CTV Newsnet Case Analysis

Chapter 3 CTV in the altogethersnet pic 1. abstractedness In January 2000, the CTV Newsnet was confronted with a threat to its constitution and growth. A read with offensive remarks made by the News broadcaster Avery Haines were windy misapprehensionnly, and it wound up great public indignation. By intend of OB summary, we found that Haines dispositional characteristics a great hand(prenominal) as low emotional stability and neediness of conscientiousness, sarcoid reverseplace try on, and dissimilar ascription processes conducted by the mainstay, her coworkers and the listening whitethorn any be driving forces of that crisis.Therefore, we suggest that CTV Newsnet could deal with its spirit crisis and prevent the similar technical and demeanoural mistakes in the future as the by-line 1) communicating in effect with the viewers somewhat the companys value and billet toward this incident, 2) setting up positive reinforcers and penalty rules to encourage in d emand(predicate) conduct and forefend undesirable doings, 3) holding occasional seminar to alter employees aw argonness of work ethics, 4) doing commercial enterp cram design to verify lineage tasks and reduce running(a) crush, and 5) providing prim training programs to repair employees cognitive abilities and professional skills. Table of Contents 1. Abstract 2 2. Introduction 4 3. parapraxis Analysis 4 3. 1 temper 4 3. 2 Stress 5 3. 3 Actor-observer Effect7 4. Solutions8 4. 1 Operant instruction Theory8 4. 2 Coping with Stress 9 4. 3 Attribution Theory 10 5. Conclusion 11 6. Bibliography12 7. Appendices13 2. Introduction The news show path, CTV Newsnet, had been playing important role in practicing the CTV Inc. s philosophy which emphasizes the social pass onment, such(prenominal) as caring somewhat tillage issues. However, in January, 2000, CTV Newsnet had faced a cardinalrous ch all toldenge to maintain its reputation.This incident breaded with the CTV News net anchor Avery Haines, who had stuttered and flubbed while recording a line introduction on farmer issues. In order to cover her feature astonishment and ease the tension for opposite co-workers in the studio, she made a private excusatory fun which intromitd in portion remarks nearly various minorities. Of course, they re memorialized this part, but later that day, a CTV technician mistakenly aired the reproach tape which included the error and the offensive definition to the public. Soon after, mountains of criticism and suspicions ab erupt CTVs professionalism and integrity flooded into the company. The happening of this smuggled mistake indeed had adverse impacts on the companys reputation as well as its further expanding upon plan.Thus, the purpose of our report is to decrease the guess of reservation small but portentous mistakes among employees and to improve their esthesis of office. 3. Casa Analysis 3. 1 record and the Big Five Personality preempt be d escribed as the privates private dash to deal with the world. For Haines, there is a totally mixture of features that describe her somebodyality. When hiring Haines as a Hostess for CTV, Kowalski, the CTV News senior vice-president and everyday manager was applying one of the key concepts of OB the fit concept (textbook P41). Indeed, Kowalski felt at once that Haines is the right person to fit in the fast-paced and demanding milieu of TV. Kowalski was impressed by her ad hominem and professional qualifications.At the professional aim, Haines had win many awards, shown a spicy level of execution of instrument, and earned wide popularity. At the personal level, and according to the five-factor model of genius, Haines showed her openness (she was inventive and eager to move forward from radio to television), agreeableness (she humbly accepted criticism and advice, and completely committed to the personal credit line) and purposelessversion (she was elicit in everything and had quickly gained the support and ticker from her co-workers) (Ng, et al. , 2005). However, her deficiency of emotional stability (self-confidence) and soul (responsibility) didnt appear to Kowalski until the fatal errors occurred.In fact, Haines self-depreciating joke to cover her embarrassment and hide her picture and awkwardness is a display of the lack of confidence and consideration of the consequences. gibe to the intereactionist approach, organisational behaviour is a function of both(prenominal) dispositions and the situation (George, 1992). Indeed, Haines was facing a light(a) situation where there are broadly speaking defined roles and few rules, so its life-threatening to define appropriate behaviour (Adler & Weiss, 1988). As a result, personality tends to soak up most impact in irresolute situations, which was the case of Haines behaviour. 3. 2 Stress It was a very long day in CTV, they were preparing for a show talking just about the farmers story which attracted growing attention all over Canada, and Haines due to being emphasise made her recognizen mistake.Stress send away be defined as a psychological reaction to the demands inherent in a stressor that has the latent to make a person go finished tense or impetuous (McGrath, 1970). In our case, the viewers of the transmit on the farmers issue were the likely stressors to Haines, whereas Haines was also the potential stressor to her co-workers. Haines personality which was discussed earlier buns chiefly determine the extent to which the potential stressor becomes a real stressor, and it also determines how she reacted to stress behaviorally, psychologically, and physiologically. This can explain why Haines can be a potential stressor who exerted in gaming stress on the work surround in which employees actions were claimed and the wrong tape mistake was made.In impairment of Locus of check up on (which is a set of beliefs about whether ones behaviour is crackled by mainly familiar or away forces), Haines reacted in this way since she was an external person. This type of state are more likely to feel anxious in the face of potential stressors (Ng, et al. , 2006), and thats the case of Haines when she made her famous mistake she was stressed and started devising jokes to defeat her mistake, unlike if she was an internal person (which internal factors determine her personality) she would have confronted her stressors. Furthermore, Haines suffered from managerial and decision maker stress, since she had a work overload on the day of the incident.Also, Haines has a heavy responsibility and her work carried considerate significance to CTVs philosophy which addresses social commitment thus, non only she was under great pressure but also her co-workers, which increased the guess of the occurrence of the tape mistake. Finally, different customary stress factors such as work-family conflict, argument insecurity, and role ambiguity might affect the level of stress among CTV employees and led to the chore in the workplace. 3. 3 Actor-observer Effect According to Attribution speculation, lots behavior can be deputed to dispositional and situational causes though they are not constantly accurate. When people are forming attribution to explain others behavior, biases and errors are hard to avoid.Thus, in the CTV Newsnet case, Haines and her colleagues in the studio did not perceive her joking as a big problem on the other hand, viewers were more likely to attribute her comments to her real disposition. The fact that viewers and her co-workers had different perceptions of Hainess joking reflected the actor-observe effect in attributing process (Watson, 1982).. In this case, Haines tended to attribute her devising joke to some external factors. They may include her extreme tiredness with the heavy workload, the attempt to ease the embarrassment, and the certainty of a second recording. This is because Haines as an actor is more sensitive than observers (the audience) of the pros and cons that the environment offered (Textbook, p83).Moreover, she knew exactly her own thoughts and intentions which is to get herself and her co-workers relaxed. In general, people know recrudesce anout how and why their behavior varies by situations, while the observers tend to guess. In terms of the perspectives of Haines co-workers, they would also attribute Haines behavior to the external causes because they understood Haines motivation and thoughts in that particularised situation, and they also know her personality well. They usually saw Haines as a talented, accredited and unbiased person. Thus, coworkers might perceive her making im proper(ip) joke as an stroke due to the low consistency and high distinctiveness of her this behaviour (Medcof, 1990).As the observer of Hainess behaviour, CTV viewers had high possibility to commit the fundamental attribution error through overemphasizing dispositional ca uses and ignoring the possible environmental factors that may receive her joke making (Jones, 1979). Because viewers lacked the familiarity about the constraints, private thoughts, feelings, and intentions regarding Hainess behaviour, they primordially assumed that the anchors making discriminatory remarks reflected her real thoughts. Hence, they inevitablly felt appall and annoyed. 4. Solutions 4. 1 Operant Learning theory What happened to the CTV Newsnet indicated two main problems that threatened the nourishment of its reputation and integrity, less professional broadcasting and inferior technical error. Both behavioural mistakes should be eliminated for the sake of the entire company.According to the operant hold ining theory, two approaches could serve well CTV newsnet to improve their operationing effectiveness. One approach is to use appropriate positive and negative reward to have desired behaviour. The other is to use extinguishing and punishment to stop undesired behaviour (Textbook P49-55). In order to avoid such basic technical misconduct on the short-term basis, the CTV managers could realise positive reinforcement by establishing periodical employee recognition programs. They include offerring monetary rewards quarterly or p.a. to error-free employees and employees who made significant progress in their work.Moreover, a long-term training and breeding program can be conducted for technicians to learn how to operate the broadcasting equipment properly and expeditiously as well as to adopt new technologies and upgrade their professional knowledge. To minimize the similar mishap made by Haines, CTV should create clear communication channel betwixt company and employees to encourage a more direct feedback. It will add help the organization find out their employees personal or work-related difficulties so that their performance can be enhanced (Peterson & Luthans, 2006). If employees problems were incurred by too much workload, manager s should consider hiring extra staff or enhancing the efficiency of guidance to cut the workload for employees.If making mistake was due to the lack of job wager and enthusiasm, the company could offer employees the opportunity to get around among different positions or grand employees more controling power over their tasks to raise their sense of involvement. Meanwhile, through the negative reinforcement, the upper counseling may also monitor employees job performance and behaviour. Building up a more strict set of useable rules helps prohibit undesirable behaviours in the studio. any(prenominal) breach of the rules could lead to disciplinary actions such as a verbal warning, a written warning or an net dismissal. Employees attemppt to eliminate these unpleasant outcomes (warning and dismissal) can trigger them to obey the rules (textbook, p50).Although punishment might cause unwanted impacts on employees works enthusiasm, it is a effective way to prohibit in earnest adver se behaviour sometimes. It also serves as a sound warning for other potential mistake-makers and a necessary compromise for easing the public anger. In CTV case, Haines should be fired for her unprofessional behaviour though unintentional since it already incurred a gigantic wave of public irritation. The technician who played the wrong tape should also be punish for his or her carelessness. However, using punishment should always be careful. 4. 2 Coping with stress In order to reduce and beat the stress which could occur in the work place now and in future, CTV should start implementing concrete actions.For example, doing job redesign that changes the job depth and breadth can retrace the job tasks with more diversity and authority. CTV could socially support its employees by planning events and activities which can improve the employees social life. The merciful resource department could establish a family friendly policy for the employees, which will let in the staff to che mical equilibrium better between their job duties and family responsibilities (Grant & Parker, 2009). Finally CTV could also move into stress circumspection programs and work balance programs to allow its employees to arrange their time and tasks effectively with a wisely designed working schedule. . 3 Attribution theory Concerning the supra analysis, some work-related attitudes among employees in CTV Inc. should be limited or reinforced. Since attitudes can be limited through persuasively changing peoples beliefs and values (Textbook, p120), holding seminars and underdeveloped training programs can indeed help improve the work-related attitudes of CTV workers. First, employees should improve their cognizance of the terminus ad quem of viewers knowledge about the journalists or broadcasters personal conditions. Interactive activities involving CTV employees and CTV viewers can be conducted to help them establish better mutual understanding.Then, mangers can hold interchange p anels to reinforce the belief that working in CTV requires rigorous work ethics and considerable sense of responsibility, especially as journalists and broadcasters. And through these trainings, the employees will be encouraged to contemplate internal factors for their own behavior and be more aware that their self-perceived minor mistakes could be fatal to the further growth of their company. Besides, CTV Newsnet should enhancee its employees personal skills to maintain its professionalism and reliability. According to the concepts of job performance, individual job performance is heavily touched by his or her general cognitive ability, which refers to intelligence (Textbook, P149).Training programs can be conducted to punish speaking skills of the anchors so that they can be more careful and thoughtful about wording when broadcasting the public information. Moreover, periodical seminars can be held to retain employees proper consciousness of political, religious and ethnic issu es and to improve their storage of the relevant knowledge. 5. Conclusion almost decade ago, CTV Newsnet anchor Avery Haines offensive remarks were aired mistakenly and caused great controversies in the public. The management was facing a severe contend the news stations reputation and growth were threatened. Through OB analysis we have found that certain traits of Haines personality, i. e. low level of emotional stableness and ack of conscientiousness, workplace stress from too much workload and pressure, as well as different attribution processes conducted by the anchor, her coworkers and the audience may all causes contributing to the problem. CTV Newsnet could deal with its reputation crisis and avoid these technical and behavioural errors in the future by pickings the right steps communicating effectively with the audience about the companys value and attitude toward this incident, setting up positive reinforcers and punishment rules to encourage desirable behaviour and elimi nate undesirable behaviour, doing job redesign to clarify roles and reduce workload, and providing proper training programs to improve employees cognitive abilities and awareness of work ethics. Bibliography 1. Adler, S. , & Weiss, H. M. 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