Organizational Behaviour - Case Study

Full Answer Section

2. Resilience Training and Stress:

Goldman Sachs' resilience training might influence the stress process in several ways:

• Cognitive appraisal: Training can help employees reframe stressful situations as challenges rather than threats.
• Coping mechanisms: Building coping skills like mindfulness, stress management techniques, and time management.
• Emotional regulation: Learning to manage emotions effectively under pressure.
• Social support: Fostering a supportive work environment and encouraging peer-to-peer connections.

3. Limitations and Mitigations:

Potential limitations of the program include:

• Limited reach: Not all employees may participate or benefit equally.
• Sustainability: Maintaining learned skills and behaviors over time can be challenging.
• Organizational culture: Deeply ingrained cultural norms of intense work might undermine training effectiveness.

Mitigations include:

• Tailoring training: Adapt programs to different employee needs and roles.
• Booster sessions: Offer ongoing support and reminders to maintain learned skills.
• Leadership buy-in: Align training with organizational values and encourage leaders to support its implementation.

Part 2: Organizational Commitment and Job Satisfaction

4. Most Important Commitment Type:

The most important type of organizational commitment depends on the individual and context.

• Affective commitment: Likely most important for intrinsic satisfaction and long-term loyalty.
• Continuance commitment: More important for employees with limited alternatives or high switching costs.
• Normative commitment: Less common but important for those feeling obligated to stay due to social pressure.

For me, personally, a combination of affective and normative commitment might be most important, depending on the specific organization and its values.

5. Improving Satisfaction:

Organizations can improve satisfaction through:

• Promotion clarity and fairness: Transparent promotion criteria and opportunities for advancement.
• Supportive and empowering supervision: Constructive feedback, coaching, and delegation of responsibility.
• Positive and collaborative work environment: Encouraging teamwork, open communication, and appreciation.
• Meaningful work assignments: Aligning tasks with employee interests and skills.
• Work-life balance initiatives: Flexible work arrangements, stress management resources, and support for personal needs.

Remember, these are general points, and further analysis based on specific chapters, company culture, and employee demographics would provide a more comprehensive answer.

Disclaimer: I cannot access or process specific course materials or company information. Please ensure your answers align with your required readings and context. This response aims to guide your analysis, not provide complete answers.

Sample Solution

Part 1: Goldman Sachs Employees and Stress

1. Demands and Motivations:

Goldman Sachs employees experience a unique set of demands:

• High workload: Long hours, tight deadlines, and constant pressure to perform.
• Competitive environment: Intense competition creates a stressful atmosphere.
• Ambiguity and uncertainty: Complex deals and dynamic markets can be unpredictable.
• Emotional labor: Managing client expectations and maintaining composure under pressure.

Despite these demands, employees can be motivated and committed due to:

• Financial rewards: Attractive compensation and bonuses for high achievers.
• Prestige and career advancement: Working at a renowned firm with excellent career prospects.
• Meaningful work: Contributing to high-stakes financial transactions.
• Sense of accomplishment: Achieving challenging goals and exceeding expectations.