BMAL_DB_1.docx - Running Head DISCUSSION FORUM 1 Discussion...

This preview shows page 1 out of 5 pages.

Unformatted text preview: Running Head: DISCUSSION FORUM 1 Discussion Board Forum 1 Sean-Thomas Larson Liberty University BMAL 500 – D01 1 DISCUSSION FORM 1 2 Discussion Board Forum 1 In identifying two issues that are prevalent at The Walt Disney Company, the topics of met expectations and absenteeism always come into focus and are related to one another to some extent. This paper will place emphasis on these two areas of opportunity for the company. Met Expectations As described by Kinicki and Fugate (2016, p. 58) met expectations are represented by the variance in what an employee assumes he or she will receive from a job, such as competitive wages and regular promotional opportunities, and what the employee actually ends up receiving from that job, which can sometimes be the lack of those things. This is a tremendous opportunity for The Walt Disney Company, specifically the Disneyland® Resort in Anaheim, California. Generally, this is because the expectations of what is to be received by working for The Walt Disney Company greatly outweigh what is received in the long-run. This leads to dissatisfaction with the job. Additionally, as pointed out by Kinicki and Fugate, met expectations are specifically tied into overall job satisfaction. In an additional piece by Maden et al. (2016), the authors point out a correlation between unmet expectations and future job expectations and employee efficacy beliefs. Their research concluded that employees with stronger and more positive future job expectations experienced far less emotional fatigue or job disappointment. The opposite was true for those employees who did not have as bright a future outcome with the firm (p. 15). Such an understanding can be applied to the Disneyland® Resort, as many of the roles available are entry-level type positions filled by undergraduate college students. That being said, there exists few opportunities for advancement available unless a lot of hard work and dedication are applied to one’s current role. This thinking can be directly correlated to another opportunity for the firm, absenteeism. DISCUSSION FORM 1 2 Absenteeism With employees knowing that their expectations are not going to be met, as low pay and high stress plague many of the roles that are being filled by them, the issue of absenteeism comes into play. Absenteeism, especially at the Disneyland® Resort, is an ongoing issue that still needs to be solved. As pointed out by Fischer (2009), higher pay in a job that is unsatisfactory still produces a job that is unsatisfactory to the employee. A pay adjustment only acts as a consolation for everything else the employee has to deal with. Knowing this, we can deduce that something superficial, such as a pay raise, will not help solve the absenteeism issue for the firm. Solutions can only be found on a deeper level in which the firm removes stressors or makes opportunities more attainable for its employees. As explored further by Nguyen et al. (2016, p. 615), research has concluded that, when valuable resources are threatened, such as promotional opportunities, employees will withdraw further from work, resulting in higher absenteeism. To supplement their theories, the authors note that self-efficacy limits the effects of absenteeism on the firm (p. 625); therefore, the firm should focus on it as a way to limit absentee risk. As we learn from Kinicki and Fugate (2016, p. 89), managers should focus on creating an environment that promotes self-efficacy. In doing so, the manager can ensure increased job performance and overall job satisfaction. Biblical Integration Everything associated with met expectations, absenteeism, job satisfaction, and job performance can be summed up in one idea: self-efficacy. If managers work to nurture this in the workplace, increased productivity and happiness is possible. In understanding this from a biblical perspective, we should remember what we are taught in Proverbs 3:5-6: “Trust in the Lord with all your heart, and do no lean on your own understanding. In all your ways DISCUSSION FORM 1 acknowledge him, and he will make straight your paths” (English Standard Version). Remembering this will focus us as Christian-minded business leaders and professionals. 2 DISCUSSION FORM 1 2 References Fischer, K. (2009). Individual Behavior in the organization [PowerPoint slides]. Retrieved from: ent_20171016082519/Module/Week%202%20—%20Attitudes%2C%20Values%2C %20and%20Job%20Satisfaction/Reading%20%26%20Study/Lesson %202%20presentation/2-Individual_Behavior_%20in_the_Organization/index.html Kinicki, A, & Fugate, M. (2016). Organizational behavior: A practical, problem-solving approach plus Connect. New York, NY: McGraw-Hill Education. ISBN: 9781260082203 Maden, C., Ozcelik, H., & Karacay, G. (2016). Exploring employees’ responses to unmet job expectations: The moderating role of future job expectations and efficacy beliefs. Personnel Review, 45(1), pp. 4-28. Retrieved from: Nguyen, H., Groth, M., & Johnson, A. (2016). When the going gets tough, the tough keep working. Journal of Management, 42(3), pp. 615-643. Retrieved from: ...
View Full Document

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture