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Missed promotion and organizational implications

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The Missed Promotion

In accordance with the questions and answers to the Post Role-Play Reflection below. What is your opinion for the questions below?

POST ROLE-PLAY REFLECTION QUESTIONS and ANSWERS

1) What was your role? MANAGER EMPLOYEE
Employee

2) Briefly summarize the meeting. What was the result?
The meeting was predicated upon two professionals acting respectively in a professional manner. The employee set aside their emotions to talk with the manager while the manager understood that the employee was still employed, and this required for the manager to ensure that the employee felt validated and respected despite being passed over for the promotion.

3) Please rate your agreement with each statement below, and then give a brief explanation for your answer.

This meeting was successful
Why?
Yes, the meeting was a success because both parties were able to gain perspective that will ultimately result in benefiting the overall good of the company. Through the manager's use of praise for the job done by the employee as well as respect, the employee remains committed to producing quality work for the company while the employee gained perspective on areas that are needed to improve in to receive the next promotion. By improving in these areas, both the employee and manager will benefit as well as the company through increased productivity for the company and a potential promotion in the future for the employee.

We reached a fair result
Why?
Yes, because both sides will benefit through increased productivity that will emanate from this meeting wherein the employee will improve in areas that caused them to not get promoted this time while the company will benefit from the employee's increased improvement in these areas subsequently rewarding the employee with a promotion in the future.

I feel satisfied with this meeting
Why?
I've explained why the meeting was successful, and the satisfaction arises from both the employee and manager acting in a professional manner with the focus on the betterment of the company.

My partner feels satisfied with this meeting
Why?
The partner should be satisfied for similar reasons mentioned.

QUESTIONS? What is your opinion to the questions, you will post comments responding to the following questions:

a. Describe what happened when you tried to discuss the promotion with the other side, from your perspective. Was it successful?

b. Were you more concerned with distributive, procedural or interactional justice?

c. What attitudes or behaviors lead you to this conclusion?

d. Do managers and employees tend to emphasize different aspects of justice? How does that influence perceptions of fairness?

e. How can perceptions of justice affect motivation and job satisfaction)?

f. What are the implications of what you have learned from this exercise for your future actions as a manager or a leader in your organization.

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Solution Preview

a. Describe what happened when you tried to discuss the promotion with the other side, from your perspective. Was it successful?

When discussing the promotion, the other side was capable of relaying critical information on my performance as well as their appreciation for my performance to me. The other side ensured that although I needed to improve in certain areas to receive a future promotion, I was talented enough to be respected as a valuable member of the organization and would eventually reach my goals with improved attention to detail and hard work.

b. Were you more concerned with distributive, procedural or interactional justice?

I would be more concerned with ...

Solution Summary

This solution provides answers to various questions regarding a role play on a missed promotion and discusses its organizational implications.

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The Missed Promotion Exercise

1) What is your opinon on the questions below?

Employee Scenario

1) Describe your goal for this meeting. What would make it successful?
***The goal for this meeting should be to gauge the reasons for why I wasn't promoted while acknowledging to myself that a myriad of factors are at play in promotions and credentials alone don't justify promoting someone. Charisma, leadership abilities, and tenure also are some of the reasons for why people get promoted before others if the company views these people as more beneficial to the company. Therefore, I would make the goal about seeking what areas I need to improve upon if the promotion was based upon other strengths that I currently don't possess. Antagonism shouldn't be on display in other words.

2) What do you think Chris's goal for meeting is?
***Chris's goal should be to relay to the employee why the decision was made to pass over the qualified employee for a promotion. Chris should explicitly outline the decision-making process that led to me not receiving the promotion to ensure that the employee remains organizationally committed to producing the most optimal work output despite my personal feelings regarding the promotion. If Chris can dictate to the employee competent and concise reasons for why I wasn't promoted, I will understand what is necessary to raise my work performance in areas that I may suffer to ensure that I receive a promotion in the near future, which will assist both the company as well as myself.

3) How will you reach your goal? What approach will you use?
***The approach to use is one of professionalism. Professionalism should always be displayed even when dealing with unsavory circumstances. If I'm professional about not being promoted, it will impart upon the manager that I can maintain my professionalism in all scenarios, which is necessary for higher positions within the company. I would expect Chris to understand this as he must always remain professional even when employees choose an alternative approach such as becoming irate or furious for being passed over for promotions.

4) Describe any other issues or concerns you have about the meeting.
***The only other issue or concern that I would be on alert for would be if any unethical reasons such as cronyism or favoritism as well as discrimination were behind the reason I didn't get promoted. I would ensure that I remained professional while deducing Chris's response even if this was the case, but I would ensure that I had the necessary information to immediately report ant unethical reasons to the proper authorities within the company as well as potentially to the EEOC.

Now read the following post-role-play reflection, jot down your answers to the questions, and fill in the table. You will attach this table to your first post as you did in week one above.

Post Role-Play Reflection for all Roles

1) What was your role? MANAGER EMPLOYEE
2) Briefly summarize the meeting. What was the result?
3) Please rate youe agreement with each statement below, and then give a brief explanation for your answer.

Strongly Somewhat Somewhat Strongly
Disagree Disagree Agree Agree
This meeting was successful
Why?

We reached a fair result
Why?

I feel satisified with this meeting
Why?

My partner feels satisified with ths meeting
Why?

In the discussion this week, you will post comments responding to the following questions (30 minutes):
a. Describe what happened when you tried to discuss the promotion with the other side, from your perspective. Was it successful?
b. Were you more concerned with distributive, procedural or interactional justice?
c. What attitudes or behaviors lead you to this conclusion?
d. Do managers and employees tend to emphasize different aspects of justice? How does that influence perceptions of fairness?
e. How can perceptions of justice affect motivation and job satisfaction (topics covered in this module)?
f. What are the implications of what you have learned from this exercise for your future actions as a manager or a leader in your organization

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