Organizational Behavior: Understanding Workplace Dynamics

The assignment provides a collection of various readings related to organizational behavior, including textbooks and academic articles. The texts explore topics such as improving performance and commitment in the workplace, fundamental principles of organizational behavior, organizational theory, design, and change, job satisfaction, and organizational citizenship behavior. Additionally, there are also readings on theories of motivation, servant leadership, procedural justice climate, and service climate. Furthermore, it includes a couple of online resources that provide insights into approaches to organization theory and theories of motivation. Overall, the provided content offers a comprehensive overview of various aspects of organizational behavior.

ORGANISATIONAL
BEHAVIOUR
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different organizational structure and culture.......................................................................3
1.2 Relationship between organizational structure and culture...................................................4
1.3 Factors which influence individual behavior within workplace............................................5
TASK 2............................................................................................................................................6
2.1 Effectiveness of different leadership styles...........................................................................6
2.2 How organizational theory underpins practice of management.............................................7
2.3 Different approaches to management used by organizations.................................................8
3.1 Impact of different leadership style on motivation................................................................8
3.2 Application of motivational theories......................................................................................9
3.3 usefulness of motivation theories for managers...................................................................10
4.1 Nature of group and group behavior....................................................................................10
4.2 Factors that may promote or inhibit development of effective teamwork...........................11
4.3 Impact of technology on team functioning..........................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
2

INTRODUCTION
Organisational behaviour is termed as mental consideration of a person that enables them
to react over a specific situation raised while completing a business task. It is also determined as
the study of the effective ways that are adopted by the working individuals to interact within
groups. The central idea and overall significance of organizational behavior is based on set of
scientific approach and theoretical assumptions that are applied to the management of workers
(Cummings and Worley, 2014). In the present report, there will be discussion on different
leadership styles and their effects on the performance of workforce. Along with that, different
aspects of team work will also be discussed here. Last but not the least; impact of technology on
the functioning of a team will be assessed in the report.
TASK 1
1.1 Different organizational structure and culture
Structure is determined as an instrument of allocating and categorizing the set of
activities for each and every organisational aspect. It structured them as per the hierarchy in
order to complete the entire business work and achieve greater objectives. In this context,
following are different types of structure:
 Flat Structure – In this kind of structure which is structured in a horizontal manner and
implements two level of hierarchical planning in the organization and restrict the option
of middle level management. The entire top level managers are straight connected with
their respected superiors. Similarly, City College also comply flat structure where main
leaders guide and direct the task with entire level department i.e. professors, admin and
HR department (Alvesson, 2012). This encourages them in making direct interaction by
which better participation is assessed by the management and overall helps them in
applying the changes in useful manner.
 Tall Structure – As per this structure, there is mixed level of hierarchy that is formulated
on the basis of personality and working condition. In this structure, there are a number of
supervisors are placed on and at different level of positions in order to process the work
perfectly (Hatch and Cunliffe, 2013). Likewise, in Car Rental Enterprise, there are 75000
employees and therefore, adaption of tall structure is profitable for them to deal with the
work and employees accurately. There are different succession and working order in
3

Enterprise which incorporates City Manager, General Manager and Front line
management.
Figure 1: Tall and flat structure
(Source: Satyendra, 2013)
1.2 Relationship between organizational structure and culture
Culture and Structure are perfectly arranged and configure in the organization. It
generates a new set of awareness and approaches among the management members which can
influence their level of scheduling. Organizational structure and culture can transform progress
level of organisation either in constructive or in destructive manner. In that context, City College
and Enterprise are the type of organisations that have to focus on continuing up gradation and
overall expansion in their practices and build better form of innovating techniques so that they
can direct the market and their competitive industries (Thornton, Ocasio and Lounsbury, 2012).
Moreover, environment structure of the associations would assist them to determine an active
communication between their entire stakeholders.
Along with that, pre-bureaucratic structure is followed by Enterprise in which there is
lack of standardization of tasks. It is one of the most common structures that is generally use by
small organizations. It proves to be highly beneficial in order to solve the simple tasks that
require immediate solutions. On the other hand, in City College, bureaucratic structure is
followed which has a pyramidal command structure (Powell and DiMaggio, 2012). Firms that
are following this organisational structure are highly organized in which the degree of formality
4

is also very high in the manner in which it operates. Under this, there are different departments
for which organizational charts exist (Alvesson and Sveningsson, 2015). Apart from that,
decisions are also made in a very organized manner through a systematic process by the heads of
respective divisions.
1.3 Factors which influence individual behaviour within workplace
There are many factors that play a significant role in influencing the behaviour of
individuals at workplace. Some of them are described as below:
 Psychological behaviour – This factor says that every person has his/her opinion
towards something. In accordance with the same, they perceive things and make
judgements. Thus, it can be said that actions of every employee in the firm shows his/her
psychology about a particular thing. Therefore, it can be said that this factor makes an
employee perform in a specific manner. It is important for the management of City
College and Enterprise to understand the psychological behaviour of employees and allot
tasks accordingly so as to make them able to perform with willingness and efficiency
(Harper, 2015).
 Working Culture – It is important for a City College and Enterprise to maintain a
healthy and positive working culture so that employees can perform their tasks
effectually. However, it can be evaluated that when the working environment of a firm is
not healthy, employees become uncomfortable and unable to perform their work as per
their skills and capability and become demotivated. It leads them to suffer with stress and
frustration.
 Communication – Flow of communication in both the cited firms needs to be effective
and smooth so that chances of confusion and biasness would not occur and tasks can be
performed easily. By, this employees will have a clear idea about what exactly they are
expected to do. Executive need to communicate effectively with team members. For
occurrence, when associate of staff feel incapable of communicating, they lose interest in
work. Grievances need to be addressed immediately (Schneider and et.al., 2013).
5

TASK 2
2.1 Effectiveness of different leadership styles
Leadership styles have major influence on small businesses as well as world’s largest
corporations that are affianced in different sectors. These styles affect every single aspect of the
firm or any organisation from senior to lower level supervision. They create the corporate culture
and environment that influence the organization and its performance (Goleman and et.al., 2013
that context, the following are the leadership traits and their impacts on the working and
management of organisation like City College and Car rental enterprise: Democratic leadership style - This style of leadership proves to be the best for any
organisation as in this employees are generally highly motivated and willing to work. In
this, they are allowed to participate in the decision making process of firm which makes
them fee valued and recognised that ultimately increases their will to perform with higher
efficiency (Rothaermel, 2015). Delegative leadership style – In this leadership style, members of a team are allowed to
participate in the decision making process and to give their views, opinions and
suggestions to management. However, the final decision is made by the leader only by
taking into consideration the views given by employees.
 Autocratic leadership style – This leadership style proves to be helpful in situations in
which instant decision are to be made. However, employees are not happy and willing to
work under such leadership style as the leader here gives order that workforce is needed
to accept and follow as well as they are not allowed to share their views and opinions
(Goethals and et.al., 2014).
6

Figure 2: Types of leadership style
(Source: Styles of leadership, 2016)
2.2 How organizational theory underpins practice of management
An organization is group arrangements consisting of individuals that are indulging in
business operations which are controlled in the surroundings to track a combined set of goals and
objectives. Organizational theory and management theory are generally used collectively but
often they are irrelative and unproductive when jointly used to certain aspects of a working
business. Many people in the organisation struggle to follow the structure and composition of
theory for attain better form of outcome from their jobs in order to be successful in life.
Furthermore, this principally leads them to discuss on some of their principles in order to be
successful (Daft, 2014). Organisational theory defines a composition and level of working
required from the employees and managers and on the other side, management style spell out the
process of performing the allocate business task and give confidence to them to assess new level
of triumphant.
Considering the business circumstances of both the organisation, the theories that are
linking with the management style are conventional and modern theory. In conventional theory,
the employees lay emphasis on performing the work as per the described set of policies,
measures, rules and regulations which is also evidenced in the Enterprise where the employees
are also forces to follow the organisational structure (Chhokar, Brodbeck and House, 2013). on
the contrary, the modern approach of managing the business and their individuals are focusing
on assimilate management system in order to complete the business tasks which is adopted by
7

the City College that gives them an immense opportunity to reduce the impact of new competitor
and defeat competition.
2.3 Different approaches to management used by organizations
There are various approaches which are followed by the organization to manage the work
and employees. Basically, the approaches are the guidelines which help the companies to work
according to that. Scientific management approach is followed by the enterprise to increase the
efficiency and production of the company. Further, the firm focuses on developing the
employees through training and development. Further, the major aim of the Enterprise is to
achieve the maximum output. The productivity is considered as the basic resultant for analysing
the performance. So this approach is best suited for developing the employees and increasing
organization productivity (DuBrin, 2015).
Besides this, City College follows behaviour approach in which emphasizes is giving on
the behaviour of employees. This stresses on developing relations between the members in the
college. It says that, this approach helps in developing the subordinates and attaining the
objective effectively. This approach also helps in building the learning ability among the students
and the employees who are working in City College. Stress is on the behaviour so employees can
be motivated by analysing the behaviour. Further, the focus is on the employees rather than the
output. This makes the employees feel that they are precious for the organization and become
loyal. So, for operating City College, it is advantageous for the firm to make it successful by
observing the behaviour of the employees and peer members (Avolio and Yammarino, 2013).
3.1 Impact of different leadership style on motivation
It is determined that all the stated leadership styles are potential enough for impacting the
working and overall structuring of the team members. The level of leadership impacts depends
on the leadership trait adopted by the leader of enterprise (Beck and Cowan, 2014). Similar in
that respect, the following are the impacts of leadership styles for the functioning of Car Rental
enterprise and City College are: Communicating network – In the specified types of leadership styles adopted by both
the organisation, it is addressed that the entire group of individuals and their leaders are
allotted with some set of powers and duties as per their structure and performance for the
assigned types of business operations. Every individual are specified with some work
8

that are to be communicated and effectively executed as per the stated manner of
configuration and networks. Working structure – The leadership style categorize the form of working and
performance required among the organisational individuals, managers and leaders which
allows them to ascertain their present level of working and compare it with the level of
working required in the future aspects (Hadfield and Dörnyei 2013).
 Decision making skills – The ability of making decision can be improved with the help
of adopting effective leadership trait that is having capacity to impact the present level of
the skills and abilities. Participating leadership skills allows the members to place their
reviews and ideas for different business situations. As per this, the staff members of both
the cited organisation have the opportunities to develop better way of attaining
professional skills and attributes (Lichtenberg and et.al., 2016).
3.2 Application of motivational theories
Maslow’s needs of Hierarchy Theory Herzberg Two Factor Theory
 It is termed as the most common theory
that is highly preferred by the
organisation and their management.
 In the theory, the needs of an individual
is identified and accordingly, forced to
address in their lifestyle.
 The needs are based on the
psychological, esteem, basic, safety and
self-actualisation needs (Strode and
Fink, 2013).
 It enable the person to develop better
and professional set of skills and
abilities which they require to attain all
the specified needs.
 It is determined that Herzberg two
factor theory is basically linking the two
factors that mostly affect the attributes
of an individual in dual ways.
 The theory is based on developing an
employee on the basis of motivational
factors like autonomy, recognition,
authority and hygiene factors like
relationships, job security.
 Both of the factors are interlinked and
are directly impacting the working and
overall behaviour of the person.
9

3.3 usefulness of motivation theories for managers
Employees are denominated as a major asset of an organization and thus they are
amongst the optimum and crucial stakeholders which are highly required to run the functional
and operational parts of the business. Thus, it is necessary for an organisation and their
management to maintain a strong hold on the employee retention level by keeping the employees
motivated towards over organisational achievements (Schunk, Meece and Pintrich, 2012). It also
facilitates an employee to attain recognition in the firm with wisdom of relativity with the
managerial aspects and their business targets. Thus, the adaptability of motivational theories is
highly beneficial for the firm in maintaining the entire employee’s belongingness with the firm.
Still, the motivation factors in the theories like Maslow’s needs hierarchy and Herzberg
theory are concerning an employee’s benefits like promotion and personal growth opportunities
defines their ability to make greater sets of achievements (McEown and et.al., 2014). By gaining
recognition and responsibility or higher level of authority in the organisation, they get high level
of success. Hence, these motivational theories those are extremely productive and profitable to
retain the candidates within the firm.
4.1 Nature of group and group behaviour
Both the above determined organizations City College and Enterprise Car Rental
Enterprise are mainly directed on attaining greater values and market share. Thus, the activity of
working in groups are highly concern on the desired objectives that emphasis their employees by
firmly grasping a practice of team work. In order to define a similar approach, they develop a
kind of social groups in their firm and accordingly believe in developing collective sense of unity
among the team member (Schunk and Zimmerman, 2012). Organizational groups are of two
types which are generally preferred by the members of the industry: Formal Group – It is a group arrangement that is established by the organisation and
their management in order to perform organisational work in effective manner. They
need to interact with the other employees formally for accomplish their commitment for
their assigned roles and responsibilities. According to the city college, formal groups are
formed in the organization. The communications which are carried out between the
individuals are formal. The discussions are made formally between the subordinates and
their teachers. Further, proper hierarchy is followed for making decisions in the city
college. This helps in making the decisions in time frame.
10

 Informal Group – It is usual groupings of workers that outline the organisational
structure in order to fulfil the social needs and implements chains of connectivity among
the employees. In this type of communication, the sender and receiver make direct
communication without even considering the hierarchy (Dunning, 2013). As per the view
of Enterprise business, it considers the informal group concept at similar level which
facilitates them in boosting their overall interaction level among employees and
managers. This enables the leader to focus on taking views and suggestions of their
employees for boosting organisational effectiveness and taking proper set of actions.
4.2 Factors that may promote or inhibit development of effective teamwork
There are diverse aspects that could assist in improving the overall level of team
effectiveness in both the organizations: Motivation needs – In an organization, an employee is highly concern on fulfilling the
needs specified by their superior level and these requirements are directly linked with the
team desires and effectiveness as well as accomplishing their personal needs
(Organizatioanl behaviour, 2016).
 Effective leadership –It is ascertained that the power of motivating a team and driving it
to attain the level of success lies in the hands of an effective leader of an organization.
Likewise, leaders of both the cited organisation are required to manage an appropriate
balance in relation to their employee to ensure that their objectives are clear and
accessible (Cummings and Worley, 2014).
Besides this, there are some factors which inhibit the development of team effectiveness.
These are as follows: Lack of motivation – It is ascertained that reducing motivation mostly leads to decreasing
potentiality or productivity of the workforces placed in team. It generally influences the
individual’s capability and overall focus on accomplishing their interpersonal as well as
organisational objectives.
 Poor leadership – A leader of a group with incompetency and inability to lead the team
in a specific direction could impact the team’s success over marking its achievement. The
failure of a leader to make proper leadership decisions and structuring of working can
also affect the team in placing their business activities in order to accomplish the desired
form of objectives (Alvesson, 2012).
11

4.3 Impact of technology on team functioning
Technology is essential for the team functioning as it makes the work easier for the team.
But, it sometimes hinders the performance of the teammates as it takes time for the members to
adapt it. Further, for making the team effective, there are many types of software which can be
adopted. Advance technology- There are many instruments which help in successfully
accomplishing the task. Like phones makes the communication effective as well as faster
which assist in achieving goal timely. With the help of computer the team members are
able to produce the appropriate result. Besides this, many types of software are developed
which helps to find the strategy that can be suited for achieving the goals of the firm.
Despite that, if the employees are not efficient to learn then it will hamper their
performance and will affect negatively on the outcomes (Hatch and Cunliffe, 2013).
 Updating business strategy – The rising level of adopting new and innovative techniques
forces the team members to attain greater set of values and tactical aspects that are to be
considered while formulating the business strategy. It boosts up the performance level of
entire team members for executing the business operations and address better form of
results.
CONCLUSION
From the report, it has been articulated that developing organisational behaviour is
greatly advantageous for the management. It depicts that organizational behavior can be
developed by adopting the theories that are used for increasing the efficiency of the human
resources and to maximize the results from individual and their team. There are various
leadership approaches or styles that are followed by different organization in order to motivate
their employee towards a particular direction of achieving goals and objectives desired by the
organizations.
12

REFERENCES
Books and Journals
Buchanan, D. A. and Huczynski, A. A., 2010. Organizational behaviour. Pearson education.
Champoux, J. E., 2010. Organizational behavior: Integrating individuals, groups, and
organizations. Routledge.
Colquitt, J., Lepine, J. A. and Wesson, M. J., 2011. Organizational behavior: Improving
performance and commitment in the workplace. McGraw-Hill Irwin.
DuBrin, A. J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.
Gibson, J. L. and Lawrence, J., 2011. Organizational behaviour. McGraw-Hill.
Greenberg, J. and Colquitt, J. A. eds., 2013. Handbook of organizational justice. Psychology
Press.
Hogg, M. A. and Terry, D. J. eds., 2014. Social identity processes in organizational contexts.
Psychology Press.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Jones, G. R., 2010. Organizational theory, design, and change. Upper Saddle River: Pearson.
Li, N., Liang, J. and Crant, J.M., 2010. The role of proactive personality in job satisfaction and
organizational citizenship behavior: a relational perspective. Journal of applied
psychology. 95(2). p.395-435.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Nadiri, H. and Tanova, C., 2010. An investigation of the role of justice in turnover intentions, job
satisfaction, and organizational citizenship behavior in hospitality industry. International
journal of hospitality management. 29(1). pp.33-41.
Osland, J. and Turner, M., 2011. The organizational behavior reader. Pearson.
Pettigrew, A. M., 2014. The politics of organizational decision-making. Routledge.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Reason, J., 2016. Managing the risks of organizational accidents. Routledge.
Robbins, S. P. and Judge, T., 2012. Essentials of organizational behavior. Boston: Pearson.
Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour, and
performance: A multi‐level analysis. Journal of Management Studies. 47(7). pp.1219-
1247.
13

Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Walumbwa, F. O., Hartnell, C. A. and Oke, A., 2010. Servant leadership, procedural justice
climate, service climate, employee attitudes, and organizational citizenship behavior: a
cross-level investigation. Journal of Applied Psychology. 95(3). pp.517-545.
Online
Groth, L., 2005. Approaches to Organization Theory. [Online]. Available through:
<http://www.uio.no/studier/ matnat/ifi/INF5890/v13/material-to-download/other-
material/approaches-to-organization-theory.pdf>. [Accessed on 23rd June 2016].
Riley, J., 2012. Theories of motivation. [Online]. Available through:
<http://tutor2u.net/business/gcse/people_motivation_theories.htm>. [Accessed on 23rd
June 2016].
14