Organizational Behaviour and Performance

The assignment delves into the crucial role of organizational behavior in managing employee performance and business operations. It analyzes Handy's four types of organizational cultures and their practical applications. Motivational theories, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, are discussed with relevant examples. The essay concludes by critically analyzing current organizational development trends and their impact on the business world.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Organisational behaviour act as tonic for managing business function effectively. The
behaviour in organisation demonstrate the effectiveness in working of employees and
management hand in hand. The essay will outline the theories of OB which are organised by
enterprise to manage organisational setting. Further, the essay will identify the management of
firm to encourage productive performance of employees with the help of various strategies such
as, work environment, motivation, incentive and setting targets and goals.
MAIN BODY
Organisation behaviour comprise policies, practices, communication between employee
and employer, working conditions, performance and motivation. Appropriateness of these
factors in firm assist the management in increasing working efficiency of employees which assist
in managing business performance. In accordance, it has been analysed that behaviour in
organisation is completely related to work culture of an enterprise which can be denoted with the
help of Handy's typology theory which has four dimension related to organisational context. The
first dimension of Handy's theory is related to power culture which states that work in
organisation is divided according to the allotted powers like, supervisor, managers, employees.
Further, the power culture of demonstrate that employee has no involvement in decision making
process of entity. Power culture is followed by the management to avoid the chance of
uncertainties which is lead to business losses. Second dimension of theory is task culture in
which the management focuses on dividing workers in group of 5 or 6 according to their skills
and capabilities for one common goal. It is most common criteria which is being followed in
business enterprise as it helps the firm in maintaining the effectiveness of organisational
behaviour and culture. Third dimension of theory is based on personal culture where the firm is
focused on serving employee satisfaction (Handy’s Four Types of Cultures, 2016). Furthermore,
it has been demonstrated this dimension assist the management in boosting employees morale by
involving them in decision making process and providing them growth opportunities in
accordance to business goals and objectives. The last dimension of typology theory is role
culture in which everyone is responsible for performing their own job role functions without
interrupting in each others activities (Salehzadeh, Pool and Tahani, 2017). This culture assists
the management in establishing coordination and cooperation among employees which aids in
managing organisational behaviour. Thus, it can be stated that the typology theory by Handy's
1

comprise all types of practices which are conducted in firm to manage employees satisfaction
and work culture.
Apparently, it is important for the management to implement the use of motivational
theories in order to boost employees morale which assist the entity in managing effective
behaviour in organisation keeping in all the policies and practices. For instance, if talking about
Aldi, one of the leading retailer of United kingdom generally faces problem of employee conflict
therefore, the firm focused on implementing the use of personal culture in which every employee
was given equal opportunities according to their skills and capabilities. This assist the firm in
managing employee disputes. Moreover, the enterprises implemented the use of Maslow
motivational theory in which it focused on fulfilling basic needs of workers to boost their morale.
The management of firm analysed that it is important to fulfil psychological, self esteem safety
needs to employees in order to boost their performance (Pereira, Malik and Froese, 2017).
However, its has been analysed that implementing Maslow motivation theory assist in firm in
enhancing working efficiency and effectiveness of employees.
Nevertheless, the organisational behaviour problem was also faced by the British
broadcasting company in which there was no participation of employees in decision making and
with the employee motivation organisation was zero due to which the firm faced lot turmoil in
employee turnover. Further the management analysed the problem and implemented the use of
hertz berg theory of motivation in which the management focuses on hygienic and motivational
needs of employees which ass the management in improvising working productivity of
employees and business. Th implementation of motivation theory stated that it is important for
the enterprise to keep its employee motivated in order to boost their morale which is represented
in their work (Paul Green and et.al., 2017). Apart from this, motivation plays a key role in
deriving appropriate organisational behaviour as it enhance the working spirit of workers which
assist in establishing stability in business functions.
Organisational behaviours is the positive attitude of employees with an enterprise. The
most challenging part of this process is organisational development according to external
environment changes (Robert, 2016). Therefore, in accordance to external changes the
management of firm aims at Implementing changes by establishing group benefits for
employees. It is the most effective strategy which is used by leading enterprises at the time of
fluctuation which aid in maintaining stability and efficiency of business operations. Changing
2

regulation and trends causes turmoil for organisational functions which impact the entire culture
of entity. In order to manage organisational culture the firm implements the use of various
motivation techniques like incentive, rewards etc. For instance, in this the firm divide the
employees according to their skills and capabilities and further group them together for one
common goal (Kondalkar, 2007). This strategy of grouping employees assist the firm in getting
work done on time and further the manager evaluates the performance of employee in order to
reward them according to their performance. It is the most effective way which is used by most
organisation at the time organisational development. However, establishing developing in
organisation is ethical created to regulation or rules therefore it plays most sensitive role in
deriving positive and negative organisation culture and behaviour. In accordance to this, it has
been discovered that it is important for the firm to implement changes in management according
to governmental regulation in order to carry out smooth functioning of business process and to
serve employee satisfaction.
Besides, it has been evaluated that current changes of organisational development are
focused on four major factors that is working conditions, job design, motivation and setting of
goals. The for development ensures effective growth of business and it employees. It is
becoming important for the enterprise to design job in entity according to the skills and
capabilities of workers (Organisational development, 2017). Like for instance, the work of staff
should not be beyond the qualification and knowledge of that person. Further, working condition
plays crucial role in managing effective organisational culture and behaviour. It has become
mandatory for the companies to ensure healthy and safe working condition in firm. In
accordance to this compliance with health and safety act in order to protect the interest of
employees at work place. On the other hand, it is important for the management to set common
goals with target for staff member's in order to provide them clear view and road map to
accomplish goals. Guiding and training employees plays important role on organisational
development as it derives the working efficiency of workers during fluctuations. In addition, in
accordance to organisational behaviour it has been analysed that it is important for the
management to motivate employee regularly through rewards and incentive as it is the tactics
which assist in improving working efficiency of workers and boosting business productivity
which leads to accomplishment of goals. The development in organisation is promoted at every
3

level as it aims at sustainable high performance proactive, empowerment of staff, interacting and
aligning (Kitchin, 2017).
In accordance, it has been analysed that implementing hierarchical culture in organisation
is the major cause of disputes as it leads to major communication gap between employees and
top level management. Therefore, it is important for the firm to segregate function but on the
other hand at the time of organisational development communicating with all employees about
the issues is the effective step which can assist the management in managing stable changes with
in the enterprise (Michael and Amy, 2017). Thus, in accordance to behaviour in organisation it
has been determined that it based on employees in organisation therefore it is important for the
management to intervene in work process and provides working flexibility to employees.
Moreover, treating staff keeping in mind the cultural and ethical concerns is the most effective
way to enhance the performance of employees ad business. Further, developing understanding
over the problems of works is the factor which assist the management in gaining employee trust
and providing them job security.
CONCLUSION
The essay summarized that organisation behaviour is the key driver for managing
employee's performance and business operations hand in hand. The report evaluated Handy's
typology theory which has four dimension assist the management in managing organisation
culture according to situation. Further, the essay outlined the motivational theories and suitable
examples which demonstrated the effective example of Maslow and Hertz berg theory of
motivation. Thus, it critical analysed the current organisation development which is leading to
turmoil in business world.
4

REFERENCES
Books and journals
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Pereira, V., Malik, A. and Froese, F.J., 2017. Mapping the impact of Asian business systems on
HRM and organisational behaviour: multi-level comparative perspectives. Journal of
Asia Business Studies. 11(3). pp.253-261.
Salehzadeh, R., Pool, J.K. and Tahani, G., 2017. Factors influencing organisational
performance: the role of knowledge sharing and organisational agility. International
Journal of Business Excellence. 11(3). pp.344-356.
Online
Paul I. Green and et.al., 2017. The energizing nature of work engagement: Toward a new need-
based theory of work motivation. [Online]. Available through:
<https://www.journals.elsevier.com/research-in-organizational-behavior/recent-
articles>.
Michael Y. l., and Amy C. E., 2017. Self-managing organizations: Exploring the limits of less-
hierarchical organizing. [Online]. Available through:
<https://www.sciencedirect.com/science/article/pii/S0191308517300059>.
Organisational development. 2017. [Online]. Available through:
<https://www.sigc.edu/department/mba/studymet/OrganisationDevelopment.pdf>.
Handy’s Four Types of Cultures. 2016. [Online]. Available through:
<https://www.brightonsbm.com/news/handys-four-types-cultures/>.
Robert D. 2016. Organisational Behaviour. [Online]. Available through:
<https://www.ebsglobal.net/EBS/media/EBS/PDFs/Organisational-Behaviour-Course-
Taster.pdf>.
Kondalkar V. G. 2007. Organisational Behaviour. [Online]. Available through:
<http://www.damits.ac.in/library_doc/Organizational_Behaviour.pdf>.
5