This essay analyzes the behavior assessment in an organization and its impact on organizational culture. It explores Maslow's hierarchy of needs theory and provides recommendations for better outcomes.
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION1 ORGANIZATIONAL BEHAVIOR ASSESMENT Name Institution
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION2 Introduction Leadership is among the very essential features and need of human life. From the past ages, some individuals require somebody who leads and enhances them. Therefore, some individuals lead others, and the individuals who lead organizations and communities are referred to as leaders. Leaders are very crucial for organizations, businesses, and communities (Berkovich, 2018). The achievement of a company relies on the company’s leader. Like people and communities, organizations have leaders. As a company, ADIB has always had effective leadership. In this paper, an evaluation of Hussein Mohammed's leadership style and how it has impacted the organizational culture of ADIB since 2014 is deliberated. Leadership Style Hussein Mohammed is the branch manager of ADIB Ruwais Mall since 2014, among the world’s Grade A malls. Similarly, he is a leader of innovation. Those people who lead a novel service or product through ideation, strategy, growth, market launch and enactment. Additionally, leadership capacities in innovation, situational attitude, and patience to worker enabling have assisted Hussein Mohammed effectively formulate the governance system of ADIB. In his second term, Mohammed redesigned a plateauing business. Before Hussein Mohammed took up again the control of the corporation in 2014, ADIB had kind of fallen into a “left hand was unaware of what the right hand was doing” circumstance, as said by an ex- worker. ADIB's achievement relies on the following Hussein Mohammed's strategies of leadership to evade application of paperwork, to focus on teamwork, to take on a fast and concise work scheme, to pay thoughtfulness to the innovative concepts and apply the preeminent chances to enact them, and to identify the significance of slight changes in the company. With these
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION3 approaches, ADIB has was considered as the preeminent place of work. ADIB has enacted self- governing thinking for workers. Germain (2017) asserts that the far-reaching worker rights, the existence of Transformational Leadership and the lack of any review system at ADIB, have made it the most chosen business for every person with creative capacity. Hussein Mohammed and his workers are not considering their opponents. They solely focus on their operations. Transformational leaders have a conviction that transformation will make their businesses effectively in the industry (Wells, Peachey, and Walker, 2014). Generally, to do something is to provide a new method. If finds a different method to connect with online individuals and music, such leaders are factually innovative. The utmost common strength is finding an improved method of doing something. Additionally, they have enhanced performance in the position markets. On the contrary, they may put anything at danger and solely focus on their work. Thus, they are not interested in what is being done by their opponents. Belle (2014) denotes that people showing transformational leadership approach, form visions founded on amending transformations in the company and inspire workers to create innovative plans. Mohammed has taken up four phases of transformational leadership which are impact centered on ideas, motivations and inspiration, intellect stimulation, and personalized considerations. Hussein Mohammed said that if an organization has more individuals and more means, an organization is able to do more things, and get more problems solved. He stated that they have always had that viewpoint. This similarly supports his transformational leadership style. Hussein Mohammed is a leader that is working on more than one steps simultaneously to guarantee that he may offer what is preeminent for ADIB and his workers and that is what makes him not only the manager of ADIB but absolutely intensify ADIB's provisions and safeguard workers contentment. At ADIB, Mohammed launches mail schemes that request for synopses of projects
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION4 they are working on, so they have an awareness of up-to-date work on ADIB. Hussein Mohammed similarly planned the vision to encourage the employees of ADIB as stated by Hodgkinson and Sadler-Smith (2018). To escalate the intellectual capacities of workers. Mohammed proposed that managers must stop working on their computers and laptops and work on other materials or paper that stimulate innovation. Mohammed trained executive managers to work with workers to relate with them every day to create a relaxed working setting for them to use their individual contemplations for workers. Transformational leadership is not only fit for Hussein Mohammed. Similarly, leadership skills and traits are essential aspects of a leader (Gagne, 2018). The charismatic trait of Mohammed is making workers over-reliant. Keeping the characters of innovativeness and open communication is also vital. Based on the leadership skills and traits of Mohammed, the workers may be motivated commendably with the aid of non-fiscal welfares instead of just fiscal welfares. Based on individuals’ skills, Mohammed shows considerate nature to the workers’ needs since he believes that treating workers like relatives will escalate their efficiency. The business has launched "no smoking edges" and "intensified health welfares" to improve the health status of the workers (Otaghsara and Hamzehzadeh, 2017). The reserved nature of Mohammed makes him the suitable leader for ADIB and assists him to center on the product inventiveness instead of the competitor evaluation. The workers find him more consternated to the group work instead of being critical and dictating in nature. Owing to the reserved nature of a leader might act as an extra benefit particularly for proactive workers. His prompts the prospect growth of ADIB. Finally, visionary, capacities of Mohammed are vital for the company's development and prospect. Mohammed shows high visionary aptitudes is formulating S.M.A.R.T. objectives for his engineers. Attributes such as high level of positivity, self-motivation, individual accountability of company's
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION5 activities, activities familiarization, integrity skills, and trustworthiness and regarding all negative situations as a winning situation, make Mohammed a modest visionary leader. Organizational Culture According to Kim, Ployhart, and Gibson (2018), ADIB possesses an organizational culture for innovation. The corporation similarly highlights the significance of openness amongst workers, as a means of stimulating an innovative attitude. The resultant innovation relates to ADIB’s methods in competing in several industries. For example, the company invents its technological resources and services offered to clients in the online promotion industry. Features that designate ADIB’s company culture are innovation, hands-on method, openness, small- company-family provision, and brilliance that comes with elegance. Innovation is an essential achievement aspect of ADIB's company. The corporate's organizational culture inspires workers to add to the general innovation of the company and its products. For instance, this cultural feature upholds workers' out-of-the-box thinking to find or conceive different solutions to contemporary or emergent requirements in the international market. Innovation adds to company efficiency in looking into the tendencies listed in the PESTEL evaluation of ADIB LLC (Bauer, Wright, Askew, and Spector, 2018). This situation similarly implies that the corporate's kinds and degrees of innovation vary based on the important needs recognized in the information technology and services market. Through its company culture, ADIB uses a hands-on method to human resource advancement. It centers on applying experimental learning as an efficient method of enhancing workers’ awareness, abilities, and skills. Theoretical awareness is not good enough for the company. Employees are projected to learn as they progress in their journey as part of
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION6 corporate’s organization. Practically, it is enacted through strategies that support workers’ participation in projects and practical. Such practical test fresh concepts in support of invention in product advancement that influence the marketing mix of the company (Kotlar, Massis, Wright, and Frattini, 2018). In this method, the business’ corporate culture improves workers’ experience, comprising on-the-job training and learning that add to human resource proficiencies. Openness denotes the sharing of information amongst the workers of ADIB. The corporate's goal in stimulating openness is to inspire the spreading of useful awareness that may uphold further invention. For instance, the company culture inspires individual workers to relate with one another at several times of their characteristic workday, as a means of enhancing the expertise they apply in their jobs (Berkovich, 2018). Additionally, ADIB's operations management policy upholds these cultural characters through a suitable place of work arrangements that enable such relation. Similarly, the scheme of ADIB’s organizational structure improves the organizational culture by motivating employees to share and communicate their concepts. ADIB Company is known for its support for the small-company-family relationship in its spaces of work. This cultural aspect highlights the social interrelations amongst employees. For instance, ADIB upholds a warm work setting where workers may easily talk and share concepts with others. The goal here is to apply corporate culture as a method of maximizing internal communications and concept generation (Belle, 2014). It similarly assists ADIB in maximizing worker morale. Kind social relations in the place of work add to worker contentment in their jobs.
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION7 Brilliance highlights attaining brilliant results from all capacities of ADIB's business. It is integrated into human resource development platforms to instruct an understanding of brilliance amongst workers. For instance, training platforms are formed to inspire employees to constantly enhance their productivity, and to not be content with ordinary results. Thus ADIB's company culture upholds smartness in the team and pushes workers to strive for brilliant work. Effect of Leadership on Organizational Culture An important aspect of any organization whether small or large is to outline their key value, the principles that are most essential to the direction of the company and the choice in it should be openly stated for the organization to attain its goal. Germain (2017) asserts that for a company to be successful, the manager's value should be in connection to the company value to evade conflict of interest between the company and the manager. Analyzing the leadership style of an effective manager, we discover that many of them have similar values to that of the organization as seen in their achievement secret. Mohammed's individual principle was closely linked to that of ADIB and this has reflected the overwhelming accomplishment that was enumerated as him as a manager of one of the prominent companies globally. Mohammed has a principle of working with the most intelligent and brightest individuals globally and which is amongst the key values of ADIB as a company. Recommendations and Conclusion According to Gagne (2018), a likely improvement to the organizational culture is the extra escalation of information sharing. Presently, even though the organization’s cultural features support information sharing and communications, such sharing happens in a controlled way. ADIB may heighten workers’ rate of independence in this consideration, to exploit the
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION8 efficiency and speed of knowledge dissemination. This recommendation purposes to escalate the degree of invention in the organization’s product development procedures. Additionally, ADIB may enhance its company culture through extra inventive platforms that are formed to support personalized functions amongst individual workers. This recommendation purposes to escalate workers’ skills, abilities, and knowledge to invent.
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION9 Introduction The behavior exhibited by employees in an organization, is very significant in determining the future of the organization. Employees who are determined and motivated undertake their duties seriously and professionally as a way to reciprocate their appreciation and commitment for their job. Lack of motivation in an organization leads to boredom which hampers the performance of the employees whether they are professionals or in the skilled labor sector. This therefore means, for an organization to be effective, efficient and produce the desired results motivation should be considered at all times whether intrinsic or extrinsic. This essay analyses one content and one process motivational theories and how they can be effectively applied for better outcomes in an organization. Analysis of the Theories Maslow’s hierarchy of needs theory The Hierarchy of needs theory of Abraham Maslow outlines the various needs of human beings. He gives five levels of needs that should be met for better performance. According to Stewart, Nodoushani and Stumpf (2018) physiological needs e.g. sleeping and hunger has to be met first. Safety needs such as security and freedom from pain are important since an individual cannot function in the absence. The social needs then follow as an individual naturally requires love and affection. Esteem needs are also very significant since all people feel good when they are respected. Self-actualization needs are then desired by each individual so as to develop full potential. The diagram below shows the hierarchy
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION10 The theory further suggests that once one level of needs is met, automatically the one that follows becomes the motivator to a person (Soni & Soni, 2016). This connotes that a satisfied need no longer remains a motivator since all humans have an inbuilt desire to have their way up the hierarchy and to pursue satisfaction by achievement of higher order needs. Self-actualization or realization of full potential motivates an individual to remain focused as he or she climbs up the ladder of hierarchy. Skinner’s process theory of motivation His theory outlines ways to motivate employees based on performance. Positive reinforcement means giving positive responses to individuals who exhibit all the required behavior. He insists on verbal motivation immediately a positive behavior (Wingate, Lee & Bourdage, 2019 is noted in an employee’s actions. He argues that this will upheld and maintain
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION11 positive behavior as well as giving fulfillment to the employee. He further connotes that positive reinforcement upholds and stimulates positive and recommendable behavior. Negative reinforcement is also applied to rebuke unwanted behavior. This will help employees to avoid any unwanted behavior in the workplace as well as in their relationship with colleagues. Punishment is done by withdrawal of incentives (Seoung-Hoon & Timothy, 2011) in a bid to reduce the likelihood of repeating unwanted behavior. Undesirable consequences are attached to all negative behaviors. Extinction connotes absence of all reinforcement either positive or negative. Rewards are removed and the person continues to undertake duties without recognition of their efforts. Application of the Theories An organization can benefit from Maslow’s theory by ensuring that the employee’s needs are catered for according to the hierarchy. It is of no importance to give an employee a CEO position yet he or she is homeless. The hierarchy should be followed to enhance wholesome (Muraya, 2012) development of the employee. Skinners theory can also be used in an organization to enhance performance. Once an employee exhibits positive behavior, instant rewards will help to make him or her to ensure the positive behavior re occurs again. The organization in this theory should be careful to ensure employees are not rewarded simultaneously because it can lead to reluctant behavior. Conclusion The Maslow theory of hierarchy of needs connotes that development occurs upward a ladder that each and every individual desires to achieve. For an organization to benefit from it, the needs of the employees should be catered for in regard to the hierarchy. Skinners theory
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION12 applies a series of rewards based on the exhibited behavior by the employees. An organization can apply it through giving instant rewards to all employees that show positive behavior while ignoring those that do not. Appendix 1.Can you introduce yourself to us? 2.Can you tell us briefly about ADIB AL Ruwais Mall Branch? 3.Do you offer training platforms for weak workers? 4.How do you punish or reward workers? 5.Do you involve your workers in decision-making? 6.How would you describe your style of leadership? 7.What leadership attributes do you possess? 8.How have the leadership traits affected the success of ADIB AL Ruwais Mall Branch? 9.How would you describe the organizational culture of ADIB AL Ruwais Mall Branch? 10.What are your personal key values as a leader? 11.What are the key values of ADIB AL Ruwais Mall Branch? 12.How do your personal values relate to that of the company? 13.How has your leadership style impacted the organizational culture of ADIB AL Ruwais Mall Branch? 14.Are there changes you would recommend to ADIB AL Ruwais Mall Branch? 15.What is your parting phrase?
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION13 References Bauer, J. A., Wright, N. A., Askew, K., & Spector, P. E. (2018). The relationships between organizational citizenship behavior demands and extra-task behaviors.The Psychologist- Manager Journal,21(3), 163–186.https://doi.org/10.1037/mgr0000074 Bellé, N. (2014). Leading to Make a Difference: A Field Experiment on the Performance Effects of Transformational Leadership, Perceived Social Impact, and Public Service Motivation.Journal of Public Administration Research & Theory,24(1), 109–136. https://doi.org/10.1093/jopart/mut033 Berkovich, I. (2018). Will it sink or will it float.Educational Management Administration & Leadership,46(6), 888–907.https://doi.org/10.1177/1741143217714253 Gagné, M. (2018). From Strategy to Action: Transforming Organizational Goals into Organizational Behavior.International Journal of Management Reviews,20, S83–S104. https://doi.org/10.1111/ijmr.12159 Germain, J. (2017). Reflections on Leadership: Theory, Experience, and Practice.Quest (00336297),69(2), 169–176. Retrieved fromhttp://search.ebscohost.com/login.aspx? direct=true&db=s3h&AN=123150245&site=ehost-live
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Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION14 Hodgkinson, G. P., & Sadler-Smith, E. (2018). The Dynamics of Intuition and Analysis in Managerial and Organizational Decision Making.Academy of Management Perspectives,32(4), 473–492.https://doi.org/10.5465/amp.2016.0140 Kim, P. H., Ployhart, R. E., & Gibson, C. B. (2018). Editors’ Comments: Is Organizational Behavior Overtheorized?Academy of Management Review,43(4), 541–545. https://doi.org/10.5465/amr.2018.0233 Kotlar, J., De Massis, A., Wright, M., & Frattini, F. (2018). Organizational Goals: Antecedents, Formation Processes and Implications for Firm Behavior and Performance.International Journal of Management Reviews,20, S3–S18.https://doi.org/10.1111/ijmr.12170 Muraya Joshua (2012). Intrinsic Motivation and Engagement as “Active Ingredients” in Garden- Based Education: Examining Models and Measures Derived From Self-Determination Theory.Journal of Environmental Education,43(1), 16–36. https://doi.org/10.1080/00958964.2011.596856 Otaghsara, S. M. T., & Hamzehzadeh, H. (2017). The Effect of Authentic Leadership and Organizational Atmosphere on Positive Organizational Behavior.International Journal of Management, Accounting & Economics,4(11), 1122–1135. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=buh&AN=127683538&site=ehost-live Seoung-Hoon Shin, & Timothy Jeonglyeol Lee. (2011). Degree of motivation of international hospitality students in their work place.Journal of Hospitality, Leisure, Sport & Tourism Education (Oxford Brookes University),10(1), 135–144. Retrieved from
Running Head: BEHAVIOR ASSESSMENT IN AN ORGANIZATION15 http://search.ebscohost.com/login.aspx? direct=true&db=s3h&AN=67028943&site=ehost-live Soni, B., & Soni, R. (2016). Enhancing Maslow’s Hierarchy of Needs for Effective Leadership. Competition Forum,14(2), 259–263. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=s3h&AN=119212097&site=ehost-live Stewart, C., Nodoushani, O., & Stumpf, J. (2018). Cultivating Employees Using Maslow’s Hierarchy of Needs.Competition Forum,16(2), 67–75. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=s3h&AN=132606000&site=ehost-live Wells, J. E., Peachey, J. W., & Walker, N. (2014). The Relationship Between Transformational Leadership, Leader Effectiveness, and Turnover Intentions: Do Subordinate Gender Differences Exist?Journal of Intercollegiate Sport,7(1), 64–79. Retrieved from http://search.ebscohost.com/login.aspx? direct=true&db=s3h&AN=97299530&site=ehost-live Wingate, T. G., Lee, C. S., & Bourdage, J. S. (2019). Who helps and why? Contextualizing organizational citizenship behavior.Canadian Journal of Behavioural Science / Revue Canadienne Des Sciences Du Comportement.https://doi.org/10.1037/cbs0000125