Organisational Behaviour: Perception, Motivation, Group Behaviour, Leadership, Power and Politics, Conflict and Negotiations

This document discusses various topics related to Organisational Behaviour such as Perception, Motivation, Group Behaviour, Leadership, Power and Politics, Conflict and Negotiations. It includes examples from movies, airlines industry, university registration process, leadership theories, and conflict resolution strategies.

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Organisational Behaviour
Name of the University
Name of the Student
Author Note

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Table of Contents
Week 5: Activity perception and decision making........................................................3
Week 6: Motivation.......................................................................................................4
Week 7: Group behaviour and team work....................................................................4
Week 8: Leadership......................................................................................................5
Week 9: Power and politics..........................................................................................6
Week 10: Conflict and negotiations..............................................................................6
Reference List...............................................................................................................8

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Week 5: Activity perception and decision making
Recently, I have seen Avengers: End game and the movie is strongly emotional to
the Marvel lovers. Being a Marvel lover, I found this movie as the best series
compared to the others. I loved much the unity among the Avengers such as Iron
Man, Captain America, Ant Man, Hulk, Thor against Thanos for protecting the
universe. It was treated to eyes to see all of the avengers (including Spider Man) in a
single screen. Apart from the story line, the 3D effect and the graphics were the
added advantage of enjoying the movie. I was so satisfied with the story line; I
watched it twice and wish to watch it again. I was rolling down into tears, when Iron
Man bided goodbye by sacrificing himself. His sacrifice prevented Thanos to become
the most powerful devil in the World (Mitchell, 2019). Apart from this, the sacrifice of
Natasha for getting the soul stone was also very emotional. In a nutshell, the story
line (emotionally impact), graphics were the main reason of enjoying its every bit of
taste.
On the contrary, my friend did not like the part of Thor’s casualties. It was much
unexpected to him. He thought Thor would also be serious as the rest of the
Avengers were. His presence added some comic in case of such emotional movie.
Apart from the ruining part of Thanos, the ending part of Avengers could be different.
Though the game is end, which was continued for years, however, the ending part of
the movie was not as touchy as per my friend. This refers that based on the
differentiated perception of the viewers; the success of the movie depends (Trianni,
Cagno and Farné, 2016).
Week 6: Motivation
It is noted that the cabin crew staff of the airlines industry need to conduct scrutiny
process for maintaining the higher level of security. In this context, the airlines
companies provide them training and motivational program for efficiently accomplish
their work. In this context, the cabin crew staffs are asked to serve the optimum care
to the passengers, so that they are satisfied with their service and would like to
cooperate with the employees in their works. It helps to maintain a good association
between the travellers and the staff. The staffs are motivated by saying this, if they

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would serve the proper care to the travellers, then the passengers would also like to
treat them well with the staff and their cooperation would help to make the entire
process easier to complete (Elahi and Hosseini, 2018). This refers that higher
customer care service has strong impact on the customers and consequently, the
cabin crew staff and the employees can complete their task in hassle-free manner. In
this context, the staffs are eligible to get on job training process for uplifting their
professional skills and knowledge. For instance, the screening officers teach the
cabin crew staff how to greet and how to inform the passengers about their security
screening process, since the good approach or greeting can return to get a good
response from the passengers. This is how the cabin crew staff can successfully
accomplish their jobs. According to Machmud and Sidharta (2016), in order to
accomplish their jobs, the cabin crew staff gets excellent team support as per their
requirement and hence, the staff can approach the passengers in a suitable manner
as well as can help them to board safely. Based on the discussion, it can be said that
the airport screening process, the team work support and the well-mannered
responses from the passengers lead to increase the motivation level of the cabin
crew staff and they are willing to give effort in their service. It helps to build a strong
workplace environment and it is in turn reflected in the performance level of the cabin
crew staff.
Week 7: Group behaviour and team work
Being a leader, I target to lead my team mates towards the right path, so that the
registration process can be accomplished successfully. It is known that for
completing the registration process, the students need to complete a list of
processes and most of the students are unaware about this (Hutting et al., 2017;
Lorinkova and Perry, 2019). Firstly, I would like to increase collaboration among the
group members, so that the list of works can be accomplished by the team
members. There are 20 members in my groups and I divide them into the sub-
groups of 5 members. Each of the groups would start to gather knowledge and
information on several criteria such as the application for admission, review of
degree works, meeting with the academic advisor. After collecting the detailed
information, I instruct one of the sub-groups to help the other team members to fill
the forms for completing the final stage of the registration process. I believe that this

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internal collaboration among the group members will lead them to build up strong
understanding and hence, they do not face any difficulties for successfully
completing the registration process. All of the group members would be informed
about the required testimonials, which they would need to carry for the registration
process. During the team development process, I always ask them to work as a
team, and also ask them to provide information to the other mates as much as they
gathered. It helps me to successfully accomplish the agenda of team work.
Week 8: Leadership
 As per the trait theory, the characteristics or the attributes of the leaders are
inherent and hence, they are considered as the born leader. On the other
hand, it can be postulates that the behavioural leadership is completely
different from the trait theory and hence, the attributes of the behavioural
leaders are not inherent. Instead of it, the behavioural leaders are needed to
learn for developing the leadership attributes. These leadership theories are
valid. For instance, British Monarchy follows the trait behavioural leadership
theory, where the monarch along with the immediate family looks after the
official, representation and the ceremonial responsibility in a cyclical way
(Conger, 2015). On the other hand, in the democratic nations, the president of
the countries are chosen for their behavioural attributes and also based on
their capabilities of leading the nation.
 Most of the organisations select their leaders based on their skills, knowledge,
and experience and also based on their ability of leading the companies and
the operations. For instance, Wesfarmers, a conglomerate of Australia, which
selects its leader or the organisational head based on their capabilities of
taking technical and administrative responsibilities (Klenke, 2016). The
leaders of the organisation would need to have that power, so that they can
take the most suitable decision for improving the organisational performance
level. For instance, Rob Scott is the current Managing Director (MD) of the
company, who was engaged as the MD of the Industrial Division of
Wesfarmers from 2015 to 2017 (Klenke, 2016).

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Week 9: Power and politics
 The student of the University, who is helpful to the other students and who
have the power of representing the university, is considered and treated as
the leader of the University’s student. Based on his courage, that particular
student gets the power of becoming leader (Blowers, 2017). Apart from this,
the leader of the university needs to belong from the senior concerned group,
who has the potential to instruct the followers and the juniors.
 In case of selecting the leader of the university’s student, the sources of
power like the decision of the administrative department is not so essential in
this context. Since, the administrative department is only concerned and is
looking after the official works of the University.
 The student leaders need to delegate the power to the other students in order
to make them potential, so that afterwards they can take the responsibilities
(Duyvendak, 2019). In addition, the next generation leader will also be
capable to successfully play his role and will help the other students.
Week 10: Conflict and negotiations
 Sufficient discussion is essential to resolve the argumentative issues in the
group work. For instance, the leader needs to eliminate the misunderstanding
among the team members. More specifically, the leader needs to instruct the
members to resolve the issue instead of putting unnecessary blame on the
others. In order to avoid unspoken conflicts, the managers target to increase
collaboration among the team mates.
 The negotiators target to influence the members not to focus on the winning
or losing of the debate, instead of it, they need to be focused to resolve the
conflict, so that the optimal outcomes can be achieved (Paoli and Telles,
2018). It helps to maintain good understanding among the team mates.
 Silence can worsen the situation than conflict since it cannot reduce the bad
or wrong perception about someone on the mind of the others. Therefore,
open discussion between parties is better to avoid such circumstances. Open
discussion gives opportunity to explain in a detailed manner and hence,
opponent can get the opportunity to understand them (Kayi-Aydar, 2018). This

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is the reason, why open discussion always facilitates to develop collaboration
between the parties or among the team members.

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Reference List
Blowers, A., 2017. The limits of power: the politics of local planning policy (Vol. 21).
Elsevier.
Conger, J., 2015. Charismatic leadership. Wiley encyclopedia of management, pp.1-
2.
Duyvendak, J.W., 2019. The power of politics: New social movements in France.
Routledge.
Elahi, A.A.K. and Hosseini, R., 2018. Identification of optimal initiatives for motivation
enhancement of human assets. International Journal of Business Performance
Management, 19(4), pp.500-516.
Hutting, N., Oswald, W., Staal, J.B., Engels, J.A., Nouwens, E., van-der Sanden,
M.W.N. and Heerkens, Y.F., 2017. Physical therapists and importance of work
participation in patients with musculoskeletal disorders: a focus group study. BMC
musculoskeletal disorders, 18(1), p.196.
Kayi-Aydar, H., 2018. “If Carmen can analyze Shakespeare, everybody can”:
Positions, conflicts, and negotiations in the narratives of Latina pre-service
teachers. Journal of Language, Identity & Education, 17(2), pp.118-130.
Klenke, K., 2016. Qualitative research in the study of leadership. Emerald Group
Publishing Limited.
Lorinkova, N.M. and Perry, S.J., 2019. The importance of group‐focused
transformational leadership and felt obligation for helping and group
performance. Journal of Organizational Behavior, 40(3), pp.231-247.
Machmud, S. and Sidharta, I., 2016. Entrepreneurial Motivation and Business
Performance of SMEs in the SUCI Clothing Center, Bandung, Indonesia. DLSU
Business & Economics Review, 25(2), pp.63-78.
Mitchell, D., 2019. Making foreign policy: Presidential management of the decision-
making process. Routledge.

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Paoli, M.C. and Telles, V.D.S., 2018. Social rights: conflicts and negotiations in
contemporary Brazil. In Cultures of politics/politics of cultures (pp. 64-92). Routledge.
Trianni, A., Cagno, E. and Farné, S., 2016. Barriers, drivers and decision-making
process for industrial energy efficiency: A broad study among manufacturing small
and medium-sized enterprises. Applied Energy, 162, pp.1537-1551.