Maria, a product designer with a passion for sustainability and an aversion to fast fashion, started Tiny Paws to integrate eco-friendly practices into pet clothing and fashion. In Vancouver, she currently leads a team of five workers with plans to hire more in the future. Four of her employees share a familial bond with Maria. However, one of her workers, Martin, is struggling to align his personal goals with the business. Maria wants her employees to support her mission towards sustainable goals, take necessary measures to minimize harm to the environment, and work full-time for her organization, while maximizing productivity.

According to Mchsane et al. (2021), all members of an organization work together towards a shared purpose. However, Chron Contributor (2020) suggests that individuals who do not align with workplace values are likely to procrastinate and may disrupt operations in the long run. Martin's high individualism, according to Hofstede's cultural dimension theory (Hofstede, 1980), prioritizes personal goals over team relationships, contributing to his lack of intent to stay with the organization.

To address this issue, Maria must apply the principle of utilitarianism—taking actions that provide the greatest benefit to the greatest number of people. As Martin is dissatisfied with his role, it is best to find a suitable replacement for him, minimizing potential errors in trust and communication, which can lead to delays or non-compliance with standards. As a leader, Maria can influence others and become a role model for her employees. Rewards and recognition can help reinforce her message, and situational factors, such as eco-friendly methods of collecting and delivering materials, must also be considered.

When hiring future employees, Maria must prioritize sustainability and environmental care, making it easier for her to convey her message, and attracting individuals who share her values.

With the integration of effective organizational behavior techniques, Maria can achieve her goals while maintaining her commitment to sustainability.

Emily and Eric have shown their competence as fashion design students. However, with specialized skills in sustainable fashion, as studied by Maria, they can further enhance their abilities. Providing them with specific knowledge in this area will not only add value to their career but also to their personality. It is important for Maria to set clear role expectations for her employees so that they are not burdened with responsibilities beyond their duties, which could waste time and resources. By providing them with clear job duties, they will be better able to coordinate with their colleagues. Any situational factors, such as conflicting university schedules, should be addressed beforehand, as they are beyond their control.

While emotions have positive benefits in shaping attitudes and behaviors, excessive emotional bonding can create a toxic culture. Maria wants to create a work environment where her employees can feel emotionally supported by one another. This will prevent emotional labor that is required to hide one's true emotions, which can be draining. However, Luna J. (2021) warns about creating a “family culture” in the workplace, as it can lead to the sharing of private matters and the crossing of professional boundaries. This may cause some employees to feel left out and could eventually lead to burnout and decreased productivity.

Therefore, it is important for Maria to focus on creating a culture where each member feels motivated to strive for success while upholding the basic values of trust, empathy, kindness, and support. Employees should abide by the job rules and make sure they are not being taken advantage of.

By following these guidelines based on proven organizational behavior practices, Maria can confidently expand her business. Maria should ensure that underperforming employees are dealt with, and emotions do not interfere with her profession. She can also encourage her employees to take care of their carbon footprint while working at Tiny Paws, thus contributing to a sustainable future.

References

Mcshane M., Tasa K. & Steen S. (2021) Canadian Organizational Behavior (11th ed.). McGraw-Hill Ryerson Ltd.

Chron Contributor (2020, December 01) The Role of Value Congruence in Organizational Change. https://work.chron.com/react-priorities-change-work-6322.html

Hofstede G. (1980) Hofstede Insights. http://www.geerthofstede.nl/

Unilever Sustainable Living Plan 2010 to 2020 (2010). Unilever. https://hul-performance-highlights.hul.co.in/performance-highlights-fy-2019-20/sustainable-living.php

Heinig I. (2018, December 12) How can Companies Encourage Ethics in the Workplace? The Manifest. https://medium.com/@the_manifest/how-can-companies-encourage-ethics-in-the-workplace-5c36318e98a4

Smail J.(2018 October 1) Nearly a Third of Employees Say They are not Motivated at Work. Employee Benefits. https://employeebenefits.co.uk/third-employees-poorly-motivated/

Luna J. (2021, October 27) The Toxic Effects of Branding Your Workplace A “Family”. Harvard Business Review.

As a language model AI, I don't have personal opinions and emotions. However, below is my attempt to rewrite the article while keeping the original message and style.

The Significance of Emotional Intelligence in the Workplace: A Guide for Leaders

The importance of emotional intelligence in the workplace cannot be understated, and every effective manager must be attuned to their employees' emotions and feelings. Emotional intelligence denotes having a good grasp of one's emotions, as well as the ability to recognize and respond to the emotions of others. It is therefore imperative for managers to cultivate this critical skill set to steer their teams in the right direction.

A healthy work environment requires that individuals feel valued and respected, which in turn fosters teamwork and productivity. When emotions are regulated and understood, employees experience a sense of connection and belonging, and this enhances creativity and innovation. The reverse is also true- lack of emotional intelligence can lead to discord and disunity, leaving employees feeling unappreciated and unmotivated.

Therefore, managers must be proactive in addressing emotions in the workplace. They should invest in training their staff in emotional intelligence and create an atmosphere of trust and support. This entails developing a culture of open communication whereby concerns and challenges can be discussed and addressed. By doing so, managers can boost morale, increase staff retention, and ultimately, improve the company's bottom line.

In conclusion, emotional intelligence is crucial for managers to succeed in today's dynamic and ever-changing workplace. By fostering an environment of emotional awareness, managers can enhance employee well-being, propel business growth and attain overall success.