La Trobe University: Kahoot Australia Organizational Behavior Report

This report, prepared for Kahoot Australia by Alpha Consultants, examines the company's organizational behavior, specifically focusing on employee engagement and related issues. The report identifies several problems, including employee dissatisfaction, lack of motivation, and conflicts within various teams, such as software engineers, advertising, and call center staff. These issues are attributed to factors like technological changes, workload pressures, and organizational cultural shifts. The report links these challenges to employee engagement theory, emphasizing the importance of a fully engaged and motivated workforce. It recommends implementing focused organizational approaches, establishing an engagement board, and utilizing Kahn’s theory to address issues related to meaningfulness, safety, and availability. The report suggests practical steps like awareness training, involvement programs, and flexible working hours to enhance employee engagement and foster a positive work environment. It also highlights the importance of interpersonal connections and appropriate working conditions to motivate employees and improve overall organizational performance.

RUNNING HEAD: Organizational Behaviour 0
Kahoot
Organizational Behavior

Organizational Behaviour 1
Contents
Issue identified......................................................................................................................................2
Reason of occurring issue......................................................................................................................2
Theory of concept..................................................................................................................................2
Link of the concept almost....................................................................................................................3
Recommendation for the issue...............................................................................................................3
Ways to implement................................................................................................................................4
Appropriate recommendation................................................................................................................4
References.............................................................................................................................................6

Organizational Behaviour 2
Issue identified
Kahoot realised that some issues are growing internally within the staff. The staff within the
Kahoot is not happy with the positions in the organization after spending there to ten years in
the organization. The software engineers found themselves stuck with the same work from
the last few months (Lăzăroiu, 2015). They are not enjoying the work assigned to them.
There are also some other teams which are facing issues in the organization like the
advertising team was assigned a project for the growth of the Kahoot in Australia but no
project has been finalized by the team as the members of the team do not agreed with each
other’s opinions and the competition is also high within the workforce. The members of the
call center team are also not engaged in their roles as new training program has been added.
This new training program made employees work for the extra hours in the week along with
the weekend which resulted in many conflicts among the team. It resulted in lower
engagement over time. On the other side, the human resource management team observed
that the recent changes taken place within the Kahoot made department to struggle and figure
out the several methods to measure job attitude within the organization. All these issues
affected the motivation, teamwork, engagement and job attitude of the employees in the
Kahoot.
Reason of occurring issue
The issues have occurred in the Kahoot due to the competitive changes taking place in the
external environment. The changes are being experienced at faster rates. The technology also
gets updated and replaced from time to time. When the software engineers in the Kahoot got
to work on the same work and no technology has been replaced created dissatisfaction among
the employees. The brands now a day function on the basis of the advertising. It is the
advertising which has a great role in the growth of the brand. But incapability of finalizing
the project in the Kahoot represented less engagement of the employees. The workload on the
staff due to the pressure increase from the external environment caused conflict within the
call center team. The organizational cultural changes were represented by the human resource
management team due to the organisational issues (Gelfand, et al. 2017).

Organizational Behaviour 3
Theory of concept
After making an assessment, it has been evaluated that there is a lack of engagement of the
employees towards the organization. So the engagement theory can be linked to the issues
faced in the organization. The theory of employee engagement makes sure that the workforce
is completely engaged and is fully switched at their jobs. Being engaged indicates that they
are completely involved and engrossed in work (Miner, 2015). The employee engagement
also represents two-way relationships of trust and respect between the employer and
employee. It also necessitates directors and managers of the organization to convey their
expectations clearly to the employees. It empowers to the employees and results in creating
an appropriate environment. Employee engagement is all about creating working conditions
in order to attain strategic goals of the organization. The engaged employees put all the
efforts and enthusiasm towards their work. The HR manager can even make efforts to engage
employees by motivating them to contribute to the business. It even results in increasing the
sense of well-being (Podsakoff, Mackenzie, & Podsakoff, 2016).
Link of the concept almost
The theory of employee engagement is based on the concept of the engaged user’s experience
with the technology. This concept goes other than the usability of human computer
interaction. The employee’s engagement is characterized by the attributes of challenges,
feedback, sensory appeal, aesthetic, interactivity, perceived control, awareness, time,
motivation and effect. The engagement process can be understood in the four stages like
engagement point, engagement period, disengagement and reengagement (Lu, Lu, Gursoy, &
Neale, 2016). The engagement framework represents the intrinsic relationship between
usability and engagement which needs to be explored for the further basis. The engagement
concept is linked with the usability of the effectiveness, efficacy, and satisfaction.
Recommendation for the issue
Kahoot is recommended to make use of the focused organizational approach in order to
resolve issues and improving employee engagement. The high-level measures should be
adopted like the formation of engagement board through wide awareness training and worker
involvement programs. In order to attain complete benefits of the employee engagement, it is
required to be taken seriously at all the levels. For integrating engagement, the customer
satisfaction dimension is taken as the employee bonus scheme (Stoeber, & Damian, 2016). It

Organizational Behaviour 4
is also recommended to establish an engagement board which is made up of the senior
personnel to promote the culture engagement. The board can even set up engagement forums
to comprehend the engagement better from with the employees. The new approaches can be
employed are awareness can be raised and can reboot the power of the employee
engagement. The full review of the communication can be carried out for developing
strategies and the tactics which can enhance the engagement like recognition stories for their
efforts, promoting employees, rewarding them and recognizing their accomplishments. It is
also recommended to Kahoot to implement involvement programs in order to facilitate
engagement, for instance, providing flexible working hours and no workload on the
weekends.
Ways to implement
Kahoot is required to have a team of fully committed and engaged employees who can
always contribute efforts and go above the implausible value asset. Kahn’s theory of
employee engagement can be used to recognize the conditions which create an issue. This
theory focuses on the conditions in which individuals can bring themselves into mainly
fortask behavior. This theory can be implemented with the following findings:
Meaningfulness: The theory finds out if the employees find their work significant enough to
permit them engaging.
Safety: Do the employees found themselves by contributing full efforts in the organization
without the risk of adverse consequences (Azim, et al. 2019).
Availability: Do the employees feel physically and mentally fit to connect themselves at the
specific movement.
This theory has found out that the experience of the employees at the workplace in several
movements can cause variations in the engagement (Anthony‐McMann, et al. 2017).
Appropriate recommendation
It is an appropriate recommendation to apply Kahn’s theory of employee engagement as it
can motivate employees. This theory provides the appropriate working conditions to the
employees for instance; there should be appropriate physical environment requirements. The

Organizational Behaviour 5
employees should be offered with all the things they can make progress in Kahoot (Bailey, et
al. 2017). According to this theory, it has been considered that interpersonal connections
enable employees to connect themselves with the organization. The theory aims at creating
the appropriate environment and culture in order to engage employees and flourish
organization. Employee engagement theory has also transformed management practices. The
impact of the theory is also wide from increasing employee’s satisfaction to the high retention
(Mone, & London, 2018).

Organizational Behaviour 6
References
Anthony‐McMann, P. E., Ellinger, A. D., Astakhova, M., & Halbesleben, J. R. (2017).
Exploring different operationalizations of employee engagement and their
relationships with workplace stress and burnout. Human Resource Development
Quarterly, 28(2), 163-195.
Azim, M. T., Fan, L., Uddin, M. A., Abdul Kader Jilani, M. M., & Begum, S. (2019).
Linking transformational leadership with employees’ engagement in the creative
process. Management Research Review.
Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and
outcomes of employee engagement: A narrative synthesis. International Journal of
Management Reviews, 19(1), 31-53.
Gelfand, M. J., Aycan, Z., Erez, M., & Leung, K. (2017). Cross-cultural industrial
organizational psychology and organizational behavior: A hundred-year
journey. Journal of Applied Psychology, 102(3), 514.
Lăzăroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings
in Law and Social Justice, 7(2), 66-75.
Lu, L., Lu, A. C. C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction,
and turnover intentions: A comparison between supervisors and line-level
employees. International Journal of Contemporary Hospitality Management, 28(4),
737-761.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Podsakoff, P., Mackenzie, S., & Podsakoff, N. (2016). Organizational citizenship behavior:
introduction and overview of the handbook. In The Oxford Handbook of
Organizational Citizenship Behavior. New York, NY: Oxford University Press.

Organizational Behaviour 7
Stoeber, J., & Damian, L. E. (2016). Perfectionism in employees: Work engagement,
workaholism, and burnout. In Perfectionism, health, and well-being (pp. 265-283).
Springer, Cham.