Unformatted text preview: Running Head: DISCUSSION FORUM 1 Discussion Board Forum 1
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.
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.
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
Kinicki, A, & Fugate, M. (2016). Organizational behavior: A practical, problem-solving
approach plus Connect. New York, NY: McGraw-Hill Education. ISBN:
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:
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