Diana Novera

230204726
PIWAR A

Unit 8
Job Satisfaction

A. Which of these factors would motivate you to work harder? Choose your top five
and rank them in order of priority. Explain your priorities.

bonus more responsibility working for a successful company

bigger salary threat of redundancy better working environment
commission hard-working boss promotion opportunities
praise supportive colleagues more time off
important job title perks more flexible working hours
1. Better working environment
hire great team members, make the office comfortable, improve
communication.
2. Working for a successful company
let work help you become who you want to be and take one step further
towards success.
3. More flexible working hours
because we need to set realistic quitting times for yourself, such as stop
answering emails after 8pm, or take Sundays off.
4. Hard working boss
because the way your boss models good things will influence others and hard
work builds character.
5. Supportive colleagues
because we need a team to ask for advice, offer advice when asked, identify
the root of the problem.
B. Discuss these questions.

How true do you think these statements are?

a) Only successful people can have a good work-life balance. (false)

b) Job satisfaction is about personality , not external factors. (false)
c) Job satisfaction increases with age. (true)
d) Improvements in technology lead to greater job satisfaction. (true)
e) Job sharing and job rotation are not good for motivation. (false)

Listening :
C. Listen to the conversation again and complete these sentences.

1. I was given your name by Edward Zhang, I believe you know him quite well.
2. He suggested i call you. He thought you might be interested in a position that's
become vacant at KB Financial Services.
3. Would you like to meet to find out the bit more. About the job?
4. I don't think there's any point in us meeting, I'm very happy in this job .
5. OK, I quite understand. Can you recommend anyone I could contact and sound them
out about the job?
6. Great, I would appreciate that. My number's 020 7644 8981 .

D. Listening.

Listen to three people talking about their motivation at work. Which of the factors in Exercise
A do they mention? Who do/would you agree with?

1. financial incentives
2. better working environment
3. more flexible working hours

In my persepective, I would agree with number three “more flexible working hours”

because can manage our own work time and also create the work environment we want.
 E. CASE STUDY 5 Office attraction
Background
Karl Jansen, Managing Director at London based Crawford PLC, has always believed that
employees perform better in a relaxed working atmosphere. The staff rule book is slim and
he’d like to keep it that way. However, recent events have made him wonder whether the
company cukture has become a little too casual. It could be because staff are working later at
night and at weekends, or because fierce competition is causing more stress. Whatever the
reason, close relationships between colleagues are definitely becoming more common.

Memo URGENT AND CONFIDENTIAL

From Karl Jansen, Managing Director

To Jenny Cunningham, Human Resources Director

Date 30 June

Policy on office relationships

I’m extremely concerned about the growing number of close relationships between members
of staff. This is having a very bad effect on both performance and morale.

As you know, there have been three cases recently where employees have developed personal
relationships which seriously affected both their own performance and their colleagues’.
Furthermore, I’ve heard this morning that one of the individuals concerned is threatening the
company with legal action.

As a result, I’d like the Human Resources Department to review in detail each of the three
cases and advise how to proceed. These are:

1. The appointment of Tania Jordan

2. The re-assigenment of John Goodman
3. Complaints against Derek Hartman

The details
1. Appointment of Tania Jordan
A few mounth ago, Karl and two other directors, Marcus Ball and Julia Kovacs,
appointed a new manager. There were three excellent candidates. Finally Tania Jordan
was selected – mainly because Marcus had argued strongly in her favour. Karl
discovered later that she and Marcus started living together. When Karl told him he
should have withdrawn from the selection process, Marcus said angrily, ‘Listen, I didn’t
knoe her so well at the time. In anycase, it’s my private life. I supported Tania because
 she was the best person for the job’. Karl discussed the matter with Jenny. They decided
to take no further action.
2. Re-assignment of John Goodman
A few weeks later, a problem arose in the Finance Department. The Financial Director
and her ambitions deputy, John Goodman, had formed a very close relationship.
Unfortunately, the relationship went sour and they had bitter rows in public. Because
of these problems, serious mistakes were made in the annual report and the morale of
the whole department was affected.
Karl and the other directors decided to move John to another department. However,
John’s new position is less challenging with little opportunity for promotion. He
believes he’s been very badly treated by the management and is threatening to take his
case to an industrial tribunal.

3. Complaints against Derek Hartman

A week ago, a part-time employee in the General Office, Claudia Northcott, e-mailed
Karl asking for a private meeting with him. When they met, he found out that she was
representing all the part-time staff in the department. According to her, the Office
Manager, Derek Hartman, is showing favouritism towards one of his staff, Petra
Palmer, and this is upsetting everyone in the office. Karl asked for more details.

Specific questions
Later on in his memo, Karl asked Jenny and her team to consider the following questions.

1. Did we make the right decision concerning Marcus Ball and john Goodman? What
further action, if any, should we take in each case?
2. If the accusation against Derek Hartman is true, what action should we take?
3. Should the company have a written policy on close relationship at work? If so, what
should be the main guidelines for staff? What sanctions should there be for staff who
don’t follow the guidelines?
4. How can we avoid someone gaining an unfair advantage from having a close
relationship with another member of staff? Are there any specific examples of bad
practice that could be written into the policy document?

Task
You are members of the Human Resources Department at Crawford PLC. Discuss the
questions in Karl’s memo and agree what action to take. One of you should take the role of
Jenny and chair the meeting.

1. After listening to the concerns of both parties, take time, and investigate the
case. Do not prejudge or come up with a final verdict on the basis of what we
have. Dig deeper and find out more about the happenings, involved parties, the
issues, and how people are feeling. Have an individual and confident
conversation with those involved and listen in a keen manner to ensure us
comprehend their viewpoints.
 2. Creating an atmosphere where employees are encouraged to work together
promotes employee engagement. This will lead to employees learning to rely
on each other and get to know each other’s strengths and weaknesses.
Engagement will help employees become more at ease with co-workers.
3. Workplace relationships polices state explicitly what behavior is and is not
accepted at work, reducing the risk miscommunication and misunderstandings.
When employees know the policies about relationships, they may be more likely
to be honest about their situation rather than hide it, which could lead to further
problems
4. Mistreatment or harassment at the workplace can be emotionally traumatizing.
Self-care is very important during such a time. Talk to family members, your
spiritual adviser and/or friends. If you believe the treatment at work may have
been criminal, such as a physical or sexual assault, it is important that you report
it to law enforcement right away so the responsible parties can be held
accountable.

Writing
As a member of the Human Resources Department, write a set of guidelines which could be
used as a discussion document at the next board meeting. (Writing file page 142)

To : All staff in crawford PLC

Subject : workplace relationship guidelines

Date : Monday, 21 november 2023

First of all we would like to thank you for reporting this cases to us. According to this cases,
we insist all the staff to comply with the guidelines that we have been made so that we are being
able to create a better working environtment in our company. These guidelines including a way
of respecting between staff to manager, manager to staff and staff to staff. We propose to
discussing about these guidelines at the up coming on the next meeting. For your consideration
:

GUIDELINES

5. . Keep your personal issues and discussions out of the workplace

2. if your relationship lasts longer than [two months], please inform HR. We want
to be aware of these relationships so we can better handle gossip or conflicts of
interest.
 3. If you want to express your romantic interest in a colleague, don’t do anything
that may embarrass or expose them and always respect their time and choices.

4. Before you decide to date a colleague, please consider any problems or conflicts
of interest that may arise.

5. To avoid accusations of favoritism and abuse of authority, we strictly prohibit

supervisors from dating their team members or those who report to their team
members (directly or indirectly). If they do, they’ll face disciplinary action up to
and including termination.

6. Managers who are below the level of [senior director] may have a relationship
with colleagues from other teams or departments, as long as that person is at the
same level or within two levels below them.

7. Encourage employees involved in workplace relationships to disclose this fact to

the HR department voluntarily. This helps identify potential conflicts of interest and
allows organisations to take appropriate measures to avoid

8. Acknowledge the sensitive nature of personal relationships and confirm that the
employer will treat the matter confidentially. It should, however, also state that line
managers may need to be informed of personal relationships to enable them to
manage any associated issues.

These guidelines are created to encourage a better working environment in our company. We
suggest open discussion for the upcoming meeting to assign these guidelines to avoid a cases
that we had in our company before

Thank you for your attention and consideration

Sincerely

HRD at crawford PLC

Case Study
Office attraction
A managing director is worried about close relationships between employees and their effect
on the company. Ss role play members of the Human Resources Departement and suggest what
action the company should take.

Stage 1
Working atmhosphere Relaxed working atmosphere
preferred by
Karl Jansen, MD
Staff rule book Slim and keep it away
Company culture Little too casual
Working hours Staff are working later at nights and at weekends

Competition with other Fierce competition is causing more stress

companies and its effect
Close relationships Becoming more common
between members of
staff

• Get the Ss to read the memo and meanwhile write the points on the left of the table
below on the board. When the Ss have finished reading, elicit information about the
points on the left, and write them up

Subject Policy on office relationship

Main point KJ’s concern about relationship between members and staff

Result of three recent Damaged performance of those concerned as well as that of

relationships colleagues

Names of those involved Tania Jordan – appointment

and nature of problem John goodman – re-assignment
Derek hartman - complaints
Lembar Evaluasi Tugas Praktik Unit 8
Apakah semua pertanyaan Tugas Teori Unit 8 dijawab dengan benar dengan waktu yang
telah ditentukan? Semua kesalahan harus diperbaiki terlebih dahulu sebelum paraf.
1. WRITTING

No Benar Salah Paraf Paraf

Dosen/Asdos Mahasiswa/i
A
B
C
D

2. Reading (Case Study)

No Benar Salah Paraf Paraf

Dosen/Asdos Mahasiswa/i
E.
1
2

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