[ANSWERED] Read the Ricks New Job case analysis at the end of Chapter 3 of the Blanchard and Thacker (2013)

Written By: Dan Palmer, RN

Read the Ricks New Job case analysis at the end of Chapter 3 of the Blanchard and Thacker (2013) text. In an 800 to 1,000 word paper (excluding the title and reference pages)

Read the Ricks New Job case analysis at the end of Chapter 3 of the Blanchard and Thacker (2013) text. In an 800 to 1,000 word paper

Week 1 – Assignment

Case Analysis: Rick’s New Job

Read the Rick’s New Job case analysis at the end of Chapter 3 of the Blanchard and Thacker (2013) text. In an 800 to 1,000 word paper (excluding the title and reference pages), respond to the following case questions:

  • Explain why Rick was let go and how reinforcement theory applies to this situation.
  • Explain Rosie and Walter’s reaction to Rick’s computer in terms of resistance to change. Use the concepts in this chapter to explain how Rick might have approached the computer situation so as to gain acceptance.
  • Explain Rick’s inability to “fit in” using social learning theory. Identify where breakdowns occurred.
  • If Val hired you to develop a management training program for the senior managers at PPP, explain how you would go about designing the program. Provide appropriate theoretical rationale to support your position.

Your paper must be formatted according to APA style as outlined in the Ashford Writing Center. Your paper must also include citations and references for the Blanchard and Thacker (2013) text and at least two scholarly sources from the Ashford University Library. An Abstract is not required. Use APA formatted headings, rather than numbers, to delineate your response to each case question. For example, the following headings (or equivalent) can be used to identify each section of your paper:

The paper

  • Must be 800 to 1,000 words, double-spaced (excluding title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center. (Links to an external site.)
  • Must include a separate title page with the following:

o    Title of paper

o    Student’s name

o    Course name and number

o    Instructor’s name

o    Date submitted

  • Must use at least two scholarly sources in addition to the course text.
  • Must document all sources in APA style as outlined in the Ashford Writing Center.
  • Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing
  • Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

Required Resources

Text

Blanchard, P. N., & Thacker, J. W. (2013).Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.

Expert Answer and Explanation

Introduction

The reinforcement theory can either trigger positive or negative reaction after past encounters. This is because the individual who has been rewarded or punished will be keen to ensure that pleasant outcomes are enhanced while unpleasant outcomes are minimized. In Rick’s case study, the reinforcement theory was used to punish him for using the wrong behavior as he tried to introduce changes in the sales department.

Reinforcement Theory

 According to the case study, Rick was let go because there was no way his ideas would have been introduced without the other managers feeling threatened. All the steps he took to try and introduce change in the organization did not yield the kind of outcome expected. Also, Rick became so close to Val, and he would communicate to him regarding his plans for the sales department, forgetting that the other managers were equally concerned (Blanchard & Thacker, 2013).

Instead, they were left uninformed, with nothing to work with but assumptions and hypotheses (Shimoni, 2017). PPP is an organization with a culture whereby all managers were fearful of changing the way of doing things, except for Val. The rest did not seem to think that there is a problem in the system needing change.

Rosie and Walter had a fear of incompetence due to their uneducated backgrounds. Diane, on the other hand, feared lost influence. According to the reinforcement scenario, wanted behavior is rewarded while unwanted behavior is punished. In this case, Rick seems to have been punished for wanting to introduce change in an organization whose culture was clearly not well prepared for it (Morris, 2019).

Therefore, in future, Rick will have a problem trying to introduce relevant ideas since he will be scared of a repeat of the same unpleasant outcome.

Resistance to Change

Rosie and Walter’s response to Rick bringing his computer to work was due to resistance to change. These two individuals did not feel like there was a need to introduce new technology in the office. Also, they did not think that a computer was of more value than what had been happening in the office currently.

These managers were clearly not even interested in learning more about the computer and how it would improve the performance of the sales department (Shimoni, 2017). These individuals were already accustomed to doing things in a particular way without technology. Therefore, even as the market was changing and becoming more complex and competitive, they still held on to their approach of pen and paper.

It is clear that Rick and Val did not take the necessary steps to prepare these individuals for the change that would eventually benefit the organization as a whole (Morris, 2019). The value of change was also not communicated to them as required. Therefore, the managers simply did not understand what was happening in their usual workplace environment.

Before introducing any changes, Rick needed to understand that these two did not see a problem with their approach of doing things(Blanchard & Thacker, 2013). Therefore, the factors triggering a resistance to change needed to be identified and analyzed. Those that relate to the current situation include, far of the unknown, loss of rewards, incompetence, lost investments and even group dynamics.

Social Learning Theory

Rick’s inability to blend in is due to the behaviors he showcased when he was given a chance to become a part of the team. Rather than reflecting the behaviors of others in the company and the efforts they made to become accepted, Rick chose to become much closer to Val. He ignored the managerial roles of the other individuals who were equally as important to the organization.

The level of attention of social learning theory shows that Rick became too focused on whether or not Val approved of his ideas. He chose to rely on Val’s vision of the future of the organization, thereby ignoring the concerns of the other managers (Blanchard & Thacker, 2013). At the retention level, Rick would still retain information shared by Val.

He did not feel like the information or a directive given by the other managers was important (Shimoni, 2017). Lastly, at the behavioral reproduction level, Rick chose to behave in such a way that was acceptable to Val and not to the rest of the managers.

Select an issue from the following list

Designing a Management Training Program

When tasked with designing a management training program for senior managers at PPP, the first step would involve a total organizational assessment. Rather than focusing on a particular department, this analysis would consider other sections so as to get a unified image of the behaviors of the other managers.

To avoid similar resistance and a similar outcome as Rick, there is a need to showcase a need for change and the value that will be brought about through training (Morris, 2019). This is especially true since the target population features managers who are strongly against any change in the company. They think that the performance is as expected, and thus nothing should be changed.

Through the organizational analysis, the collected information will be quite helpful in convincing the senior management that training and change are quite needed at PPP (Blanchard & Thacker, 2013). After this step has been completed successfully, a personal analysis will be conducted before training is offered individually based in the employee needs. Understanding the organizational perspectives will enable a more effective analysis of the personal needs held by the employees of these companies.

Conclusion

            It is evident that reinforcement theory can trigger either positive or negative behavior depending on past experiences. In this case study, Rick made a mistake in his approach, which is why the senior management team did not support his presence in the company. Although he had a great vision for the future, there were a lot of flaws in his behavior.

References

Blanchard, P. N., & Thacker, J. W. (2013).Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.

Morris, T. H. (2019). AdaptivityThrough Self-Directed Learning to Meet the Challenges of Our Ever-Changing World. Adult Learning30(2), 56–66. https://doi.org/10.1177/1045159518814486

Shimoni, B. (2017). What Is Resistance to Change? A Habitus-Oriented Approach. Academy of Management Perspectives31(4), 257–270. https://doi.org/10.5465/amp.2016.0073

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FAQs

Reinforcement Theory

Reinforcement theory is a psychological concept that explains how behavior is learned and maintained through the use of positive or negative reinforcements. This theory is based on the notion that people are more likely to repeat a behavior that results in a positive outcome, while avoiding behaviors that lead to negative consequences.

In the context of reinforcement theory, reinforcement refers to any stimulus or event that follows a behavior and influences the likelihood of that behavior being repeated in the future. Reinforcement can be positive or negative, depending on whether it involves the addition or removal of a stimulus.

Positive reinforcement involves adding a stimulus that increases the likelihood of a behavior being repeated. For example, a child who receives a treat for doing a chore may be more likely to do that chore again in the future. Negative reinforcement involves removing a stimulus that increases the likelihood of a behavior being repeated. For example, a person who wears sunscreen to avoid a sunburn may be more likely to continue using sunscreen in the future.

On the other hand, punishment involves adding a stimulus to decrease the likelihood of a behavior being repeated, such as scolding a child for misbehavior. Similarly, extinction involves the removal of a reinforcement that decreases the likelihood of a behavior being repeated, such as ignoring a child’s tantrum instead of giving in to their demands.

Overall, reinforcement theory suggests that by identifying and implementing appropriate reinforcements, individuals can shape and maintain desired behaviors, while discouraging undesired ones.

Resistance to Change Theory

Resistance to change theory explains the reasons why individuals or organizations may resist changes introduced into their environment, situation or processes. According to this theory, resistance to change can arise from three main sources: individual, organizational, and environmental factors.

Individual factors that contribute to resistance to change include fear of the unknown, lack of understanding or information about the change, and past negative experiences with changes. Individuals may also resist change if they feel it is imposed on them without their input, or if they perceive that the change threatens their power or status in the organization.

Organizational factors that contribute to resistance to change include organizational culture, values, and norms. If the organizational culture places a high value on stability and consistency, for example, it may be resistant to changes that disrupt the status quo. In addition, if the change is perceived to be inconsistent with the organization’s values or goals, employees may resist it.

Environmental factors that contribute to resistance to change include economic conditions, political factors, and social attitudes. For example, if there is a general perception that the economy is unstable or that political conditions are uncertain, employees may resist changes that they perceive as risky.

The resistance to change theory emphasizes the importance of addressing these underlying factors in order to effectively manage change. Successful change management requires addressing these factors through communication, participation, training, and support for employees. By addressing the concerns and needs of those affected by the change, organizations can reduce resistance and improve the chances of success for the change effort.

Social Learning Theory

Social learning theory is a psychological theory that explains how people learn and acquire new behaviors through observation and imitation of others. This theory suggests that individuals learn by observing the behaviors of others, and the consequences that follow those behaviors.

According to social learning theory, learning occurs through a series of cognitive processes, including attention, retention, reproduction, and motivation. Attention refers to the process of paying attention to the behavior being observed.

Retention refers to the process of retaining that behavior in memory. Reproduction refers to the ability to reproduce that behavior through practice. Motivation refers to the drive to perform the behavior, based on the rewards and punishments associated with that behavior.

Social learning theory also suggests that people are more likely to imitate behaviors of models who are seen as competent, powerful, and successful, and who are also similar to the observer in some way. In addition, the consequences of the modeled behavior also influence the likelihood of the behavior being imitated.

One key concept of social learning theory is self-efficacy, which refers to an individual’s belief in their ability to perform a particular behavior or task. Self-efficacy is influenced by previous experiences, feedback from others, and social persuasion.

Social learning theory has a variety of practical applications, including the use of modeling and imitation in education and training, as well as in shaping behaviors in individuals and organizations. By providing positive models and reinforcement, individuals and organizations can help shape behaviors and improve performance.

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