out to cohereher.It states the use of evidence to inform the intuition and experience. 1. 2 Dave palmer alike faces Overconfidence and Availability Bias, as he believed to a fault much in his ability to rack up good decision when it was outside(a) of his own expertise. As he was convinced after the telephonic parley with Barton that there was nothing more left to discuss even though the last-and the-only executive rearing computer programme he attend was ages ago in 1980.He even emphasized on information that was most promptly at hand and ignored the fact that in-house program if introduced, could reinforce Stocktons three-pronged agenda and it would smoothen the integration process. 1. 3 Equity theory explains that employees bodge into comparisons of the ratios of their own outcomes and efforts with those of some others to check whether they are treated more or little favorably.Similarly in the scale Karen compared her executive education budget cut by more than 75% to training for lower-level employees by only 10% which made her feel under-compensated and less favorable and secondly when Freita pointed out that he had to demonstrate the bottom line impact for every budget make pass Karen pointed out that If he could spend money on equipment maintenance, modification and improvement, why couldnt she do the same for people. This inequity motivated her to attain her goal. 1.4 Adjustment function of lieus enables a soulfulness to bend check to a bleak situation and to conclude how to act in future so as to attain benefits from such situations in future. In the case we retrieve Karen was disappointed, sentimental and aggressive initi onlyy but later on her attitude changed towards the situation and she live oned to be more practical and relaxed in her approach, as it was unfavourable for her to get the best out of the case that she would put forward in front of Palmer. 1. 5 Attribution Theory in social perception is when we see others behavior we want to communicate why people sway the way they do.Karen similarly wanted to understand how Palmers mind worked and so she scanned through Palmers bio to decide on how she should make her case to get him on her side so that he approves it. 2. HOW SHOULD BARTON MAKE HER CASE FOR executive EDUCATION? From Bartons chat with Freitas and Palmer we can infer that palmer is a clear-hea ded person who believes in performance and evidence. We also get an idea from her conversation with Freitas that her pushful budget may create an interde embark onmental rivalry within the hearty. retentivity all these points in mind Barton requires a presentation that demonstrates both the qualitative as well as quantitative advantages of the executive education program and answers why does Zendal need these programs the most when the firm is dealing with recession and a merger. Firstly she go forth hold back to convince Palmer that the executive education programs have come a long way since 1980s and that the executive education programs are not the same that they used to be when he attended them. She may cite the example of Dreyers Grand Ice solve firm.This result obviously not convince her boss, but testament wait on her in getting the needed attention and seriousness from Dave Palmers part. She should start her case by seeing Palmer the studies that clearly demonstrat e a oblige-up between executive education, performance in management and shareholders value. She must tie up executive education programs with the business drivers of the firm and explain how the programs will help the firm in achieving them fast. Then she should talk to Palmer about the pattern of leaders he wants in his organization. Are the leaders of Zendal better than its competitors? What is odd about Zendals leaders?The aim of this would be to try to make Palmer realize how an in house executive education program will help Zendal in creating leaders that are different and better than its competitors. Also, the managers of the firm need to formulate fresh strategies to deal with recession and since a new firm has been acquired, the new executives should be made familiar with the existing husbandry of Zendal as they may find it hard to adjust according to their culture, which would in the end lead to an inefficient performance from their part. Both these problems can be puzzle out with a single stroke of an in-house executive education program.She must also state in her meeting that the employees who would attend these programs will be about monitored and it will be made sure that they use the acquired populateledge. For the quantitative part she may follow the following framework to calculate ROI, on which Dave Palmer has been insist upon. Investment * Tuition * Salary * Cost of not cosmos able to be not be on the job Add all these up and we will get total cost (per player) Return * NPV of ameliorate capability in 2 years * NPV of improved team adroitness in 2 years * NPV of improved ability to make judgment in 2 years.Add all these up and we will get total financial results of the find But to employ this type of framework, the objectify must be first approved. For the time macrocosm she can show him all the satisfaction reports that she has been getting filled from employees who attend a program and explain how she is careful about the c ompanys capital and discourages employees from be programs that have been rated poor or Below average three measure in a row. Lastly to get her funds approved she call for to assure Palmer that there will be no inter departmental rivalry within the organization due to release of huge funds from the upper management.For that, her HR unit must go and talk to distributively of the departmental heads and understand their problems and design the education program according to their needs. This will help in two ways, firstly this approach will not generalize the program and serve the firm better by being precise and secondly the conversation with departmental heads will make the heads understand that spending of this huge amount is for the good of their own departments, Thus also solving the problem of interdepartmental rivalry. 3. REFLECTION UPON OUR EXPERIENCES OF WORKING IN A GROUPWorking with this sort was an enriching learning experience for all the congregation elements. It brought some difficulty and stress, because assembly members had different views on the case study but with the help of discussions and mutual understanding we determined which view to go with for the report. This was also an advantage of workings in a group since we got to know many diverse opinions. The group went through the motley stages of formation of a group. In the Form stage of the group, the members were Aarti Sharma, Arjun Kumar, Pallav Goel, Sakshi Dixit, Vishal Chaudhary, Vipul and Yamini Arora.During the Storm stage, the entire process of working in our group was very systematic in order to countermand any chaos. For the commencement, Aarti called for a group meeting to discuss about the naming and bring the group together. She invited all members by sending mails. It was then unyielding that each member would read the case study and analyze the problems of the case study. Sakshi gave the print outs to each group member three days in the first place the group m eeting. In the Norm stage, the group meeting was held and each member shared their views on the case study, key points were figured out and accordingly work was divided among the members.The task of putting together the entire project was assigned to Pallav. The group then performed their assigned duties and in the adjourn stage, since this group was created for a one-time task, the group was then dispersed. The whole group describes * Aarti as an enthusiastic, consecrate and encouraging group member. She was good at analyzing the problems, performed writing and made us work as a whole group together. * Arjun was serious towards the case study and gave every possible contribution to the assignment on his part. * Pallav as proficient and hardworking.He devoted all the required time for the project and helped to bring together the entire project. * Sakshi as a reliable group member who timely completed the assigned tasks and played a role in communication with various non-boarding g roup members. * Yamini as an active participant in the group meetings and played an important part in analyzing various OB theories and concepts. She also took part in writing the project. * Vipul as a responsible team member as in spite of being unwell, he was in contact with the group throughout and put in his share of work and participated whole heartedly.* Vishal was a part of analyzing the case. The group decided to not elect a leader but selected a coordinator in order to pass information to all group members. Each of us displayed leadership qualities in the group at various times. We influenced each others behavior, actions and encouraged each other to dedicate time on the assignment. . Each group member was committed to the group and made contributions according to his/her potential. All inclusive, It was a satisfying experience of working with this group because we worked as a team with planning and learnt to work without any personal prejudices.REFERENCES * Kesner, I, Burn ett, S, Morrison, M, Tichy, N, & Ownes, D 2003, Leadership Development Perk or Priority? , Harvard worry Review, 81, 5, pp. 29-38, Business Source Premier, EBSCOhost, viewed 20 October 2012. * Bolt, JF 1993, Ten Years of Change in decision maker Education, Training & Development, 47, 8, p. 43, Business Source Premier, EBSCOhost, viewed 20 October 2012. * Traindis, H. C. (1971),Attitudes and Attitude Change,John Wiley and Sons. * Eagly,A. ,and Chaiken,S. (1993),Psychology of Attitudes,NY,Harcourt and set Jovanovich.