SYNOPSIS
Barney
Ross and The Expendables rescue Doc, who has been imprisoned for eight years,
from a train that is transporting him to a maximum security prison. Doc
teams-up with Barney, Lee Christmas, Gunner, Toll Road and Hale Caesar in the
assignment of stopping the dealer Victor Mins during a transaction of bombs.
However they discover that the dealer is actually the former Expendable Conrad
Stonebanks that shots Hale Caesar badly. The Expendables take their friend to
the hospital and Barney meets Trench in the waiting room that tells that they
are old. Then he has a meeting with the operating officer Max Drummer that had
hired The Expendable to kill Victor and he gives one last chance to Barney to
fix the problem. Barney concludes that his crew is old and decides to recruit a
new and faster team with the support of his friend Bonaparte. Barney hires
Thorn, Luna, Mars and the rebel John Smilee and refuses the cooperation of his
old team. They head to Bucharest but their mission fails and only Barnes escapes
from Stonebanks. Now Barney intends to return to rescue his team with the
outcast Galgo. However his old team is like a family and they will never leave
Barney fighting alone because family fights together to protect a member.
ISSUES/PROBLEM
1)
The Expendables show lack of
motivation in doing task given by the hirer/employees. If the task or job had
high payment of money, then they willing die for it. It clearly seen in this
movie whereby Lee Christmas said Doc had been crazy after been locked for 8
years for his crime. Barney Ross as their leader replied that Doc had given a
task to kill politician at Switzerland for reasonable price and he blew off his
mission and be prison for it. Plus, this problem occur in early phase of movie
whereby Lee Christmas, Doc, Gunner and Barney Ross been put in danger situation
when Barney blew his cover because angry with Stonebank. In those situation,
Lee Christmas had asked Barney in car that been used to fight their enemy
whether they get high paid for task/mission to stop Victor Mins/Stonebank
because the mission so hard to perform due to limited of team member.
2)
The Expendables show lack of
conflict resolution. This element can see from Barney Ross had been thinking to
get his revenge on Stonebanks that injured Hale Caesar. Barney Ross confused
with the plan to get revenge and been offered help by his old friend, Trench
Mauser. Plus, Barney Ross also had problem when dealing with his operating
officer, Max Drummer. It due to failure of Barney Ross and his teammates to
finish the task given. Furthermore, we can see high conflict tense between
Barney and his old teammates when Barney had to left his old expendable team
because he believe his old teammates not young anymore and do not want to harm
their lives.
3)
The Expendable show lack of
departmentalization. This element can be see when there already select an
expertise for their new team that is former U.S. Marine John Smilee (Lutz),
nightclub bouncer Luna (Rousey), computer expert Thorn (Powell), and weapons
expert Mars (Ortiz). Skilled sharpshooter Galgo (Banderas) asks to be included
in the team, but Ross turns him down. This entire people have their own skill
and knowledge about the task that have been given by Barney. This team have a
precious skill that need by Barney in order to take down Stonebanks such as
Luna is in closed combat and also expert in martial art, Thorn is an hacker
that have a capability to hacking a security system and Mars that are expert in
weapon when he introduce M25 assault rifle to Barney when he first meet Barney.
4)
The fourth element is lack of
teamwork. In the last scene of Expendable 3, Barney forces his old team and new
team to cooperate with each other in order to make them release from Stonebanks
place. The new and veteran members of the Expendables work together to kill
Stonebanks' men. When a second wave of Stonebanks' army starts moving in for an
attack, Drummer lands on the building to evacuate the team. They manage to
leave the place safely by having a good cooperation among the teams. The team
have combine their skill and technology well to ensure they manage to leave the
place that have been surrounded by Stonebanks’ mans. The team makes it to
Drummer's helicopter and flies away to safety.
ISSUES/PROBLEMS IDENTIFIED RELATE TO THE STUDY
OF ORGANIZATIONAL BEHAVIOR
1) As for first issues, it is regarding our topic of motivation.
Motivation can be defined as the force within a person that affects the
direction, intensity and persistence of his or her voluntary behaviour. In
several situations the motivated are willingly to exert a particular level of
effort for a certain amount of time toward particular goal. Apparently, we used
to concept of reward our employees with money to boost their motivation to
achieve the goal of specific task given. (McShane & Von, 2013). We can
related the monetary value as main purpose of task/mission been perform by Doc
before he been prison, we can identify that Doc willing to kill a politician at
Switzerland for good price. An automatic destruction towards himself when he
blew off his mission, he been imprison 8 years for the crime in high security
prison. In several researches and studies, money had been referring as symbol
of status and prestige, as source of security, as source of evil, or as sources
of anxiety or feeling of inadequacy (Oxford Fajar, 2011). Money also well known as external factor that
derived motivation in individual to work to achieve goal in life.
We
also can see the interconnected between motivation and reward in movie of ‘The
Expendables 3’. Reward can be referring as thing given in recognition of one’s
service, effort and achievement. It also can be specifically call in economy
exchange concept as ‘making equal’. It can be in term prize, award, honour,
bonus, premium and payment.
There
are many types of reward in workplace such as membership, job status,
competencies, and task performance. Most of scene in ‘The Expendables 3’ merely
narrow down to job status reward, in some parts of the world, companies measure
job worth through job evaluation. Most of job evaluation method give higher
values to job that require more skill and effort, have more responsibility, and
have more difficult working condition (McShane & Von, 2013). We can see
that from scene that Max Drummer as operating officer that hired Barney Ross
and The Expendables 3 to carried task to catch Cornard Stonebanks. In certain
situation at enemy place, Lee Christmas had asked Barney Ross whether they get
good price for the mission because the mission harmful themselves and require
high skill and strategies. It show the job reward been at stake of an
individual to give their full commitment in fulfil the task given. The higher
in the worth assigned to a job, the higher the minimum and maximum pay for the
people in that job. Job status based reward try to improve feeling of fairness,
such that people in the higher- valued job should get higher pay (Ellis &
Dick, 2000).
2)
As for
second issues, it is regarding our topic of conflicts. Conflict is a process in
which one party perceives that its interest are being opposed or negatively
affected by another party (McShane & Von, 2013). Some may think conflict is
good and some thinks vice versa. A long time ago, people only think that
conflict is bad as it gives negative effects however, this beliefs merged and
changed as they nowadays thinks in a more critical way that conflict also good
as it can help people to develop more creative solutions that reflect the needs
of both parties involved. Conflict can be caused by incompatible goals,
differentiations, interdependence or even poor communications (Ellis &
Dick, 2000). Relationship conflict are not task-related, but it focusing on
personal values, gossip, individual’s styles or personality and personal taste.
In ‘The Expendables 3’, Barney Ross as leader had failed to deal with issues of
his former teammates, Cornand Stonebanks by asking existing teammates. He also
had left his team by dissolving the team without discuss earlier. It shows the
decision bias to his team and cause internal conflict between them. The
incident became worst when Barney recruit new teammates that consist new
generation (young and willing to die).
The conflict cannot be solved by making harsh decision making; it can
affect the moral downturn as entire team unable to give their own opinion to be
considered.
3)
As for the
third issues, it is regarding to departmentalization. Departmentalization
specifies how employees and activities group together. It establishes the chain
of command that is the system of common supervision among position and units
within the organization. It frames the membership of formal work teams and
typically determines which positions and units.
As for functional structure organizes employees around specific
knowledge or other resources. Organizations with functional structures are
typically centralized to coordinate their activities effectively (McShane &
Von, 2013). It is because functional structures create specialized pools of
talent that typically serve everyone in the organization. Direct supervision is
easier in functional structures because manager oversee with common issues and
expertise. In Expendable 3, Barney have select a group of people that have
their own expertise on their field such as Thorn that have a skill in
technology when he use the jammer device to delay the countdown, giving them
just under half an hour before detonation. It shows that he is very expert in
his field and he manages to help their team to escape from Stonebanks’ place.
4)
For the
last issue is regarding team concept. The informal group can exist because they
are driven by many factors such as emotional support and goal achievement. Our
drive to bond is hardwired through evolutionary development, creating a need to
belong to informal groups. This is evident in the way that people invest
considerable time and effort in forming and maintaining social relationships
without any special circumstances or ulterior motives. A second explanation is
provided by social identity theory, which states that individuals define
themselves by their group affiliation. The third reason why people are
motivated to form informal group is that such groups accomplished task that
cannot be achieve by individual working alone (McShane & Von, 2013). For
example, employee will sometimes create a group to oppose organisational change
because the group collectively has more power that do individual complaining
alone. The forth reason is that stressful situations we are comfort by the mere
presence of other people and are therefore motivated to be near them (Ellis
& Dick, 2000). For an example when in danger, people congregate near each
other even though doing so serves no protective purpose. In Expendable 3, we
can see that they make informal group and be driven by stressful situation. In
the last scene, an old and new expendable team are group together in order to
handle the stress situation when they are surrounded by Stonebanks’ army when
the old team are wanted to save the new teams. They manage to escape from that
place due to the high level of skill and knowledge is combining among them.
FOUR SUGGESTIONS IN MINIMIZING THE ISSUES/PROBLEMS OCCURRED IN THE MOVIE
BASED ON THE TOPICS THAT YOU HAVE LEARNED IN THIS COURSE.
1)
The suggestion for first issue/problem, The Expendables Team should be motivated to
increase their self-esteem. Motivation can direct or drive her towards
achieving her goals by her own. Other than that, self-concept and past
experience also regulate a person’s motivated decision and behaviours. In
expectancy theory of motivation, it offers an elegant model based on rational
logic to predict the chosen direction, level and persistence of motivation.
Essentially, the theory states that work effort is directed towards behaviours
that people believe will lead to desired outcomes (Ellis & Dick, 2000). In
other words, we are motivated to achieve the goals with the highest expected
payoff. An individual’s effort level depends on three factors; effort to
performance (E to P) expectancy, performance to outcomes (P to O) expectancy
and outcomes valence. E to P expectancy is the individual perception that his
or her effort will result in particular level of performance. P to O expectancy
however, perceived probability that a specific behaviour or performance level
will lead to a particular outcomes while the outcome valence represents a
person’s anticipated satisfaction with the outcomes (McShane & Von, 2013).
2)
The suggestion for second issue/problem is to minimize the conflict that arouse. There are numbers of conflict
handling styles that has been identified by conflict experts, but most common
of them are problem solving, forcing, avoiding, yielding and compromising. In
problem solving, it tries to find mutual beneficial solutions for both party
and also known as win-win situation. People using this style because they
believe that if the parties work together, they can find creative solutions.
Information sharing is an important feature of this style because both parties
collaborate to identify common ground and potential solutions that everyone
involved. As for forcing, people who use this style typically have a win-lose
orientation which means the more one party receives, the less the other party
will receive (McShane & Von,
2013). In
selecting forcing style, two actions help a person to implement it effectively.
The first action is to ensure that good alternatives are developed, which
increased the person’s power while the second action is to develop a small
number of strong arguments and then keep repeating them. By avoiding, parties
involved try to smooth over or avoid conflict situations altogether. It
represents low concern for both self and other party. In other words, avoiders
try to suppress thinking about the conflict. However, yielding involves giving
in completely to the other side’s wishes, or at least cooperating with little
or no attention to one’s own interest. Compromising in other way, involves
looking for a position which your losses are offset by equally valued gains. It
involves matching the other party’s concessions, making conditional promises or
threats and actively searching for a middle ground between the interests of
both parties (Ellis & Dick,
2000).
3)
The suggestion for third issue/problem is to minimize the departmentalization issue. This can see in
Expendable 3 that the new team are not very arrange in term of giving the task.
This is because Barney is using functional structure on his new team compare to
his old team. The methods that using by Barney creates a small conflict among
them because there is lack of team work among the members. It can see Barney is
easy to arrange the old team compare to his new team. This problem can be
minimizing by using the team based structure. What is team based structure?
Team based structure can be define as built around self-directed teams that
complete an entire piece of work (McShane
& Von, 2013). Furthermore the team based structure
has a wide span of control because team can operate with minimal supervision of
the leader. They can complete their task and does need only a minimum
supervision from the leader. Besides that, team based structure are highly
decentralization which mean the decision are made by team members rather than
the leader itself. This will help to reduce the burden of the leader because he
have more important thing to decide. The team based structure also has a low
formalization because the team only has a few rules to about how to complete
their task (Ellis & Dick, 2000). In Expendable 3, if Barney manage to apply this type of
organizational structure it is easier to him to accomplish the tasks that are
given by Drummer. Just like the old team of expendable, there are already use
with the team goals and they already have work with Barney for a long time
compare to new expendable team that only take a week to them gathered and they
already assign by the task.
It will create a low
level of understanding among them and it makes them, hard and difficult to
complete the task. Like in organization when the team is already working for
that company in long period, they only need a low supervision from the leader
because they already know how to organize their own work and their way to
achieve organization goals. Team based structure usually found within the
manufacturing and service operations of larger divisional structures. This is
because team based structure are more flexible and responsive toward the
organization because they already know how to complete their task to achieve
organization goal.
4)
The suggestion for fourth issue/problem is team diversity issue. This issue can be seen in the last part of
the movie when the old expendable team and the new expendable team are meeting
up. In that we can see the conflict among the members when they try to make a
plan to escape from Stonebanks’ army. They start to argue about the capability
of the member. This show that they still does not have a sense of believe among
others. This is due to high team diversity among the members. This high team
diversity create a gap among the members team because they believe the old team
are more good compare to the new team and they believe the new team should
listen to the old team because there are more senior and have more experience
on that field. So they feel more good compare to others member. This situation
also we can see on the organization which is the senior worker difficult to
give a corporation with the new member in the organization. This will make the
team are difficult to achieve the organization goal or objective. In order to minimize this problem, they need
to create team norms.
Norms are the
informal rule rules and shared expectations that group establish to regulate
the behavior of their members. These norms can create by having same behavior
among the team members. By having that the members can cooperate well among
others and they know about the weakness and the strength of the members. They
can utilize the skill or resources that already exist to achieve the organizational
goal (McShane & Von, 2013). As we can see in Expendable 3, Barney uses the skill that his teams
have to overcome the problems that occur during that time.
REFERENCES
McShane, S. L.,
& Von, G. M. (2013). Organizational behavior: Emerging knowledge, global
reality (6th Ed.). New York: McGraw-Hill Irwin.
Ellis, S.,
& Dick, P. (2000). Introduction
to Organizational Behaviour. London: McGraw-Hill Pub.
Oxford Fajar Sdn.
Bhd (008974-T). (2011). Principal of Management. Oxford University Press.
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