Global Consultants: Organization Behaviour

The report discusses four major issues faced by Global Consultants in Australia, namely employee empowerment, employee motivation, lack of team spirit and team building exercises, and workforce diversity. The report provides an overview of the company, issue analysis, and appropriate recommendations for each issue. The report emphasizes the importance of employee empowerment and motivation for enhancing organizational performance.

Running Head: Organization Behaviour
Global Consultants
Organization Behavior

Organization Behaviour 1 | P a g e
Table of Contents
Introduction......................................................................................................................................2
Overview of Company.................................................................................................................2
Issue analysis...................................................................................................................................3
Employee empowerment..............................................................................................................3
Employee Motivation...................................................................................................................5
Lack of team spirit and team building exercises..........................................................................7
Workforce Diversity....................................................................................................................7
Recommendations............................................................................................................................8
Employee empowerment..............................................................................................................8
Employee motivation...................................................................................................................8
Team building..............................................................................................................................9
Workforce diversity.....................................................................................................................9
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

Organization Behaviour 2 | P a g e
Introduction
Financial section plays vital role in organizational success and growth. Every business enterprise
needs to focus on their financial section so that all transactions could be recorded in fair manner
in order to obtain positive outcomes. Some companies collaborate with external sources to
handle their financial section such as tax advisory, auditing and other types of financial services
while some of the companies hire financial experts and maintain a separate team within the
organization to perform their operations in an appropriate manner (Miner, 2015).
In this report, professional services will be discussed for Global Consultants which is an expert
in providing professional services. In this industry, major players are KPMG, Deloitte, Ernst &
Young (EY) and PricewaterhouseCoopers (PwC). Global Consultants has various subsidiary
units and amongst them, one of the subsidiary units is situated in Australia which is suffering
from various issues in terms of managing employees and fulfilling their objectives and demands.
This is affecting organizational performance and in relation with improving organizational
performance, appropriate recommendations will be discussed so that the issues faced by the
subsidiary unit of Global Consultants could be enhanced. Issue analysis and recommendation
will be the highlight of this report and four major issues will be analysed in terms of managing
employees for Global Consultants. These issues will be discussed in consideration to the theories
and concepts of organizational behaviour and for each issue faced by organizational Australian
unit, appropriate and relevant recommendations will be discussed so that weaknesses of the
organization could be eliminated along with adopting appropriate measures for converting
opportunities and into organizational strengths.
Overview of Company
Global Consultants is organised mainly into three service lines such as auditing, advisory and tax
related services. They provide these services mainly to business enterprises and they are hired for
improving organizational performance along with gaining positive outcomes. Financial services
provided by Global Consultants helps other companies to handle their business operations. Tax,
auditing and advisory services are crucial for every type of business as it plays significance role
in every situation i.e. while starting business, for sustaining as well as for expansion in other
markets. Global Consultants has a subsidiary unit in Australia which is not performing in

Organization Behaviour 3 | P a g e
appropriate manner due to insufficiency in managing employees. This has generated various
issues for the organization through which client satisfaction, defending acquired position, etc.
affects organizational performance.
Audit is a systematic approach which examines books of accounts, financial statements and non-
financial disclosures to portray a fair and transparent picture of the organization. This helps the
organization to display its positive image in front of the stakeholders so that funds could be
raised along with developing a positive image in the competitive business environment. Apart
from auditing, Global Consultants also provides management consulting and tax advisory
services so that the organizations could improve their performance. Management consulting
services includes analysis of organizational operations along with determining the aspects such
as change management, process analysis, technology analysis, and strategies adopted by the
organization. This helps the advisory consulting services to identify issues faced by the
organizations so that appropriate measures could be adopted which could help the organizations
to eliminate the issues as well as to develop efficient ways for performing tasks in more
appropriate manner (Pinder, 2014).
Issue analysis
Management faces various challenges while managing employees. Managers mainly interact
with employees and thus, they are people who mainly confront challenges faced by employees.
Change management, lack of motivational practices, coaching and monitoring practices and
various other functionalities which generate issues for the management of organization in
relation with management of employees. Managers are required to adopt certain measures
through which issues could easily be entertained along with minimising risk factors which could
affect organizational performance. Every business enterprise faces various types of challenges
due to technological advancement, unstable economic and political situation and due to change
implementation at workplace. Apart from this, management also faces numerous other issues in
terms of performing their functionalities due to rapid changes in business environment and
changes in macro environmental factors (Luthans, Luthans & Luthans, 2015). In relation with
this, organizations are required to adopt and develop strategies on the basis external and internal

Organization Behaviour 4 | P a g e
business environmental conditions so that the challenges could be tackled in an appropriate
manner along with gaining positive outcomes (Earley, 2015).
Every business has certain values and objectives in relation with their operations and with
relevance to those values and objectives, strategies are designed and formulated so that
organizational desired objectives could be attained along with developing an effective image in
the target market. Growth, competitive advantage, data processing and data analysis, technology
innovation and promoting talent within the workplace are certain crucial and primary objectives
for every organization (Choudhary, Koester & Pawlewicz, 2017).
Global Consultants in Australia are facing issues in relation with management of employees.
This is affecting organizational performance, thus, they are not able to redder quality
professional services to its clients. Due to this, organization is not able to enhance its
performance and it is also organizational global image. Global Consultant’s Australian unit is
mainly facing issues in relevance with managing employees. Managing employees is concerned
with various aspects such as employee motivation; training and development sessions, leaders’
attitude, their efficiency and lack of measures for enhancing job satisfaction in employees are
some of the major concerns. It has been analysed that until and unless, organization is not able to
manage its operations, employees and other aspects, it will not be able to provide or render
qualitative products and services in the marketplace. Ultimately, internal as well as external
factors affect organizational performance (Bell, Causholli & Knechel, 2015). Following are
certain issues and challenges faced by management of Global Consultants in Australia in terms
of managing employees:
Employee empowerment
It is a type of power of autonomy and responsibility given to employees in relation with decision
making for specific tasks and operations. In other words, employee empowerment provides low
level employees to take decisions in terms of assigned tasks so that appropriate opportunities
could be originated along with enhancing the organizational performance. Concept of employee
empowerment denotes to the involvement of employees in decision making process. Employee
empowerment is the responsibility given to employees for making decisions in relation with the
specific tasks so that performance of the organization could be enhanced (Fernandez &

Organization Behaviour 5 | P a g e
Moldogaziev, 2015). Employee empowerment is one of the most appropriate techniques to boost
up the confidence of employees along with enhancing employees. But organizational Australian
unit is unable to decentralise the power. Global Consultants is executing centralised method of
decision making. In this method, they are taking decision by their own and employees are not
involved in the decision making processes. This is affecting organizational operations and
organization is not able to set up an appropriate reliable image amongst the employees which is
ultimately affecting employer-employee relationship (Kim & Fernandez, 2017).
Human resources are the most effective and efficient resource for an organization as they are
people who perform the tasks in the manner as directed by the organizational management. Due
to centralised power, Global Consultants is failing to manage its employees and their operations
through which organizational performance is getting affected. There are several advantages of
employee empowerment through which employees’ performance could easily be boosted. Due to
centralised decision making power, management of Global Consultants has failed to develop
reliability amongst the employees and it is ultimately affecting organizational performance.
Apart from this, organization is planning for bringing automation at workplace and this change is
not yet communicated to the employees (Allen, Lehmann-Willenbrock & Sands, 2016). Major
issue which arises due to non-communication of change to the employees is resistance from
employees. Until and unless employees are not engaged in the decision making processes and in
the change management processes, organization will not be able to attain its desired goals and
objectives. The scenario is being suffered by the Australian unit of Global Consultants and this is
affecting their domestic as well as global goodwill.
The new change adopted by Global Consultants is linked with automation and it is being adopted
for smoothening organizational operations along with enhancing the service quality, accuracy
and the effectiveness of their services so that customer satisfaction could be enhanced. The main
objective behind adaptation of automation at workplace is building reliability amongst the clients
in relation to their service offerings. But the fact cannot be denied that with the effect of
adaptation of automation at workplace, lot of employees will lose their job which is ultimately
developing job insecurity amongst the employees. Job insecurity is increasing labour turnover
and it is affecting organizational performance. Organization is required to appoint new
employees that will lead to enhance appointment cost; training cost as well as lot of time will be

Organization Behaviour 6 | P a g e
consumed for making employees as per the organizational requirements. Thus, this is another
issue faced by management of Global Consultants in relation with managing employees (Choi,
et. al., 2016).
Employees could be managed by fulfilling their needs, demands and by providing them
incentives in form of monetary as well as in kind forms. The whole procedure is linked with the
organizational performance because happy employees act as an asset for the organization while
frustrated and unproductive employees are treated as liability (Sok & O'Cass, 2015). Global
Consultants in Australia is struggling from various issues because they are operating through
traditional approaches and these approaches are centred on organizational management basis.
Thus, it is required for the organization to manage its functions in an appropriate manner so that
the desired goals and objective could easily be attained.
Apart from these issues, employees should be involved in the change management procedures
and in all those procedures which could affect their performance. This is necessary so that they
could get aware about the new policies, measures and rules implemented in the workplace. As
Global Consultants is operating on traditional approaches, thus, they did not invite employees in
decision making, change management and in other procedures. Thus, they are not able to
develop a reliable image amongst the employees. Success factor for every organization is linked
with their employees’ efficiency, talent, capabilities and experience. In relation with the
organizational improvements, it is required for the organization to manage its operations in such
a manner so that employees could be provided with appropriate training measures in terms of
improving their efficiency so that the desired goals and objectives could be attained. Employee
empowerment is one of the critical issues facing by managers of Global Consultants in the
process of transforming organizations (Appelbaum, et. al., 2015). Theoretical aspects of the
employee empowerment are also linked the democratising function with the employee
engagement.
Employee Motivation
Employee motivation is an essential element for enhancing employees’ efficiency, building
reliability amongst them towards organization as well as to boost up organizational efficiency.
Motivation is the factor through which employees’ confidence could be boosted and it is an

Organization Behaviour 7 | P a g e
activity which is used for expend energy in relation with attainment of goals and objectives.
Global Consultants does not have sufficient motivational strategies to empower employees’
confidence with regards to the organizational operations. Motivational strategies have positive
impact over employees’ performance and it helps the employees to put their efforts on the basis
of ways directed by management in relation with attainment of their desired goals and objectives.
Motivational theories are of two types of i.e. content theories and process theories. Amongst the
content theories, one of the most effective theory is Maslow’ hierarchy of needs and this is one
of the earliest and widely known motivational theory (Elnaga & Imran, 2014). Motivation is the
best practice for enhancing employees’ performance along with converting their efforts for the
attainment of organizational objectives. Despite the fact that there are huge advantages linked
with adaptation of appropriate motivational theories, Global Consultants have not adopted any
motivational strategy for enhancing their organizational performance. It is necessary for the
organization to motivate its employees in order to enhance its efficiency so that organizational
performance could be enhanced. Every business enterprise has vision, mission as well as
objectives along with the sustainable growth and development in the competitive and dynamic
business environment. Employee motivation is the biggest and most effective tool for enhancing
organizational performance and there are huge benefits of implementation of motivation at
workplace such as less labour turnover, higher customer satisfaction, retention power of existing
and potential customer increases along with enhancing productivity (Namasivayam, Guchait &
Lei, 2014). There are various negative consequences of having unmotivated employees in Global
Consultants. Following are certain issues which are found in the Global Consultants due to non-
adaptation of motivational strategies:
 Productivity Concerns: Without motivation and appropriate rewards, employees do not
give their best in order to meet organizational goals and objectives. It has been observed
that employees in Global Consultants are found using phones, suffering social media and
various other practices which lead to decrease productivity of the organization. They just
complete the assigned work and apart from this, they did not put many efforts for
enhancing customer satisfaction or for attainment of additional objectives for the
organization. Employees are the people who perform tasks on the behalf of organization,
interact with clients on the behalf of organization and deal with other parties so that the

Organization Behaviour 8 | P a g e
desired goals and objectives of the organization could be attained. Less rewards is
another critical issues faced by employees in Global Consultants, management of
organization is unable to appreciate the employees on their additional efforts which have
lead the organizational management weak in managing employees in appropriate manner
(Yusoff, et. al., 2016).
 Unable to overcome adversity: Unmotivated employees are not ready for facing
challenges and they start reporting to the top level management to deal with challenges.
Whereas, motivated employees take initiative to overcome from the challenges so that
organizational performance could not get affected and if they are not able to confront it in
appropriate manner, then they move towards top level management as the last available
option. Global Consultants provide professional services such as advisory, tax, and audit
related services to various business enterprises (Jose & Mampilly, 2015). Main motive of
their services is to enhance organizational performance other organizational performance
as well as to identify the issues in their operations so that appropriate resolutions could be
provided in terms of enhancing the performance. But Global Consultants in Australia is
failing to manage its employees due to which they are not able to fulfil their clients’
requirements. Their competitors in Australia are covering their market share and
customer base in the target market which is affecting organizational goodwill in the
global market (Lazaroiu, 2015).
 Carelessness for the job: Employees of Global Consultants seems to be careless in
relation with their assigned job. They do not take stress about the deadlines and other
aspects because they are not paid for their extra efforts and the extra ordinary
performance (Facer, et. al., 2015).
 Poor customer service: Customer service is the most vital factor for organization in
terms of enhancing organizational performance. Customer service suffers when
employees are not motivated and in this regard, they do not care about the company’s
vision, mission and objectives. For inventing new ways for promoting innovation and
creativity, companies provide various resources and measures so that employees could
think out of the box but Global Consultants fails to do so, thus, they are not able to meet
with the customer’s requirements and demands (Kiruja & Mukuru, 2018).

Organization Behaviour 9 | P a g e
The most appropriate and earliest motivation theory is Maslow’s Hierarchy of needs. Every
employee seeks for fulfilment of their basic needs against their actions performed for the
organization. This motivational theory includes various aspects such as self-esteem needs,
psychological needs, safety needs, etc. Amongst them, psychological needs are the basic
necessities of every human being. With regards to these needs and wants, organization should
take care of their employees so that the positive image could be created amongst the employees
for organization (Ahmad, et. al., 2014).
Lack of team spirit and team building exercises
Teamwork is the vital factor for accomplishing the tasks in an appropriate manner along with
gaining positive outcomes. For promoting team work, it is required for the managers and leaders
to develop interactive workplace environment along with motivating employees towards
organizational vision and mission so that the desired goals and objectives of the organization
could be attained. Apart from this, it has been observed that with the help of team spirit amongst
the employees, any challenge could be overcome easily along with gaining positive outcomes
(Mikkelsen, Jacobsen & Andersen, 2017). Mangers of Global Consultants are not able to develop
team spirit amongst the employees and due to this, every employee perform as per their manner
without following organizational rules, standards and regulations. Generating team spirit
amongst the employees is one of the primary steps for building team. Team building exercises
are executed by every business entity because one task which would take one month for
accomplishment by one individual could get completed in one week if group of individuals will
perform the task. Along with this, teamwork mostly generates positive outcomes. Tasks are
assigned to teammates on the basis of their talent, skills and knowledge, thus, the particular
project could be accomplished in an appropriate manner. But in scenario of Global Consultants,
team work is not promoted by the managers and still they are performing on the traditional
approach under which one task would be performed by one member rather assigning the whole
project by a group of individuals (Shields, et. al., 2015).
Every individual has its own strengths and weaknesses and in relation with this, it is required for
the organization to analyse their positive as well as negative aspects so that tasks could be
allocated on that basis. Managers of Global Consultants are not able to analyse their employees’

Organization Behaviour 10 | P a g e
strengths and weaknesses due to which they allocation of tasks is not done in appropriate
manner.
Workforce Diversity
Workforce diversity is another major issue faced by Global Consultants’ managers. This affects
organizational performance in negative manner because until and unless, managers are not able
to maintain appropriate balance between the employees, desired goals and objectives could be
attained. Some of the characteristics of workforce diversity are gender, age, religion, sexual
orientation, ethnicity, etc. Companies which embrace diversity could easily broaden its skills and
become competitive and more effective in terms of gaining competitive advantage. Workforce
diversity also brings certain challenges and issues such as discrimination and sexual harassment
(Körner, et. al., 2016).
Discrimination is the biggest challenge for the organization for the Global Consultants as it has
affected organizational performance. Discriminatory practices are executed by managers and this
is a negative element for the team building exercises.
Managers are not able to adopt workforce diversity amongst the workplace due to which
efficiency of the organization as well as employees is affected. In relation with adapting
workforce diversity, organization is required to provide appropriate training and development
sessions so that employees could be able to enhance and mould their skills on the basis of
dynamic business environment. Apart from this, it has been observed that organizational
managers are not diversified in nature to adopt unique and advanced skills for upliftment of
organizational performance (Woodcock, 2017). This has affected organizational performance
because employees are operating through traditional skills and strategies which are not capable
enough to meet with the clients’ diversified demands and the latest business environmental
conditions.
Recommendations
With this regard, it is necessary for the organization to enhance its efficiency along with
determining loopholes in the organizational operations so that the hyperbole of positive synergies
could be developed amongst the employees to promote teamwork. Managing employees is the

Organization Behaviour 11 | P a g e
major concern for Global Consultants and due to this; they are not able to cope up with their
client’s requirements. Apart from this, organization is also losing their acquired position in the
target market. Global Consultants is present in various parts of the world and they have adopted
appropriate measures as per the target audience’s requirements (Galegher, Kraut & Egido, 2014).
But managers of Australian unit are unable to cope up with the same, thus, following are certain
recommendations through which the issues could be eliminated along with enhancing
employee’s efficiency so that the desired goals and objectives could be attained:
Employee empowerment
It is necessary for every organization to understand that their success is dependent upon
employees’ success and same goes with the efficiency, until employees’ efficiency will not be
enhanced, organization will not be able to enhance its efficiency. In order to empowering
employees, following ways should be adopted by the managers of Global Consultants
(Australian Unit):
 Give employees generous boundaries: Boundaries restrict the employees but it also
empowers employees. In relation with the attainment of positive outcomes, managers
should impose boundaries so that employees could determine their limits of taking
decisions by their own (Gaffney, 2015).
 Listen intently: Global Consultants are required to enhance their performance and in
order to find the perfect way for the same, it is necessary to hear every employee’s views
and opinions so that a perfect way could be determined for enhancing organizational
performance.
 Trust employees: Before implementation of any policy, strategy or new method,
managers should show their belief on its employees. This helps the employees to feel
motivated as well as they feel that their actions and views are important for the
organization (Hanaysha, 2016).
Employee motivation
Employee motivation makes them feel satisfied with their jobs and it also ensures that they will
not search for other jobs. This reduces labour turnover as well as various types of costs which
would be incurred for training new employees as per organizational requirements. Following are

Organization Behaviour 12 | P a g e
certain ways which are recommended to the Global Consultants for enhancing employee
motivation:
 Promoting employee career path development: The foremost action for motivating
employees which needs to be performed by employers is promoting career path
development. Meetings should be scheduled with the employees to analyse their career
goals and these meetings should be conducted on monthly basis for maintaining regular
interaction. With the help of these meetings, employers could analyse the vision of an
employee and on the basis of that vision, further guidance could be provided to the
employees. This will help the organization to develop an effective image amongst the
employees towards them (Salas, et. al., 2015).
 Celebrate small successes: Small successes needs to be celebrated for attaining big
milestones. This boosts up confidence of employees and motivates them to put extra
efforts so that the big milestones could also be attained easily. While celebrating small
successes, it is necessary for the employers to appreciate employees’ hard work along
with providing them additional benefits in return to their additional efforts (Garcia, et.
al., 2018).
 Respect: Every employee acts as an asset for the organization, thus, it is necessary for
the top level management and their colleagues to give respect to each other. With the
help of this activity, organization could easily develop a separate and effective position
amongst the employees.
Team building
Teambuilding exercises are crucial element for organization and it helps the organization to
attain its desired goals and objectives.
 Interactive sessions: Managers and team leaders are required to conduct interactive
sessions for teammates before every project so that they could understand each other
along with gaining appropriate information about each other. This helps employees to get
comfortable with each other and while performing the tasks, they could easily share their
views, opinion, etc. while determining an appropriate solution for the accomplishment of
tasks (Goswami & Goswami, 2018).

Organization Behaviour 13 | P a g e
 Emphasize significance of teamwork: It is necessary for the managers to explain
significance of teamwork before starting any project. Some of the benefits of timework
are accomplishment of tasks in appropriate manner in given deadline along with gaining
positive outcomes (Joshi, Inouye & Robinson, 2018).
Workforce diversity
 Widening recruiting base: It has been recommended to the managers and leaders of
Global Consultants to widen their recruitment base so that employees from various
locations with unique skills could be appointed. This will help the organization to
develop a diversified workforce (Cascio, 2018).
 Training: In relation with understanding each other, organization should provide
appropriate training and development sessions so that employees so that they could
interact with each other. This will also help them to work with each other by attaining
positive outcomes for the organization (Barak, 2016).
Conclusion
From the aforesaid information, it can be concluded that Global Consultants is a vast
organization engaged in rendering various types of professional services. It is satiated in various
parts of the world and their main service area is tax, auditing and advisory services in relation
with financial section. Their Australian unit is not performing in appropriate and they are
suffering from certain issues in relation with managing employees, due to this, organizational
performance was getting affected. With this regard, recommendation has been provided to the
managers of the organization so that performance could be improved along with gaining positive
outcomes.

Organization Behaviour 14 | P a g e
References
Ahmad, F., Abbas, T., Latif, S. and Rasheed, A., 2014. Impact of transformational leadership on
employee motivation in telecommunication sector. Journal of management policies and
practices, 2(2), pp.11-25.
Allen, J.A., Lehmann-Willenbrock, N. and Sands, S.J., 2016. Meetings as a positive boost? How
and when meeting satisfaction impacts employee empowerment. Journal of Business
Research, 69(10), pp.4340-4347.
Appelbaum, S.H., Karasek, R., Lapointe, F. and Quelch, K., 2015. Employee empowerment:
factors affecting the consequent success or failure (Part II). Industrial and commercial
training, 47(1), pp.23-30.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bell, T.B., Causholli, M. and Knechel, W.R., 2015. Audit firm tenure, non‐audit services, and
internal assessments of audit quality. Journal of Accounting Research, 53(3), pp.461-509.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Choi, S.L., Goh, C.F., Adam, M.B.H. and Tan, O.K., 2016. Transformational leadership,
empowerment, and job satisfaction: the mediating role of employee empowerment. Human
resources for health, 14(1), p.73.
Choudhary, P., Koester, A. and Pawlewicz, R.J., 2017. Auditor-Provided Tax Services and
Income Tax Estimation Error. Routledge.
Earley, C.E., 2015. Data analytics in auditing: Opportunities and challenges. Business
Horizons, 58(5), pp.493-500.
Elnaga, A.A. and Imran, A., 2014. The impact of employee empowerment on job satisfaction
theoretical study. American Journal of Research Communication, 2(1), pp.13-26.

Organization Behaviour 15 | P a g e
Facer Jr, D.C., Galloway, F., Inoue, N. and Zigarmi, D., 2014. Creation and initial validation of
the motivation beliefs inventory: Measuring leaders’ beliefs about employee motivation using
four motivation theories. Journal of Business Administration Research, 3(1), p.1.
Fernandez, S. and Moldogaziev, T., 2015. Employee empowerment and job satisfaction in the
US Federal Bureaucracy: A self-determination theory perspective. The American review of
public administration, 45(4), pp.375-401.
Gaffney, P., 2015. The nature and meaning of teamwork. Journal of the Philosophy of
Sport, 42(1), pp.1-22.
Galegher, J., Kraut, R.E. and Egido, C., 2014. Technology for intellectual teamwork:
Perspectives on research and design. In Intellectual Teamwork (pp. 15-34). Psychology Press.
Garcia, A.N., Kuo, T., Arangua, L. and Pérez-Stable, E.J., 2018. Factors associated with medical
school graduates’ intention to work with underserved populations: Policy implications for
advancing workforce diversity. Academic Medicine, 93(1), pp.82-89.
Goswami, S. and Goswami, B.K., 2018. Exploring the Relationship between Workforce
Diversity, Inclusion and Employee Engagement. Drishtikon: A Management Journal, 9(1).
Hanaysha, J., 2016. Testing the effects of employee empowerment, teamwork, and employee
training on employee productivity in higher education sector. International Journal of Learning
and Development, 6(1), pp.164-178.
Jose, G. and Mampilly, S.R., 2015. Relationships among perceived supervisor support,
psychological empowerment and employee engagement in Indian workplaces. Journal of
Workplace Behavioral Health, 30(3), pp.231-250.
Joshi, A.M., Inouye, T.M. and Robinson, J.A., 2018. How does agency workforce diversity
influence Federal R&D funding of minority and women technology entrepreneurs? An analysis
of the SBIR and STTR programs, 2001–2011. Small Business Economics, 50(3), pp.499-519.
Kim, S.Y. and Fernandez, S., 2017. Employee empowerment and turnover intention in the US
federal bureaucracy. The American Review of Public Administration, 47(1), pp.4-22.

Organization Behaviour 16 | P a g e
Kiruja, E.K. and Mukuru, E., 2018. Effect of motivation on employee performance in public
middle level Technical Training Institutions in Kenya. IJAME.
Körner, M., Bütof, S., Müller, C., Zimmermann, L., Becker, S. and Bengel, J., 2016.
Interprofessional teamwork and team interventions in chronic care: a systematic review. Journal
of interprofessional care, 30(1), pp.15-28.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An
evidencebased approach. IAP.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee perceptions, and
employee intrinsic motivation. International Public Management Journal, 20(2), pp.183-205.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Namasivayam, K., Guchait, P. and Lei, P., 2014. The influence of leader empowering behaviors
and employee psychological empowerment on customer satisfaction. International Journal of
Contemporary Hospitality Management, 26(1), pp.69-84.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. and Lazzara, E.H., 2015. Understanding
and improving teamwork in organizations: A scientifically based practical guide. Human
Resource Management, 54(4), pp.599-622.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.

Organization Behaviour 17 | P a g e
Sok, P. and O'Cass, A., 2015. Achieving service quality through service innovation exploration–
exploitation: the critical role of employee empowerment and slack resources. Journal of Services
Marketing, 29(2), pp.137-149.
Woodcock, M., 2017. Team development manual. Routledge.
Yusoff, R.B.M., Imran, A., Qureshi, M.I. and Kazi, A.G., 2016. Investigating the relationship of
employee empowerment and sustainable manufacturing performance. International Review of
Management and Marketing, 6(4S).