Organisational Dynamics and Behaviour Assignment (Doc)
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Added on 2020-10-23
Organisational Dynamics and Behaviour Assignment (Doc)
Added on 2020-10-23
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ORGANISATIONALDYNAMICS ANDBEHAVIOUR
Table of ContentsINTRODUCTION...........................................................................................................................1Weiss and Cropanzano's (1996) Affective events theory ...............................................................1Aim .............................................................................................................................................1Methods........................................................................................................................................1Limitation ....................................................................................................................................2Conclusion ..................................................................................................................................2LeDoux's Model of emotion ...........................................................................................................3Aim .............................................................................................................................................3Methods........................................................................................................................................3Limitation ....................................................................................................................................4Conclusion ..................................................................................................................................4CONCLUSION ...............................................................................................................................4
INTRODUCTIONOrganisational behaviour and practices are significantly influenced by the behaviour,emotional and other psychological aspects related to an individual. Thus, the incorporation andunderstanding of these theories in organisational practices can help to develop betterunderstanding of interdependency between organisational culture and behaviour. The report willprovide a critical analysis of two different theories which underpin the above mentioned aspect. Weiss and Cropanzano's (1996) Affective events theory Aim As per the author it is well known and accepted that affect can be defined as the jobsatisfaction. The mood and emotions are very critical factors which can influence the jobsatisfaction and perspective of employees towards their jobs. However, there has been verylimited work on analysing that how affect causes job satisfaction and what are its consequences.Along with these unevaluated aspects related to job satisfaction authors stated that the workevents can change the affective experiences and thus they control the job satisfaction. In order to conduct the research which can answer these questions the article introducestheory which focus on significance of work event so that affective experiences can be measured.The introduced theory aims to determine the dispositional causes, situational factors and varietyof affective experiences which can change the performance of employees and their jobsatisfaction. The authors have also used sociological and psychological theories to draw therelevant conclusions related to the aim. MethodsThe authors have used qualitative approach for analysing the different aspect of theory.The theory presented has been closely related with the mood and emotions. Thus, in this paperauthors have used variety and huge number of secondary sources and literature review to supporttheir arguments. In some context such as impact of emotions on job satisfaction the authors havecomplemented their opinion with other researches while in some contexts the opinions of authorshave contrasted than past work. The citations have been used effectively. Instead of merely using citations the authorshave also provided a critical evaluation of most of the citation which enhances the validity ofpresented theory. Along with proper citations and references the authors have acknowledged thetwo of the previous works as well which seems to be relataed and relevant with the theory. The1
use of secondary sources has been observed with plenty of supported evidences. It makes thestudy validate and arguments can be easily considered as verified and impactful. Limitation One of the limitation of the proposed theory is that only secondary sources have beenused in the study to develop conclusions. The use of interviews or questionnaire could havehelped authors to present their study in more authenticated and verified manner. The secondarydata collected from the various sources has different time frame and thus inconsistency has beenthere in the collected data. This inconsistency makes the theory interpretation and analysis quitechallenging and less significant. Conclusion It can be concluded from the “Theory of affect” that affect and job satisfaction are notsynonymous term instead they are different and interdependent. The job satisfaction is theoverall perspective of an individual towards their job. There are several constructs which decidesthe job satisfaction level and affect may or may not be among those constructs. The affectiveexperiences is associated with the mood and emotion. The affect can vary with time and thus itsimpact on the performance is also different at any particular instant of time. It has been also analysed in the study that the job satisfaction depends upon threedifferent aspects namely cognitive approach, social influence theory and dispositional approach.The extent and intensity of the moods is variable and can challenge the functional efficiency. Thetheory presented in the study also explained that multiple operations can cause restlessness whilethe time deadline or error variance in the operational activities can change the affect. The nature of positive as well as negative events can also bring alteration to the mood ofan individual and thus mood swings may result in emotional reactions. It can also be concludedfrom the study findings that affect is only a single aspect for the job satisfaction and it cannotprovide complete description of the job satisfaction. It has been also analysed that the interactionof individuals with job environment and the nature of operational practices followed by theorganisational also changes the satisfaction level of employees. The motivation and encouragement may change the behavioural and psychological aspectof an individual. It can improve the performance without changing the affect level of employees.Hence, it can be concluded that it is not affect which leads to job satisfaction instead it is2
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