I'm Mel Fugate and the purpose of this
video is twofold one is I'm going to
show you a role play that I do first day
first activity to help introduce
students to organizational behavior so
often start courses and ask the students
ah so what is OB who knows what OB is
and I'm routinely disappointed how few
students have a good response or answer
to that question so instead of telling
them are giving them definitions I
instead use a role play and tell them
hey you're going to help illustrate to
yourselves what OB is the second purpose
of this role play is it's a terrific way
to not only illustrate what OB is but
also a great opportunity to illustrate
and then ultimately apply the integrative
framework that you've heard about so
with that I'm going to change roles here
and go into my role as instructor with
the role play
so how how I start this is I'll ask for
three volunteers and three volunteers
come up the front of the room I let them
sit as they choose in whichever
whichever seat then I select a fourth or
ask for a fourth volunteer and I have
that person sit you know somewhere else
in the front of the room but for
purposes here we're all pretty condensed
that said now the scenario very
important part this is a very important
part of the success of this so these
three people sit down
I give them the scenario their roles you
our salespeople now so you have the same
job you sell more or less the same
products to more or less the same
customers you have the same education
background experience level we all have
more or less the same sort of training
and yes indeed you have the same
compensation plan but you sell
individually you're not a team it's not
a team effort
well enough
why introduce that they obviously need
to know what their roles are but as
you'll quickly see I'm also pulling the
low-hanging fruit and eliminating all
these common sorts of very easy answers
to what we'll do next now they have no
idea what that role is they sit down I
explain it then of course our fourth
volunteer she's their supervisor terrific
right
she has no previous history with them
perhaps companies merge or she was hired
in a manager so she has no real history
with them but her taking the job just so
happens to coincide with needing to do
their annual review now importantly I
describe how they are similar
no let's talk about that very very
important difference you're a rockstar
super performer you exceed every goal
you blow it out of the water
you truly are the best of the best sounds great to
me our solid A player Teresa now Nick
solid B player he meets all the goals
and expectations doesn't blow it out of
the water
set the world on fire like Teresa but
you can count on him is your go-to guy
love to have him thank you Nick see the
trend here Andrew and inevitably in this
role play somebody chooses one of these
seats and Andrew you're the lowest of
the low fact we're not even sure if
you've had to interview for your job you
just snuck in the back door if you knew
somebody so you are our C player so similar in
all the ways I described that important
difference however is their
performance so there in we have the
problem performance differences now we
come to you Brittany their dear
supervisor
hey you're their manager your
performance is a function of their
performance so here we go
what do you think are some of the
potential causes of these performance
differences
what would you attribute their
performance differences too ah I think
a lot of it would have to do with
motivation
level ok motivation
what do you mean by that ah I so intrinsic and extrinsic
motivation so whether or not they I love those terms So what
motivates each person is different so
whereas Theresa she may be very
motivated by money as an extrinsic
motivator
whereas you know we're looking at an
Adrew here he may be motivated by pride
or words or I guess compliments from
the supervisor me and maybe he's not
getting that ok
it depends on the different terrific
actually even love your choice of
terminology everybody else to an
intrinsic extrinsic excellent chapter 5
the new book so now another cause motivation
certainly could be one your uber
motivated well enough you don't quite
know how to spell the work so alright so
besides motivation what else looking at
the different backgrounds
although they all have similar GPAs and
everything still their
I guess how they learn could be different how
they learn so their learning style or
for the role play sometimes I will
press you to come up with more but
eventually I'll turn to the larger group
and say other potential causes could be
that Andrew is not as satisfied with his job
as the others job satisfaction
ok so job satisfaction that can be one
certainly so it would favoritism by the leader say
it again favoritism by the leader oh yeah favor maybe she favors Theresa because she is a woman
yeah Oh Who so so certainly let's put it
in their gender and that's always
interesting when that one comes up
generates great discussion but leader
behavior job satisfaction
clearly we could argue that it would
seem that you're very satisfied you're
satisfied enough you're absolutely
miserable and that would atribute to the
we would attribute that to their
performance differences so what we have
here now obviously you can take this as
far as you would like one
more I'll push her for one more and I
know we're short on time just like my
classes ah can be the job fit I mean
he might be qualified but it might not be a good job
for him
yeah job fit so that's an excellent one
so job fit truly this could be your
dream job
this is what you've always aspired to
and you're there terrific good enough
for you and your circumstance you're
happy you know this is work you frankly
hey it's not many snuck in the back door
that he knows somebody
it's frankly that this just is not the
job for him and in fact he's just doing
what he needs to because he's
interviewing at many other places
looking for a better job with a better
fit
excellent so now we have causes terrific
oh well while that's fine it's not
enough right
okay Brittany back to you have
identified potential causes now what are
you going to do about it
actions what are your recommendations
your solutions these might be the causes
now what are you going to do about to
improve their performance
well get to know them on an individual
level
okay that's great it's very enlightened
you're going to talk to him like that
good good listen okay right and it's
close partner
listen right find ways to motivate ok so
you'd so you would change your what
for example change motivational
techniques such as what might be one
thing you do the style of feedback how I give feedback ok love it
feedback is a great example terrific now
for time's sake let me open up to larger
group made great contributions on the
cause side so now how about on the
recommendation side be harder on them lay down law
that's one way to go about it
ok so you could clarify expectations
absolutely Andrew you folks heard of
this a pip performance improvement plan
say Andrew you're just not cutting it so
I want you to do a B and C or else right
provide consequences there are many
potential recommendations
now with this role play again as you can
clearly see we can take it much further
on either side and I
do you can do it as long as you would
like however I will stop here
what this illustrates you know and this
is how I conclude this with students
often as I say this is organizational
behavior
these are the things that we'll study and
why do we study them well because all of
these are levers or means for solving
problems in this case it was sales job
performance
so this is what we'll do an OB and
obviously the longer you run these lists
the more OB concepts that you will
illustrate so now bring as I mentioned
at the outset the integrative framework
so you can take the integrative framework
with our inputs processes particularly
for identifying the the cause of the
problem right so the performance
differences that's the problem
so then you would look to the inputs and
processes part of the integrative
framework to help identify some of those
potential causes so for instance now
let's look at motivation in the
integrative framework where is motivation
this is an individual level process and
it was great that even over here on the
recommendation side who lets go about
motivating the employees differently so
again that's the same here so it doesn't
you're not only identifying potential
cause but as well as a recommended or
potential solution to the problem now
what else leader behavior for example in
the integrative framework where does
leader behavior fall ends up being a
group or team level process again what
we're illustrating here is that how the
integrative framework can be used applied
to solve problems and again in this role
play
we have a performance issue so again
there are many ways you can use this
exercise this was very brief but
hopefully you have a good sense of one
how to
introduce your OB course to show
students hey this is OB this is what
it's about
have them illustrated rather than you
simply give a definition and at the same
time give you a great opportunity to
introduce the integrative framework which
again is integral to our three stop
problem-solving approach in our new
product