Organizational Behaviour: Evaluating Employee Performance and Teamwork

This essay delves into the realm of organizational behaviour, analyzing the performance and interpersonal dynamics of employees within a company. The student evaluates three employees: Phil, Pavel, and Amita, offering advice to a manager, Liza, on their employment. The analysis focuses on each employee's strengths, weaknesses, and contributions to the team, considering factors such as teamwork, interpersonal skills, work ethic, and career goals. The essay argues for the dismissal of Phil due to his lack of teamwork and poor interpersonal skills, while advocating for the retention of Amita, a hardworking and conscientious employee. The analysis uses references to support the arguments. The essay aims to provide insights into effective leadership and the importance of team dynamics in achieving organizational goals. The author provides advice on how to handle specific employee situations and the rationale behind each recommendation based on the given context.

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

1ORGANIZATIONAL BEHAVIOUR
If Liza confided in me and asked me for advice, I would advise her to discharge
Phil. Even though Phil has been with the company since its inception, and is extremely good at
his job, Phil is not a team player. “For a company to grow and flourish all members of an
organization should work together as a team and be team players” (Boies, Fiset and Gill 2015)
which Phil is not. Phil is also not very good with his interpersonal skills. I feel Phil is also a little
self – centred wherein he sees a technical problem as a personal challenge that has to be
overcome, rather than asking for help from people who are more knowledgeable than him. If Phil
had sought advice from people who are more knowledgeable than him, then the problem would
have been solved more quickly. But Phil does not seek help from anyone, not even from those
who are more knowledgeable than him, and considers every problem to be a personal challenge
and tries to solve the problem himself no matter how long it takes. In doing this, he comes across
as “a person who is a little selfish who thinks more about himself than about the welfare of the
company.” (Katzenbach and Smith 2015)
Ideally Lisa should dismiss Pavel because he seems a bit clueless especially as to
where his career is heading, but because Pavel is her partner, and she loves Pavel and has been in
a relationship with Pavel for four years, and is now expecting a baby with him, I don’t think Lisa
will discharge her own partner from the job. I don’t think it would be right for her to dismiss her
own partner, more so because Pavel was the one who had informed Lisa about this job at
Gallagher’s and had encouraged her to apply. Pavel has been very supportive and helpful
towards Lisa and if it was not for Pavel, Lisa would not have even known about this job at
Gallagher’s and also, would not have been the Customer Service Manager at Gallagher’s. Hence
I feel Liza should not dismiss Pavel because she loves Pavel and owes a lot to Pavel. Liza and
Pavel also needs the money as they are expecting a baby.

2ORGANIZATIONAL BEHAVIOUR
As for Amita, she seems to be a very conscienctious person who is also a perfectionist.
Amita is also a very hard working girl who apart from working in this company is also working
towards a professional qualification in marketing. Amita seems to be a very focused and a hard
working person. Amita is also a very helpful person who helps her colleagues and her colleagues
can depend on her in case of an emergency. Even though Amita tends to focus too much on the
detail rather than the big picture, she could change with experience. Thus I feel Liza should not
dismiss Amita as she is a hardworking, conscienctious, helpful and a dependable person.
If I was Liza, then I would dismiss Phil.

3ORGANIZATIONAL BEHAVIOUR
REFERENCES:
Boies, K., Fiset, J., & Gill, H. (2015). Communication and trust are key: Unlocking the
relationship between leadership and team performance and creativity. The Leadership
Quarterly, 26(6), 1080-1094.
Eubanks, D. L., Palanski, M., Olabisi, J., Joinson, A., & Dove, J. (2016). Team dynamics in
virtual, partially distributed teams: Optimal role fulfillment. Computers in human
behavior, 61, 556-568.
Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial
motivation to team processes and effectiveness. Academy of Management Journal, 58(4),
1102-1127.
Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.