Overview of Ubie Techie Company
Ubie Techie is an innovative company in the gaming industry headquartered in Edinburg
with subsidiaries in KL, Dubai, and Guangzhou. The vision of the company is to develop
gaming consoles with new experiences, controls, and technology to satisfy customers. The
gaming industry is competitive and dynamic, hence developing effective strategies is integral in
remaining relevant and sustainable. The advent of streaming services and smartphones gives
companies in the gaming industry additional sources of revenue. The growing demand for
gaming consoles offers opportunities for companies in the industry to invest in new technology,
The organizational structure of Ubie Techie is hierarchical with divisional features and a
weak functional matrix. The corporate structure can be termed as a spoke-and-wheel hierarchy,
product-based divisions, and weak functional matrix. Spoke-and-wheel relates to a company
offering employees the opportunities to take part in decision making with autonomy and less
supervision (Fleer, Gonzales & Jones, 2020). A product-based division refers to offering
departments within an organization's ability to manage product development and delivery of
quality services. On the other hand, a weak-functional matrix means that collaboration between
functional departments is preserved by hierarchy. The structure helps in encouraging rapid
innovation, which is integral in information technology, online, and gaming business. The
corporate structure of the company plays an integral role in driving technological development
and innovation.
The technologically-driven and fast-paced workplace require employees to have technical
and interpersonal skills to achieve productivity and performance. The technical skills will help
the managers to promote creativity and innovation. Although technical skills are integral to our
team, interpersonal skills helped in enhancing team-work. Our work requires people to work in
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teams and groups; thus, the capacity to collaborate and work with others required interpersonal
skills (Lagerberg, 2014). The ability to understand the emotions of others improved
communication between teams. The teamwork was enhanced with the capability to understand
the feeling of others and appropriately responding. Therefore, the CEO should possess technical,
communication, and problem-solving skills to effectively manage the operations of the company.
As a company, Ubie Techie seeks to expand the demographic of gamers, ease access to
games, and create demand for immersive entertainment. Given the objectives, the company hired
a new CEO to oversee strategy formulation and cultural alignment to realize seamless operations
that will give the organization a competitive advantage. The challenges faced by the organization
include low customer satisfaction owing to the development of low-quality products. The
employees at the manufacturing facility in Guangzhou complain that the working conditions are
poor, low morale, and job satisfaction that affects the product quality. Besides, workers complain
that the parent company is advocating for unethical business practices.
Evaluation of Psychological Theory
The case study highlights the benefits of cultural alignment in an organization as it gives
businesses a competitive advantage, engage workers, create loyal customers, and retain top
talents in the market. The management needs to align organization culture, and worker
engagement metrics to increase job satisfaction, morale, and performance. Workers are
motivated and their performance improves when the management develops policies and practices
have values that they agree with. Companies that engage in unethical practices tend to
demotivate workers and increases turnover (Nieminen, Biermeier-Hanson & Denison, 2013). As
well, customers tend to identify with organizations that promote ethical business practices. The
management of companies has a role in making sure that organization values and objectives are
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aligned with employee goals and customer’s norms. Cultural alignment is integral; in keeping
workers productive, reduces turnover, and gives firms a competitive advantage.
The behavioral perspective in psychology contends that human beings change their
behaviors and valued through observation. The approach notes that learning is integral in helping
people change their behaviors. The management of Ubie Techie needs to underscore the value of
exemplary leadership by showing workers' values and practices that are ethical. The employees
observe the operation of the company; thus, when management is unethical, the workers will
learn and behave unethically (Mencl, Wefald & van Ittersum, 2016). Rewarding workers for
their hard work and ethical behaviors reinforce their resolve to act ethically. The behavior of
workers is reflective of management action. Therefore, companies should monitor values
constantly and cultivate processes and practices that are integral in achieving desired goals. The
management of corporate value starts by developing proper vision, mission, and value statements
the involvement of workers in developing the value is integral. They should take part in making
decisions on values that are useful in the organization (Little, Sillence & Johnson, 2016). The
leaders need to share similar values with their workers. As such, avoid a toxic relationship that
makes it difficult for workers to share their ideas and reduce conflicts is imperative.
Similarly, behavioral perspective is grounded on how behaviors are reinforced and
learned. The management of Ubie Techie should focus on promoting values that align with the
company goals. Training and educating workers on cultural competence is integral in enabling
employees to uphold acceptable values. The company should start by hiring the right workers
with values, traits, and leadership styles that are acceptable. The behavioral theories in
psychology contend that organizations should change the behavior and mindset of people will
transform (Mehta, 2017). Communicating values, developing a strong vision statement, and
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espousing values of respect,. Excellence, communication, and integrity are integral in
transforming the culture of Ubie Techie. Linking business objectives to the behavior of workers
and management are integral in enhancing cultural change. The focus of the organization should
be on empowerment, collaboration, and interpersonal relations. In essence, behavioral theories
contend that human beings can change their behavior by learning and reinforcement.
On the other hand, the humanistic perspective theorizes that human beings develop when
they understand the meanings, freedoms, values, human potential, personal responsibility,
tragedy, self-actualization, and spirituality. The theory notes that humans can achieve their
potential when they explore their actions and develop an instinctive drive to self-actualization.
The achievement of workers and the potential to succeed are inborn since everyone is inherently
good. Paying attention to creativity and personal experiences are integral in making sure that
workers are productive (Fleer, Gonzales & Jones, 2020). Ubie Techie Company should
underscore the innate capacity of employees and develop them to achieve the organizational
objectives. They should train and educate workers to enhance their knowledge. At the same time,
providing workers with autonomy, freewill, and participation in decision making is central in
promoting creativity. Besides, the humanistic perspectives theories are grounded on the notion
that human beings have a strong desire for achieving their potential. Self-actualization is the
peak of human need where one is in harmony with their surroundings. The Ubie Techie should
help workers achieve their personal goals in life through training and education (Lagerberg,
2014). As well, balancing the work-life balance is integral as it helps in enabling workers to
achieve their goals. Employees who perform well should be promoted to motivate them and
improve productivity. The company should listen to the concerns of workers and develop
mechanisms for resolving their problems.
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The socio-cultural perspective theorizes that the behaviors, feelings, and thoughts of
individuals are influenced by the perception of society. The attitudes, identity, norms, beliefs,
practices, and power dynamics are determined by the socio-cultural forces. For Ubie Techie,
providing its subsidiaries with guiding principles on how to manage operations while offering
them the freedom to determine their values is integral. The approach is critical in making sure
that subsidiaries make independent decisions on values that reflect the desire of the locals (Little,
Sillence & Johnson, 2016). For instance, in locations where the power-distance dimension is
high, which means that workers are allowed to make a decision, Ubie Techie should avoid
dictating the leadership model. Besides, embracing diversity at the workplace is integral in
helping workers to learn about different cultures. The organization should develop cultural
values and train workers. The approach will guarantee that beliefs, values, skills, and customs are
passed across the company locations. However, as stated, the values need to be congruent with
the local values. In essence, Ubie Techie should allow subsidiaries to align local culture and
beliefs to the organization's values statement.
The social perspective theorizes that the feelings, thoughts, and behaviors of human
beings are dictated by their social situation. The theory contends that workers are likely to
change their behavior to suit their social circumstances and when unsure of how to relate and
behave, people tend to take cues from their leaders. As emphasized, the managers should provide
exemplary leadership that workers can copy. Ubie Techie should strive to hire qualified
managers who will create a conducive work environment. The manner that leadership treats
minority groups in an organization influences how the workers behave (Mehta, 2017). Issues that
affect workers' morale include discrimination, sexual abuse, and inequalities. The company
should make sure that all workers are treated fairly to help in improving their performance.
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The trait theory contends that managers and workers should develop attributes that
enable easy adaptation to the dynamic business environment. The attentiveness to the social
environment illustrates the quality of a leader. Headquarters of Ubie Techie should offer
managers in its subsidiaries with free will to make decisions as dictated by their situation. As
such, a good leader should coach their employees, develop achievable goals, offer feedback, and
communicate strategies (Mencl, Wefald & van Ittersum, 2016). Setting a positive work
environment plays a role in motivating employees. Besides, the trait theory contends that leaders
should be visionary, which means that they should inspire employees and create links between
workers and the organization. As aforementioned, leaders should allow employees to take part in
making decisions. Employee engagement aids in making decisions that are widely accepted and
owned by workers, which helps in improving performance.
Equity theory of motivation is premised on the notion that workers are motivated with the
perception of fairness. In the workplace, workers need to feel that they are treated equally with
their peers and their work valued. Inequality in the workplace makes workers perceive as less
valued than their peers with the same job description. As such, they become motivated to
produce better results and increase productivity (Nieminen, Biermeier-Hanson & Denison,
2013). The individuals who perceive that their work is unappreciated and treated unfairly
become demotivated. Motivated individuals show commitment and enthusiasm, personal
sacrifice, responsible, and loyalty at their workplace. As well, they are likely to be flexible,
which means that they can accept assignments with a tight deadline and on short notice. The
approach is integral in enhancing performance since workers are dutiful and committed to their
work.
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The equity theory notes that to enhance equity in the workplace, managers should provide
workers with motivations such as an increased salary, pension, and bonus, recognition, paid
leave, allowances, company car, stock options, and promotion. They should ensure that workers
have flexible work arrangements, realize a sense of achievement, they are promoted, and
performance appraisal is done fairly, as well as are trained and educated. In essence, individuals
become motivated when they realize that their inputs balance with the output; thus, when there is
an imbalance, they become demotivated (Fleer, Gonzales & Jones, 2020). Workers tend to
compare their output and input with that of their colleagues. For instance, they compare the
number of hours that their colleagues work and the pay that they receive. The learning
opportunities, attendance at the workplace, and flexible working arrangements are examples of
issues that workers compare. Notably, the performance of employees increases when they feel
that their performance is appreciated by the management and work is distributed evenly based on
rewards.
The managers need to underscore the equity at the workplace and apply it to enhance
motivation and performance. As such, they should make sure that they provide workers with
comparable compensation. Workers with a similar job description should have similar pay,
benefits, and terms of work. The approach seeks to make sure that workers are satisfied with
their position and improve their performance (Nieminen, Biermeier-Hanson & Denison, 2013).
When designing the packages and compensation standards, it is critical to research effective
incentives that workers should be provided to enhance their productivity. The approach will
enhance the perception that their work is valued; thus, they become comfortable with their roles
at the entity.
Recommendations
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The CEO of Uber Techie should seek to align the objectives of headquarter with those of
its subsidiaries. Whereas the Parent company in Edinburg focuses on developing quality gaming
consoles, the leadership in its manufacturing plant in Guangzhou offer poor working condition
for the workers. The company needs to make sure that equity is embraced in its plants to
guarantee high-quality products and workers are motivated. The reputation of the organization is
integral in attracting and retaining talents in the market, which gives it a competitive advantage
(Lagerberg, 2014). Similarly, the workers complain that the organization is promoting unethical
business practices. The behavioral theories contend that motivations, feelings, and values are
critical features of a strong culture. When an entity starts promoting values that are unethical and
goes against the beliefs of workers, is likely to collapse. Therefore, the management must
develop value statements that describe the aspiration of workers. Values that the company should
promote include equity, diversity, integrity, and creativity. Cultural alignment requires the head
office of Ubie Techie to develop goals that are similar across its subsidiaries.
As well, leadership is an issue in Ubie Techie Company since they fail to offer direction
and manages the reputation of the organization. The behavioral leadership theory affirms the role
of managers, which includes coaching, inspiring, and motivating employees. The managers at the
head office should inspire progress, align objectives of employees and organization, and
encourage innovation (Little, Sillence & Johnson, 2016). The gaming industry is competitive and
innovative, hence the need for Ubie Techie to encourage creativity. Creativity is achieved when
managers hire competent workers and offer them freewill to make decisions. Approaches such as
brainstorming are integral in making sure that workers offer transformative ideas. The Company
should ensure that they train and educate workers on the latest technology and trending consumer
preferences to gain a competitive advantage. The social theory notes that people tend to behave
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based on their circumstances, hence the need for Ubie Techie Company to manage conflicts and
improve the working condition that is spoiling the reputation of the organization. The behavioral
theory presumes that the actions and behaviors of an individual can be learned and reinforced
(Mencl, Wefald & van Ittersum, 2016). As such, the company should train and promote
performing workers while discouraging unproductive behaviors.
Overall, the company should embrace diversity and equity at the workplace to attract
talents and retain innovative workers. The equity theory contends that offering workers favorable
working conditions, paying, and educating them is integral in motivating and improving their
performance. As aforementioned, the company should provide workers with the autonomy to
make decisions suitable to the cultural environment. Workers in subsidiaries should develop
products that align with the feelings, thoughts, and behaviors of the local community. Culture
shapes how people behave and view products, hence the need for the organization to align local
culture in the management of the company. The managers at headquarter should underscore the
essence of the cultural dimension and train workers on its impact. In essence, it is integral for
Ubie Techie to embrace equity and diversity to remain competitive.
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References
Fleer, M., Gonzales, F. & Jones, P. (2020). Cultural-Historical and Critical Psychology:
Common Ground, Divergences and Future Pathways. London: Springer Nature
Lagerberg, F. (2014). Asian Leaders Value Creativity and Intuition More than Europeans Do.
Harvard Business Review.
Little, L., Sillence, E. & Johnson, A. (2016). Behavior Change Research and Theory:
Psychological and Technological Perspectives. New York: Elseiver Science
Mehta, A. (2017). Criteria for Ethical Management in Decision Making. International Journal of
Arts, Humanities and Management Studies, 3(6), 29-35
Mencl, J., Wefald, A. & van Ittersum, K. (2016). "Transformational leader attributes:
interpersonal skills, engagement, and well-being", Leadership & Organization
Development Journal, 37(5), 635-657. https://doi.org/10.1108/LODJ-09-2014-0178
Nieminen, L. Biermeier-Hanson, B. & Denison, D. (2013). Aligning leadership and
organizational culture: The leader-culture fit framework for coaching organizational
leaders. Consulting Psychology Journal Practice and Research, 65(3):177-187. DOI:
10.1037/a0034385