Organizational Behavior in Slips & Slides: Understanding, Motivation, and Management

This report discusses organizational behavior in the context of Slips & Slides, a medium-sized accounting company located in the capital city. It covers understanding organizational behavior, multidisciplinary origins of organizational behavior, three dependent variables of OB model and its applications at Slips & Slides, motivation in the workplace, the role of management, and more.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name of the University:
Author Note:

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Executive Summary:
The report deals with organizational behavior in the context of Slips & Slides, a medium sized
accounting company located in the capital city. The company in spite of doing was taken over by
Better & Grow that is also an accounting firm belonging to a bigger city. The report focuses on
the understanding of the organizational behavior. There is also a discussion on the motivation
factor at the work place along with a discussion on the role of the management. The report also
tries to provide an insight into the motivational applications at the combined workplace.

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Table of Contents
Question 1:.......................................................................................................................................2
a. Understanding Organizational Behavior..................................................................................2
b. Multidisciplinary Origins of Organizational Behavior............................................................2
c. Three Dependent Variables of OB Model and its Applications at Slips & Slides...................3
Question 2: Motivation in the Workplace.......................................................................................4
a. Description of Situation at Slips & Slides before Takeover and Motivation Theory for
Explanation..................................................................................................................................4
b. Three Issues Developed since Takeover and their link to Motivation Theory........................6
Question 3: The Role of Management.............................................................................................7
a. Explanation of the Four Classical Functions of Management.................................................7
b. An Overview of the Approach of Two well-known Researchers in the Management Area...8
c. A Brief Discussion of How Perception Influence Decision Making.....................................10
Question 4:.....................................................................................................................................10
a. Scientific Methods by which Changes to Work Environment Improves Motivation..........10
b. Relation of How Three Methods are related to Motivation Theory......................................11
c. How Application of Motivational Theory Improve the Situation at Combined Better &
Grow...........................................................................................................................................12

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Question 1:
a. Understanding Organizational Behavior
Organizational Behavior (OB) refers to the study of the approach that people adopts for
interacting within the groups (Miner, 2015). The study was generated in an attempt for creating
effectiveness within business organizations. The essential idea to the study involves a scientific
approach applicable to management workers. The theories related to the Organizational Behavior
finds an application in purposes relating to the human resource for maximizing the output of the
individual members of the group. The Organizational Behavior helps in explaining the situations
and predicts consequences because of any change due to changes undertaken within the
organization. There are three aspect of organizational behavior that involves research, theory and
practice. Any organizational behavior model will have six dependent variable and independent
variables. The six dependent variables include absenteeism, turnover, individual productivity,
deviance in workplace behavior, job satisfaction and organizational citizenship behavior. The
independent variables include learning, attitudes, personality, biographical characteristics,
perception, values and emotions.
b. Multidisciplinary Origins of Organizational Behavior
The study of the organizational behavior does depend on single discipline. Therefore, it is
necessary for providing a behavioral science and multidisciplinary viewpoint to it. Three
disciplines have made contribution in the field of the organizational behavior that includes
psychology, sociology and anthropology (Thompson, 2017). Therefore, the multidisciplinary
origin of Organizational Behavior includes:

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Psychology: It represents the study of individuals working within an organization under
the mentioned regulations and rules of an organization (Frederickson, 2015). This helps in
studying the individual as a whole with a focus on his personality traits that includes emotions,
perception, leadership qualities, power of decision-making, attitude, measurements and job
stress.
Sociology: This refers to study of the social behavior, maintenance of the order and the
relationship among the societies and the social groups (Picone, Dagnino & Minà, 2014). The
primary focus lies in the analysis of the social structures and the positions within the structure
like the relationship that exists between the follower and the leadership behavior. This
perspective helps in studying changes in attitude, behavior, communication and decision-making
of the individuals.
Anthropology: This refers to the study of corporate culture within organization
(Guastello, 2013). This helps in finding out comparative attitude, values, cross cultural analysis
and the environmental power of the organizational environment.
c. Three Dependent Variables of OB Model and its Applications at Slips & Slides
The three dependent variables of organizational behavior model that could be applied to
Slips & Slides includes, job satisfaction, individual productivity and deviance in the workplace.
The description of which are as follows:
Job Satisfaction: Bartholomew and Hatty who worked for taxation division of the Slips
& Slides, had immense job satisfaction (Schwab, 2013). This is because; the company provided
them with the opportunities of learning and developing a better prospect for their careers.
Further, the company also followed an open management style.

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Individual Productivity: Better & Grow took over Slips & Slides. On completion of two
months of the takeover process, a meeting was conducted where staff members were advised
about a restructure that involved all the staff members in applying for newer positions (Heck &
Thomas, 2015). The newer structure forwarded through the consultation documents. This made
the employees worry about the goals, career pathways and the fairness in the process adopted by
the company. The employees felt confused and were uncertain about future. This resulted in a
drop in the individual productivity of the employees.
Deviance in Workplace Behavior: This was evident from the approach adopted by
Osbert Farnsworth who took over the as the managing partner after Michael Movers. The
approach adopted by Osbert Farnsworth allowed the organization in retaining the skilled staff
members. The new approach adopted allowed Better & Grow in considering alternative approach
in moving forward after takeover. There were also plans for implementation of motivational
theory that awaited the approval of Osbert.
Question 2: Motivation in the Workplace
a. Description of Situation at Slips & Slides before Takeover and Motivation Theory for
Explanation
Prior to the takeover, Slips & Slides had been a good employer with better opportunities
of development and learning that helped in enhancing the career growth of the employees. This
enhanced employee confidence that encouraged them to keep up with the business. Slips &
Slides however treated their employees that helped the in remaining loyal to the clients of the
employees.

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Hertzberg Two Factor Theory of Motivation can provide an explanation for the situation
at Slips & Slides before the takeover took place. According to the Hertzberg, there existed
certain factors in a job that led to satisfaction while others prevented dissatisfaction. Slips &
Slides provided such factors for enhancing the employee motivation (Ghazi, Shahzada & Khan,
2013). Hertzberg segregated these factors into two primary categories that included the hygiene
factors while the others included the motivational factors. The hygiene factors represented such
job factors that were necessary for the existence of the motivation at the workplace. These
factors do not result in positive satisfaction for the longer term. However, absence of the factors
will result in dissatisfaction. These factors included policies of the company, pay structure, fringe
benefits, working conditions and job security (Yusoff, Kian & Idris, 2013). Slips & Slides made
sure that the employees receive such benefits. These factors when present in reasonable or
adequate quantity within a job not only pacify the employees but also satisfy them. These factors
remain extrinsic to the work.
On the other hand, Slips & Slides also put forward motivational factors that resulted in
positive satisfaction. These factors remained inherent to the work and had the power of
motivating the employees in delivering superior performance. The motivational factors also
known as the satisfiers remain involved in the performance of a job. The additional benefit of
these factors lay in symbolizing psychological needs of the employees. The motivational factors
include (Gupta & Tayal, 2013):
 Recognition: The employees are recognized and praised by managers
 Achievement: There is a sense of achievement amongst the employees

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 Promotional and Growth Opportunities: There is an advancement and growth opportunity
within the organization for motivating the employees in performing well.
 Meaningfulness of Work: The work should not only be meaningful but also challenging
for the employees for getting motivation and ensuring performance.
 Responsibility: The employees should hold the responsibility of their work and hence
should have ownership of their work. Managers should retain the accountability aspect
but minimize control.
Therefore, the hygiene and motivational factors of the Hertzberg Two Factor Theory can
explain the situation in Slips & Slides before the takeover took place.
b. Three Issues Developed since Takeover and their link to Motivation Theory
The three issues developed since the takeover includes:
1. Circulation for restructuring that forced the employees in applying for newer positions.
2. The takeover by Better & Grow led to the adoption of different approach with the
implementation of newer strategies for employee motivation.
3. There have also been plans for softening the management approach
This is explained with the help of Alderfer’s ERG (Existence Relatedness Growth) Theory of
Motivation (Arifin, 2014). This theory helped in bringing about synchronization between
empirical research and Maslow’s theory of motivation. This particular theory re categorized the
Maslow’s hierarchy of needs into three broader and simpler class of need. This includes:

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 Need of existence: This refers to the fulfillment of the material necessities. In
other words, this involves physical safety and psychological needs
 Need for relatedness: This refers to the aspiration that the individuals have in the
maintenance of interpersonal relationships, getting recognition and public fame.
The external component and the social need for self-esteem under Maslow fall
under this category.
 Need for growth: This refers to the need for advancement, self-development and
personal growth. The intrinsic component and the self-actualization need of
Maslow falls under this category.
Managers should understand the fact that employees have various needs that needs to be
satisfied at a single go. As per the ERG Theory, if the manager focuses on a specific need it will
not only motivate the employees in effective manner (Turabik & Baskan, 2015) .The managers
of Better & Grow understood this and accordingly adopted means for satisfying various needs
that acted as motivational factors to the employees. They also realized that the frustration
regression aspect of the ERG theory had an influence on the workplace motivation. There, with
the takeover, the managers of Better & Grow provided Slips & Slides with not only growth but
also opportunities that helped the employees in pursuing further growth. These included creation
of new job position, adoption of newer strategies and softening of management approach.
Question 3: The Role of Management
a. Explanation of the Four Classical Functions of Management
These include:

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Planning: This management function referred to positioning of the Slips & Slides
through selection of the necessary steps (Griffin, 2013). As per this function, the managers of the
new organization will not only need to be aware about the challenges faced by the business but
also be in a position to forecast the future economic and the business conditions. The managers
of the new company will also be able to formulate the objectives for reaching certain deadlines
and re-evaluating the plans as per the change in conditions. Planning also helps in allocating
resources and reducing waste.
Organizing: This refers to the management function of Slips & Slides where the
managers ensured organization of activities by putting together the human, physical and financial
resources for achieving the objectives (Byrnes, 2014). Therefore, this function will entail the
managers’ of the new organization to accomplish activities, assign the activities to the groups or
the individuals, classify activities, delegate authority and create responsibility.
Leading: Leading in Slips & Slides involved the managers in motivating the employees
for achievement of the business goals and objectives (Schraeder el al., 2014). Thus, through this
management function the new organization can make use of authority and adopt the ability of
communicating in an effective manner. Managers through acting as a leader can influence the
employees through their perspectives in the new organization.
Controlling: This refers to the management function in Slips and Slides that involved the
measuring of the achievement against the existing goals and the objectives (Guimaraes & Cunha,
2013). Through this function the new organization can identify the sources of deviation and
hereby adopt corrective measures for successful running of the organization.

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b. An Overview of the Approach of Two well-known Researchers in the Management Area
Frederick W. Taylor put forward the scientific approach to management that helps in
synthesizing and analyzing the workflow (Lawrence & Lee, 2013). The primary objective
involves the improvement o the economic efficiency, specially the productivity of the labor. This
refers to the earliest attempt in applying engineering and science to management and processes.
The adoption of this approach aids an organization with the following advantages:
 It helps in reducing the cost of the production
 It ensures delivering quality products
 There are benefits of the division of labor
 There is avoidance of any disputes between the management and labor
 Employees get hike in wages due to increased productivity
 Benefit to the investors or the owners
 Ensures proper methods of training and selection of the workers
 Provides the provision of the better conditions for working
Henri Fayol put forward the administrative approach to management that refers to the
attempt of finding a rational way of designing the organization (Khorasani & Almasifard, 2017).
This approach to management follows a formalized administrative structure that involves
delegation of the authority and power to the administrators based on their responsibilities along
with a clearer division of the labor. Henry Fayol also put forward five ways in which the
management must interact with the employees for planning and controlling production. This
involves:

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Planning: According to this approach, management should schedule and plan every part
of the industrial process
Organizing: Fayol also put forward that in addition to the planning for the management
process, managers should ensure the supply of the necessary resources.
Commanding: He also put forward that managements should direct and encourage the
activities of the employees
Coordinating: Henri Fayol also made sure that the management should ensure to make
the employees work in a cooperative manner.
Controlling: According to him, the final activity of the management involves in ensuring
and evaluating the fact that the employees follows the command of the management.
c. A Brief Discussion of How Perception Influence Decision Making
Perception refers to the method through which the people interpret and organize sensory
impressions for providing a meaning to environment (Robbins & Wansink, 2015). The process
requires individuals in selecting, storing, interpreting and organizing their impressions. Thus,
perception relates the five senses and not only the sight. Perception is not the similar as objective
reality. It is either selective or subjective. According to Robbins & Wansink (2016), perception
can influence the decision-making through its rational decision making model. This model
involves adding an ordered structure to the process of decision-making. Thus, it helps in building
discipline, logic and consistency into the process of decision-making. This involves six steps that
include:
 Defining the problem

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 Identification of the decision criteria
 Allocation of weight to the criteria
 Development of the alternatives
 Evaluation of the alternatives
 Selection of the best alternative
Question 4:
a. Scientific Methods by which Changes to Work Environment Improves Motivation
These include (Pinder, 2014):
1. Facilitate Learning of the Employee: This involves focusing on employee development
through emotional maturity, compassion and integrity by them in feeling more invested towards
changes in the organization. Employees feeling more invested in the organizational change
portray higher motivation levels. This not only ensures a smooth transition but helps in
enhancing the overall productivity of the company..
2. Alignment of the Goals of Employee: This helps in increasing the workforce
motivation through the organizational change.
3. Ensuring Open Communication: Transparency in the process of communication helps
the employees in clearing doubts about the organizational change. This helps in motivating the
employees and be involved in the new initiatives undertaken by the company.
b. Relation of How Three Methods are related to Motivation Theory
The three methods relate in explaining the process theories of motivation (Sahito &
Vaisanen, 2017). These include the expectancy theory, equity theory and attribution theory. The

13ORGANIZATIONAL BEHAVIOR
process theories help in describing the exact processes by which the needs of the individuals
helps in driving behavior. The theory helps in explaining the reason of why individuals having
specific need make a choice of engaging with specific level of intensity in specific direction
having specific persistence level. These theories try in portraying how the managers can act for
channeling the external perspective or the motivational factor. An organizational change can be a
motivating factor for the employees when the managers tried to motivate the employees by
informing them about the upcoming change. This not only made them realize their importance
and acted as a major motivating factor. The managers also tried to act as a motivating factor by
aligning the goals of the employee goals with the organizational goal. The method of open
communication and transparency about an organizational change also makes the employees feel
to be part of the organization and thereby act as a major factor for motivation.
c. How Application of Motivational Theory Improve the Situation at Combined Better &
Grow
Attribution theory is one of process theories that helps an individual in understanding the
causes of the human behavior, whether it is their own or of someone else (Graham & Folkes,
2014). The base of attribution theory lies in the fact that the people want accountability for the
actions taken either by them or by the others. In other words, they try to attribute the causes to
the behavior they observe instead of assuming that the behaviors are a result of random actions.
The application of the attribution theory aid the managers in understanding the actual causes of
the employee behavior that can assist the employees in understanding, analyzing and realizing
their own behavior. This will help in maintaining employee motivations and thereby their
productivity. This might lead to the improvement in situation at combined better and grow.

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