Rough Seas on the Link650

Read the following case study and answer the questions given at the end of the case. ROUGH SEAS ON THE LINK650 Professor Suzanne Baxter was grading papers semester when Shaun, a former student in her  organizational behavior class, dropped by. Shaun had decided to work in the oil industry for couple of years before returning to school to complete his diploma. “Hi, how’s work,” asked Baxter. “Well, Professor,”  Shaun began, “I am with  LINK650.
It’s that new WestOil drilling rig. The LINK650 was built by LINK, Inc. in Texas. A standard practice in this industry is for the rig manufacturer to manage its day-to-day operations, so employees on the LINK650 are managed completely by LINK managers with no involvement from WestOil. ” “In the beginning every employee was happy with the work conditions. The recruiters came from a consulting firm that specializes in hiring people. Come to think of it, we didn’t meet a single LINK manager during that process.
Maybe things would have been different if some of those LINK supervisors had interviewed us. ” “Later we found the  LINK650 supervisor’s to be mean taskmasters.I’d say that none of the 50 non-technical people hired was quite prepared for the brutal jobs on the oil rig. We did the dirtiest jobs in the biting cold winds of the North Sea. A couple of the new workers quit within a few weeks, but most of the people hired with me really got along well – you know, just like the ideas you mentioned in class. We formed a special bond that helped us through the bad weather and grueling work. ” “The supervisors pushed us to get jobs done more quickly without regard to safety procedures.
I almost lost my job one day just because my boss thought I was deliberately working slowly.Several people started finding ways to avoid the supervisors and get a little work done as possible. ” Then Bob Mackenzie was killed due to an improperly secured hoist and several employees unionized the rig during the government  inquiry. That really shocked LINK’s management. Several managers were sent to seminars on how to manage and even break a unionized workforce. “So you see, Professor, I joined LINK as an enthusiastic employee and quit last month with no desire to lift a finger for them. It really bothers me, because I was always told to do my best, no matter how tough the situation.
It’s been quite an experience. ” Discussion Questions 1. Briefly write the synopsis of the case. [ 4 marks ] 2. Identify the various ways that employees expressed their job dissatisfaction on the LINK650. [ 8 marks ] 3. Shaun O’Neill’s commitment to the LINK organization dwindled over his two years of employment.
Discuss the factors that affected his organizational commitment. [ 8 marks ] Answer Scheme – Part C 1. Case Synopsis Shaun O’Neill describes to his former professor his experience on the LINK650, a drilling rig in the North Sea. O’Neill had taken two years off from school to work on the rig.He started the job with strong loyalty, but left with no loyalty and very low job dissatisfaction. The work was more difficult than expected, and the supervisors treated employees badly. Employees received little information about the rig’s future and were exposed to unnecessary safety risks.
The employees unionized after one mate died in an accident. O’Neill eventually quit his job. [ 4 marks ] 2. Identify the various ways that employees expressed their job dissatisfaction on the LINK650. Employees expressed their dissatisfaction through: Voluntary turnover. Some people quit because they were dissatisfied with working conditions.Other people quit because they couldn’t tolerate the supervisors.
[ 2 marks ] Reduced work effort. Some employees tried to find ways to get as little work done as possible. [ 2 marks ] Absenteeism. Several employees developed fake back problems, known as the “rigger’s backache. ” [ 2 marks ] Unionization. Employees signed labor union cards when safety problems resulted in the death of one crew member. [ 2 marks ] Total : 2 X 4 marks = 8 marks 3.
Shaun O’Neill’s commitment to the LINK organization dwindled over his two years of employment. Discuss the factors that affected his organizational commitment.This case provides a rich example of the factors influencing organizational commitment. O’Neill’s loyalty (as well as the loyalty of other employees on the LINK650) fell dramatically over the two years for several reasons. Trust. Employees did not trust the company or its supervisors. The company tried to overthrow a labor union that employees had formed to resolve safety problems.
The company also put pressure on supervisors to push employees to work harder. Employees did not trust the supervisors because of their harsh behavior and unfair practices. [ 2 marks ] Job security.Job security was very low, because supervisors routinely fired people for seemingly minor infractions. The rig’s uncertain future also created job insecurity. [ 2 marks ] Organizational comprehension. The case describes how employees were left in the dark about problems on the rig.
[ 2 marks ] Employee involvement. Employees were not involved in decisions on the LINK650. They did not feel involved in the rig’s future, and they did not feel that management had much respect for them. [ 2 marks ] Total : 2 X 4 marks = 8 marks http://talentedapps. wordpress. com/2008/04/11/job-satisfaction-model-for-retention/

Order a unique copy of this paper
(550 words)

Approximate price: $22

Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

We value our customers and so we ensure that what we do is 100% original..
With us you are guaranteed of quality work done by our qualified experts.Your information and everything that you do with us is kept completely confidential.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

The Product ordered is guaranteed to be original. Orders are checked by the most advanced anti-plagiarism software in the market to assure that the Product is 100% original. The Company has a zero tolerance policy for plagiarism.

Read more

Free-revision policy

The Free Revision policy is a courtesy service that the Company provides to help ensure Customer’s total satisfaction with the completed Order. To receive free revision the Company requires that the Customer provide the request within fourteen (14) days from the first completion date and within a period of thirty (30) days for dissertations.

Read more

Privacy policy

The Company is committed to protect the privacy of the Customer and it will never resell or share any of Customer’s personal information, including credit card data, with any third party. All the online transactions are processed through the secure and reliable online payment systems.

Read more

Fair-cooperation guarantee

By placing an order with us, you agree to the service we provide. We will endear to do all that it takes to deliver a comprehensive paper as per your requirements. We also count on your cooperation to ensure that we deliver on this mandate.

Read more

Calculate the price of your order

550 words
We'll send you the first draft for approval by September 11, 2018 at 10:52 AM
Total price:
$26
The price is based on these factors:
Academic level
Number of pages
Urgency