Organisational Behaviour - Task 1, 2 and 3

This report on Organisational Behaviour covers the characteristics of different organizational structures, impact of organizational culture on effectiveness, effectiveness on employee learning, leadership theories, motivational theories, and more. It includes a stakeholder analysis, Handy's model of culture, and Peter Senge's five dimensions of a learning organization.

ORGANISATIONAL
BEHAVIOUR - TASK 1, 2
AND 3

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Different Organizational Structure Characteristics..................................................................3
2. Organization Culture and Impact on the Effectiveness of Organization.................................6
3. Impact of Effectiveness on Learning of Employees................................................................8
4. Evaluation of how Working of Employees in Team Increases Effectiveness ......................10
1. Impact of Different Leadership Behaviour on the Organization...........................................11
2. Change in the Effectiveness of Employees............................................................................12
TASK 2..........................................................................................................................................12
1. Evaluation of Leadership Behaviour Theory.........................................................................12
2. Analysing theories relating to work relationships and interactions.......................................14
1. Evaluating the relevance of organizational culture theory in developing organizational
effectiveness. .............................................................................................................................16
TASK 3..........................................................................................................................................16
1. Analysing the benefits and issues with involving employees in organizational decision-
making........................................................................................................................................16
2. Explaining different ways to motivate employees.................................................................19
1. Analysing how motivational theory can inform employee motivation.................................20
2. Evaluating how Atlantis, The Palm motivates its employees...............................................21
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................23

INTRODUCTION
Organizational behaviour is defined as the study of individual behaviour in the
organization process, the interface between the organization and human behavior and to the
organizational itself. Organization behaviour can be classified in three ways- individuals in
organization, work groups and the behaviour of organization. The organizational behaviour
studies the individual behaviour roles in the organization. One of the major goals of
organizational behaviour is to revitalize organizational theory and to develop an abstract of idea
for organizational life. Organizational behaviour is also defined as, it is directly concerned with
the prediction, understanding and control of individual behaviour in the organization (Stewart,
Courtright and Manz, 2019). The organizational study includes the area of research to improve
job performance, increase in job satisfaction, encouraging leadership, promoting innovations.
Thus, the report will analyse the characteristics and the culture of different organization
and its impact on the organization and employees effectiveness. Further, the research will study
the different leadership theories and analyse the theories with work relationship and interactions.
The study will also research on the ways to motivate employees and analyse the benefits and
issues of involving employees in decision making. The report will also evaluate the
organizational culture theory for developing organization effectiveness.
TASK 1
1. Different Organizational Structure Characteristics
Introduction- There are different organizational structures. To identify the structure of the
organization it can be done through the Stakeholder analysis. Stakeholders are the key part of the
organization in the decision making.
Stakeholder in the organization refers to a person or institutions who have an interest in
the performance of the business which directly affect the practices of company. The stakeholder
includes the managers, staff, employees, directors, family members and investors. The
employees of the organization likes the company which pays higher remuneration and expect the
comfortable working environment. Success of the company depends on the satisfaction of the
employees, the employees which are more satisfied in the organization process will work more
productive towards organization. It helps the company in achieving the goals and also create
value for the customers. The stakeholder analysis was done to identify the power and the interest

of different stakeholder in the organization (Malaeb and Hamzeh, 2018). The Stakeholder
analysis for the characteristics of different organizational structure was as follows:
 Keep Satisfied  Manage Closely
 Monitor (Minimum Effort)  Keep Informed
High power, highly interested people (Manage Closely)- The stakeholders such as
managers and the managing directors were closely managed in the organization performance and
these stakeholders have the high power and are highly interested people in performance of
organization. This Stakeholder has the powers and authorities to take actions in day to day
activities and contributes their ideas and efforts in the organization activities to increase the

performance of the business (Malaeb and Hamzeh, 2018). Their role is to conduct training
session and meetings to maintain relationship with other stakeholders and can track the activities
of the other stakeholders. They were highly interested people because they have high powers in
the organization, they have rights to change the policies of the business and maintain working
environment with the employees and staff.
High power, less interested people (Keep Satisfied)- The stakeholders such as the
investors, governments and the owners who have the high power in the decision makings, but
they were less interested in day to day activities (Palit and Kumar, 2022). They were the
stakeholders which were satisfied from the profit earning of the company. To satisfy this
stakeholder organization should earn adequate profit to satisfy them, the governments were
satisfied to the tax revenue from the business. This stakeholder can impact the organization
performance, if the organization fails to satisfy this people the stakeholder change the policies,
rules and regulations which impact performance of business.
Low power, highly interested people (Keep Informed)- The stakeholders such as
employees are the people which have low power but are highly interested people in performance
of organization activities. This stakeholder performs day to day activities in the organization
performance, but they do not have much power. Managers informed this people for their work
and track their work (Palit and Kumar, 2022). The managers inform these people about the work
and policies and talk with them to ensure no issues and conflicts arise. These stakeholders
provide a direction in the project and are very helpful as they provide details of the project.
Low power, less interested people (Monitor)- The high power people monitor this
shareholder to identify whether the activities are performed correctly or not. The shareholders
such as the visitors, family members or co workers were less interested in the business
performance and have low power in the organization. Organization should monitor these people
but don't bore them by excessive monitoring or communicating. Communicating to this
shareholder engages them to retains in the organization, and they provide a good output in the
project by engaging them (Malaeb and Hamzeh, 2018). As engaging to these people motivate
them to work more effectively and efficiently.
Conclusion- Thus by the stakeholder analysis it has been identified the structure of the
organization. Through the following four steps it was identified. The four steps are the

monitoring of the people, satisfaction of the employee or the stakeholder, managing closely and
informing to the stakeholders.
2. Organization Culture and Impact on the Effectiveness of Organization
Introduction- The success and the management of the organization depends on the culture of the
organization. The culture of the organization provides the effectiveness to the work. It can be
identified the culture of the organization through the Handy's model.
The way of behaving in the organization defines organizational culture (Sarhan and et.al.,
2020). Harrison presents a model of culture known as Harrison's model of culture, Harrison
divides organizational culture into four categories: role, task, person and power culture. This
model of culture was popularized by Charles Handy and followed by Harrison.
Power Culture- Handy defines the power culture as spider's web as all important spider
sits in the centre because the key of the whole organization sits in the centre. The closer to the
spider will more influence the people, organization having this type of culture will respond
quickly, but they are majorly depended on the success and the ability of people at centre. In

power culture size is the major culture, the main power base in power culture is control of
resources (Alshammari, 2020).
Role Culture- The main power source in the role culture is position, peoples are selected
to perform satisfactory roles (Sarhan and et.al., 2020). The organization which follows this
culture are characterized as the specialized area coordinated by a narrow band of standardization
and high degree of formalization by senior management.
Task Culture- Task cultures are followed by the organizations which adopt project based
structural designs. Task culture was depended on the teamwork to produce results, team or group
projects were formed for a specific purpose and it can be reformed. Difficulty in this
organization will be control, the essential controls for concentration to allocation of projects was
retained by senior managers (Sarhan and et.al., 2020).
Person Culture- Most of the organization does not follow person culture, yet many
people adopt its value, person culture is an unusual culture. Individuals are the focal point in this
type of culture, some organization supports the interest of the people before interest of the
organization. Most of the organization culture does not follow this type of culture as following
person objective over corporate objective comprise corporate objective.
Organization culture and structure are sometimes defined as the same, the relationship
between the both are one depends on the other's existence. Organizational culture is a big picture
of the company, culture defines how company does business internally and externally but the
organization culture does not stand without structure. The structure of organization defines how
communication moves from one area to another. At early stages the corporate decides how
organization culture will work and the structure then built the idea in mind at the end. To
effectively work of organization culture and structure helps decision maker to do right things.
Executives of the organization must plan prior planning rather than deciding on that moment to
add new structural elements (Alshammari, 2020). The flow of communication in the organization
structure is important as it changes the culture of organization.
The employees have to be careful towards the new things, it was time consuming for
them. Following the right structure helps the organization to adapt positively on the culture. The
relationship between the structure and the culture enable transition to manage more effectively.
Leadership and management training is very important as it develops the skills of the person to
analyse a business and determining the culture to improve the performance and productivity.

Mismatch in the structure and the culture cause a major disaster (Alshammari, 2020). Many
organizations suffer difficulty due to following two separate cultures with different structures are
jointed together.
Conclusion- Power, Role, Person, Task culture were included in the Handy's model to define the
culture of the organization. The level of distribution was based on the distribution of the power.
Every culture is important for the organization and managing the culture helps in the growth of
the company.
3. Impact of Effectiveness on Learning of Employees
Introduction- The proper learning of the employees in the organization creates the effectiveness
in the working culture of the organization. Through the effective learning employees will
generate innovative and creative idea.
Creativity and innovation in the organization leads to success the organization even more
compare to the intelligence of the individual. Creativity in the organization encourages the
employees to grow the way of thinking. Innovation is implementing the demanded ideas by
putting some creativity practices by the team (Sanyal and Hisam, 2018). Creativity thinking
helps to get ideas which will excite and motivate the employees of the team. In a corporate
framework learning organizational culture helps the employees to expand their skills,
knowledge, opportunities of innovation and also encourage the employees. The founder of the
learning organization Peter Senge breaks the learning organizational culture into five dimensions
which are also called pillars.
System Thinking- The mindset which recognize an organization as system of smaller
complex system to understanding each component by time taking (Akram and et.al., 2018). For
example, if an organization having system workplace, then the teams, individuals, departments
who are working are all interconnected components. Processes, technologies, people having
physical space work in all part of the system and changed in any part of system impacts on the
interconnected components.
Personal Mastery- Organizations which follows personal mastery provides the
employees to become master through the learning continuous education and skill building
opportunities. Personal mastery helps the employees to expand their ability to perform better
results, the employees must apply the learnings to the work. It provides job satisfaction to
individuals, increase in the productivity and growth of the organizations (Afzal and et.al., 2019).

Learning of an individual does not guarantee organizational learning, hence organization learns
from the individual learning.
Mental Models- This model frameworks defines thinking of individual to understand the
concepts and decision makings. For example, Richard Feynman developed a mental model
which was called as Feynman Technique which helps the individuals in learning new concepts
(Akram and et.al., 2018). The model requires the individual to apply the concepts to the topic
which was learned by them and explain the concepts to the individual who is learning.
Building a Shared Vision- This concept includes using of enthusiasm, dialogue,
commitment to drive action. Building a shared vision involves development of people to help
peoples to invest more in the vision's success. Shared vision will naturally evolve over time,
Senge recommends that the organization will share vision where every individual can access,
discuss with team and able to make changes as they gain new perspective and informations
(Sanyal and Hisam, 2018).
Team Learning- Team learning is defined as the sitting of individual in a group for
training sessions. It requires team to learn through collaborating and mutual understandings.
Team learning includes two key components discussion and dialogue. Every team member was
provided an opportunity to contribute their values, challenges or problems group is facing and
individuals are able to ask questions and provide additional contexts and ideas which they
learned (Akram and et.al., 2018).
Learning outcomes impacts an employee by increasing the efficiency, productive and
profit of the organization. It also increases the satisfaction of the employees and creates an
improvement in mindset of employees. Learning culture also develops a sense of ownership and
accountability and enhance the ability of workers to adapt the change in environment. To
effective learning of an employee in the organization the knowledge and the information must be
related to the business. Individuals working in the organization should not learn individually they
should work as a team. Sharing learning to other individuals in company increases the staff and
solve the problems more efficiently (Afzal and et.al., 2019). To create a learning culture in the
organization the leaders should plan formalize training program and develop plans at the
workplace. Employees who learned the skills were recognized to provide skill to others and after
conducting sessions get feedback from individuals. Promote the individual who his working

more effectively and efficiently which motivates individual and develop the knowledge and
information in a formal process.
Conclusion- The impact of the effectiveness of the employees can be measured through the team
learning, through systematically thinking, personal mastery, mental models and by building a
shared vision. These dimensions or the pillars helps in learning the employees in the
organization.
4. Evaluation of how Working of Employees in Team Increases Effectiveness
Introduction- Every organization can get success in the work through proper management.
Working in a team helps in better learning and it provides the opportunity to every employees to
share their innovative ideas for the project.
A group of individuals working with similar skills, knowledge, specialization in field and
expertise come together on a same platform to perform relative or same task is defined as a team.
Team work motivates employees to contribute their skills and values to a common goal by
accomplishing the task with the desired time frame. Effectiveness of work done in a team by
choosing the right team member and choosing the right leader with proper communication
between all individuals. The key factors in effective team making is good leadership and good
understanding and trust of every individual. Individual should work as a team rather than
working alone which helps in easy completion of work and able to deliver work timely (Van Der
Lippe and Lippényi, 2020). Employees working in a team are considered as the most efficient,
confident, reliable, satisfied and proactive as compared to individual working alone.
Person who handles multiple task and responsibility individually will not be able to
deliver results on time. Working in a team deliver quick results and solution to the problem
compared to individual working in a team. Increasing efficiency of employees team work plays
an essential role which benefits the organization in achieving higher profits. Working in a team
leads to proper delegation of responsibilities according to the employee's expertise, knowledge
and skills. When the employees working in a team with knowledge, skills and expertize then the
target of the team achieved timely with zero or minimum errors (Paais and Pattiruhu, 2020). An
individual working in a team interact with each other, discuss the problem, create brainstorm
ideas for the problem and create unique solution and gain expertise from each other. Brain of
single person sometimes fails to take action and think out but the brain of few intelligents
together makes a difference.

People who do not have adequate skills for the project may take help from the team
members. Majority of the problems finished when the employees discuss and raise concern on
the problems and topics. All people like to talk with others surrounding to him, no human being
can work in isolation. Problem of any individual or team should immediately addressed which
increase the effectiveness of the employees. Greeting the workers with smile and wishing them
in morning will feel fresh and happy all day and impacts in a good working environment.
Becoming a friend with the employees does not feel them lonely, as people feeing lonely will not
able to work for more time in that work place. It also decreases their efficiency and creates a
work burden to them, so let them to have friends and open up from the work and allow them to
take small break and discus their problem with each other (Van Der Lippe and Lippényi, 2020).
Conduct morning meetings which encourage employees to come together at common
platform with their team leaders to plan for the entire day. Conducting morning meetings helps
the employees to identify what the other peoples are working. The manager or leader should take
care of the things that the individual working on the task should not allocate to other peoples so it
does not create duplication of work. Duplication of work is pointless, manager should ensure that
individual work on different assignments.
Conclusion- Working in a team creates the effectiveness to the employees and the organization.
It helps in identifying the individual work and their will be no chance of duplicate work while
working in the team. It creates the helping work environment.
Extension activities:
1. Impact of Different Leadership Behaviour on the Organization
Employee morales, decision making speed, productivity, metrics may affect the
organization by the leadership style. Successful leaders carefully identify and analyze the
problems, consider alternate solutions and assess the skilled level of subordinate. Choosing an
appropriate leadership style in the organization situation provides an lasting impact by effective
leader (Al Khajeh, 2018). Using the commanding leadership style, leaders can identify a clear
difference between the superiors and subordinates. Leaders who make decision without taking
input from worker leads in low employee morale. Effective leader provides clear directions,
communicates goal and ensure that subordinates creates own strategic plans for the objectives.

2. Change in the Effectiveness of Employees
At the time of uncertainty and change across the country, the individuals in the America
affected by the change at work and report in chronic work stress. At that time, the trust level
decreases and the individual were less likely to trust their employee and were likely to leave the
organization soon. Individual worker's attitude affects due to change in the organizational
culture, the satisfaction of the employee decrease in the work and were aggressive to change the
job (Diamantidis and Chatzoglou, 2018). Employees reactions were cynical due to changes, it
impacts in the change in motivation, success as they believed management has hidden agenda.
TASK 2
1. Evaluation of Leadership Behaviour Theory
Introduction- Introducing the leadership theory in the organization is necessary for every
business. For the management of the employees and the people in the team the leadership is
important.
Leadership behaviour theory focuses on the people behaviour and traits which can adapt
to increase the capabilities of leadership. Thus, the contingency theory of leadership is used to
identify the leadership behaviour in the organization. Contingency leadership theory is a special
kind of approach which states that the success of a leader does only depend on his abilities, the
factors relating to working environment, culture of the company and employees that impact on
the success of the manager in process of leadership. The contingency theory of model was also
known as Fiedler Contingency Model of Leadership and this model was given by the Fiedler in
1958 during his research on the effectiveness leadership in team work (Kaluza and et.al., 2020).
Thus, it also beliefs that the success of leaders depends on the two factors which are Control of
situation and the manager's set of skills. It also believes that the skills or the abilities of the
managers remains fixed while the situations keep changing.

Effectiveness of leadership is contingent on its style matching the situation not by
adapting it. When the style of leadership match with the situations and the environment surround
him the leader will be more effective. The basis of the contingency theory is very simple. It
states that the individual having different abilities can perform better task in their respective field
(Kaluza and et.al., 2020). For example, an individual having relevant knowledge, skills, training
in the selling of vehicles will prove him more successful in the field of marketing vehicles rather
than in the production of the smartphones. Similarly, a manager or leader has his own set of
abilities, skills, experiences and preferences that may not be universally successful in leadership
roles. Following are the main variables of leadership:
Leader- The most important integral part of leadership is itself leader, individual deep beliefs,
personal values and convictions shape his behaviour (Madlock, 2018). Confidence of the leader
in the group members plays the important role in the extent of power sharing and general
circumstances. Self awareness is also important for the leaders.
Followers- The efforts of the leaders will completely waste if the employees are of different
opinions. A leader will only be effective when the employees are always ready to follow his
directions (Heller, 2019). The reason why most of the manager were effective in one aspect and
were less effective in another aspect due to different personalities and attributes of the
employees. For example, employees in IT department requires very less delegation of work and
require more and more autonomy in the work.
Organization- In functioning of the leadership organization plays an important role of degree.
The practice of leadership was influenced by the nature and the type of organization. The
leadership became more and more important when there is a high degree of dependence in the

organization in various departments (Madlock, 2018). This is due to such case in which workers
only focus on their respective work only without considering the effect of their action on other
department.
Environment- The role of environment is also important aspect in the whole organization, a
manager should always work in harmony with external environment (Heller, 2019). The change
in the environment leads to the change in the organization environment. Every manager in the
organization should keep himself updated with the change like social, political, economical,
technological, etc. It should be very important for the managers to do because all the
environment factors will influence the applicability of the leadership.
Conclusion- From the above report it has been identified that the Environment, followers,
organizations and the leaders are the key variable of the Leadership. All these factors of
individual defines the relation between the leaders and the employees.
2. Analysing theories relating to work relationships and interactions
Introduction- The topic will analyse the different theories relating with relationship and the
interaction of the work.
Work relationships and interactions can be analysed by using the theory of social
constructivism. The social constructivism theory can be defined as a sociological theory of
knowledge according to which the human behaviour is socially situated and knowledge is
constructed through social interactions or through interactions with other beings in the workplace
(Jung, 2019). It states that the people work together and construct knowledge on the basis of
experience while interacting with others. In other words, it focuses on the individual learning
outcomes that takes place during the group discussions.
The social constructivism theory is based on various speculations such as the knowledge
in the process is constructed through human activities and the reality is created jointly by the
members of the society. The learning is an active and social process and is completely dependent
on whether the individual is involved in the social interaction (Lombardo and Kantola, 2021).
The main benefits of this type of learning are:
 The individuals learn to organize their thoughts and make proper explanation of
their points before other people. It also helps to develop an understanding of what
to speak, where to speak and to whom to explain (Lombardo and Kantola, 2021).

It is because they gain exposure of different views during interaction with
different people.
 It creates higher level of learning outcomes and understanding that helps in
bringing out creative thoughts. It develops problem solving skills and also
improves meta cognitive skills.
 By working in relationships and collaborations, it may help in developing
teamwork and management skills (Jung, 2019). It also creates a competitive
environment that push the individuals to set higher targets. It identifies the errors
of self and others and make moves by eradicating those errors.
Another theory that relates to the work relationships and interactions is the organizational
behaviour theory. It can be defined as the theory that studies the human behaviour at the
workplace. It studies the human behaviour in the real world and how the employees interact with
one another and the organization itself (IVANOVA and RYABININA, 2019). It also helps the
organizations to figure out the areas of improvement and the ideas that can increase the
efficiency of the employees and boost profits. There are various organizational behaviour
theories that have changed the culture of the businesses over the time. The major theories of
organizational behaviour are- the scientific management theory that indicates that the managers
and employees need to work with close interactions and the complex tasks should be divided into
parts and arranged in manageable ways. It believes in economic efficiency where the employees
are rewarded according to their productivity levels.
The human relations management theory suggests that the humans are complex beings
and have unique needs and expectations. There are multiple elements that influence employee
motivation, behaviour and relationships at the workplace (Ababneh, 2021). The organizations
need to focus on other needs of the employees such as social and psychological needs as well.
Apart from this, the theory also considers incentives, bonuses and feedbacks as essentials for
workplace relations and productivity.
Conclusion- Creating a relationship for the work with the employees helps in understanding the
work. Interaction with the people help to identify and solve the problems.
Extension activities:

1. Evaluating the relevance of organizational culture theory in developing organizational
effectiveness.
The organizational culture can be defined as a system of shared ideas, values and beliefs
that governs how people behave in organizations. The culture of the organization can be
determined by the values that are incurred and the characteristics such as risk orientation and
focus of the functions on different components. It is a collection of values, expectations and
practices that guide the employees (Chatman and et.al., 2022, July). It is quite important in
developing organizational effectiveness as the organizational culture is the first thing that
influences the people to connect to the organization. Sometimes it becomes a benchmark for the
employees. There are many components of organization culture such as team work, relations and
interactions, additional benefits etc. that develop the organizational effectiveness and carry out
the desired results.
TASK 3
1. Analysing the benefits and issues with involving employees in organizational decision-
making.
Introduction- This topic will help in analysing the issues and the benefits which will impact in
the decision making due to the involvement of the employees.
Involving the employees in organizational decision- making can create certain benefits as well as
issues for the organization.
It is a two- way decision for the organization wondering whether to involve the employees in the
decision- making or not.
The main benefits of involving the employees in the decision- making are-
It may increase the morale of the employees who are involved in the process.

It motivates them to contribute more towards the organization and feel empowered to influence
their workplace.
Due to this, it increases their work engagement and satisfaction towards the job and organization
as a whole (Bilan and et.al., 2020).
The employees that are involved in the decision- making activities feel a personal stake in the
company and success.
It may lead to increased productivity especially when their morale is high and are satisfied with
the treatment they are receiving at the workplace.
If the person is not involved in the decision- making, it is easier to develop a pessimistic attitude
and blame others when things go wrong.
On the other hand, when someone is a part of decision- making, their commitment towards the
tasks increases as they relate it to their own image and success.
In case the things does not go as expected, it strives them to work harder.
Discussing work, tasks, sharing opinions etc. foster teamwork and coordination.
It improves work relationships and learning experience as well.
The employee staff can be full of unlimited source of knowledge and expertise (Bilan and et.al.,
2020).
They always have a better understanding of the work and the inside reality of the work place.
They may be able to figure out factors of improvement that the higher level executives cannot
recognize.
This can improve the chances of making successful decisions by the organization and its success
in the long run.
The point of view and preference of the employees can be incredibly useful in making effective
business decisions.
The issues with involving employees in organizational decision- making are-

The decision- making process slows down as there are more number of people participating and
the management of these people definitely needs extra space of time and communication
(Shahid, Rappon and Berta, 2019).
The feedbacks start running from all over and analysing the information and making the final
decision becomes a headache.
The communication process takes a while and elaboration of viewpoints and ideas may also be
very time- consuming.
Sometimes excess information dysfunction the accuracy of decisions and hence, consumes
additional time.
This makes the decision- making process very slow.
It requires a complex communication system.
In the traditional hierarchical system, it becomes very difficult to create a communication system
between top to bottom levels especially when the bottom level has adequate number of
participants.
Going through different individuals at different levels can be a stressful process for the top- level
executives.
The secrets of the organization can be exposed as the information is shared amongst large
network of people.
The company may risk its data and information and become prone to accidental or
unprecedented leakage of data in the future.
The overall stability of the company may be impacted negatively as its crucial operations are
dispersed.
This may become a big threat for the organization in coming time.
Due to the large number of individuals are involved, there is always a chance of risk of personal
bias and misunderstanding to roll in.
The professional knowledge and decisions are always impacted due to different ideas coming
front.
The lack of experience and personalized knowledge about the tasks often results in decreased
efficiency (Shahid, Rappon and Berta, 2019).
Expertized decisions may be ignored at some point of time that can lead to poor decisions and
management.

Conclusion- The benefits of the involvement of employees helps in getting better and innovative
ideas. The issues arise are its time consuming and it distracts the employees in the work.
2. Explaining different ways to motivate employees.
Introduction- To motivate the employees there are several ways. It is very important for the
organization to motivate the employees to work effectively in organization.
Employee motivation is one of the most important aspect of carrying successful business
operations.
Motivating employees is directly proportional to the company's success.
There are different ways to motivate the employees with the help of different theories such as
Maslow's employee motivation theory or Maslow's hierarchy of needs-
Create a pleasant work environment at the workplace.
Nobody likes a boring and negative environment that creates unhealthy vibes. Instead, a well- lit
and fun workspace makes the work more pleasant (Ali and Anwar, 2021).
It can be done by keeping a nice and clean environment, interesting furniture etc. that can make
things more enjoyable for the employees.
The managers and leaders should be respectful, honest and supportive that support clear
communication, truthfulness and loyalty.
A bad management is one of the biggest reason for demotivation and hence, a positive attitude
and support for the employees will motivate them to put more effort and bring out the desired
result.
Offering rewards to the employees is a sure way of motivation (Grandia and Voncken, 2019).
It becomes the reason to stay at the work it creates a feeling of satisfaction among the employees.
An incentive program such as a timely bonus, healthcare support additional credentials etc. can
motivate the employees to exercise hard work and creativity.
The organization may provide the employees room to grow themselves especially when the
company is growing on a rapid pace.
It is one of the best ways of motivating the employees as it plays a psychological factor in
influencing the employees that their work is appreciated highly and are trusted by the
organization.
Sharing positive feedback can boost the employees' confidence a lot.
It makes them satisfies with their efforts and drive them to bring better results in the future.

It may also make promotion policies so that it creates a positive competition between the
employees and motivate them to do their best.
The organization can introduce the employees with its objectives and benefits that they want to
provide to them.
It may share its thoughts and create transparent channels of interactions so that the employees
feel valued and involved with the organization (Grandia and Voncken, 2019)..
Providing flexible working hours are important for companies to remain a competitor employer
as scheduling options attract more employees.
Offer refreshment at the workplace- this can also be a little contribution in employee motivation
practice.
A morning snack and an evening nosh can definitely boost the employees' energy and mood.
These little breaks can refresh them and enhance their productivity at the work place. They may
also consider it as an office perk or extra facilities.
Sometimes the employees put in extra efforts and extra time on particular projects and tasks.
They even go out of their way to help the team- mates without hesitation.
These kinds of efforts should be recognized by the managers and higher executives (Ali and
Anwar, 2021).
This will not just motivate the concern employee but others as well to come forward and work
with higher principles.
Recognizing someone's achievements and praising it and giving value motivates the entire
workplace.
Conclusion- Following the different ways of motivation helps the company in retains the
employees in the organization and can work more effectively and efficiently in the work.
Extension activities:
1. Analysing how motivational theory can inform employee motivation.
Motivational theories play a big role in creating a satisfactory work environment.
Considering that there are a lot of factors that influence the employee engagement with the
company that can create uncertainties in the work flow, motivation theories and its application
can empower the leaders to reconstruct the energy in the employee structure (Chiat and Panatik,
2019).

It involves the employees in all its strategies and the concern of the employees becomes top
priority.
All the objectives and decisions are linked to the individual goals and satisfaction.
Due to this, the employees get more motivated as their interests are valued, and they do not want
to become a reason for the company's failures.
2. Evaluating how Atlantis, The Palm motivates its employees.
Atlantis, The Palm is one of the most popular hospitality brand of UAE.
To ensure its employee satisfaction, it uses different employee motivation strategies to motivate
its employees such as- it provides higher level of pay, regular incentives and offers many
bonuses for extra work (Albarracin and et.al., 2020).
It focuses on creating a healthy work environment providing better accommodations like safety
measures, living spaces and leaves to ensure the employees are refreshed during work hours.
It offers flexible schedules that motivate the employees by enabling them to maintain work life
balance.
CONCLUSION
Thus, from the above report it has been concluded that the behaviour on individual in the
organization is known as organizational behaviour. The report also discussed on the different
structures of organization, and explained on the culture of the organization and the impact on the
effectiveness of the organization. Further, the report analyzed the impact of learning on the
employee's effectiveness, and evaluated on how working in a team can increase the effectiveness
of employee. It was also discussed the different leadership behaviour and the impact of
leadership behaviour on the organization. The report also discussed on the change in process and
outcome due to change in effectiveness of employee.
Moreover, the report discussed the contingency leadership behaviour theory and analyzed
the work relationship and interaction with social constructivism theory. Further, the report
evaluated the relevance of cultural theory of organization in developing effectiveness and
analyzed the benefits and issues of involving individual in decision making. Thus, it was
discussed on the different ways to motivate employees by using Maslow's motivation theory to
motivate the individuals, teams in the organization. Lastly, evaluated how Atlantis, The Palm

motivates the employees by ensuring the satisfaction of the employees and by focusing on
creating a healthy working environment.

REFERENCES
Books and journals
Ababneh, O.M.A., 2021. How do green HRM practices affect employees’ green behaviors? The
role of employee engagement and personality attributes. Journal of Environmental
Planning and Management. 64(7). pp.1204-1226.
Afzal, S. and et.al., 2019. The impact of perceived supervisor support on employees’ turnover
intention and task performance: Mediation of self-efficacy. Journal of Management
Development.
Akbar, M.S. and Khanfar, F., 2020. Benefits and Compensations in Employees’
Motivation. Asian Journal of Economics and Business. 1(1). pp.19-33.
Akram, T. and et.al., 2018. Exploring the impact of knowledge sharing on the innovative work
behavior of employees: A study in China. International Business Research. 11(3).
pp.186-194.
Al Khajeh, E.H., 2018. Impact of leadership styles on organizational performance. Journal of
Human Resources Management Research. 2018. pp.1-10.
Albarracin, Z., and et.al., 2020. Health care workers' knowledge, attitudes, and beliefs related to
COVID-19 in palliative medicine and hospice care. Palliative Medicine Reports. 1(1).
pp.331-338.
Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence
job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’
Motivation and its Influence Job Satisfaction. International Journal of Engineering,
Business and Management. 5(2). pp.21-30.
Alshammari, A.A., 2020. The impact of human resource management practices, organizational
learning, organizational culture and knowledge management capabilities on
organizational performance in Saudi organizations: a conceptual framework. Revista
Argentina de Clínica Psicológica. 29(4). p.714.
Bilan, Y., and et.al., 2020. Gender discrimination and its links with compensations and benefits
practices in enterprises. Entrepreneurial Business and Economics Review. 8(3). pp.189-
203.
Calabrese, A. and et.al., 2019. Integrating sustainability into strategic decision-making: A fuzzy
AHP method for the selection of relevant sustainability issues. Technological
Forecasting and Social Change. 139. pp.155-168.
Chatman, J. and et.al., 2022, July. New Frontiers of Organizational Culture Research: Expanding
and Integrating Methodological Approaches. In Academy of Management Proceedings.
Academy of Management Briarcliff Manor, NY 10510.
Chiat, L.C. and Panatik, S.A., 2019. Perceptions of employee turnover intention by Herzberg’s
motivation-hygiene theory: A systematic literature review. Journal of Research in
Psychology. 1(2). pp.10-15.
Diamantidis, A.D. and Chatzoglou, P., 2018. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance
Management.
Dos Santos, P.H. and et.al., 2019. The analytic hierarchy process supporting decision making for
sustainable development: An overview ofapplications. Journal of cleaner
production. 212. pp.119-138.

Grandia, J. and Voncken, D., 2019. Sustainable public procurement: The impact of ability,
motivation, and opportunity on the implementation of different types of sustainable
public procurement. Sustainability. 11(19). p.5215.
Heller, F.A., 2019. Leadership, Decision Making, and Contingency Theory. In Managing
Democratic Organizations(pp. 211-227). Routledge.
Hopper, E., 2020. Maslow’s hierarchy of needs explained. ThoughtCo, ThoughtCo. 24.
Irabor, I.E. and Okolie, U.C., 2019. A review of employees’ job satisfaction and its affect on
their retention. Annals of Spiru Haret University. Economic Series. 19(2). pp.93-114.
IVANOVA, O.E. and RYABININA, E.V., 2019. Assessing work values of Generation Z
representatives and their impact on a person’s organizational behaviour. Revista
Espacios. 40(18).
Jung, H., 2019. The evolution of social constructivism in political science: past to present. SAGE
Open. 9(1). p.2158244019832703.
Kaluza, A.J., and et.al., 2020. Leadership behaviour and leader self-reported well-being: A
review, integration and meta-analytic examination. Work & Stress. 34(1). pp.34-56.
Lombardo, E. and Kantola, J., 2021. Social constructivism. In The Routledge Handbook of
Gender and EU Politics (pp. 43-55). Routledge.
Madlock, P.E., 2018. The Influence of Leadership Style on Telecommuters in the Insurance
Industry: A Contingency Theory Approach. Journal of Leadership, Accountability &
Ethics. 15(2).
Malaeb, Z. and Hamzeh, F., 2018, July. A lean perspective of stakeholder integration in public
private partnerships. In Proc. 26th Annual Conference of the International. Group for
Lean Construction (IGLC), Chennai, India (pp. 3-12).
Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture
on satisfaction and employee performance. The Journal of Asian Finance, Economics
and Business. 7(8). pp.577-588.
Palit, D. and Kumar, A., 2022. Drivers and barriers to rural electrification in India–A multi‐
stakeholder analysis. Renewable and Sustainable Energy Reviews. 166. p.112663.
Sanyal, S. and Hisam, M.W., 2018. The impact of teamwork on work performance of
employees: A study of faculty members in Dhofar University. IOSR Journal of Business
and Management. 20(3). pp.15-22.
Sarhan, N. and et.al., 2020. The effect of organizational culture on the organizational
commitment: Evidence from hotel industry. Management Science Letters. 10(1).
pp.183-196.
Shahid, N., Rappon, T. and Berta, W., 2019. Applications of artificial neural networks in health
care organizational decision-making: A scoping review. PloS one. 14(2). p.e0212356.
Sharifovich, Y.K., 2021. Ways to Improve Information and Consulting Services in the Field of
Tourism. International Journal of Business, Technology and Organizational Behavior
(IJBTOB). 1(2). pp.98-104.
Stewart, C., Nodoushani, O. and Stumpf, J., 2018, July. Cultivating employees using Maslow's
hierarchy of needs. In Competition Forum (Vol. 16, No. 2. pp. 67-75). American
Society for Competitiveness.
Stewart, G.L., Courtright, S.H. and Manz, C.C., 2019. Self-leadership: A paradoxical core of
organizational behavior. Annual Review of Organizational Psychology and
Organizational Behavior. 6. pp.47-67.

Van Der Lippe, T. and Lippényi, Z., 2020. Co‐workers working from home and individual and
team performance. New Technology, Work and Employment. 35(1). pp.60-79.
Zhang, H. and et.al., 2019. Consensus efficiency in group decision making: A comprehensive
comparative study and its optimal design. European Journal of Operational
Research. 275(2). pp.580-598.