Essay on Organisational Behaviour: Leadership and Motivation

This essay delves into the core concepts of organisational behaviour, emphasizing the critical roles of leadership and employee motivation within a workplace context. The author argues that work motivation is a key driver of individual growth, directly influencing company productivity and competitive advantage. Motivated employees are more engaged and better equipped to handle challenges, leading to increased job satisfaction. The essay highlights the importance of management in fostering a positive work environment through effective incentive plans and recognition programs. Furthermore, it examines leadership as a transformative force, capable of influencing employee behaviour, fostering teamwork, and managing change. A good leader inspires, communicates effectively, and encourages active participation from team members, ultimately impacting individual performance, satisfaction, and overall organisational success. The essay concludes by summarizing the interconnectedness of leadership, motivation, and organisational performance.

0Running head: ORGANISATIONAL BEHAVIOUR: ESSAY
ORGANISATIONAL BEHAVIOUR: ESSAY
Name of the Student
Name of the University
Authors note
0

1
ORGANISATIONAL BEHAVIOUR
Essay
The study of the behavioural aspects of the employees in a workplace is known as
organisational behaviour. Organisational behaviour considers both the individual and group
performances to understand the behavioural contexts. There are several factors that affect
organisational behaviour. Two of the most important factors are leadership and motivation at
work. Workplace motivation directs the employees to work with their maximum potential
and achieve the highest goals in organisational; set up. On the other hand, an efficient and
experienced leader could change the work environment and could revive the work
performances of employees at any point.
According to my understanding, work motivation is an important instigator of
individual growth in the workplace. It is only through the positive motivation in work; a
company would get the highest performance from an employee. Self-motivated in an
organisation would definitely improve the company productivity and give it a competitive
edge. I think that if an organisation have motivated employees, it could achieve more in every
aspect of the business. Motivated employees show their interest to be highly engaged in
company operations, and it is useful in managing adverse situations. This is why I think
motivation in work is a key factor in organisational behaviour of an individual.
Experts have the opinion that motivated workers are also who experience job
satisfaction. An employee could be self-motivated, and the authority could provide
motivation as well (Lăzăroiu 2015). In my opinion, the management in an organisation
should take the matter of employee’s motivation seriously in order to increase productivity
and maintain work culture. If we consider the context of organisational behaviour, motivation
is directly linked to the work performance of the employees and the policies of a company
have an influence on motivation. Companies try to set their policies in a way that would be
instrumental in managing workplace challenges, increase productivity and maintain positive

2
ORGANISATIONAL BEHAVIOUR
work culture. According to my workforce is at the heart of any organisation. Therefore, the
organisational authorities have to motivate their workers so that the outcome is satisfactory.
The aspects of motivation could influence the organisational structure in multiple
ways. I think incentive plans are to be designed in a way that helps in motivating the worker
to perform at their best level. The strategies for incentive and other motivational activities
should be implemented to achieve the expected outcomes. Organisations need to recognise
and reward achievers. Motivated workers are involved in a friendly competition among
themselves. This increases the productivity of the firm. I have realised that when the high
achievers are justly recognised and appreciated, not only they get motivated to do even better,
but the other people in the organisation start trying to pursue higher goals. Therefore, it can
be said that employee motivation is crucial for organisational performance and organisational
behaviour. This is treated to the job satisfaction of the individual and also encourages the
employee to be actively involved in company matters (Mohrman and Lawler 2017). The firm
has to understand the factors leading to motivation and decide their strategies accordingly.
The next thing that is important in organisational behaviour, according to me, is
leadership. Leaders are the visionary who changes and influences the behaviour of the
followers. In an organisational setup, the leader is the person who takes risks, manages the
team and motivate them to perform better (Wang, Demerouti and Le Blanc 2017). In my
opinion, a good and experienced leader could completely change the organisational behaviour
of an individual.
OB or organisational behaviour impacts the organisation on multiple levels. It
considers the individual, group and company performance at the same time. The leaders are
the one that could inspire the individual to get motivated. Leaders have their traits to guide,
influence and transfer the mind of the workers. Teamwork is considered to be an integral part

3
ORGANISATIONAL BEHAVIOUR
of organisations as they increase proficiency and cut short the production time (Schmitt, Den
Hartog and Belschak 2016). The diversity in a team could cause chaos. If the team is not led
in the right directions, the expected goals could not be achieved. The importance of effective
leadership is immense in managing adverse situations in a team. Employees get encouraged
when they are with the right leaders.
The leader is the risk taker and good communicator. A good leader seeks other input
in the team before taking any decision. He welcomes the suggestions from other persons in
the team to encourage active participation. I think this definitely casts a positive impact on
the organisational behavioural aspect of the individual members of the team. Management of
change in an organisation is tough work. It is the responsibility of the leader to communicate
the changes among employees so that they could understand the context and reason for the
change. There is no doubt in the fact that an efficient leader could motivate even the lowest
performer’s actions through his insightful leadership traits. The main objective of a
successful leader is to enable common employees doing uncommon things. In this way, a
leader influences organisational behaviour. The employees who could take part in decision
making, also actively participate in other aspects of the project, and the job is done with
efficiency (Yahaya and Ebrahim 2016). According to me, a leader determines and caters the
needs of the team members and motivates them to achieve their best. Therefore, effective
leadership could impact the organisational behaviour in more than one; it could work for
increasing employee motivation, employee satisfaction, group performance and individual
character building in an organisational setup.
In this essay, I have discussed the two most important part of organisational
behaviour- leadership and employee motivation. The motivated and satisfied employee’s
works for increasing company production. The productivity and performance of an employee
directly influence organisational revenue. Another thing that influences the organisational

4
ORGANISATIONAL BEHAVIOUR
behaviour of a firm is leadership. An efficient leader would lead the company employees to
perform at their best level. They would encourage and motivate the workers to participate in
company operations actively. Both these things are an integral part of organisation behaviour
improvement.

5
ORGANISATIONAL BEHAVIOUR
References
Lăzăroiu, G., 2015. Work motivation and organisational behaviour. Contemporary Readings
in Law and Social Justice, 7(2), pp.66-75.
Mohrman, A.M. and Lawler, E.E., 2017. Motivation and performance-appraisal behaviour.
Performance measurement and theory (pp. 173-194). Routledge.
Schmitt, A., Den Hartog, D.N. and Belschak, F.D., 2016. Transformational leadership and
proactive work behaviour: A moderated mediation model including work engagement and
job strain. Journal of occupational and organisational psychology, 89(3), pp.588-610.
Wang, H.J., Demerouti, E. and Le Blanc, P., 2017. Transformational leadership, adaptability,
and job crafting: The moderating role of organisational identification. Journal of Vocational
Behavior, 100, pp.185-195.
Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organisational commitment:
literature review. Journal of Management Development, 35(2), pp.190-216.