Organisational Behaviour Theories and Concepts for Organisational Success

Student Name
INSTITUTIONAL AFFILIATION(S) |
Human Resource
Management

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Table of Contents
Introduction................................................................................................................................2
Organisational communication for organisational change and productivity.............................2
Organisational culture and organisational effectiveness............................................................4
Performance management..........................................................................................................6
Employee motivation and job satisfaction.................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................11

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Introduction
The traditional filed of organisation management is referred to as a process comprised
of four basic steps: planning, organising, leading and controlling individuals, financial
resources and material present within the organisations. Business managers are the
individuals who achieve intended business objectives through the process of selection and
deployment of activities in correct order and at correct time. Most of the successful
organisations human resource departments emphasises on the role of advocating, coaching,
tracking, mentoring and integrating within organisational performance which explains
individual’s behaviour within organisations (Dailey, 2012). There are many challenges
faced by today’s managers while using organisational behaviour (OB) concepts that focuses
collaboratively on improving organisational productivity, reducing absenteeism, employee
turnover and culture, workplace behaviour along with increasing job satisfaction and
organisational citizenship behaviour. Frederick (2014) states “Organisational Behaviour as a
systematic study of the actions and attitudes that people exhibit within the organisations.” (p.
564). With this note, this report proposes to apply and integrate OB theories and concepts
from OB course to examine how OB factors contribute in bringing successes or failures in
real-life organisations. This report will use academic sources and published journals articles
along with company reports and other relevant sources to analyse current literature related to
OB concepts and its application in contemporary workplaces.
Organisational communication for organisational change and productivity
Organisational communication in OB concept is defined as a process in which
organisation’s HRM gather pertinent data concerning their organisation and changes that
occurs within it. Organisational communication consists of two basic objectives i.e. to inform
workforce about their work policies and tasks that fulfils organisational objectives and to

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construct a community for effective organisational atmosphere. Furthermore, organisational
change has become most widely approach adopted by present businesses and despite many
growing research and literature is been found in change management field, many
organisations fails to generate effective changes. According to most of the researchers, more
than half of change programs fail due to poorly managed organisational communication
during change phases and thus communication is considered as a key driver for enabling
organisations with successful organisational change (Husain, 2013).
Figure: Effective change communication model (Husain, 2013)
According to (Sadia, Salleh, Kadir & Sanif, 2016), “Communications describes what
organisations are and do” (p. 35). Effective communication between organisation
management and staff is very significant to realise organisational success. Whenever critical
situations arise in organisation like legal and ethical challenges, organisations that pays
careful attention to its internal and external communication process shows to perform more
critically based upon range of principles than the ones who follows poor communication
process. Management without employee engagement and communication cannot perform
responsible strategic alignment as communication is the only way that can ensure that
employees comprehend their role in execution of business plans, thereby contributing in
achieving effective organisational behaviour. Furthermore, effective communication is often
connected with employer’s statuses and brand. However, the authors state that most of the