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Organizational Behaviour | 1

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Identify and discuss 3 (THREE) organizational behaviour issues

in the case. 3
Based on your knowledge about OB, what advice would you
give to the person(s) involved in this issue? 6
References 9

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a) Identify and discuss 3 (THREE) organizational behaviour issues in the case.

EUPA is known as "Factory City" and has 1.8 square per km land size, almost a size of
Monaco. It is the biggest factory in the world. They have 17,000 employees that come in
from different part of China working for them. The factory only run with human sweats alone
and no robot involvement.
Imagine how is it like working in a factory that squeezing all your energy without someone to
help you along the process. It is unthinkable! But not for EUPA's employees. Their
commitment towards their work showed by producing 60,000 irons everyday, 36,000 coffee
makers per month and produced staggering 18 million electric grills per year. By looking at
the numbers, roughly we can understand how EUPA's employees works and how devoted
there are to the organization that they call home.
From the documentary shown, we can easily identify three organizational behaviour issues
that affecting the organization and their employees. There are:

i. Cheap/Low Labour Cost

In China, there is a plentiful supply of workers with a steady stream of people moving
from rural areas to urban areas in search of work. These people are call immigrant.
Usually these immigrants are from rural province that live in poverty in their entire
life. It is estimated that 500,000 million people will leave their home at countryside
in-search of work and opportunity for a new way of life and leaving behind their love
one to pursue their dream. EUPA on the other hand being seen as someone who could
give them the way to escape from poverty. However further that they know, EUPA
had misused them entirely.
EUPA is known as a factory only run with human sweats alone without robot
involvement. By saying so, basically EUPA needed all the help that they can get in
order for them to make sure their production running smoothly without any hiccup. So
EUPA don't want to miss this big opportunity and they start taking advantage on the
situation that being going on. They know that these immigrants are really in need of
job and willing to work with lower wages. The employees' pay check are estimated 90
- 300 dollar per month and averagely working more than 40 hours per week with 1 or
2 days off per month. In addition, EUPA will withhold their employees first 2 months
worth of pay checks as a security deposit and it will only return to them when they

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resign from the company. However, employees are not allowed to quit their job unless
the organization giving them the consent. Not only that, the organization can easily
withdraws employees' pay checks for breaking trivial rules which the factory has set,
such as talking whilst working or having too many bathroom breaks. By looking at
the situation, we can't stop to wonder and making assumption that all the employees
are belong to EUPA.
Despites all that, immigrants who wanted to look for a chance to change their life and
employees that currently working and staying there, still holding on to their job at the
organization without making a big fuss out of it. Because for them being
independence and having a chance of a new life and leaving the poverty life that they
used to live in is worth it. Quitting is a big "NO".

ii. Devoted themselves to the company - Organizational Citizenship Behaviour (OCB)

The discretionary behaviour that is not part of an employee's formal job requirements,
and that contributes to the psychological and social environment of the workplace, is
called "organizational citizenship behaviour" (OCB). This is what happening at
EUPA. Their employees will do more than their usual job duties that provide
performance "beyond" expectation.
EUPA's employees are devoted to their job and best of all, they are "married" to their
company. They willing to do just about anything in order to make sure EUPA earning
profit and become well-known brand in the world. In short, they are fiercely loyal to
the organization. For instants, one of the employee Mr. Ming Long He (Production
Control) that proclaimed his job is the "brain of the factory", main function is to
coordinate each department in EUPA. His dream is to see EUPA brand in every box
of electrical appliances in the world. In order to make sure his dream come true, he
will make sure every production line is in order and no room for error. For him every
little mistake will cause a big lost for the organization and himself as an employee for
Same goes to Mr. Lu Jin Ye. He is the Project Coordinator for EUPA and known for
being a perfectionist and hyper efficient. His goal for EUPA expectedly to earn
500,000 million dollar worth of electric grills next year. With the pressure meeting the
numbers, the factory turn into a "war zone" and Mr. Lu is like a "General" leading his

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troop to war. For him EUPA profit has to rise in order to out muscle their other
competitor without compromising the quality of their products.
EUPA's employees sense of loyalty is beyond imaginable. For them their company is
their life and without it they will be absolutely nothing. Even getting married in the
factory is a honour for a couple like Mr. Yong Li (Technician) and his fianc. Getting
married in "mass wedding" that paid by EUPA, receiving blessing from their
colleagues and management and celebrating it at "factory of the world", "one world"
and "one dream" it will be unforgettable event for them. By participating at "mass
wedding" is the way for couple to show their love to their other half and their passion
to EUPA. Mr. Yong believe that he and his fianc is destined to work and get married
in the factory. For both of them their office space is their personal space to meet up
and spend time together whenever they on their break.

iii. Cultural Diversity

Working in a place like EUPA that have 17,000 employees from whole over China
and coming from different background and culture is really a challenging
environment. Dealing with a big group of people really required patient and tolerance
towards others surround you, it is a difficult task to do. Not only that, office politics
and conflicts in the organization will play out at massive scale compare to those who
work in slightly smaller organization.
This is where Mr. Yah-Sing Fu, Service Department Manager play his role. His job
consider as the toughest job of all. He need to address anything that effect day to day
life in 17,000 employees at EUPA to the top management. In addition, China web of
culture complicate his job. He is aware that every single employee work in EUPA
came from every corner of China from different family background and belief and he
need to adapt to the way their act and thinking in order to make sure that there will be
no cultural conflict among them. At the same time all employees goal need to be
aligned with the organization vision and mission. Mr. Yah have to find balance
between the cost of the company and the needs of the employees. Too little the
employees will be dissatisfied and too much the company will not be happy. Although
he know it is impossible but in order to keep all the production running smoothly, he
and his team of 200 people need to pull it off .

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Furthermore, every living quarters in EUPA need to be well maintained, the
employees are well fed and their problem need to be attended and solved ASAP. If the
employees morality and motivation are getting lower, high possibility for them to
change job and resign will cost Mr. Yah and his team's career on the chopping block.
He need to make sure EUPA's employees are stay motivated and satisfied working in
the organization. EUPA can't afford to lose their employees to their competitor.

b) Based on your knowledge about OB, what advice would you give to the person(s)
involved in this issue?

i. Understand and know their "Rights"

In China's low-cost labour force still continue to thrive. It's been China's decades long
economic boom. Despites that China government have in place labour law to protect
the rights of Chinese workers that known as "The PRC's Labour Laws" of 1995 and
surprisingly comprehensive. Its cover minimum wage, working hours, overtime pay,
health and safety, child labour and labour disputes. But a written laws still a piece of
paper if no one aware or bother to follow.
The PRC's labour laws are rarely followed by people in China. Although the labour
laws may be adhered by the local residents that living in the city but a huge majority
of Chinese factory workers are coming from rural China are not really familiar and
follow the laws. Sometimes due to their lack of knowledge, the factory in China tends
to take advantage on them.
In EUPA's case, the employees need to know and understand their rights in order to
avoid any mistreatment from the organization. They need to understand, not only that
they need to follow the laws but they need to speak up for their own rights. In
addition, employees at EUPA can register themselves at any labour union that can
help them to fight for their rights.
Most important of all, EUPA's employees need to know that they are also part of the
working class, a class that increasingly has the strength and ability to forge its own
destiny. Their rights can't be denied by the China government and EUPA just because
they are immigrants.

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ii. Work-Life Balance

We are aware that "Organizational Citizenship Behaviour" (OCB) plays a very

important role in the betterment of any organization. OCB can create behaviour that
promotes doing something beyond their job description. Although OCB enhances
work behaviour of employees in an organization but it doesn't mean it automatically
influences work satisfaction as well.
EUPA's employees need to start thinking about their life more often instead of their
company only. They need to understand that the organization doesn't defined who
they are as a person. At the same time, they need to stop thinking that their life only
revolve around EUPA. Although they thought that EUPA had given them everything
that they ever wanted (paying job and a chance to change their life) but they need to
bear in mind that not everything is last forever. They need to learn to love themselves
more than the organization.
Maybe some of the employees will think that without EUPA they are nothing. Even if
the organization losing profit they will be blaming themselves because of they not
doing their best to help the organization to success . This behaviour is not healthy and
could to lead to negative effect such as;
a) Work pressure - Pressure for not meeting the certain standard that they think
could jeopardise the organization work performance.
b) Overwhelmed - The employees will feel overwhelmed with their work that at
the end could affect them emotionally.
c) Overworked - The employees will start overworked themselves and lost
focus what they want in life.
In conclusion EUPA's employees need to start focusing on their life satisfaction and
work-life balance. Nevertheless, they need to start care and loves themselves and most
important of all EUPA is not the one who shaping their life but they do.

iii. Accept people differences & Employee Retention

Each one of us are unique and special in so many ways. Even though is obvious
enough but sometimes people tends to forget that they need to recognize and
capitalize on individual differences to get job well done. Diversity in age, race,
gender, ethnicity, religion, and disability status are only demographic characteristics

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are just the tip of iceberg. Although diversity in an organization is important to
running a successful business but if you don't structure it accordingly chances for you
to offence the employees are high.
In EUPA's case, Mr. Yah-Sing Fu need to encourage other employees to accept other
employees differences and let their individualities show. For example they don't have
to feel hesitate to ask their colleagues from another culture about their culture's
etiquette practices. Besides that, acting fairly is important to enables organization to
successfully deal with diversity in workplace. Treating other employees with fairly
and respect the differences that make them who they are.
In addition, EUPA can conduct employee reviews and assessments to all EUPA's
employees. Examining your employees' attitudes and how they work with others than
try to talk to them in how to handle it.
Despites that, EUPA can start by focusing on outcomes instead of overworked their
employees. The top management of EUPA need to look at their workplace culture. If
the organization is promoting overworked culture, they need to start looking how to
change and manage the situation. Such as promoting breaks in the work day. This will
definitely help EUPA's employees to feel less pressure doing their work and meeting
their deadline.
EUPA also can provide healthcare benefits to their employees and family members.
Such as life insurance and health insurance. Besides that retirement saving plan is
essential in retaining employees. Lastly, EUPA can offer wellness plans to their
employees. By doing so all their employees can have a healthier workforce that can
lead to less pressure and at the same time can boost productivity and reduce the need
to work extra hours meeting their deadline.

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LindkedIn. Retrieved from https://www.lindkedin.com
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Their Rights. The Sidney Morning Herald, P.1. Retrieved from https://smh.com.au
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HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com
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