Sample Management Paper on Organizational Development of Ubie Techie

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 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 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 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.

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.

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.

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.


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 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.




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.

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