Organisational Behaviour Report

This report discusses the changes implemented by Jim Leon in Transact Insurance companies to improve the performance and customer experience. It covers the forces driving and influencing the changes, outcomes, and recommendations.

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Organisational Behaviour
Report
8/7/2018
Student Name

Organisational Behaviour
Contents
Synopsis................................................................................................................................................2
Forces driving for changes....................................................................................................................2
Forces that influence the changes..........................................................................................................2
Outcomes of changes.............................................................................................................................3
Recommendations.................................................................................................................................4
References.............................................................................................................................................5

Organisational Behaviour
Synopsis
Transact Insurance companies was dealing in the automobile insurance services in Southeast
United States. Company is hiring the new directors and employee to bring competitiveness in
the performance of individual. The company is aiming to improve customer experience in
company by giving the quality services to them. However, at present, company is facing
imbalance in expected and actual performance. To meet the expectations of company, Jim
was hired in organisation. With his leadership skills, he tries to improve the morale and
supervision over claims manager and employees to enhance the overall performance. The
employees in the organization were under pressure due to the workload and isolated working
environment. Jim tries to boost up the morale of employees by seeking their feedback and
comments into consideration and tries to resolve their problems. To resolve problems Jim
tried strategies to be implemented in the organization, which include open door policy, using
surveys in the organization to know the culture (Chegg Study, 2018).
Forces driving for changes
TIC face reasons to implement the changes in organization. One of the reasons that
force corporation to implement the change is new leadership under the guidance of Jim Leon.
This is the requirement of market to implement the changes in organization according to
changes done in environment. Requirement and needs of the customers are increasing day by
day and they are demanding a good experience of services (Agarwal, 2014). To satisfy the
customer at its most, company needs to implement a change that provides quality service.
The Board of Directors aims to improve the company’s competitiveness and customer
service. For this strategic plan has been made by the top level to implement the new changes
in the organization.

Organisational Behaviour
Forces that influence the changes
There are numerous factors in TIC, which are restraining the changes in organization. The
corporation is facing the issue related to organizational barriers in like personal differences,
premature evaluation by the top level and distrust among the organization. All these factors
made the implementation of changes difficult in the organization. Another factor that is
restraining the change in the organization is the isolation and frustration faced by the
employees in the organization. Employees become rigid in their nature and decision-making.
They do not take any initiative to use innovative strategies to do the work and are not
accepting new changes done in internal as well as external environment. There is no freedom
to employees to take part in the decision-making process, which hampers the performance of
employees. As employees are the one who performs all the task and activities in the
organization (Christina, Dainty, Daniels & Waterson, 2014).
Outcomes of changes
The outcome of Jim in the organization was introduction of open door policy in organization.
From this, the problems and grievances of employees are directly communicated to higher-
level management. This made decision-making process fast in organization and employees
get the best results and solution from it. Another change that Jim was introduced to the
organization is Claim Management Credo by outlining the philosophy that every claim
manager could follow (Hafenbrack, Kinias & Barsade, 2014).
A list of essentials made by Jim for the claim managers in which things related to teamwork,
fostering a trustworthy environment, set up of clear and set goals. This will integrate the
efforts of all the organization in one direction only. This will result in the divisional structure
of management, which is accountable for every decision made by them. By conducting the
survey in the organization, Jim came to know the differences between the actual and expected

Organisational Behaviour
performance. Jim tries to figure out the differences between both top level and lower level by
directly communicated to the employees and their immediate superior and sharing the
feedback for same (Hoque, 2014).
Recommendations
Jim is trying to develop an organization that can perform better in future course of action. Jim
aims to achieve the performance target by involving the employee in decision-making
process, as they are the one who actually performs in organization. Another strategy that can
be used by Jim is that to set the specific goals, the target for every employee and claim
managers in the organization, and ensure that goals must be achievable in nature. This will
reduce the chaos and confusion in the working and brings unity to all the level of
management (Ifinedo, 2014).

Organisational Behaviour
References
Agarwal, U. (2014). Linking justice, trust and innovative work behaviour to work
engagement. Personnel Review, 43(1), 41-73.
Chegg Study. (2018). Organizational Behaviour. Retrieved from:
https://www.chegg.com/homework-help/organizational-behavior-8th-edition-chapter-
15-solutions-9781260152715
Christina, S., Dainty, A., Daniels, K., & Waterson, P. (2014). How organisational behaviour
and attitudes can impact building energy use in the UK retail environment: a
theoretical framework. Architectural Engineering and Design Management, 10(1-2),
164-179.
Hoque, Z. (2014). 20 years of studies on the balanced scorecard: trends, accomplishments,
gaps and opportunities for future research. The British accounting review, 46(1), 33-
59.
Ifinedo, P. (2014). Information systems security policy compliance: An empirical study of the
effects of socialisation, influence, and cognition. Information & Management, 51(1),
69-79.
Hafenbrack, A. C., Kinias, Z., & Barsade, S. G. (2014). Debiasing the mind through
meditation: Mindfulness and the sunk-cost bias. Psychological Science, 25(2), 369-
376.