The three categories of organizational behaviour

Running head: ORGANIZATIONAL BEHAVIOUR
ORGANIZATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

ORGANIZATIONAL BEHAVIOUR1
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Issues in organizational structure:..........................................................................................2
Required changes and proposal of change management:......................................................4
Interpersonal issues:...............................................................................................................5
Demonstration of attitudes and motivation by the key players and employees:....................6
Impact of Linda’s leadership on organizational changes:......................................................7
Alternatives:...........................................................................................................................7
Recommendations:.................................................................................................................7
Conclusion..................................................................................................................................8

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Introduction
The study involving the performance of both individual and group performance in an
organization is known as organizational behaviour. In organization behaviour, the study helps
in examining the human behaviour within a working environment and depicts the influence
of performance, motivation, communication and leadership (Rothaermel, 2017). The three
categories of organizational behaviour are work groups (meso-level), micro-level which deals
with individuals within an organization and macro-level, which determines the behaviour of
the organization. The purpose of the paper is to understand the issues within an organization
to identify the need for changes and responds to the need for problem resolution and change
management in the organization. The paper will construct the responses based on the case,
‘Consulting for George Lancia’. In this paper, the interpersonal issues will be reflected in the
discussion on how attitudes and motivation can affect the employees and key player
relationship in an organization. The paper will be concluded by presenting suggestions on the
potential alternative, which can improve the current situation of the organization.
Discussion
Issues in organizational structure:
Organizational structure of an organization serves as the guidance, which allows
employees and management to understand the official reporting links within an organization.
Organizational structure helps in demonstrating the relationship or link, which governs
workflow in an organization (Ahmady, Mehrpour & Nikooravesh, 2016). The organizational
structure should be able to incorporate flexibility, readiness for growth and well-defined
positions in an organization.
A strong and effective organizational structure is positively influenced by
communication, unity in approach and message creation as well as a well-structured

ORGANIZATIONAL BEHAVIOUR3
hierarchy. Any issue in the organization structure can directly impact on the overall
productivity of an organization and causes internal conflict (Winnubst, 2017). For the
purpose of maintaining robust frameworks in an organization, a strong organizational
structure is very crucial.
The issues identified in George’s organization with respect to the organizational structure are:
Conflict in the departmental loyalty- This is one of the most concerning aspects of a poorly
structured organizational hierarchy. According to the case, every venture in George’s
company, the departmental personnel are experiencing and causing various conflicting
practices, which is directly impacting the productivity and profit maximization motive in the
company.
Lack of response plan for the pending change requirements- From the case, it is clearly
evident that the organization is behind in responding or restructuring for the identified need
of changes and concerns in various ventures of the organization (Bolden, 2016). The industry
changes like the governmental policies and restrictions as well as the requirement of the
change for managing the losses or loss of control faced in the sections like restaurant and the
home (Linton, 1994).
Lack of clear communication- There is a lack of communication between the organizational
hierarchies. According to the case, the restaurant staffs are unaware of the actual owner of the
company, which reflects a huge gap in the communication between the higher management
or owner and the employee groups (Linton, 1994). Moreover, the case depicted ineffective
communication strategy adopted by George in handling the restaurant business as the
majority of the communication between George and Kevin in from grilling sessions.
Unclear management structure and lack of employee involvement- The case demonstrated
that George solely made every decisions and approval. The decisions and approvals of the