There is a girl, named Catherine O'Neill, who first got the job of her dream, but after few years, she had to change the organization in order to cope up with her marital life. The environment of the new organization was not a suitable one for her as per her personality. The place where she worked before had a very formal and professional environment. The new place environment was a bit informal and not very professional.
Is there evidence that Catherine experienced the categorization—homogenization—differentiation She was involved in many highly regarded student clubs in the business school and worked diligently to earn good grades. Now her commitment to the profession would pay off, she hoped, as she turned her attention to her job search.
In late fall she had on-campus interviews with several firms, but her interview with the prestigious Lippert-Johanson Incorporated LJI stood out in her mind as the most attractive opportunity.
Catherine had always been one to pay attention to detail, and her acute observations of her environment had always been an asset.
She was able to see how social and environmental cues told her what was expected of her, and she always set out to meet and exceed those expectations. On a tour of the office, she had already begun to size up her prospective workplace.
She appreciated the quiet, focused work atmosphere. She liked how everyone was dressed: Most people wore suits, and their conservative apparel supported the professional attitudes that seemed to be omnipresent.
People spoke to her in a formal but friendly manner and seemed enthusiastic. Some of them even took the time to greet her as she was guided to the conference room for her individual interviews. Sandra Jacobs was the picture of a professional woman, and Catherine naturally took her cue from her about how to conduct herself in the interview.
It seemed to go very quickly, although the interview lasted an hour. As soon as Catherine left the office, she could not wait to phone her father about the interview. Jacobs really emphasized the mission of the firm, as well as its policies.
She did say that all the candidates have an excellent skill set and are well qualified for the job, so mostly they are going to base their hiring decision on how well they think each of us will fit into the firm. Reputation is everything to an accounting firm.
I learned that from you, Dad! Several studies have reported that self-serving bias occurs in corporate annual reports. What does this mean, and how would it be apparent in these reports?
Provide hypothetical examples of self-serving bias in these documents. What specifically did you do? What was the result?
Why are organizations moving toward the use of experiential approaches to learning? What conditions are required for success? Catherine knew she would accept the offer from LJI. She saw the firm as very ethical, with the highest standards for work quality and an excellent reputation. Catherine was grateful to have been selected from such a competitive hiring process.
She was also told to spend some time looking at the employee handbook, which covered many important policies of the firm, such as dress code, sick time, grievances, the chain of command and job descriptions, and professional ethics.
Everyone relied on the handbook to provide clear guidance about what was expected of each employee. Also, Catherine was informed that she would soon begin participating in continuing professional education, which would allow her to update her skills and knowledge in her field.
They talked about work and home; they seemed close, both professionally and personally. She could see that everyone had a similar attitude about work: They cared about their work and the firm; they took responsibility for their own tasks, and they helped one another out.
Catherine also got involved in LJI activities outside work—like baseball and soccer teams, happy hours, picnics, and parties—and she enjoyed the chance to mingle with her co-workers. In what seemed like no time at all, Catherine started to see herself as a fully integrated member of LJI.
There she met many accountants from other firms who all seemed impressed when she told them where she worked.Case Study From Lippert Johanson Incorporated to Fenway Waste Management Part 1 1.
The case presents the topic of the change in employee's attitude and behavior with the change of the organization. There is a girl, named Catherine O'Neill, who first got the job of her dream, but after few years, she had to change the organization in order to cope up with her marital life%(2).
Transcript of Case 5: From Lippert- Johanson Incorporated to Fenway Waste. Case 5: From Lippert- Johanson Incorporated to Fenway Waste Management Prepared By: Nuraqilah Binti Md Amir Case Synopsis ENVIRONMENT Fenway Waste Management 1) Office Standard 2) Staff presentation are formal and friendly.
Case Study From Lippert Johanson Incorporated to Fenway Waste Management Part I: 1. Discuss the social identity issues present in the case. The social Identity theory basically is a theory that explains self-concept to be a combination of personal identity – their unique characteristics and social identity – their membership in different social groups%(4).
Case Study Hy Dairies, Ltd. Case Study From Lippert-Johanson Incorporated to Fenway Waste Management ; Team Exercise Who Am I? Web Exercise Diversity & Stereotyping on Display in Corporate Websites ; Team Exercise Do You Have a Global Mindset? Case Study- From Lippert- Johanson Incorporated to Fenway waste Management.
Discussion Questions: Part A: 1.
Discuss the social identity issues present in this case. Assignment Help >> Business Law and Ethics.
Case Study- From Lippert- Johanson Incorporated to Fenway waste Management. Discussion Questions: Part A: 1. Discuss the social identity issues present in this case/5(K).