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Case Analysis of Banana Time

case analysis

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Poli Abrenica
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245 views2 pages

Case Analysis of Banana Time

case analysis

Uploaded by

Poli Abrenica
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Case Analysis of "Banana Time” Job Satisfaction and Fallout

Informal Interaction
 Leadership recognition
Donald F. Roy*  Staff Recruitment
-Cost (wages)
 Change of Attitudes
Type: Exploratory Analysis -Time Consuming
-Business Culture
About: social interaction which took place within a
small work group of factory machine operatives during a Summary:
two-month period of participant observation
 It describes Roy’s experience of working as a
Problem: problem of dealing with a formidable "beast drill press operator for two months.
of monotony."  The work group itself was isolated in the factory,
and supervision was infrequent. Roy initially
 Revelation of how the group utilized its
experienced the work as “a grim process of
resources to combat that "beast" should merit the
fighting the clock”, and in this machine work,
attention of those who are seeking solution to
faced a “dismal combination of working
the practical problem of job satisfaction, or
conditions … [in the shape of] an extra-long
employee morale. It should also provide insights
workday, infinitesimal cerebral excitation, and
for those who are trying to penetrate the
the extreme limitation of physical movement”.
mysteries of the small group.
 laissez-faire management. There was no Work was very boring very monotonous and man those
interference from staff experts, no hounding by days those shifts time just passed really slow. According
time-study engineers or personnel men hot on to Roy how people
the scent of efficiency or good human relations.
Mark the passage of time was with breaks so you knew
Nor were there any signs of industrial
that you were counting down to that next break that you
democracy in the form of safety, recreational, or
had in your job, and you could count the number of
production committees.
breaks that you've had during the day to determine how
Sociology of work: Key problem: No interference from close it was until you would go home.
staff experts, no hounding by time-study engineers or
The other thing that he found is that workers always
personnel men hot on the scent of efficiency or good
looked forward to one event during the day they called it
human relation. = Low supervision, possible injury, slow
banana time so there was a time each morning when
turnover
someone would steal a banana from a worker's lunch box
Political Science: Key Problem: Face to face contact and hide it somewhere within the business and this
with members of the managerial hierarchy were few and aspect here had nothing to do with the actual job but
far between = Unidentified role of management, people looked forward to it every day so it's actually the
unmotivated, reduce self-esteem, no progress. off tasks the things you do when you're not working,
when you're not being super productive that you do it
Social Psychology: Key Problem: Informal interaction
work that makes work worthwhile so it's the relationship
often occurred between members, increase job
with your colleagues that's social bond that people enjoy
satisfaction (happiness) = 6 break time and 4 themes,
about their work and we need to recognize that as an
reduce turnover heavily
organization if we're going to motivate our workers we
Industrial Psychology: Key problem: I was left to can't have them working every second of the day it's
develop my learning curve with no other supervision actually the time between tasks when people are goofing
than that afforded by members of the work group = off in the Hallway that's what adds value to the work day
Work Isolation, reduce job satisfaction. to people and motivates them

General Psychology: Key problem: Our work group not it's the off-task activities that break up the day and so if
only abandoned to its own resources for creating job we're building a job for designing a job to motivate
satisfaction, but left without that basic collection of ill- people, we need to recognize that we shouldn't schedule
will toward management = Unhappy staff so low them every moment and that we need to allow for that
productivity freedom where people feel like they can joke around.

CORE: JOB SATISTFACTION AND TURNOVER


Possible Solution based on the problems: Donald Roy’s essay titled “Banana Time”

 Redefining the Workplace It gives a real-life perspective on themes


 Reorganized Break time discussed in the Human Resource (HR), Political and
 Improve Supervision Structural Frame, primarily relating to HR. The essay is
to exemplifies how poor structure, and particularly, poor
Recommendations: management, hinders a group’s ability to achieve job
Using Mix Systems: satisfaction. This is illustrated by the way the narrator
and his three friends, in the surroundings of their
 The individually- Oriented systems “clicker room,” are forced to find their own path to
Give organization a potential leader and satisfaction, essentially through group camaraderie and
 The Group – Oriented system horseplay.
Work shifts between groups, reduce
work isolation and long-term boredom.
One must first understand how the issues and subordinates work efficiently and effectively
failures that occur at the clicker factory are relative to to achieve organizational objectives.
concepts covered in the human resources frame. The  Proper scheduling and breaks of employees
major challenges that the workers are faced with in this
is significant. This provides order and
job scenario are: repetition, boredom, and lack of regular
and constructive interaction with management and other smooth flow to your business where
coworkers. The job itself is extremely boring and everyone knows when they're scheduled to
unsatisfying, and there is no manager to coach and push work, which permits them to concentrate on
the workers to do their work. For example, in the work their work. Having breaks can also help to
scenario “Banana Time” “…contact with members of the alleviate stress and if staff doesn’t have
managerial hierarchy were few and far between.” (Roy
proper breaks, this can lead to bad behaviors
158). Those working in the clicker room are apparently
completely isolated from the other workers in the such as impatient, irritability, and moody
factory. Management rarely comes to visit these workers that can cause stress, fatigue, and low
and does not keep watch on any of the workers or their productivity. With that, proper scheduling
production or even establish goals for the workers to and breaks ensures employees to be
reach. This is poor human resource management at its productive, motivated, and your business
best.
will become successful.
 Redefining the Workplace. The purpose of
redefining work is to shift workers' effort,
time, and attention from executing routine
duties to addressing and identifying
Title of the Case and the Viewpoint unnoticed problems and opportunities.
 The Case Analysis of "Banana Time” Job Employees are more likely to collaborate in
Satisfaction and Informal Interaction by a favorable work environment. This can help
Donald Roy employees establish new friends, develop
Introduction professional relationships, expand their
Statement of the Problems: network, and Increased collaboration
The following are the problems occurred in the which allow employees to assist one
paper: another, and may aid in the achievement of
1. Employees had to deal with a terrible “beast goals. Lastly, a proper, helpful, and pleasant
of monotony” because of doing laboring that workplace environment improves
required the repetition of simple tasks over employees' physical and mental abilities for
an extra-long workday, six days a week, carrying out their everyday tasks.
little breaks, and extreme limitation of Action Plan
physical movement.
2. Direct contact with members of the
managerial hierarchy were few and far.
3. No interference between the staff experts or
the plant supervisor, who appeared more
than once throughout the two-month
monitoring period which resulted poor
supervision, slow turnover, and no progress.
4. Poor management were occurred that
hinders the group to achieve job satisfaction
and boost productivity.
Statement of the Objectives (SMART)
 To improve the workplace management and
work hour of employees.
 To identify the problems, why employees
have a low job satisfaction.
 To determine the impact of poor supervision
in the business.
Areas of Considerations (SWOT)
Alternative Course of Actions
Conclusion
Recommendation:
 To improve supervision is required because
it has an overall positive impact to the
company, and it ensure that your

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