Saint Louis College

City of San Fernando, La Union

MASTER IN PUBLIC ADMINISTRATION

SUBJECT CODE: PS EL_16

DESCRIPTION: HUMAN BEHAVIOR IN ORGANIZATION
INSTRUCTOR: PROF. DIVINA O. LAURETA
SUBMITTED BY: LAARNI GRACE F. MADAYAG

THE NEW PLANT MANAGER

Learning Assessment

1. Discuss the model of organizational behavior Butterfield used and the kind of
organizational climate he created.

Toby Butterfield created an autocratic model of organizational behavior. As indicated in

the case, Butterfield was ambitious and some-what power-oriented. He believed that the best

way to solve problems was to take control, make decisions, and use his authority to carry out his

decisions. An autocratic leadership, also known as authoritarian leadership, is a leadership style

characterized by individual control over all decisions and little input from group members.

Autocratic leaders typically make choices based on their ideas and judgments and rarely accept

advice from followers.

Butterfield believed that he knew what was best for the company and felt and acted in the sense

that the obligation of the employees was to follow all orders given by him. He never consulted

with the staff to get their input on what could have been done differently or could have assisted

in increasing productivity. He instructed all departments to increase their production by 10

percent and those who will fail to meet their production quotas will be dismissed from the job.

This type of leadership appeared to shake off the Houston Plant. At some point it decreases
employee morale, the work environment becomes tense, demanding environment or climate and

some workers did not like being ordered around because some employees that are capable of

self-direction began to leave the company. On the other hand, some workers also may need this

type of supervision and control they were still producing good results.

2. Discuss why productivity dropped when Butterfield left the Houston plant.

The productivity dropped when Toby Butterflied left the plant because the employees

become dependent on him. The employees already don’t have a manager that instructs them on

what to do. Every manager has different ways on how to manage a company, maybe the one in-

charge is not that strict compared to Toby so the staff become lax and work at a minimum pace. I

also believe that the employees felt as they worked extremely for the company for two years

under the management of Toby Butterfield, and thinks that it’s time for them to feel relieved of

the strict environment and relax the new climate of the new management of the plant.

3. If you were Butterfield’s New York manager, what would you tell him about his
approach? How might he respond?

If I were Toby’s New York Manager, I would commend him on the job that he did in the

Houston Plant because it produced remarkable results and also his intentions were good and the

instructions to him is to straighten the problem of the plant. But I will also, comment that I think

there is still a better approach to manage the employees of the company. Even though the

employees seem to obey the orders given or decisions implemented, it does not mean they liked

them. He should ask inputs from the employees because I believe that they are the one who

knows the processes and systems of the plant very well. Maybe he could gain an idea from the

suggestions of his employees. For me, a manager should be a good leader rather than a powerful

boss who will motivate his employees to perform their duties and task responsibly, willingly and
properly. Also, he could give training and development programs to enhance the skills of the

employees to become better individuals and to be productive. A good manager should give the

staff trust, confidence, care, and support. Toby could reflect on my advice, but still he will be the

one to decide on what approach or model he will have used. Maybe he will still use the same

model because he was ambitious and some-what power-oriented. He believed that the best way

to solve problems was to take control, make decisions, and use his authority to carry out his

decisions.

4. If you were the Plant Manager, what specific model of organizational behavior will you
adapt (except for your answer in no.1) and how will you handle the employees to ensure
that productivity will be at its maximum?

If I am the plant manager of the Houston Plant, I would choose the system model. I want

to develop the feelings of mutual trust, where employee role and perceived value in the

organization. I want to provide an environment to help the employees to grow and accomplish

their task successfully. I want to motivate them through creating a positive workplace where

they are encouraged to give their ideas and opinions even in difficult situations. Employees

wants a good working environment where they could work with integrity, supported by tools,

processes, and a logical organizational structure. As the manager, I am responsible to hold

together the team just like one system connected with another through the respect and from being

an integrated overall process. If the employees feel secure and happy with the organization and

perceive that they have a valuable role to play, then they become more committed to the

organization. This is because they will have a feeling of ownership of the roles and even part of

the direction of the organization. Employees feel a sense of participation.