Organizational Behavior Assessment 1: Stakeholder Needs & Relations

This project analyzes two key questions related to organizational behavior. The first question explores the evolving relationship between employers and employees in the modern workplace, examining how factors like increased competition and changing employee expectations are reshaping this dynamic. The analysis highlights the decline in traditional employee loyalty and the need for employers to adapt to meet the needs of a more flexible workforce. The second question examines how organizations become more effective by satisfying stakeholder needs and expectations, emphasizing the importance of ethical business practices and corporate social responsibility. The project provides real-world examples from the workplace and references academic sources to support its claims. The assignment is a presentation with visuals and notes, as well as a word document with a full critical analysis of the questions, and it provides a comprehensive understanding of the key concepts of organizational behavior.

Running Head: OB
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Organizational Behavior
(Student Details: )
3/25/2020

OB 1
Answer 1
“Employer and employee relationship are changing in the modern workplace”
In the digital era, the relationship between employer and employee is continuously
changing in contemporary workplaces. This statement needs to be analysed and explored
here. Based on modern workplace experiences, it is evident that the employment relationship
refers to the legal link amid employees and employers ( Mills, Helm Mills, & Bratton, 2010).
The relationship or the link often exists whenever a person performs work or services in some
set conditions for getting remuneration. This relationship possesses so many other things
which are constantly changing in today’s workplaces (Arnold, Silvester, Cooper, Robertson,
& Patterson, 2005).
For instance, several decades ago, people used to spend their whole lives at the same
workplace, while retiring with a full pension from the employer. On the contrary, today this is
not the case, because nobody wants to work at the same workplace for life. It can be said that
the loyalty between employees and employers has been lessened to a large extent. However,
such changes have not occurred overnight and many other reasons accelerated them ( Mills,
Helm Mills, & Bratton, 2010). For example, the recession is one of the reasons that the
relationship between employer and employee has been changed a lot in modern workplaces.
The modern management experts suggest that to maximize employee productivity, loyalty
and commitment, employers need to work towards wages, health and other things for their
employees. Similarly, when an employer is taking a step then employees should take many
steps towards their work and productivity so that relationships can be made strong (Arnold,
Silvester, Cooper, Robertson, & Patterson, 2005).
Being an HR advisor, I have realized that there are some important examples with
which it can be explained why the relationship between employer and employee is being
evolved and changing these days. The first example is that increased competition is being
seen everywhere (Russo, Shteigman, & Carmeli, 2016). Due to increased competition, things
such as pay, performance expectations, working hours and everything in between employer
and employee are changing and getting modified continuously. The second example of this
changed employment link is the broken psychological contract between today’s employee
and employer. It is because modern employees easily become demoralized by slowly rising

OB 2
salaries or, salary cuts (Lăzăroiu, 2015). The modern employees need flexibility from their
companies in the way they want.
Answer 2
“In general, organizations are more effective when they satisfy stakeholder needs and
expectations”
In this era, organizations are being considered more effective when they can satisfy
stakeholder expectations and needs efficiently. Although, the organizational effectiveness can
be measured as well as represented with several perspectives, yet this measure is highly
important (Arnold, Silvester, Cooper, Robertson, & Patterson, 2005). It is because the
relationship of an organization with its stakeholder shows that organization is fit with the
external environment. Thus, the organization is effective when it is able to satisfy the key
requirements and thereby expectations of key stakeholders (McShane & Glinow, 2017).
In general, understanding the stakeholder perspective of organizational effectiveness
is highly important and essential. In this context, a stakeholder is an entity that directly or
indirectly impacts as well as gets affected, by the organization’s actions and objectives. In
other words, the relations with stakeholders are dynamic as they can easily be managed as
well as negotiated by an organization. This is the reason that organizational effectiveness
measured on the basis of the stakeholder perspective is the ideal organizational effectiveness
(McShane & Glinow, 2017).
Apart from this, organizations are more effective when they satisfy stakeholder needs
and expectations because it shows that the organization is following ethics, values and
corporate social responsibility principles in an effective manner. Being an HR advisor, I can
easily mention that, when company prioritise their stakeholder interests and expectations then
it is doing business ethically and morally in the marketplace (Lăzăroiu, 2015).
In addition to that, modern and efficient businesses exist when they can meet the
expectations of stakeholders. In other words, such businesses or organizations are set up as
well as operated for producing profit for not only their owners and investors but also for their
stakeholders (Lăzăroiu, 2015). Based on the above discussion, it is evident that modern
organizations must consider and fulfil the needs as well as expectations of the stakeholders as

OB 3
it shows their ability to help and thereby hinder their daily operations. in this way, when a
business has identified its stakeholders’ needs and expectations then they can realize their
importance to the business (Arnold, Silvester, Cooper, Robertson, & Patterson, 2005). Thus,
the role of each stakeholder to the business often determines the degree to which the
organization attempts to accommodate the stakeholder for planning their actions.

OB 4
References
Mills, A. J., Helm Mills, J. C., & Bratton, J. (2010). Organizational Behaviour in a Global
Context. canada: broadview press.
Arnold, J., Silvester, J., Cooper, C., Robertson, I., & Patterson, F. (2005). Work Psychology:
Understanding Human Behaviour in the Workplace. UK: Pearson Education.
Lăzăroiu, G. (2015). Work motivation and organizational behavior. . Contemporary Readings
in Law and Social Justice, 7(2), 66-75.
McShane, S., & Glinow, M. (2017). Organizational behavior. Delhi: McGraw-Hill
Education.
Russo, M., Shteigman, A., & Carmeli, A. (2016). Workplace and family support and work–
life balance: Implications for individual psychological availability and energy at
work. the journal of positive psychology, 11(2), 173-188.