Theories related to the case:

Lack of structure : The organisation and it’s systems should have structured in such a way that worker is
able to perform his or her work. A lack of organizational structure means that project and administrative
responsibilities are often neglected. In a strong organization, responsibility is not used as a vehicle for
pointing fingers. An organizational structure is a system that outlines how certain activities are directed
in order to achieve the goals of an organization. These activities can include rules, roles, and
responsibilities. The organizational structure also determines how information flows between levels
within the company.

Poor organizational design and structure results in a bewildering morass of contradictions:

confusion within roles, a lack of co-ordination among functions, failure to share ideas, and slow
decision-making bring managers unnecessary complexity, stress, and conflict.

An inefficient organizational structure can result in high employee turnover and difficulty hiring
qualified employees. A business that operates a centralized organizational structure in an
industry that must remain fluid and dynamic may have a harder time attracting highly skilled
employees.

Every organization strives to achieve its targets and its structure only facilitates this. The main
purpose of such a structure is to help the organization work towards its goals. It brings
members of the organization together and demarcates functions between them. Organizational
structure provides guidance to all employees by laying out the official reporting relationships
that govern the workflow of the company. A formal outline of a company's structure makes it
easier to add new positions in the company, as well, providing a flexible and ready means for
growth. There are three main types of organizational structure: functional structure, divisional
structure and a blend of the two, called matrix structure.

Definition of organizational structure according to selected authors:

1) H. Mintzberg said that, " The ways in which labour is divided into distinct tasks and
coordination is achieved among these tasks".

2) D. L. Nelson & J.C. Quick are said that, " The linking of departments and jobs within an
organization ".

3) J.A.F. Stoner, E.E. Freeman & D. R. Gilbert Jr. are said that, " It is a framework that managers
devise for dividing and coordinating the activities of members of an organization".

Goal setting Theory : Goal setting involves the development of an action plan designed to
motivate and guide a person or group toward a goal. Goal setting can be guided by goal-setting
criteria such as SMART criteria. Goal setting is a major component of personal-development and
management literature.

Systems Theory: Systems theory describes the interrelatedness of all parts of an organization
and how one change in one area can affect multiple other parts. Systems may not always
interact in a lineal manner. Small changes in one part may cause big changes in another part,
while large changes in one area may only result in small changes in another. Organizations act
as systems interacting with their environment. Any equilibrium is constantly changing as the
organization adapts to its changing environment.

Relate with case: Mr. Rasal hoque was a employee of mutual trust bank. He joined as an
executive of HR depertment. After his joining, one employee called Mr. Monir Islam had left the
job. He is from MIS department. But within a day organization told Mr. Rasel to do Mr.Monir's
work. It’s very difficult for Rasel to do another person's work. When two fulltime employees work
was done by one employee then it became very challenging. It happened because of poor
structure of the organisation. What would they do if a employee left the job, they didn’t have
that pre-plan. They also have goal setting problem. They didn’t think that, was it possible for
one person to do that huge job? Their planning, system and goal was not attainable.

Theories related to the case:

Lack of structure : The organisation and it’s systems should have structured in such a way that
worker is able to perform his or her work. A lack of organizational structure means that project
and administrative responsibilities are often neglected. In a strong organization, responsibility is
not used as a vehicle for pointing fingers. An organizational structure is a system that outlines
how certain activities are directed in order to achieve the goals of an organization. These
activities can include rules, roles, and responsibilities. The organizational structure also
determines how information flows between levels within the company.

An inefficient organizational structure can result in high employee turnover and difficulty hiring
qualified employees. A business that operates a centralized organizational structure in an
industry that must remain fluid and dynamic may have a harder time attracting highly skilled
employees.

Every organization strives to achieve its targets and its structure only facilitates this. The main
purpose of such a structure is to help the organization work towards its goals. It brings
members of the organization together and demarcates functions between them. Organizational
structure provides guidance to all employees by laying out the official reporting relationships
that govern the workflow of the company. A formal outline of a company's structure makes it
easier to add new positions in the company, as well, providing a flexible and ready means for
growth. There are three main types of organizational structure: functional structure, divisional
structure and a blend of the two, called matrix structure.

Definition of organizational structure according to selected authors:

1) H. Mintzberg said that, " The ways in which labour is divided into distinct tasks and
coordination is achieved among these tasks".

2) D. L. Nelson & J.C. Quick are said that, " The linking of departments and jobs within an
organization ".

3) J.A.F. Stoner, E.E. Freeman & D. R. Gilbert Jr. are said that, " It is a framework that managers
devise for dividing and coordinating the activities of members of an organization".

Theories relate to the case:

Poor structure : Poor organizational design and structure results in a bewildering morass of
contradictions: confusion within roles, a lack of co-ordination among functions, failure to share
ideas, and slow decision-making bring managers unnecessary complexity, stress, and conflict.

In our case, Mr. Rasal hoque was an employee of Solar Electro Bangladesh Ltd (SEBL). He joined
as an executive of HR depertment. After his joining, one employee called Mr. Monir Islam had
left the job. He is from MIS department. But within a day organization told Mr. Rasel to do
Mr.Monir's work. It’s very difficult for Rasel to do another person's work. When two fulltime
employees work was done by one employee then it became very challenging. It happened
because of poor structure of the organisation.

2) Goal setting Theory : Goal setting involves the development of an action plan designed to
motivate and guide a person or group toward a goal. Goal setting can be guided by goal-setting
criteria such as SMART criteria. Goal setting is a major component of personal-development and
management literature.

In our case, the organisation had goal setting problem because they didn’t think foreword. What
would they do if a employee left the job, they didn’t have that pre-plan. They didn’t think that,
was it possible for one person to do that huge job? Their planning, system and goal was not
attainable.

3)Systems Theory: Systems theory describes the interrelatedness of all parts of an organization
and how one change in one area can affect multiple other parts. Systems may not always
interact in a lineal manner. Small changes in one part may cause big changes in another part,
while large changes in one area may only result in small changes in another. Organizations act
as systems interacting with their environment. Any equilibrium is constantly changing as the
organization adapts to its changing environment.

In the case, the organisation's system and planning was not that much good. That's why they
gave the wrong decision. After leaving of a employee, they became affected. This type of
change, they couldn’t adopt instantly. The HRM department employee Mr. Rasel was affected by
the changing environment of MIS department.

Lack of motivation : Motivation refers a performing staff member has a strong desire to do his
or her job. Motivation is the word derived from the word 'motive' which means needs, desires,
wants or drives within the individuals. Motivation is the internal and external factors that
stimulate desire and energy in people to be continually interested and committed to a job, role
or subject, or to make an effort to attain a goal. It is the process of stimulating people to actions
to accomplish the goals. In the work goal context the psychological factors stimulating the
people's behaviour can be desire for money. Motivation is the combination of a person's desire
and energy directed at achieving a goal. It is the cause of action. Motivation can be intrinsic,
such as satisfaction and feelings of achievement; or extrinsic, such as rewards, punishment, and
goal obtainment.

The purpose of motivation is to create condition in which people are willing to work with zeal,
initiative. Interest, and enthusiasm, with a high personal and group moral satisfaction with a
sense of responsibility. To increase loyalty against company. Often an employee knows how to
perform correctly, the process is good, and all resources are available, but for one reason or
another, chooses not to do so, which normally means it is a motivational issue. While many jobs
have problems that are inherent to the position, it is the problems that are inherent to the
person that normally cause us to loose focus from our main task of getting results. These
motivational problems could arrive from family pressures, personality conflicts, a lack of
understanding on how the behavior affects other people or process etc. Motivation and
performance lead to business outcomes like turnover and profit.

A positive performance management process will motivate your employees more effectively.
Offer praise for a job well done, and offer advice and feedback for future improvements.
Improving performance management will improve your employees' motivation. It empowers
them to develop goals and reach them.The reasons for motivation being challenging job are as
follows: One of the main reasons of motivation being a challenging job is due to the changing
workforce. The employees become a part of their organization with various needs and
expectations. Employees motives cannot be seen, they can only be presumed.

Definition of authors:
1) "Motivation is defined as the performance of an activity because it is perceived to be
instrumental in achieving valued outcomes” (Teo, Lim, & Lai, 1999).

2) "Motivation can be defined as the desire to achieve some” goal (Hays, & Hill, 2001).

3) “Motivation is generally viewed as a process through which an individual’s needs and desires
are set in motion” (Rakes, & Dunn, 2010).

Theories related to the case:

Lack of motivation : Lack of motivation is a symptom of depression.The effects of poor

motivation in the workplace are well-attested: higher employee turnover, lower levels of
engagement, poor communication, and diminished productivity are just a few of the issues that
may proliferate and lead to your workplace become a toxic environment.

In the case, after doing double work Mr.Rasel couldn’t focus on his education. Sometimes he
had missed classes of MBA because of heavy work load. And the main thing was that, he was
not paid for his extra work. That's why he became demotivated about his work.

2) Equity theory : The Adam's Equity Theory posits that people maintain a fair relationship
between the performance and rewards in comparison to others. In other words, an employee
gets de-motivated by the job and his employer in case his inputs are more than the outputs.
Equity theory is based in the idea that individuals are motivated by fairness, and if they identify
inequities in the input or output ratios of themselves and their referent group, they will seek to
adjust their input to reach their perceived equity.

In the case, we saw that organisation didn’t treat Mr.Rasel equal to other employees. His
coordinates did just their work but he had to do more work than other. And for that he was not
rewarded. His input is more than his out put. He did double work but got only his salary. No
remuneration for extra work.

Lack of communication : performance communication process ensures an ongoing dialogue

between you and your manager or supervisor that: Creates a shared understanding of goals,
competencies, and other expectations that are critical for success. Fosters an environment of
continuous feedback and professional development. Ineffective communication in organizations
may lead to lost opportunities, missed deadlines, significant drop in productivity levels, friction
between employees, and non-achievement of organization goals. Many organizations realize
the importance of effective communication and so take efforts to train their employees to
communicate effectively.

An effective communication is one where the person communicating and the person listening
have the same understanding of the matter that is communicated. Employees in organization
use both oral and written forms of communication as appropriate. So, effective communication
is important in these methods. The majority of jobs require employees to have good
communication skills, so that they can express themselves in a positive and clear manner, both
when speaking to people and in writing. ... Good communication involves understanding
requests, asking questions and relaying key information.

Excellent communication skills are essential for good performance management. They are
important competencies used in the entire performance management process, from planning
and communicating work expectations to recognizing employees for their successful
achievements. The three primary communication areas in any PMS include planning, monitoring,
and reviewing employee performance wherein the organization must consistently communicate
to employees.

Definition of authors :

1) "communication is a way to establish contact with others through ideas, facts, thoughts and
behaviors, looking for a reaction to the statement that has been sent "- Abraham Nosnik.

2) " It is the process of passing information and understanding from one person to another.
Therefore, all communication influences at least two people: the one who sends the message
and the one who receives it "- Idalberto Chiavenato

3) " Communication can be defined as a process by means of which a person is in contact with
another through a message, and expects the latter of a response, be an opinion, activity or
behavior "-Alberto Martínez.

Theory related to the case:

Lack of communication : Any time one party misunderstands or misconstrues the words or
actions of another, it has the potential to create conflict. Poor communication is frustrating in
the workplace and can lead to poor performance, lack of teamwork, low morale and reduced
profits.

Under-communication breeds uncertainty and doubt. It can cause employees to question their
job and their responsibilities, their position within the company, and even their own value. It
causes them to wonder how the company itself is doing. A lack of communication undermines
employee confidence and elevates stress.

In the case, we noticed that the manager told Mr. Rasel to do the other person's work within a
day without any clarification. It was too much work to do for one person. And the main
miscommunication is manager didn’t recognise his (R) problem. He (M) thought it was skilled
problem. And gave him (R) a training in excel. But mainly he (R) had motivational problem. It
was totally a lack of communication.