MGMT 102 Chapter Notes - Chapter 1: Reward System, Reinforcement, Netflix
Edgar Mancia
Case Analysis: VW Scandal
Question 1
Since, effective solutions did not materialize in time and within budget Lesson ,
the administration of Volkswagen elected to incorporate a deceitful task strategy (p.178) in
order to satisfy the strict emission standards of diesel vehicles in the U.S. The Volkswagen
scandal is a perfect demonstration of how lack of diversity within an organization’s culture
established a tyrannical authority with bad decision-making (p.244), ultimately resulting in
unscrupulous conduct during a crisis situation. (p.251) In this instance, a parochial
leadership exercised negative reinforcement (p. 247) as a form of motivation (p.168) to get
their workforce to comply with all their demands. As a result, engineers within this
company felt compelled to generate software as well as devices that adjusted the emissions
equipment to correspond to the required standard.
This company’s cultural conformity was composed of insular values that benefited
the self-interest of this institution. This is paramount because they did not conform to the
ideology of most companies. For example, they enforced a cynical reward system that
focused heavily on punishment for those who refused to do their job correctly. In fact
according to Ferdinand Dudenhoffer, if employees showed skepticism in fulfilling the
orders of this centralized hierarchy (Lesson 6) they were simply replaced by someone
willing to abide. This particular ultimatum is an example of a negatively valenced outcome.
(p. 172) Engineers were subject to certain disciplinary actions if desired work behavior
was labeled as inconsistent. Thus, risks were avoided by successfully adhering to the
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Document Summary
Question 1 the administration of volkswagen elected to incorporate a deceitful task strategy (p. 178) in. As a result, engineers within this company felt compelled to generate software as well as devices that adjusted the emissions equipment to correspond to the required standard. This company"s cultural conformity was composed of insular values that benefited the self-interest of this institution. This is paramount because they did not conform to the ideology of most companies. For example, they enforced a cynical reward system that focused heavily on punishment for those who refused to do their job correctly. In fact according to ferdinand dudenhoffer, if employees showed skepticism in fulfilling the orders of this (cid:498)centralized hierarchy(cid:499) (lesson 6) they were simply replaced by someone willing to abide. This particular ultimatum is an example of a negatively valenced outcome. (p. 172) engineers were subject to certain disciplinary actions if desired work behavior was labeled as inconsistent.
