Organizational Behavior Analysis and Application

This assignment delves into various aspects of organizational behavior. It examines trait versus behavioral leadership theories, providing examples from 'Profile International' in Australia. It compares motivational strategies used in the UK and Europe, highlighting differences in approach. The assignment also analyzes a recent horror movie, demonstrating how group dynamics influence individual performance. Finally, it discusses delegation of power within organizations, emphasizing the CEO's role in establishing strategic direction and empowering employees.

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

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ORGANIZATIONAL BEHAVIOR
Task 1
1. The trait theory of leadership says that a leader must have those personal
characteristics or traits of that of a successful leader. There are certain traits that a
successful leader must have and if they have those listed traits then they can become a
successful leader. However, behavioral theory of leadership signifies that to be a
successful leader it is their actual behavior and action that matters rather than any trait
or characteristics. It further says that powerful leadership quality is the outcome of
constructive role behavior. Thus, both these theories are well grounded (Northouse
2015).
2. Taking the example of an organization called ‘Profile international’ in Australia
criteria on which organizations put emphasis while selecting and developing effective
leaders can be explained. Firstly, a leader should a powerful communication skill
where they must able to listen as well as instruct. Leaders need to be adaptive and
adjust to any difficult situation. They must have that personal relationship with their
followers so that they can trust their leaders and feel valued. Effective leaders have
the skill to develop others and utilize the opportunities for development and lastly,
leaders must have an awareness of their own development to guide their team for
further developments (Yukl 2012).
Task 2
In UK, the organizations usually motivate their staffs by treating them equally and
with respect. Every staff is praised in public when they deliver a good work along with
feedbacks that actually help them to grow. The organizations are always true to their ethics so
that their employees can lead by an example. However, they also encourage their staffs who
never user their leaves to take a leave, believe in a no blame culture, flexibility and they also

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motivates their staff by keeping the communication with their staffs open so that their voices
can get ears (Lazaroiu 2015). On the other hand, in Europe the motivation techniques that
they use are to make their employees know that the employees are trusted to give their best to
the company. They set small goal every week for their staffs to achieve them, a purpose is set
for the staffs to recognize the vision in a better way. Individually the staffs are motivated
rather than the whole team. Rewards are given which is based on the feedbacks of the works
done. However, they give their employees to lead and make them see a bigger picture of how
they are contributing to the end goal (Manzoor 2012).
Task 3
The recent movie that I watch is Annabelle: Creation, which I went to see with my
best friend. I absolutely love the movie, as I like watching horror movies. According to me, it
had some satisfactory scary scenes that made me skip my heartbeat. Whereas my friend
thinks that it was bit slow and in comparison to the original Annabelle, this part is less
satisfying. However, for me the director actually has the idea of how to maintain the tension
by using silence. It was not at all slow rather a mystery, which was developing into
something more terrifying. The actors did a brilliant job, which I think is even better than the
previous one. The reason behind this contrasting perception towards this movie is definitely
our differences in interests, sex and beliefs. These definitely play a role in our perception and
choices. However, my friend’s interest lies in more of action related movies because for him
horror movies have the same cheap scares and is too cliché. In contrast, my interest lies in
this type of movies and I have my belief in negative forces or ghosts. Therefore, I hugely
enjoyed the movie as it kept me tensed, amused and thrilled until the end.

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Task 4- why don’t team works like they are supposed to
1. Yes, definitely the elements that Hackman has identified are effective for team
performance. If teams are small then it becomes easier to monitor them individually
as well as proper guidance can be achieved. Along with the team, individual members
must have well defined responsibilities and so along with group rewards individuals
must also be rewarded for their performances (Driedonks, Gevers and van 2014).
2. Apart from what Hackman has already stated, the other effective conditions for an
effective team can be a clear and always encouraging goal, effective communication,
proper monitoring of the performances along with relevant and direct feedbacks.
Shared commitment among the individuals should be there towards the organizational
goal, the working climate must enhance collaboration among the staffs. However,
employees must have the clear idea for an excellent performance and lastly,
organization has its full support and recognition for their employees (West 2012).
3. The facts that should be considered are the group development and another important
factor is dividing the responsibility equally among the workers. When dealing with
new employees it should be considered that, they must feel that they are an important
factor who is contributing effectively. Thus, to encourage them, works are to be
equally distributed keeping in mind their skills and knowledge.
Task 5- Delegate power or keep it close
1. Being the CEO the main task should be of creating a business plan first which must
clearly identifies the mission and goal of the organization. Thus, I would have given
the responsibilities of management to my employees, which includes strategizing the
marketing, accounting and technological areas.

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2. Awareness of being constantly supervised actually hampers the performance and so
Parks must share a cordial relationship with her employees so that a bond of trust is
created. She needs to make them realize that they are trusted with the responsibilities
that are given to them and their work plays an important part in the organizations
growth (Austin 2013).
3. In today’s business, it is a wise decision to give the projects to the employees, not that
full controls are to be given in unskilled hands but rather to distribute the charges to
the trusted employees. Executives should not give away all the rights but rather they
must make the work done under their guidance.
4. The top executives must never delegated decisions regarding hiring new employees,
discipline, praise and recognitions, motivation, vision of the organization and
performance appraisals. However, top executives must never give their employees the
overall responsibility because whatever happens in the business the blame is on the
top executives. The decisions related to the development of their immediate
subordinates should also be restricted to them (Pettigrew 2014).

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References
Austin, R.D., 2013. Measuring and managing performance in organizations. Addison-
Wesley.
Driedonks, B.A., Gevers, J.M. and van Weele, A.J., 2014. Success factors for sourcing teams:
How to foster sourcing team effectiveness. European Management Journal, 32(2), pp.288-
304.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical
Investigations, 14, p.97.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational
effectiveness. Business management and strategy, 3(1), p.1.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
West, M.A., 2012. Effective teamwork: Practical lessons from organizational research. John
Wiley & Sons.
Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more
attention. The Academy of Management Perspectives, 26(4), pp.66-85.