Organizational Behavior Analysis of Goodway Mill Employees Report

This report provides an analysis of organizational behavior within the context of Goodway Mill, a company with over 3000 employees. The report focuses on the food department, examining the impact of leadership, group dynamics, and individual perceptions on employee behavior and performance...Read More

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational behaviour

ORGANIZATIONAL BEHAVIOR 1
Executive Summary:
Organizational behavior is related to the study of the behavior of individuals in an
organization. It includes many factors like leadership, motivation, different perceptions of
employees, behavior with each other and within the group. These all factors collectively are
responsible for the effective running of organizational behavioral practices. Organizational
behavior also depends upon the rules and regulations framed by the management of an
organization. This report will examine organizational behavior of the employees of
‘Goodway’. ‘Goodway’ is a mill providing employment over 3000 employees. The mill
facilitates its employees by providing food facilities at the workplace. For proper
management of food facilities, management has established a food department consisting of 5
employees.
This report highlights diversified behaviors of the employees of food department. This also
reflects the issues that occur among the employees because of lack of behavioral approaches
by the leader as well as the management. The report also recommends the use of various
theories of organizational behavior in order to improve work efficiency of employees. The
report is based on a roleplay which deals with the situation when the manager of the food
department give resign from his designation and all the employees were in a shock after this
news. By studying this report, it would be easy to develop a sense of importance and need for
organizational behavior.

ORGANIZATIONAL BEHAVIOR 2
Table of Contents
Executive Summary:..................................................................................................................1
Introduction:...............................................................................................................................3
Leadership factors:.....................................................................................................................3
Group Dynamics:.......................................................................................................................5
Perceptions:................................................................................................................................7
Motivation/Job design/Rewards:................................................................................................8
References................................................................................................................................11

ORGANIZATIONAL BEHAVIOR 3
Introduction:
An organization refers to a body of individuals who perform different tasks as per the
requirement of the firm to achieve a common goal. Organizational behavior is directly related
to the production, understanding, and control of the behavior of employees in the
organizations. It is a well-known fact that the behavior of individuals is different while
working in the organizations and their behavior is different while working separately. Thus,
organizational behavior is the study of the human behavior in their roles of organizations. It is
also concerned with the application of knowledge about the act and behavior of people in the
organization. Organizational behavior also acts as a human tool for the benefit of human
resources (Iedunote, 2017). It relates broadly to the activity of employees in the organization
irrespective of their working fields. Various theories of organizational behavior have been
given by different authors in order to understand different stages of organizational behavior.
These theories also help to identify the level of control on individual’s behavior and also
provide a framework to establish a sound and effective organizational behavior functions.
This report will be discussing various theories and their implications for individual’s
behavior. This report will brief about a steel mill “Goodway” which is a friendly organization
to its employees. The company also provides food for the employees working in it. The
report will reflect the management of food service department and the behavior of employees
working on different levels in the same department (Study.com, 2018). While discussing the
behavior of employees and their impact on organizational performance, theories of
organizational behavior are used to describe leadership, motivation, reward system,
communication, job stress and group dynamics. This report will also help to understand that
how individual deals with different situations while performing duties in the organizations.
The employees of “Goodway” face the situation which can occur in any organizations in the
day to day activities. This report will focus to identify the main causes of the problem with
the employees working in food department so as to provide an overview of the study
(Kitchin, 2010).
Leadership factors:
The news of the resignation of our manager Amir was very shocking to us. Because
he used to manage all his responsibilities effectively towards the team members. He was very
calm and polite to the team and most importantly, he was carrying a good experience of
working in the food department. His experience had been proved very helpful to us in

ORGANIZATIONAL BEHAVIOR 4
performing day to day activities. Although our new manager, Alaa has been working with our
organizations for more than 15 years as the manager of Dining Service Department. His
performance was also very good in his department and the employees of his department used
to praise him for his managerial activities (Patton, 2018). All of our team members did not
have any problem with the new manager except Mohammad, Assistant Department Manager.
Because he used to enjoy at the workplace and did not perform his duties well because Amir
is the uncle of Mohammad and he used to take advantage of this relationship. On the other
hand, Fatima was worried about her promotion because Amir had assured her to promote at
the position similar to Mohammad. She was very happy and excited by the news of her
promotion but now she was worried that whether Alaa was aware of her performance and she
would get promoted or not (Laura, 2012).
Working as the manager of the food department was not difficult to Alaa. Team
members knew the fact that he was a senior employee of the organization having experience
of 15 years which was enough to handle the responsibilities of a manager. But it a fact of
human behavior that changes are always resisted. So in the case of Alaa, Team members did
not like the replacement of their manager and it also had affected their performance for some
time (Waters, 2017). They faced some difficulties in managing with Alaa because of the
leadership qualities of Alaa and Amir were different. Although Alaa used his all experience
to meet the expectations of management as well as his team members. He did not use
command style of leadership because this would affect negatively the mind of his team. He
used the democratic style of leadership in which he allowed team members to give their
opinion on various decisions like the promotion of Fatima, elimination the burden of Sara by
changing the designation of Zainab. Alaa tried his best the in dealing with the expectations of
his new team (Chumg, Seaton, Cookie, & Ding, 2016). Moreover, Alaa decide that before
making any decision he will ask the team members for their opinion as they know better
about their duties and work. According to the theory, this step generally help him in
understanding and leading their team.
At the initial stage, Alaa was reactive to the problems that were left behind by the
Amir. Alaa tried to identify the root of problems which is the most important function of a
successful leader. Alaa found the reason behind the unproductive nature of Mohammad. He
found that the sense of the power of Amir was the main reason and Mohammad used to think
that nobody could point him out for his activities because of his uncle, Amir. Alaa did not
react rudely to him and made him understand that in order to achieve success and knowledge

ORGANIZATIONAL BEHAVIOR 5
he would have to perform the duties and responsibilities assigned to him. Alaa also analyzed
the work of Fatima because he was well aware of the fact that Amir has assured Fatima to
promote her on the basis of her performance and dedication towards the work. After sorting
out all these consequences, Alaa started to follow proactive nature of leadership. He always
tried to figure out future consequences from employee’s behavior and activities and took
actions prior to eliminate the occurrence of problems (Hyde, Harris, & Boaden, 2013).
At the weekly meeting, Alaa took some important decisions that were encouraged by
the half of his team members. Firstly, he promoted Fatima by examining her previous work
and performance. He did so because Fatima was the deserving employee and according to
Maslow’s need of hierarchy, employees should get recognition for his/her work at the right
time otherwise this may result in demotivating employee’s behavior and functions. Fatima
was very happy to hear the news of her promotion but at the same time, Mohammad was not
happy because Fatima was very hardworking and talented employee and when Fatima would
work at the same designation with Mohammad, then he would also have to work accordingly
otherwise he would be get noticed. This reflected the proactive nature of leadership that is
followed by Alaa.
Another decision Alaa took in the meeting was related to Zainab. He changed the
designation of Zainab after discussing with Sara and Mohammad, form the personal secretary
of Mohammad to her prior designation of secretory and co-worker of Sara. This decision was
appreciated by all the team members except Mohammad. Sara was also happy because her
burden of work would get divided as earlier (Alabi & Alabi, 2014). This reflects that the Alaa
has done an amazing job when Amir left issues behind. He made use of the trait theory of
leadership. According to this theory, the leader makes use of its characteristics to take a
successful decision. Alaa is working from 15 years so he had characteristics which made him
successful. Core traits which helped him to manage the crises after Amir and to take
necessary steps to promote the team include motivation, self-confidence, and knowledge of
business, honesty and integrity, emotional maturity and many others.
Group Dynamics:
While performing the duties of a leader, Alaa followed group dynamics with his team
members. The team members also supported their new manager. Although Mohammad did
not like the promotion of Fatima still he did not oppose to the decision because he held an
opinion that deserving employee should be promoted in order to enhance the performance of

ORGANIZATIONAL BEHAVIOR 6
the team as well as the organization. Similarly, Alaa did not react as a very senior person of
the organization. He took sufficient time to understand the nature of team members and their
workings and he also did behave very politely to all the members of the team. He did set out
an action plan for next 15 days and distributed the responsibilities to all the employees
according to their capabilities. One of the main qualities of Alaa that was liked by the team
member that he took all decisions after making discussion with all the team members and
after considering their opinion.
The decisions made by the manager Alla for the well-functioning of his team was
liked by the majority of members. It is the quality of the leader or manager to establish a
sense that success of a team will automatically result in the success of members of that team.
This reflects that Alla used Tuckman theory of group dynamics in which the leader divide the
role of the team members is distributed by them so that they can work flexible and functional
within organization (Whittingham, 2018). Alaa divided the responsibility among the
employees so that they can work effectively. Considering the theory, while taking the
decision he involved the employees for whom the decision has been taken. Although one or
two team member was not happy with that decision they were also not opposing the decisions
because the decision was taken by the mutual consent of employees and leader with the
motive to bring improvement in performance of the group. According to the theory, it is a
very important function of group dynamics that employees are well capable to accept all the
decision that is taken for the purpose of growth of the team (Coleman & Thomas, 2017). Alaa
made understand to Mohammad that Mohammad did not have much work to appoint a
personal secretary. On the other hand, Sara’s burden was increasing by changing the
designation of Zainab. The overall performance of the group would get affected because of
this mismanagement (Stein & Cropanzano, 2011).
The main reasons for emerging conflict were two, first one was the activities of
Mohammad and his decision of appointing Zainab as her personal secretary, another one was
the promotion of Fatima. Because these two reasons could affect the working culture of the
whole group. Alaa handled both of these group conflicts very patiently. Since he was known
to his team, he could not command them to do anything against to their will because it might
create a negative image of Alaa for his team members. He sorted out both the conflicts and
other minor issues with the help of his leadership skills and understanding towards
transformation leadership theories and experience in managing the team. Transformation
leadership theory includes the leaders who work with the subordinates to bring the change

ORGANIZATIONAL BEHAVIOR 7
that for the betterment of organization just like Alaa. Weekly meeting held by Alla was very
effective and created an impact on the mind of team members that as a group they should
have worked together for the accomplishment of group objectives instead of working
separately for individual’s profit (Curry, et al., 2011). This shows the way through which he
is utilizing his skills to bring team member together for the achieving the goals of
organization.
Alla played his role of leader very well as compared to Amir. Because Amir could not
make all the decisions and consult with the team over all matters. He was burdened by the
lending amount of Mohammad's father so he could not say a single word to one of his team
members, which used to result in creating conflicts in the group. But Alla handled the
behavior of each group member very well without over emphasizing anyone (Spindler &
Anantharaman, 2015).
The outcome of the meeting was positive in terms of understanding the behavior of a
new manager and eliminating the conflicts among the team. All the members held an opinion
that they could work together efficiently if all of them perform their job responsibilities with
the help of each other and with the help and guidance provided by their manager. However, it
was not easy to change their mindset in just a meeting but Alla tried his best to motivate them
by explaining the advantages of working together and for the growth of the team. The
meeting ended with the positive results and no one was disappointed due to the conclusions
and decision made by the Alla because he considered the opinions of team members also. He
also assured Mohammad that whenever his burden would be increased and there would be
need of personal assistant than a personal assistant would be appointed to assist in his work.
This made him a little bit satisfied with the decisions taken in the meeting (Forsyth, 2018).
Perceptions:
Individual employees of the team had various different perceptions regarding the
decisions taken in the meeting. Fatima held an opinion that she should have provided a
designation upper to the Mohammad because she was carrying the experience and
educational qualities more than him. In such case, it was not acceptable for her to work with a
person who is not capable to handle his job position and whose performance was not so
effective. On the other hand, Mohammad was feeling insecure by the promotion of Fatima
(Hwang & Lin, 2012). He held an opinion that Fatima should not be given the same position
as him. Zainab was not ready to change his designation form the secretory of Mohammad

ORGANIZATIONAL BEHAVIOR 8
because she did not feel any burden while handling this job position. All the team members
held their own opinions and perceptions but Alla made them understand about the reason of
such decisions and developed a sense of the success of the team and its members. He
analyzed all the perceptions of the team members and handles all those perceptions in such a
way so that all the employees could work freely without any burden on their minds (Witt &
Brockmole, 2012).
At the end of the meeting, all five members of the team were very well known to their
responsibilities to each other as co-workers and towards the organization as an employee.
They were able to communicate with each other without facing any difficulty. They held an
opinion that group can never be developed without the development of its members. All team
members were clear to some extent about the behavior of their new leader. They were a little
aware of the leadership techniques and way of handling a team of Alaa. Alaa knows the fact
that actions matter a lot to change the perception of the individual team member. Since
meetings play an important role while talking about group meetings. In the meeting, members
of a team can interconnect with each other in an informal way. This informal interaction can
help them while performing their organizational duties. Same situations were with the
meeting held by the dining department of ‘Goodway’ (Pitcher, 2015). Moreover, Alaa can
evaluate the perception of the person with visual attributes. This will help Alaa in taking
further steps for the team. This clearly reflects the implementation of the theory of bold
readiness theory which reflects that perception just is covert readiness for action. The meeting
was conducted to understand the perception and to take steps after considering those
perceptions.
The role play has an amount of missing information about the characters of team
members. It has not been cleared that either Amir used to be liked by the team members or
not. This is the determining fact that either they all accepted Alla as their new manager
happily or forcefully. On the other hand, Amir was not presented at the meeting, while all
team members were expecting him to be there. This was also a missing information for all
role players, but on the basis of the existence of the group and group dynamics of continuity
carried on during the meeting, it can be assumed that all team members made feel
comfortable to each other and to their new leader also (Rossi, 2013)..
Salary was the main reason because of which Amir resigned from his job. As per the
socio-psychological theory of organizational behavior, in order to improve the performance

ORGANIZATIONAL BEHAVIOR 9
of employees, it is required that they are paid out according to their work. Employees should
be considered as the most important assets of the organization and it is assumed that an
organization can grow only when its employees are satisfied with their job responsibilities
and pay. In case of ‘Goodway’ mill, although employees were satisfied with their work but
the salary of the dining department was very low (DiTullio, 2010). Considering the case
study, management of the company did not use to give value to dining department and to the
employees working in it. Their salaries were low as compared to the employees of other
departments. For example, Fatima was promoted to a senior level and her responsibilities had
also increased but her salary was not increased. This could be the reason of dissatisfaction
and conflict between Fatima and the management of the company. In order to keep
employees happy and work with the organization for a long time, it is required to value their
work and talent and pay accordingly. Avoidance of this factor can lead to the resignation of
employees of the company (Eshetu, 2015).
Motivation/Job design/Rewards:
According to Alderfer ERG theory of motivation, an employee feels motivated when
his existing needs, related needs, and growth needs fulfills form the work he is doing. In the
role play, Mohammad was capable to fulfill his existing needs of money but he was feeling
unable to fulfill his need for growth. He was expecting more job responsibilities from the job
position given to him. But he did not find any challenging task or activity in his work. He was
also dissatisfied with the behavior of his manager Amir, because Amir did not trust him
enough to assign some challenging work (Motivating factors, 2018). Mohammad wanted to
achieve a managerial position with challenging activities but he was not getting the work
according to his will. Mohammad got demotivated that he was not capable to get the trust of
his manager. Therefore, considering the theory of Alderfer ERG it is very essential for the
leader to motivate their employees towards work. And it is a well-known fact that a
demotivated employee can never perform with his full capability. Demotivation among
employees often leads to decrease in their performance and thus overall performance of the
organization also declines (Kenfer & Gilad, 2016).
The senior supervisor Fatima and A-line supervisor Noor, both were not happy with
the work and job of Mohammad. They held the view that Mohammad was not a deserving
candidate to become an assistant manager. Fatima was not happy because her salary was low
as compared to Mohammad for the same work. On the other hand, Noor was unhappy
because after working for more than seven years, she was promoted to the role of supervisor

ORGANIZATIONAL BEHAVIOR 10
and Mohammad was directly appointed as assistant manager without any experience. Also,
all the staff members including their manager Amir, were held an opinion that Mohammad
did not do anything except passing the time and reading magazines during office hours. This
caused dissatisfaction among supervisor that Mohammad was getting the highest salary
without doing anything and without and specialization. Equity theory of motivation given by
Adam states that positive results and high motivation can only be expected by giving fair
treatment to all employees in the organization (Yamsul, Surachman, Salim, & Armanu,
2013).
Adams theory also states that employees also get demotivated when they feel that
their total efforts and inputs are less than their rewards and outputs. Sara was also facing the
same situation because of shifting of Zainab to another designation. She was overburdened by
the extra work of Zainab, at the same salary. That was the only reason why she had thought to
leave the organization. According to the theory, an employee can never get motivated if the
payment made to him, is not according to work provided by to the organization. This also
creates a negative image of the organization to the employee in terms of employee welfare
(Jerome, 2013).
Fatima had a feeling that she would have to work as Mohammad’s peer. She was
feeling so that she was well aware of the fact that Mohammad did not use to work as per his
designation. So she held an opinion that she would have to work more n more to justify his
promotion and she would also have to perform the work of Mohammad because she could
not give a chance to anyone to point out on her promotion (Theories of Motivation, 2018).
Similarly, she also had a thought that her salary would be lower than Mohammad, this could
provide more power to Mohammad to command Fatima. In organizational behavior, it is to
be said that two persons working at the same position, should perform equal responsibilities
and should get equal rewards for their performance. It there is variation in their duties and
rewards, then there may be a conflict between the two which may lead to decrease in the
performance level of the organization (Lee & Raschke, 2016).
High employee turnover rate is related to the high rate of employees leaving their jobs
because of many reasons. Employee turnover rate includes the employees quitting the jobs
and also those employees to whom the organization has asked to leave. In case of ‘Goodway’
mill, employee turnover rate was relatively high because the company did not value its
human resources. And if employees were not getting value for their work than they were not

ORGANIZATIONAL BEHAVIOR 11
supposed to work with the company (Ingram, 2018). Another aspect was related to the
inappropriate pay scale of employees. As per two-factor theory of Herzberg, employees tend
to work for the fulfillment of their basic needs and if these needs are not fulfilled by the work
they are doing than they are expected to quit their jobs. A similar situation could be felt with
the employees of ‘Goodway’. They were feeling demotivated by the rewards and
remuneration provided to them. Lack of employee welfare and salary issue were the main
reasons behind high employee turnover of the company (Jabeen, 2011).
Form the above discussion of roleplay it can be concluded that in order to achieve
organizational success, team leader and team members should follow the ethics of
organizational behavior. A group can never get success without the individual success of each
of its members. Similarly, the organization should provide a sound and healthy working
conditions so that employees can perform their duties efficiently. The organization should
provide equal opportunities to all of its employees. Leaders should always try to motivate
their employees by guiding them when needed. It can also be understand after studying the
report that organizational behavior is concerned with human nature and behavior while
working with different types of people. In order to maintain good interpersonal relations, all
the employees should work with the thought of success of their own as well as each other.
Theories given by different author should be considered to apply effective control on
employees and their activities. Since organization behavioral practices provide direction to
the employees and well as to the organization, mismanagement of organizational behavior
can lead to dissatisfaction among employees. Employees may get demotivated and this can be
resulted into high employee turnover in the organization. The result can be drawn on the basis
of above study that organizational behavior helps in achieving organizational objectives by
proper management of human resources because human resources are primarily responsible
for the performance of the organization.

ORGANIZATIONAL BEHAVIOR 12
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