Organisational Behaviour: Employee Motivation and Decision Making

This report delves into organizational behaviour, examining the characteristics of different organizational structures through stakeholder analysis and exploring the impact of organizational culture on employee effectiveness using Handy's model. It analyses leadership theories, work relationships, and employee interactions, further evaluating the relevance of organizational culture in developing organizational effectiveness. The report also investigates the benefits and issues of involving employees in organizational decision-making, explains various methods to motivate employees, and evaluates how motivational theories can inform employee motivation, using Atlantis, The Palm as a case study. The analysis covers system thinking, personal mastery and mental models as key pillars of learning organizations.

ORGANISATIONAL
BEHAVIOUR - TASK 1, 2
AND 3

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Different Organizational Structure Characteristics..................................................................3
2. Organization Culture and Impact on the Effectiveness of Organization.................................6
3. Impact of Effectiveness on Learning of Employees................................................................8
4. Evaluation of how Working of Employees in Team Increases Effectiveness ......................10
1. Impact of Different Leadership Behaviour on the Organization...........................................11
2. Change in the Effectiveness of Employees............................................................................12
TASK 2..........................................................................................................................................12
1. Evaluation of Leadership Behaviour Theory.........................................................................12
2. Analysing theories relating to work relationships and interactions.......................................14
1. Evaluating the relevance of organizational culture theory in developing organizational
effectiveness. .............................................................................................................................16
TASK 3..........................................................................................................................................16
1. Analysing the benefits and issues with involving employees in organizational decision-
making........................................................................................................................................16
2. Explaining different ways to motivate employees.................................................................19
1. Analysing how motivational theory can inform employee motivation.................................20
2. Evaluating how Atlantis, The Palm motivates its employees...............................................21
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................23

INTRODUCTION
Organizational behaviour is defined as the study of individual behaviour in the
organization process, the interface between the organization and human behavior and to the
organizational itself. Organization behaviour can be classified in three ways- individuals in
organization, work groups and the behaviour of organization. The organizational behaviour
studies the individual behaviour roles in the organization. One of the major goals of
organizational behaviour is to revitalize organizational theory and to develop an abstract of idea
for organizational life. Organizational behaviour is also defined as, it is directly concerned with
the prediction, understanding and control of individual behaviour in the organization (Stewart,
Courtright and Manz, 2019). The organizational study includes the area of research to improve
job performance, increase in job satisfaction, encouraging leadership, promoting innovations.
Thus, the report will analyse the characteristics and the culture of different organization
and its impact on the organization and employees effectiveness. Further, the research will study
the different leadership theories and analyse the theories with work relationship and interactions.
The study will also research on the ways to motivate employees and analyse the benefits and
issues of involving employees in decision making. The report will also evaluate the
organizational culture theory for developing organization effectiveness.
TASK 1
1. Different Organizational Structure Characteristics
Introduction- There are different organizational structures. To identify the structure of the
organization it can be done through the Stakeholder analysis. Stakeholders are the key part of the
organization in the decision making.
Stakeholder in the organization refers to a person or institutions who have an interest in
the performance of the business which directly affect the practices of company. The stakeholder
includes the managers, staff, employees, directors, family members and investors. The
employees of the organization likes the company which pays higher remuneration and expect the
comfortable working environment. Success of the company depends on the satisfaction of the
employees, the employees which are more satisfied in the organization process will work more
productive towards organization. It helps the company in achieving the goals and also create
value for the customers. The stakeholder analysis was done to identify the power and the interest

of different stakeholder in the organization (Malaeb and Hamzeh, 2018). The Stakeholder
analysis for the characteristics of different organizational structure was as follows:
 Keep Satisfied  Manage Closely
 Monitor (Minimum Effort)  Keep Informed
High power, highly interested people (Manage Closely)- The stakeholders such as
managers and the managing directors were closely managed in the organization performance and
these stakeholders have the high power and are highly interested people in performance of
organization. This Stakeholder has the powers and authorities to take actions in day to day
activities and contributes their ideas and efforts in the organization activities to increase the

performance of the business (Malaeb and Hamzeh, 2018). Their role is to conduct training
session and meetings to maintain relationship with other stakeholders and can track the activities
of the other stakeholders. They were highly interested people because they have high powers in
the organization, they have rights to change the policies of the business and maintain working
environment with the employees and staff.
High power, less interested people (Keep Satisfied)- The stakeholders such as the
investors, governments and the owners who have the high power in the decision makings, but
they were less interested in day to day activities (Palit and Kumar, 2022). They were the
stakeholders which were satisfied from the profit earning of the company. To satisfy this
stakeholder organization should earn adequate profit to satisfy them, the governments were
satisfied to the tax revenue from the business. This stakeholder can impact the organization
performance, if the organization fails to satisfy this people the stakeholder change the policies,
rules and regulations which impact performance of business.
Low power, highly interested people (Keep Informed)- The stakeholders such as
employees are the people which have low power but are highly interested people in performance
of organization activities. This stakeholder performs day to day activities in the organization
performance, but they do not have much power. Managers informed this people for their work
and track their work (Palit and Kumar, 2022). The managers inform these people about the work
and policies and talk with them to ensure no issues and conflicts arise. These stakeholders
provide a direction in the project and are very helpful as they provide details of the project.
Low power, less interested people (Monitor)- The high power people monitor this
shareholder to identify whether the activities are performed correctly or not. The shareholders
such as the visitors, family members or co workers were less interested in the business
performance and have low power in the organization. Organization should monitor these people
but don't bore them by excessive monitoring or communicating. Communicating to this
shareholder engages them to retains in the organization, and they provide a good output in the
project by engaging them (Malaeb and Hamzeh, 2018). As engaging to these people motivate
them to work more effectively and efficiently.
Conclusion- Thus by the stakeholder analysis it has been identified the structure of the
organization. Through the following four steps it was identified. The four steps are the

monitoring of the people, satisfaction of the employee or the stakeholder, managing closely and
informing to the stakeholders.
2. Organization Culture and Impact on the Effectiveness of Organization
Introduction- The success and the management of the organization depends on the culture of the
organization. The culture of the organization provides the effectiveness to the work. It can be
identified the culture of the organization through the Handy's model.
The way of behaving in the organization defines organizational culture (Sarhan and et.al.,
2020). Harrison presents a model of culture known as Harrison's model of culture, Harrison
divides organizational culture into four categories: role, task, person and power culture. This
model of culture was popularized by Charles Handy and followed by Harrison.
Power Culture- Handy defines the power culture as spider's web as all important spider
sits in the centre because the key of the whole organization sits in the centre. The closer to the
spider will more influence the people, organization having this type of culture will respond
quickly, but they are majorly depended on the success and the ability of people at centre. In

power culture size is the major culture, the main power base in power culture is control of
resources (Alshammari, 2020).
Role Culture- The main power source in the role culture is position, peoples are selected
to perform satisfactory roles (Sarhan and et.al., 2020). The organization which follows this
culture are characterized as the specialized area coordinated by a narrow band of standardization
and high degree of formalization by senior management.
Task Culture- Task cultures are followed by the organizations which adopt project based
structural designs. Task culture was depended on the teamwork to produce results, team or group
projects were formed for a specific purpose and it can be reformed. Difficulty in this
organization will be control, the essential controls for concentration to allocation of projects was
retained by senior managers (Sarhan and et.al., 2020).
Person Culture- Most of the organization does not follow person culture, yet many
people adopt its value, person culture is an unusual culture. Individuals are the focal point in this
type of culture, some organization supports the interest of the people before interest of the
organization. Most of the organization culture does not follow this type of culture as following
person objective over corporate objective comprise corporate objective.
Organization culture and structure are sometimes defined as the same, the relationship
between the both are one depends on the other's existence. Organizational culture is a big picture
of the company, culture defines how company does business internally and externally but the
organization culture does not stand without structure. The structure of organization defines how
communication moves from one area to another. At early stages the corporate decides how
organization culture will work and the structure then built the idea in mind at the end. To
effectively work of organization culture and structure helps decision maker to do right things.
Executives of the organization must plan prior planning rather than deciding on that moment to
add new structural elements (Alshammari, 2020). The flow of communication in the organization
structure is important as it changes the culture of organization.
The employees have to be careful towards the new things, it was time consuming for
them. Following the right structure helps the organization to adapt positively on the culture. The
relationship between the structure and the culture enable transition to manage more effectively.
Leadership and management training is very important as it develops the skills of the person to
analyse a business and determining the culture to improve the performance and productivity.

Mismatch in the structure and the culture cause a major disaster (Alshammari, 2020). Many
organizations suffer difficulty due to following two separate cultures with different structures are
jointed together.
Conclusion- Power, Role, Person, Task culture were included in the Handy's model to define the
culture of the organization. The level of distribution was based on the distribution of the power.
Every culture is important for the organization and managing the culture helps in the growth of
the company.
3. Impact of Effectiveness on Learning of Employees
Introduction- The proper learning of the employees in the organization creates the effectiveness
in the working culture of the organization. Through the effective learning employees will
generate innovative and creative idea.
Creativity and innovation in the organization leads to success the organization even more
compare to the intelligence of the individual. Creativity in the organization encourages the
employees to grow the way of thinking. Innovation is implementing the demanded ideas by
putting some creativity practices by the team (Sanyal and Hisam, 2018). Creativity thinking
helps to get ideas which will excite and motivate the employees of the team. In a corporate
framework learning organizational culture helps the employees to expand their skills,
knowledge, opportunities of innovation and also encourage the employees. The founder of the
learning organization Peter Senge breaks the learning organizational culture into five dimensions
which are also called pillars.
System Thinking- The mindset which recognize an organization as system of smaller
complex system to understanding each component by time taking (Akram and et.al., 2018). For
example, if an organization having system workplace, then the teams, individuals, departments
who are working are all interconnected components. Processes, technologies, people having
physical space work in all part of the system and changed in any part of system impacts on the
interconnected components.
Personal Mastery- Organizations which follows personal mastery provides the
employees to become master through the learning continuous education and skill building
opportunities. Personal mastery helps the employees to expand their ability to perform better
results, the employees must apply the learnings to the work. It provides job satisfaction to
individuals, increase in the productivity and growth of the organizations (Afzal and et.al., 2019).

Learning of an individual does not guarantee organizational learning, hence organization learns
from the individual learning.
Mental Models- This model frameworks defines thinking of individual to understand the
concepts and decision makings. For example, Richard Feynman developed a mental model
which was called as Feynman Technique which helps the individuals in learning new concepts
(Akram and et.al., 2018). The model requires the individual to apply the concepts to the topic
which was learned by them and explain the concepts to the individual who is learning.
Building a Shared Vision- This concept includes using of enthusiasm, dialogue,
commitment to drive action. Building a shared vision involves development of people to help
peoples to invest more in the vision's success. Shared vision will naturally evolve over time,
Senge recommends that the organization will share vision where every individual can access,
discuss with team and able to make changes as they gain new perspective and informations
(Sanyal and Hisam, 2018).
Team Learning- Team learning is defined as the sitting of individual in a group for
training sessions. It requires team to learn through collaborating and mutual understandings.
Team learning includes two key components discussion and dialogue. Every team member was
provided an opportunity to contribute their values, challenges or problems group is facing and
individuals are able to ask questions and provide additional contexts and ideas which they
learned (Akram and et.al., 2018).
Learning outcomes impacts an employee by increasing the efficiency, productive and
profit of the organization. It also increases the satisfaction of the employees and creates an
improvement in mindset of employees. Learning culture also develops a sense of ownership and
accountability and enhance the ability of workers to adapt the change in environment. To
effective learning of an employee in the organization the knowledge and the information must be
related to the business. Individuals working in the organization should not learn individually they
should work as a team. Sharing learning to other individuals in company increases the staff and
solve the problems more efficiently (Afzal and et.al., 2019). To create a learning culture in the
organization the leaders should plan formalize training program and develop plans at the
workplace. Employees who learned the skills were recognized to provide skill to others and after
conducting sessions get feedback from individuals. Promote the individual who his working

more effectively and efficiently which motivates individual and develop the knowledge and
information in a formal process.
Conclusion- The impact of the effectiveness of the employees can be measured through the team
learning, through systematically thinking, personal mastery, mental models and by building a
shared vision. These dimensions or the pillars helps in learning the employees in the
organization.
4. Evaluation of how Working of Employees in Team Increases Effectiveness
Introduction- Every organization can get success in the work through proper management.
Working in a team helps in better learning and it provides the opportunity to every employees to
share their innovative ideas for the project.
A group of individuals working with similar skills, knowledge, specialization in field and
expertise come together on a same platform to perform relative or same task is defined as a team.
Team work motivates employees to contribute their skills and values to a common goal by
accomplishing the task with the desired time frame. Effectiveness of work done in a team by
choosing the right team member and choosing the right leader with proper communication
between all individuals. The key factors in effective team making is good leadership and good
understanding and trust of every individual. Individual should work as a team rather than
working alone which helps in easy completion of work and able to deliver work timely (Van Der
Lippe and Lippényi, 2020). Employees working in a team are considered as the most efficient,
confident, reliable, satisfied and proactive as compared to individual working alone.
Person who handles multiple task and responsibility individually will not be able to
deliver results on time. Working in a team deliver quick results and solution to the problem
compared to individual working in a team. Increasing efficiency of employees team work plays
an essential role which benefits the organization in achieving higher profits. Working in a team
leads to proper delegation of responsibilities according to the employee's expertise, knowledge
and skills. When the employees working in a team with knowledge, skills and expertize then the
target of the team achieved timely with zero or minimum errors (Paais and Pattiruhu, 2020). An
individual working in a team interact with each other, discuss the problem, create brainstorm
ideas for the problem and create unique solution and gain expertise from each other. Brain of
single person sometimes fails to take action and think out but the brain of few intelligents
together makes a difference.

People who do not have adequate skills for the project may take help from the team
members. Majority of the problems finished when the employees discuss and raise concern on
the problems and topics. All people like to talk with others surrounding to him, no human being
can work in isolation. Problem of any individual or team should immediately addressed which
increase the effectiveness of the employees. Greeting the workers with smile and wishing them
in morning will feel fresh and happy all day and impacts in a good working environment.
Becoming a friend with the employees does not feel them lonely, as people feeing lonely will not
able to work for more time in that work place. It also decreases their efficiency and creates a
work burden to them, so let them to have friends and open up from the work and allow them to
take small break and discus their problem with each other (Van Der Lippe and Lippényi, 2020).
Conduct morning meetings which encourage employees to come together at common
platform with their team leaders to plan for the entire day. Conducting morning meetings helps
the employees to identify what the other peoples are working. The manager or leader should take
care of the things that the individual working on the task should not allocate to other peoples so it
does not create duplication of work. Duplication of work is pointless, manager should ensure that
individual work on different assignments.
Conclusion- Working in a team creates the effectiveness to the employees and the organization.
It helps in identifying the individual work and their will be no chance of duplicate work while
working in the team. It creates the helping work environment.
Extension activities:
1. Impact of Different Leadership Behaviour on the Organization
Employee morales, decision making speed, productivity, metrics may affect the
organization by the leadership style. Successful leaders carefully identify and analyze the
problems, consider alternate solutions and assess the skilled level of subordinate. Choosing an
appropriate leadership style in the organization situation provides an lasting impact by effective
leader (Al Khajeh, 2018). Using the commanding leadership style, leaders can identify a clear
difference between the superiors and subordinates. Leaders who make decision without taking
input from worker leads in low employee morale. Effective leader provides clear directions,
communicates goal and ensure that subordinates creates own strategic plans for the objectives.

2. Change in the Effectiveness of Employees
At the time of uncertainty and change across the country, the individuals in the America
affected by the change at work and report in chronic work stress. At that time, the trust level
decreases and the individual were less likely to trust their employee and were likely to leave the
organization soon. Individual worker's attitude affects due to change in the organizational
culture, the satisfaction of the employee decrease in the work and were aggressive to change the
job (Diamantidis and Chatzoglou, 2018). Employees reactions were cynical due to changes, it
impacts in the change in motivation, success as they believed management has hidden agenda.
TASK 2
1. Evaluation of Leadership Behaviour Theory
Introduction- Introducing the leadership theory in the organization is necessary for every
business. For the management of the employees and the people in the team the leadership is
important.
Leadership behaviour theory focuses on the people behaviour and traits which can adapt
to increase the capabilities of leadership. Thus, the contingency theory of leadership is used to
identify the leadership behaviour in the organization. Contingency leadership theory is a special
kind of approach which states that the success of a leader does only depend on his abilities, the
factors relating to working environment, culture of the company and employees that impact on
the success of the manager in process of leadership. The contingency theory of model was also
known as Fiedler Contingency Model of Leadership and this model was given by the Fiedler in
1958 during his research on the effectiveness leadership in team work (Kaluza and et.al., 2020).
Thus, it also beliefs that the success of leaders depends on the two factors which are Control of
situation and the manager's set of skills. It also believes that the skills or the abilities of the
managers remains fixed while the situations keep changing.