Organizational Structure and Behavior

This assignment delves into the relationship between organizational structure and behavior within organizations. It requires students to critically analyze different organizational structures and theories, exploring how they influence employee motivation, performance, and overall organizational effectiveness. The analysis should consider real-world examples and draw upon relevant academic literature.

ORGANIZATIONAL
BEHAVIOR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) An evaluation of leadership theory..........................................................................................3
b) An evaluation of the impact of managerial styles on organizational effectiveness ................4
c) An analysis of how motivational theory can affect employee motivation..............................4
d) An analysis of theories related to work relationship and interaction. ....................................5
TASK 3............................................................................................................................................6
a) An analysis of culture and structure in Hilton and evaluating their impact on its
effectiveness ................................................................................................................................6
TASK 4...........................................................................................................................................6
a) An analysis of different approaches to business decision making...........................................6
b) Assessment of approaches to risk and uncertainty in decision making...................................7
c) Evaluating the effectiveness of organizational decisions on company ...................................7
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................9
2

INTRODUCTION
Organizational behaviour is important concept that refers to study of methods individuals
communicate within groups. It further help in study of human behaviour in business settings,
interaction or link between behaviour of individuals and the company (Hanson and Parry, 2014).
The main objective of organizational behaviour study is to ascertain the impact of team working,
individual and organization structure and culture on the behaviour of employees within the
company. In this report, different aspects of organizational behaviour will be studied in the
context of Hilton hotels and resort. It is luxury chain of hotels founded in 1919, headquartered In
Virgina. At present, brand is operational in more than 570 Hotel of Hilton in 84 nations and
territories across six continents. In this report, a evaluation of various leadership theories will be
provided. Thereafter, analysis of motivational theory on employee motivation will be given.
Thereafter, description will be provided regarding the effectiveness of team working and
management of change in entity.
TASK 1
a) An evaluation of leadership theory.
Trait theory of leadership- Trait theory is assumption of leadership capabilities or
quality of leader. This theory differentiate between leaders and subordinates by focusing on
qualities and characteristics. As per this theory, leader must possess specific traits which will
help in influencing others (Nohria and Khurana, 2013). Such as, leader must have knowledge of
the business, take initiative, have good decision making skills in all situation. Further, leaders
also have creativity and innovative ideas which will help them in taking initiative to lead
employees so that they can motivate workforce in achieving the goals and objectives. Moreover,
leader need to motivate the subordinates by fulfilling needs or desire. Leader should be
transparent or honest dealing with others, intelligence or generating innovative ideas in
organization (Bedarkarand et al., 2016). Leader should have high self monitoring and self control
which will help them in controlling the employees so that they become dedicated towards the
work. An effective leader must satisfy their jobs, increasing job relevant knowledge and
development of management skills in the organization (Alvesson, 2012).
3

Contingency theory: Contingency theory generally explains the leader's ability to perform
regarding various situation factor (Nica, 2013). Contingency theory says that how to make
decision all the information available to the leaders and employees has a decision making
before and is there available information on the result. Subordinate in firm accepts leader
decision in all condition and perform their job accordingly Further, it also states that how a
leader consider the different situations which persist in the environment and make decision
accordingly for the benefit of business establishment (Hogan and Coote, 2014). A contingent
leader effectively implement own ideas and style to solving all the problems and take a good
decision so that firm achieves their goals and objectives precisely.
b) An evaluation of the impact of managerial styles on organizational effectiveness
There are four types of managerial style which can use by manager influence and motivating to
the employees.
Autocratic style-In this style leader take decision without consulting subordinates(Wiewiora
and et al., 2013). This style provide control to specific individual over the subordinates. therefore
without communication with other autocratic leader take the decision quickly. Further autocratic
style shows lack of use of creativity of employees. It is fast and quick decision making process.
Democratic style- This style leader suggestion with the subordinate, consultation with the
employees and their opinion in the formulating of plan and polices. Therefore subordinates
involve in decision making. Employees shows the creativity and contribution towards the
business (Avolio and Yammarino, 2013).
Paternalistic style- This management style the leader adopt that the process is relationship
between the leader and his group like head of the family and the members of the family. A leader
provide to subordinate with good working condition and boundary benefits (Prakash and et al.,
2015).
c) An analysis of how motivational theory can affect employee motivation
The motivation is a process of stimulating individual to give its best performance so as to
attain individual goals aligned with the organizational goals. Motivation further have direct
impact on the efficiency of employee (Parris and Peachey, 2013). In order to facilitate motivation
among employees, there are various motivational theories that can be used by management of
Hilton hotel. In this respect, following motivational theories can be considered:
4

 Maslow Need Hierarchy theory: It is important theory which states that employee can
be motivated by fulfilling its unsatisfied needs. As per this theory, the needs of individual
are classified into five types, physiological, safety, social, self-esteem and self
actualization one (Krause, and Douglas, 2013). The physiological needs refers to basic
requirements of individual related to food, clothing, shelter etc. The safety needs are
those related to job security, physical safety through insurance. Thereafter, the social
needs are focused on the requirement of individual regarding belonging, friendship, love
etc. On the other hand, self esteem needs stimulate company to focus on the requirement
of individual to get recognition, respect from others (Plugge, Bouwman and Molina-
Castillo, 2013). Thereafter, self actualization needs emphasis on attaining ones;s full
potential by solving issues, creativity etc.
Therefore, with the help of motivational theory, management of Hilton can fulfill the unsatisfied
needs of employees so as to boost their morale and maintain their interest within company
(Csaszar, 2012)
d) An analysis of theories related to work relationship and interaction.
There are various theories that govern the behavior of employees within entity. They
determine the ways in which relationship between employer and employee can be improved to
attain fruitful outcomes for business (Van der Voet, 2014). In this respect, behavioral theory can
be considered. This theory is based on belief that executives have better knowledge of human
aspect and consider employee as viable asset of business that support in accomplishing the goals
of business. The objective of behavioral theory is to stimulate executives to focus on employees
by improving relationship with them (De Board, 2014). With this aspect, a sense of belonging
can be built within workforce so as to retain them for longer duration. Similarly, another theory
social constructivism can be used. As per this, human development is socially integrated and
knowledge is build through interaction with others. It states that knowledge can be improved
through collaborative working practices. The individuals can work in team so as to learn from
the skills of each other. In this respect, brain storming session, group discussion can be organized
(Naylor, Pritchard and Ilgen, 2013).
5

TASK 3
a) An analysis of culture and structure in Hilton and evaluating their impact on its effectiveness
Organization structure can be refereed as grouping of various jobs within firm. It
regulate how the activities of entity will be directed towards achievement of goals. On the other
hand, culture refers to shared values, beliefs among employees which further determine their
conduct within the company (Pinder, 2014). Both the work culture and structure have an inter-
dependent relation with each other. It ascertain the conduct of organization and its members.
The organizational structure shape the values, attitude and ethics of members which further
support in creating the corporate culture. It is important for entity to choose appropriate structure
so as to develop positive work culture and maintain interest of members. Such as Hilton hotel,
use divisional structure that helped in building role culture (Krause,and Douglas, 2013). The
divisional structure is beneficial in assuring easy operation of chain hotels. It enable freedom to
team and provide them opportunity to emphasis on particular product. The structure is further
supported by role culture which enable employees to execute their specif roles. This kind of mix
between culture and structure is beneficial in developing specialization among employees. It also
encourage the employees to focus on attaining the organizational objectives. The chances of
confusion are reduced with the help of this combination of structure and culture (Plugge,
Bouwman and Molina-Castillo, 2013).
TASK 4
a) An analysis of different approaches to business decision making
In an organization decision making is the crucial part of its working. From the research it
is found that in the selected organization there is pragmatic approach adopted with respect to the
decision making process that in different situation varied strategies are adopted. For instance, in
the normal context the board of directors and senior authorities make decisions with the
involvement of the employees working in different departments and seek their opinion to get the
innovative and creative solution for that (Lee and et al., 2013). This enhances the resourceful
relationship between employer and employee along with making the working in optimum
manner. In contrast with it, at emergency situation, where the senior authorities are required to
take the important decisions in prompt manner and in precise way, it adopts the autocratic
6

approach and inhibits the employee involvement in the decision making process. With this
effective decisions are being taken with the inclusion of the opinions and advises of the expertise
and specialist in the fields going through current market scenario and organization's competency.
This situation approach has led the Hilton to make effective working in all the occurring
circumstances and demanding different methodology to be adopted which makes it to derive the
desired goals and objectives in the utmost level (Smith, 2013).
b) Assessment of approaches to risk and uncertainty in decision making
At the selected organization Hilton, in order to assess the competency of approaches adopted to
risk and uncertainty in decision making effectual means are adopted. Fundamentally three ways
are adopted to evaluate it. With the use of quantitative method, comparison is made between the
figures of the different economic parameters of the organization such as sales, profit margin,
customer bases and other on two perspectives before and after (Plugge, Bouwman and Molina-
Castillo, 2013). With that it is found that the decision taken are effectual and proves to be result
oriented. Secondly, models are being used in this regard to evaluate on the basis of scientific
methods such as Markensey's risk measurement model. In this evaluation is made on the basis of
certain dimensions that checks the competency level of approach. In that respect it is found that
approach is in accordance to the need. Lastly, with qualitative assessment is made by seeking
viewpoints of financial analysts and investors about the strategies used (Van der Voet, 2014).
c) Evaluating the effectiveness of organizational decisions on company
The effectiveness of decision making depends upon the skills, knowledge and traits of
manager. It is important for manger to consider pros and cons of each aspect before taking final
decision. This is because decision of entity have direct impact on various stakeholders. Such as,
employees, customers, suppliers etc are directly impacted by the decisions taken by Hilton.
Therefore, it is feasible for organization to seek active involvement of employees in decision
making process (Pinder, 2014). This will help in reaching at consensus decision and help
company in integrating the creative ideas of employees within business.
CONCLUSION
Summing up the entire report, it can be concluded that organization behavior is important
approach that must be considered to influence the behavior of employees in the favor of
business. There are various leadership theory that can be used by management of Hilton to
7

influence the behavior of employees in favor of company. Such as participative, autocratic,
styles can be used by manager. Further, motivational theory will help in assuring willing
participation of employees towards attainment of organizational goals.
8

REFERENCES
Books and Journal
Alvesson, M., 2012. Understanding organizational culture. Sage.
Avolio, B. J. and Yammarino, F. J., 2013. Transformational and charismatic leadership: The
road ahead. Emerald Group Publishing.
Bedarkar, M.,and et al., 2016. Examining the Impact of Organizational Culture on Customer
Centricity in Organizations: An Analysis. Prabandhan: Indian Journal of
Management. 9(2). pp.19-28.
Csaszar, F. A., 2012. Organizational structure as a determinant of performance: Evidence from
mutual funds. Strategic Management Journal. 33(6). pp.611-632.
De Board, R., 2014. The psychoanalysis of organizations: A psychoanalytic approach to
behaviour in groups and organizations. Routledge.
Hanson, D. N. and Parry, K. W., 2014. The Impact of Organizational Leadership Culture on
Discretionary Behavior Within Organizations. International Leadership Journal,
6(2).
Hogan, S. J. and Coote, L. V., 2014. Organizational culture, innovation, and performance: A test
of Schein's model. Journal of Business Research. 67(8). pp.1609-1621.
Krause, G. A. and Douglas, J. W., 2013. Organizational structure and the optimal design of
policymaking panels: Evidence from consensus group commissions’ revenue
forecasts in the American states. American Journal of Political Science. 57(1).
pp.135-149.
Lee, H., and et al., 2013. How police organizational structure correlates with frontline officers’
attitudes toward corruption: A multilevel model. Police Practice and Research.
14(5). pp.386-401.
Naylor, J. C., Pritchard, R. D. and Ilgen, D. R., 2013. A theory of behavior in organizations.
Academic Press.
Nica, E., 2013. Organizational culture in the public sector. Economics, Management and
Financial Markets. 8(2).p.179.
Nohria, N. and Khurana, R., 2013. Handbook of leadership theory and practice: An HBS
centennial colloquium on advancing leadership. Harvard Business Press.
Parris, D. L. and Peachey, J. W., 2013. A systematic literature review of servant leadership
theory in organizational contexts. Journal of business ethics. 113(3). pp.377-393.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Plugge, A., Bouwman, H. and Molina-Castillo, F. J., 2013. Outsourcing capabilities,
organizational structure and performance quality monitoring: Toward a fit model.
Information & Management. 50(6). pp.275-284.
Plugge, A., Bouwman, H. and Molina-Castillo, F. J., 2013. Outsourcing capabilities,
organizational structure and performance quality monitoring: Toward a fit model.
Information & Management. 50(6). pp.275-284.
Prakash, A., and et al., 2015. Organizational Leadership and Collective Action in International
Governance: An Introduction. Global Policy. 6(3). pp.234-236.
9

Van der Voet, J., 2014. The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal. 32(3). pp.373-382.
Wiewiora, A.,and et al., 2013. Organizational culture and willingness to share knowledge: A
competing values perspective in Australian context. International Journal of Project
Management. 31(8). pp.1163-1174.
Online
Smith, W., 2013. Behavioral Organizational Theories. [Online]. Available through:
<http://smallbusiness.chron.com/behavioral-organizational-theories-4963.html>. [Accessed on
5th July 2016].
10