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Beijing EAPs Consulting Inc Case Solution
The case study focuses on Beijing EAPs Consulting Inc, a Chinese consulting firm that offers employee assistance programs; to multinational companies. The organization is having difficulty keeping staff and is evaluating various approaches to address this issue. Implementing performance-based pay, providing training and development opportunities, and enhancing corporate culture are some of the ways EAPs can address the issue. The necessity of employee retention in a highly competitive market like China, where many organizations offer enticing salary packages and benefits to keep their best talent, is discussed; and employee satisfaction and retention elements like growth possibilities, work-life balance, and positive work culture; are also explored. The case concludes with a discussion on the best approach for EAPs to adopt to retain critical staff. To determine opportunities for improvement, the organization must assess its current HR procedures. EAPs can improve the working environment, encourage employee loyalty, and assist in employee retention by addressing these issues.
Following questions are answered in this case study solution:
What caused the conflict between the project managers and the other employees and what recommendations / solutions based on your academic research into OB theory do would you suggest to minimize the chances of such conflict occurring in the future?
How would you design the authorities of a project manager at BEC? Your recommendations/solutions/suggestions need to be based on your academic research into OB theory.
BEC is still growing and needs to hire more employees. For the future, what are your suggestions for Mr. Zheng about specifying employee qualifications and designing appropriate training sessions? Your recommendations/solutions need to be based on your academic research into OB theory.
Case Study Questions Answers
1. What caused the conflict between the project managers and the other employees and what recommendations / solutions based on your academic research into OB theory do would you suggest minimizing the chances of such conflict occurring in the future?Beijing EAPs Consulting, Inc. experienced a conflict between project managers and other staff for several reasons.
Communication Breakdown: One big problem was the lack of communication between the project management and the workforce. Due to improper communication and the communication gap between the project managers and the other workers, there were misunderstandings and a general lack of contentment among the workforce. This lack of communication also led to a lack of confidence between the project managers and the other employees, which complicated the issue further.
Perceived Unfairness: The perception that the project managers were treating the other staff unfairly was another aspect that fueled the tension. The other employees believed that the project management showed favoritism to specific staff and created a sense of inequity and unfairness. This sense of unequal treatment added to the other employees' resentment and hostility toward the project managers.
Disappointment and Despair: The project managers were failing to adequately manage the expectations of the other staff. The project managers made promises that they could not keep, which caused disappointment and despair among the other staff. This resulted in a breakdown in trust and a sense of betrayal among the staff and fueled the conflict even further.
Several recommendations and solutions based on an academic study into OB theory could be implemented to reduce the likelihood of such conflict recurring in the future.
Open Communication: One way is to have open lines of communication between project managers and other staff members. To keep everyone on the same page and address any problems or concerns as quickly as possible, routine check-ins or meetings could be scheduled.
Transparent Culture: Another choice is to create an environment of justice and transparency within the business. It could be achieved by establishing clear policies and processes that outline how decisions are made and employees are evaluated. It might also entail giving everyone, not just the project managers, the chance to provide comments and opinions. Offering all staff the chance for training and development is another suggestion. Employees' skills and abilities may also improve as a result, and this may also assist in fostering trust and raising engagement. By investing in the development of all its employees and fostering a culture of growth, the organization can lessen the likelihood of future conflict.
Productive Negotiations: The organization may benefit from developing a conflict resolution strategy to address any issues or concerns that arise in a timely and effective manner. It could entail employing a mediator or neutral person to assist in the facilitation of conversations and negotiations between project managers and other employees. A structured approach can help the organization reduce the negative impact of disagreements and promote a more collaborative and productive work environment.
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