Organizational Behaviour (ORGB 1105) Arctic Mining Consultants Team 5 February XX, 2009 CASE ANALYSIS Symptoms and Evaluation of Key Factors Team morale is low Job is unsatisfying and unrewarding Statement of Problem The Project Manager was stereotyping and had selective attention towards one of his crew members. Analysis (or causes of problem) Team morale is low. Tom Parker, the project manager, showed no empathy (lacks social awareness and relationship management) towards Brian Millar even though Brian was persistent in trying his hardest but due to situational factors (MARS) could not accomplish his job. Tom had this perception (Recency Effect) already made up in his mind that Brian is not and will not put in the effort to complete the job. Tom did not see the situation (thick underbush) as the main cause of Brian’s behaviour (Fundamental Attribution Error) but rather the person himself. There were external factors at work that prevented Brian from producing the results he wanted. Tom’s attitude or belief is that people are in control of their destiny (Locus of Control) and because Brian wasn’t putting in the effort, he was categorized or stereotyped as lazy. Tom targeted his anger (Selective Attention) towards Brian constantly producing negative reinforcement which lowered Brian’s self esteem. Brian did not think it was fair that Tom picked on him and not Greg Boyce who didn’t put in the effort that Brian did (Equity Sensitive). Brian would have like to quit (EVLN) on the spot but needed the bonus money (Continuance Commitment). After the job was completed, he never accepted another transactional contract with Arctic Mining again. Job is unsatisfying and unrewarding. There’s no motivation as this job is very specialized and tedious. The job is unsatisfying as the pay is a low daily wage with no overtime pay (financial benefits) Greg...