Organizational Behaviour: Key Issues and Recommendations

This presentation discusses the key issues in organizational behaviour and provides recommendations for improvement. Topics include blending personalities in teams, communication and teamwork, and productivity and time management.

Organizational
Behaviour

Page of Contents
INTRODUCTION
MAIN BODY
TASK
Identification of the key organizational behavior issues:
Definition of organizational behavior issue 1.
Recommendations to issue 1:
Definition of organizational behavior issue 2.
Recommendations to issue 2.
Definition of organizational behavior issue 3.
Recommendations to issue 3.
CONCLUSION
REFERENCES
Books and Journals:

Introduction
 Organizational behavior deals with human behavior in the organization.
 When a manager deeply understands the behavior to resolve conflicts of
teams and manage them quite well.
 Organizational culture, value system, job design, emotional intelligence,
and the work environment are the most significant casual causes in
determining the behavior of humans.
 This presentation will contain the discussion and issues related with
organizational behavior in the company.

Objectives of Organizational Behaviour
 Organizational behavior is also concerned with the employees who are working
in the organization that how they are interacting with other employees. The
objectives of Organizational Behavior are as follows:
 Job Satisfaction
 Finding the right people
 Leadership and conflict resolution
 Understanding the employees better

Identification of the key
organizational behavior issues:
 Difficulty in blending multiple personalities into a cohesive and unified
team.
 Poor communication and teamwork.
 Decreased productivity and time management.

Vroom’s theory of Expectancy
 ISSUE 1: Difficulty in blending multiple personalities into a cohesive and unified
team.
 Vroom’s expectancy theory assumes that behavior of individual results from
conscious choices among substitutes whose objective is to increase pleasure and
minimize pain.
 The performance of an individual or employee who are working in the organization
is based on factors such as skills, personalities, abilities, experiences, knowledge
and many more which are linked with motivation.
 This theory also suggest that all the employees may have different set of
objectives but they can be motivated if they consider that:
 There is a positive correlation between performance and efforts.
 Performance which is favorable will result in a desirable outcome.
 The reward will satisfy a significant requirement
 The desire to satisfy the needs is strong enough to make the efforts worthwhile.

Theory by Vroom is based on the mentioned beliefs
 Valance: Valance refers to the emotional orientation people who hold
with respect to results that is reward. Organizations must discover what
are the values of employees are.
 Expectancy: Every employee has a different expectation and have
level of confidence about what they are best in their work.
 Instrumentality: The management of the organization must ensure
that all the promises of such rewards are to be fulfilled and employees
must be aware of that.

The Behavioral Theory of
Leadership The behavioral leadership theory concentrates on how leaders or
managers behave and undertakes that these personalities can be copied
by other leaders.
 It is also called style theory that suggests that leaders can be developed
on the basis of learnable behavior.
 Instead of qualities, actions are the pivotal points of learning this theory

Recommendations to Issue 1
 Ask questions to clarify: The manager of the respective company
should ask questions rather than making assumptions about the causes
or intentions behind actions or words of employees.
 Promote open and constructive communication: It is
recommended for the managers to create an environment in which
employees feel free to open their opinions, ideas, expression of
suggestions, concerns, constructive criticism and many more.
 Allow for some autonomy: Multiple personality perform best in their
own way in different situations. The manager of the company should give
their employees deadline to perform well.

Issue 2. Poor communication
and teamwork
 When team members work together they fail to communicate
effectively because of their conflicts, confusion and other reasons.
 Resultant of the conflicts would lead to arguments, low employee
morale, missed deadlines and much more.
 To re-establish teamwork, manager must recall the objective of a
project and take time to acknowledge their efforts of team to clarify
the objective of their work and generally see increased level of
motivation.

Administrative theory of
Management
 Henri Fayol’s administrative theory was based on the concept of departmentalization.
 It says different activities have to be planned with an intention to perform for
achieving a common goal and that should be recognized.
 Later should be divided into different teams and departments so that such activities or
task can be achieved in an effective and efficient manner.
 The founder believed that more importance should be laid on humans, behavioral
factors and the management of organization

Henry Fayol’s Principles of Management
Authority Discipline
Order Equity
Division of labor Esprit De Corps
Unity of direction Initiative
Stability of Tenure Line of authority
Subordination of Individual Interest Remuneration

The Human Relation Theory
 The human relations theory is also popular as Neo classical theory which says
while designing a structure of organization employees who are working in the
organization and their behavior should be taken into consideration.
 Every organization has different employees with different needs that can be
studied and of groups of people who develop their own way of taking the
things and their own way of conduct.
 If the manager adopts the approach of human relations it will be appreciated
what is important and what is the comfort zone for that particular employee
who has to perform the task.

Recommendation to Issue 2
 Increased communication to know the expectations
 Redefining the goals and purposes
 Determining a messaging platform for the implementation at the
workplace that makes everyone to communicate rapidly
 Departmentalization of team for effective communication

Decreased Productivity and
Time management
 Employees in the organization may practice periods of time where they
are unproductive.
 Sometimes when the productivity decrease it may also affect the team
members and the overall objectives of the company.
 Low levels of productivity may also affect employee’s moral, profit
margins, hinder efficiencies and much more.

Theory of Ethical Egoism & Social Learning Theory:
 This theory suggests that ethical egoism is the vision that people or individual ought to follow
their own self-interest and nobody has any other compulsion to promote any self-interest.
 It is normative or descriptive theory that is concerned with how people ought to behave.
 Social Learning can be explained as a theory which describes behavior of individual derived
from some specific behavior that can be used as a tool to guide them in their learning which is
based on what they have been observed or seen.
 This theory results high responses from the trainee because they learn from their role models
a lot. They observe others and tried to execute in their work.

Approaches to avoid ethical egoism
within the employees in the organization
 Always use an ethical approach: choosing an ethical approach is a moral code
which explains how self-interest can be achieved systematically and ethically that
is without disturbing and violating the rights of others.
 Always know yourself and your motivations: Having a right mentor, having a
focused goal, having a right approach towards achieving the goal are the most
important pillars which an employee has to put in his bucket to fulfill his set target
in terms of professional or personal development.
 Recognize egoism in others: People in the organization has to interface or
communicate and talk to each other to enjoy and develop the work culture of the
office. Sometimes there might be a mutual view to a particular instinct and
sometimes the perception might differ.

Principles of Social Learning
Theory Attention: This theory suggest that individuals who are learners can
maintain their concentration within team contexts such as if the team is
focus, the individual is focused.
 Retention: It states that individual must have a memory to be able to
perform an act or recall some information.
 Reproduction: When individual recalls his memory or keep learning on
repetition mode, it can help to master them cognitively.
 Motivation: When an individual observes the behavior or actions of other
and recognize how they are punished or rewarded for their actions he can
be motivated to reproduce them or do differently.

Recommendation to Issue 3
 Manager should consistently review process and procedures that will help
in maximize the efficiencies.
 Performing work flow analysis to review the current systems and
restructure those areas which are weak.
 Manager must ask questions and offer effective solutions to them.
 Manager must reschedule their time throughout the day to do definite
task.
 Manager also should schedule time to make themselves available to their
employees in order to get better communication.

Conclusion
 Concept of organizational behavior facilitates an insight on how
employees in organization and how they perform their task.
 It helps in building trust in relationship, maximizes performance
level of their employees.
 Prediction of human behavior enhances the goodwill of the
organization and helps to achieve objectives of organization in a
specific time period with the optimum utilization of resources.

References
 Abekah-Nkrumah, G., Boamah, K. A. and Ofori, C. G., 2019. Organisational Culture and the
Implementation of Hospital Information Systems: Evidence from Ghana. African Journal of
Management Research, 26, pp.2-20.
 Bechane, C., 2017. An investigation into the impact of organisational culture on employee
performance: a case of Zimbabwe Revenue Authority (ZIMRA) (Doctoral dissertation, BUSE).
 Bekirogullari, Z., 2019. Employees' Empowerment and Engagement in Attaining Personal and
Organisational Goals. The European Journal of Social & Behavioural Sciences, 26(3), pp.3032-
3047.
 Chidiac, M. A., 2018. The organisational self: a gestalt view of organisational functioning.
In Relational Organisational Gestalt (pp. 29-42). Routledge.
 Harmsen, R. and Et.al., 2018. The relationship between beginning teachers’ stress causes, stress
responses, teaching behaviour and attrition. Teachers and Teaching, 24(6), pp.626-643.
 Ichim, G. M., 2020. Organisational culture in Romania: The fine line between success and failure
for women in academia. Stanovništvo, 58(2).
 Isaac, S. N., Francis, W. N. and Mills, R. B., 2020. A Multi-Sectoral Assessment of the Impacts of
Covid-19 Pandemic Outbreak on Organisational Functionality in Nigeria.
 Kollár, P., MODELLING TRANSFORMATIONAL LEADERSHIP IN HUNGARIAN ORGANISATIONAL
PRACTICE.