Disney Company Case Study

As a result, the fact can be used to impugn the method and highlight the need for new approaches in some areas. There arose conflicts in the identification of a case study as people in the group held varied opinions of Disney, and as a result, there were suggestions to opt for companies such as Viacom and Comcast among others which are the main competitors of Disney. A keen on resolving these conflicts negotiations were done among the groups as most members wanted to be well acquainted with Disney and therefore the prevailing majority opinion settled on Disney. Overview of the Case Study Organizational behavior studies the human behavior in organizational settings and how human beings interact with the organization. There exist linkages among human behavior in organizational settings; the individual-organization interface; the organization; and the environment surrounding the organization.

Its history can be traced back to 1923 when Walt Disney and Roy Disney set up Disney Brothers Studio in Hollywood, California. Disney's primary objective is to be one of the leading producers and providers of entertainment in the world. Primarily, its financial goals are to maximize earnings and cash flow and distribute capital for the initiatives of growth that will drive long-term shareholder value. The company operates through its five business segments-the media networks, parks and resorts, studio entertainment, consumer products and Disney interactive. Its large segment is media networks business which covers Disney operations in cable networks, broadcast television networks, radio networks and digital services. It requires less control and expresses satisfaction in its work, making a more significant impact on the customer.

Motivated employees have more excellent concentration and are less likely to make mistakes, cause accidents or be caught up in disagreements. They are also expected to show higher allegiance to the company and have less absenteeism. On the contrary, an unmotivated workforce will be dissatisfied with its role in the work environment, therefore, causing the negative impact on the quality of work. Disney’s Primary focus is to motivate its employees for them to provide world memorable customer experiences. It does this by motivating employees and providing then their work meaning – clear expectations rather than the instruction manual. In the process of doing this, the employee feels valued and empowered, the result is intense customer experience. Finally, Disney taps into the creativity of the frontline employees.

Such kind of employee autonomy creates a sense of ownership which motivates them to do all they can to improve customer experience. Disney appreciates the uniqueness of its staff, and as a result, it supports its team and offers the reward through flexible working, competitive salaries, and providing opportunities for HR management to learn powerful HR strategies. It guarantees its employees health and safety in the workplace. Socially, the company promotes teamwork and group working at all levels. For example, new employees go through orientation processes to familiarize with the entire team for easier access to various sectors of the company. The self-esteem needs are met through the company emphasizing self-respect and respect for others and praise for hard work. Its self-assessment, offering prompt feedback and appraisal system help to recognize individuals' contributions and importance and celebrate the achievement.

Disney endeavors to motivate its employees not only by paying attention to hygiene factors but also by enabling satisfiers. For example, it drives and empowers its employees by appropriate and timely communication and responding to their needs, by delegating responsibility and involving its employees in decision making. It holds open forums for its staff to discuss matters arising within the company and engages its employees in survey analysis of the company. This shows recognition of the work Disney employees do and rewards them. McGregor’s Theory ‘X’ And Theory ‘Y’ McGregor has developed a theory of motivation by hypotheses relating to human behavior. Disney portrays this kind of creativity by allowing all employees to participate in the activities and programs of the company.

Conflict and Conflict Management In the business world, the battle is neither inherently right nor wrong, but it is inevitable. Some conflict situations produce nothing positive. Other conflict situations, however, are beneficial if they are used as instruments for change and innovation. Conflict either is positive or negative to the organization depending on how much it exists and how it is managed. In this regard a collaborative approach to conflict management is majorly employed by the company's CEO to establish a consensus among the members and by doing so; they establish a solution for the problem. The growth of interest in management and business ethics demonstrates the need bring the two fields together. It’s therefore essential for moral business ethics to be made when management and development programmes are designed.