Organisational Behaviour - Task 1, 2 and 3

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