This report is based on a case study about organisational behaviour, discussing issues related to motivation, workforce diversity, and ethical behaviour. The report also explores theories and provides recommendations to address these issues.
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REPORT BASE ON A CASE STUDY ABOUT ORGANISATIONAL BEHAVIOUR Table of Contents
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INTRODUCTION Organisation behaviour is defined as the behaviour, characteristics, nature, values and other such aspects associated with the business entity. This report is based on the case study of jane taylor, Mary Rogers that operate a business organisation, Tony Jackson and Veronica. All these are the four different characters of the case study. Mary Roger is the head of the Thames Valley Building Society. Tony Jackson and Jane Taylor are the two senior’s employees of the organisation. The issue in the whole case study is associated with the behaviour of the Tony Jackson over the work place. The unethical behaviour of the Tony Jackson could create certain issues at the work place. The case study has discussed about the different organisation behaviour related issues that certainly become a part of the work place. All different issues part of the society will be discussed and also evaluate different theories of the organisation behaviour that can favour some kind of solution to the issues addressed and problems talked about in the whole case study. MAIN BODY Issue 1 Organisation behaviour is already defined as the basic nature and characteristic of the business entity. The first issue that could identify from the whole case study is related to the motivation. This seems the basic issue related to the organisation behaviour (Iluta, Ivet and Dairis, 2020). The case study clearly state that the Tony Jackson that is the senior employee of the organisation seems to have an issue related to the motivation. The employee started behaving unprofessionally due to certain reasons that can be identified as the motivational issue which the employee is facing in the case study. Description of theory Motivation is among the key issue associated with the organisation behaviour. Theories like Expectancy theory of Vroom and the Maslow Need Hierarchy theory can be the best suitable theories to overcome motivation issues at work place. Both the theories talk about different needs and demand of the human resources associated with the organisation. Vroom expectancy theory inters link motivation of employee with the expectation of the human resources. On the other hand Maslow need hierarchy model inter link motivation of employees with different needs such as basic need, growth need and many such needs of the employees.
Application of theory In the present case study of Thames Valley Building Society the application of the Vroom Expectancy theory and the Maslow Need hierarchy can allow the entity to overcome motivation related issues at the work place. This is seen in the case study that Tony Jackson is oneofthesenioremployee(Selvarajan,SinghandSolansky,2018).Manytimes organisations do not take care of the growth of its senior employee or other human resources at the same work place go beyond the position of the senior employees. This many times creates issue related to the employee motivation. Mary Roger can provide special benefits and allowances to the Toney Jackson to meet up the motivation issue of the employee. Recommendations for issue Motivation issue is among the most common issue associated with the organisation behaviour. Following are the recommendations can possible address the motivation related issues. Organisation can launch the different employee benefit policies to provide reasonable advantage to the work force. Also the senior employee of the organisation can avail special benefits like incentives, bonus and such like financial improvement against the services deliver by employee or the experience they put in into the organisation (Gul andet.al.,2021).Thekeyrecommendationisalsotheadvancementofthe organisation hierarchy. Growth is the key requirement associated with every work force especially the senior employees. Vroom expectancy theory and Maslow need hierarchy model both the models support growth to be a part of major policy making to motivate the human resources at the work place. Every employee and especially the senior employee of the organisation look for the growth opportunities that business entity will cater so that they can sustain at the work place (Shareef and Atan, 2019). Mary Roger can take decision about maximising the organisation hierarchy so that best level of growth opportunities could have been supported to the employees at work place. Issue 2 The second from the case study that can be identified with reference to organisational behaviouriswork forcediversity.Work force diversityrefersto the compositionof employees in an organisation differing from each other on the ground of age, gender, ethnic
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group,maritalstatus,education,languageandmanyotherfactorsofanindividual’s background. So, when employees have such differences in their characteristics then it is known as diversity among work force (Leroy and et.al., 2018). Such diversity can leads to many kind of clashes among two more personalities as can be seen in the case study where Tony Jackson and Jane Taylor have issues with each other due to their diverse characteristics such as different gender, education level, experience and position or any other which does not allowed them to coordinate with each other and land on some common grounds. Theories related to workforce diversity There are several theories that describes how to manage diversity among employees at workplace. Here two theories that has been selected to describe how such issue of work force diversity can be overcome by the managers in an organisation are social identity theory and schema theory (Smith, 2020). The social identity theory suggests that people while coming from and having different characteristics, when managers on the basis of these characteristics value and give preference to their subordinates then this leads to the rise in conflicts among individual personalities in an organisation. While the schema theory suggests that individual on the basis of known characteristics of their co-workers interprets an information generated by them and also they develop good or bad perceptions about the policies of the organisation and work climates. Application of theories to the case study Here the case was of clashes between two different employees of Thames Valley building society. Where on one side there is Senior branch assistant Jane Taylor and on the other side is Tony Jackson who has newly joined the organisation. Both of these employees are facing personalityclasheswhichcanbesaidthatitwasjustduetothereason ofdiverse characteristics that these two employees possess (Daft, 2021). So, we can apply the social identity theory in this case in the sense that both of them have developed negative image of each other in their minds which does not allowed them to accept each other’s behaviour in any ways. Also, schema theory in the same way applies here where Tony and Jane have developed bad perceptions of each other are not able to understand each other on any ground. Recommendations for issue There are certain ways that can be recommended for overcoming the issues related to work force diversity are as follows:
First of all, managers can establish opportunities for training session to be provided for employeespertaining to learning how to develop and maintain appropriate relationship with humans belonging from different backgrounds, thus ensuring proper management of workforce diversity (Sutherland and et.al., 2017). Managers and leaders should focus on the provision of equal opportunities to all employeesof presenting theirviews, opinionsand issuesrelatedto workplace regardless of the differentiating social characteristics they possess. Appropriateness and equality in recognition to the employees within organisation are alwaysrecommendedtoovercomeanykindofissuesrelatedtodiversityin workforce. Issue 3 Ethical Behaviour issue: From the Thames Valley case study, it is identified that the third issues that the organization is facing is unethical behaviour of both the employees and top management. It is an issue in which the company faces that the employees and managers are not talking properly with each other. And because of that they are unable to solve the problems and complete the task on time. The communication gap between them might became serious cause of this issue in future as well. For example: in this case employees are talking with their managers very badly when they ask for extra work in tight deadlines (Meymandpour and Pawar, 2018). Description of the theories for Ethical behaviour issues Theory 1 Utilitarianism Theory This is a theory which helps the company and employees in solving their issues by analysing the consequence of actions. In this the individual need to avoid their personal feelings while making any decision (Chopra, 2019). Theory 2 Virtue Theory This is a theory that is based on the personal beliefs of the individual. In general, this theory is based on the actual character of the person rather than their any sudden action. It specifies that considering any morale of the individual on the basis of their unusual behaviour is unethical. Application of theories
By applying this theory, the company can able to understand their employees and other staff’s basic needs and preferences. The company need to apply this approach in order to select the right action of any issue and convert the negative outcome into the positive outcome. Basically, the application of this theory is very easy for the company and the benefit of this is that they can able to improve their staff’s happiness in a straight forward manner. This is helpful for comparing the positive and negative effect of any actions and for identifying the consequence of actions. With this the company can put their focus on the development of the habits of their employees and other staffs. The implication of this theories provides the company with the environment and culture where all the staffs coordinate with each other’s (Thiagaraj and Thangaswamy, 2017). Recommendation For improving the work performance and productivity of the employees the company needtoadoptvariousmanagementtheoriesbecauseithelpsthemanagementin analysing employees’ behaviour. By doing this they can easily identify the issues of their employees and address them via feedback. Another option that is advisable to the company is that they can provide proper training and development session along with the digital training to their staff’s so that they can improve their professional and personal development. For this, the company especially need to make changes in their policies and set new policies as per the interests and needs of the staff’s. It is also recommendable to the company that they can also use recognition program such as incentives and bonus in order to satisfy their employees. It is important for the company that if they are expecting from their employees that they have to work extra at time tight deadlines then for this they have to provide the employees with incentives. CONCLUSION Organisation behaviour is the basic characteristic, nature, behaviour of the work place. This is the atmosphere surrounded with the business entity. Different issues are discussed in the case study related to motivation, unprofessional behaviour at the work place and any such issues. Different theories are also suggested like vroom expectancy theory,
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Maslow need hierarchy theory and many more to overcome different issues associated with the organisation behaviour at the work place. REFERENCES Books and Journals Daft, R. L., 2021.Management. Cengage Learning. Gul,N.andet.al.,2021.THEIMPACTOFFAIRNESSPERCEPTIONAND MOTIVATION ON EMPLOYEE’S COMMITMENT OF HIGHER EDUCATION INSTITUTES IN PAKISTAN.International Journal of Management (IJM).12(1). Iluta, A., Iveta, G. and Dairis, A., 2020. Significance of psychosocial factors in employees' motivation. Leroy, H., and et.al., 2018. Managing people in organizations: Integrating the study of HRM and leadership. Selvarajan, T. T., Singh, B. and Solansky, S., 2018. Performance appraisal fairness, leader member exchange and motivation to improve performance: A study of US and Mexican employees.Journal of Business Research.85. pp.142-154.
Shareef, R. A. and Atan, T., 2019. The influenceof ethicalleadershipon academic employees’ organizational citizenship behavior and turnover intention: Mediating role of intrinsic motivation.Management Decision. Smith, D. G., 2020.Diversity's promise for higher education: Making it work. JHU Press. Sutherland, W. J., and et.al., 2017. A 2017 horizon scan of emerging issues for global conservation and biological diversity.Trends in ecology & evolution,32(1), pp.31- 40. Chopra, K., 2019. Vroom’s expectancy theory to motivate academic library users in India using grounded theory approach.Global Knowledge, Memory and Communication. Thiagaraj,D.andThangaswamy,A.,2017.Theoreticalconceptofjobsatisfaction-a study.International Journal of Research-Granthaalayah.5(6). pp.464-470. Meymandpour,R.andPawar,P.,2018.StudyofExpectancyMotivationinIT Developers.Telecom Business Review.11(1). p.6.