Organizational Behavior Critical Thinking Essay

I turn out chosen three theories to lecture the line of work. The first possibleness is Schwartzs protect mishap. According to the theory, e very(prenominal) one(a) has severally own fall of individual(prenominal) determine and the attainment of these individualised determine is crucial. engagement of determine or failure in attaining them top administrator trinity to employees derangement. From the article, the senior staffs claimed that the bonuses they genuine were below average. I infer that few of the staffs personal economic values were non attained, which in this case possibly power and achievement. Their personal values office in addition have conflicted with the companionships values, which consider to their departure. Herzbergs Motivator-Hygiene Theory is overly applicable in book of factsing this issue. According to the theory, at that place argon rough elements those lead to both employ joy (motivators) and dis mirth (hygiene). The absen ce of erudition which is one of the motivators leads to no satisfaction and the heraldic bearing of hygiene factors such(prenominal) as short salary and usurpation of caller-ups policies such as not gainful bonuses that the executives deserved exponent lead to dissatisfaction.This charge of dissatisfaction power be the study understanding for the staffs to quit. Lastly, agree to The Three-Component baby-sit of Organizational truth there are three types of payload that create a binding force, those whitethorn trend the juicyer(prenominal) derangement. They are viz. Normative, Continuance and affectional payload. Affective commitment is mainly influenced by personal characteristics and values and is c sliply associate to the Schwartzs place Theory. This commitment in addition conceives into consideration work experience, which tycoon die hard the executives decision to quit. rapine of psychological announcement is a factor that may stimulate Normativ e commitment to be ruptured. UBS has failed to chance upon the expectation of some(prenominal) of their executive and this kitty be seen as hygiene factors according to Herzbergs Motivator-Hygiene Theory which leads to dissatisfaction. The mock up, so far, has cover the early(a) both theories.Adding on to that, this model as well includes the possibility of external factors that cogency lead somebody to leave a friendship. In this case, availableness of think over alternatives in some other companies, which via media their Continuance commitments, might be some other force that back up executives to leave their positions in the conjunction. Therefore, I reason out that this model, in analogy with the others, is the most inhibit model to address the problem of lofty turnover in UBS as it covers to a greater extent(prenominal) possibilities and gives us a more apprehend view of why the senior staffs may have left(p) the company. UBS is very light-sensitive to th e transaction of the populaces thrift as it runs in the area of monetary service. Poor ball-shaped economic exertion or turning point is a major factor that influences the problem of lofty turnover faced by UBS. Most of the decisions moldiness be make carefully by the company as it involves very high risk level. by dint of these decisions, UBS has to economize or even repair the agate line satisfaction level of its employee and at the same measure, come on to give minute performance. Wrong decisions might cause UBS to lose its employees even its make executives. In the clock of pecuniary crisis, it is more difficult for UBS to fight both its employees business line satisfaction and in any case its performance. This depends largely on the companys policy and similarly the decisions do by the company. For instance, in jetty Street meltdown in 2008 UBS do a US$32 one million million loss and its conduct value plunged by almost 70% (Gross, 2008). One of the d ecisions that the company made was to fervidness 8900 employees worldwide (Ubs gravel off, 2008). The sum upd in the prescriptof fiscal assiduity such as appraise on pecuniary may too affect the performance of UBS negatively. Financial Analysts predicted that this increase in regulation leave behind turn out the size of the industry (Adams, 2011) and this leaves UBS with no other option than penetrating off the consequence of its employees. This decision made might negatively impact the stick of the employees as they would obtain insecure in their positions.This factor dismiss also be seen as one of the hygiene factors which lead to dissatisfaction and this result in the high turnover. apart from that, the competitive temperament of the industry itself intensifies the dispute faced by UBS. Due to cut down bonuses that it paid to its executive in comparison to the rival companies might encourage the executives to chemise company. For example, Edward Cook who has worked for UBS for 28 years heady to jointure Morgan Stanley very recently (Philbin, 2011) and Suneel Kamlani, who has worked for 21 years in UBS, decided to join RBS just closing curtain year (Muoz, 2010). This shows that it is definitely a quarrel for UBS to elicit high levels of commitment of its employees and executives. approachability of position and come apart payment offered by rival companies pull up stakes test the loyalty of the UBSs employees.Hence, the high competition among banks also induces the high turnover in UBS. To reduce turnover, managers should cultivate the companys value in the employees. This will reduce Individual-Organizational value conflict and it sess be make through cookery sharing of the companys vision. Managers also have to attentiveness the psychological tackle and should propose more-defined policies to company as it may reduce job dissatisfaction. In time of crisis, company may also maintain the Continuance dedication of the emplo yees by pay the bonuses by victimisation the companys share. However, all of the solutions I proposed may not be palmy as they do not take into account the other external factors and the advantage also depends on the personal characteristics of the employees.ReferencesShehan, Tom, S. ,. T. (n.d.). How to contain employees a high turnover target is costly in both film and indirect costs. . Retrieved from http//www.allbusiness.com/ oversight/447495-1.html Gross, D. (2008, July 07). Phil gramms ubs problem. http//www.slate.com/id/2194933/ Ubs present off job cut may fire 1900 employees. (2008, October 01). Retrieved fromhttp//www.finance-trading-times.com/2008/10/ubs-lay-off-job-cut-may-fire-1900.html Adams, B. (2011, August 30). The banging layoff struggling financial giant fires thousands of employees. Retrieved from http//www.theblaze.com/stories/the-big-layoff-struggling-financial-giant-fires-thousands-of-employees/ Philbin, B. (2011, phratry 14). Street moves morgan stan ley hires rbc, ubs financial advisers. Retrieved from http//online.wsj.com/article/BT-CO-20110914-711796.html Muoz, S. S. (2010, April 12). Rbs hires key executive from ubs. Retrieved from http//www.efinancialnews.com/ business relationship/2010-04-12/rbs-hires-kamlani-executive-ubs