The Joe Salatino President of Great Northern American Case Study Research Paper

The Joe Salatino President of Great blue Ameri merchantman Case Study - Research Paper ExamplePerception and attribution ar of greater significance in comprehending and administering of the organizational behavior, since all the decisions along with behavior in Great Northern American tend to be impacted by the way in which its members interpret and make meaning push through of them. When an several(prenominal) observes people, he/she tries to identify the reasons behind the persons behaving in certain manners. The basis of the attribution theory is that an individual wants to understand the reasons behind the actions that he/she is taking and others take. An individual further wants to attribute reasons to behaviors he/she observes instead of expect that these behaviors are random. It is quite significant to mention the fact that attributions are crucial for Great Northern American since perceived reasons of behavior may impact managers and employees judgments and actions. Joe Salatino perceives the fact that in order to keep the sales ramp motivated and dedicated, it is quite significant to spend money on commissions and incentivees. It is worthy of mentioning the fact that there are two forms of attributions. They are internal attribution and external attribution. The internal attribution is likely to take mastermind when an individual believes that a particular behavior has been chosen freely, it was deliberate in nature and was quite number one in terms of social desirability. When the salespersons at Great Northern American are not adequate of handling the self-starting selling intensity, they may leave the participation because of their dissatisfaction level. Such behavior is generally called internal attribution. On the other hand, an external attribution takes place when it is believed that the behavior was not freely selected and it was unintended. For instance, despite Joe Salatino offering his employees with bonus and commission for good j ob done, if the employees demonstrate the tendency to leave the organization, then it can be determine as external attribution (Martinko, 2004). It is found that Joe Salatino felt that his employees were not much effective. Some employees were functioning actually effectively and were earning more than the salary of the top producers because they were capable of generating huge sales for the company. On the other hand, close to of the employees were leaving the company since they were not capable of handling the self-starting selling intensity and disorder. In addition to these, Joe Salatino observe that it took for an employee a year to develop good account base. When Joe Salatino confronted with these issues he tried to realize what caused those events. When Joe Salatino experienced hot outcomes, attributions could assist him in identifying and avoiding the behaviors as well as other factors that led them to happen. On the contrary, when Joe Salatino experienced harming outc omes, he would prefer understanding the behavior that led to such actions of the customers as well as employees. It can be noted that such attribution and perception theory can assist Joe Salatino to identify what actions the company must take in order to bring significant improvements in the behaviors of the employees whose performances have been below alright level in comparison to those employees whose performances are satisfactory. Therefore, it is the proper understanding of the behavior of