Organizational Behavior Report: Leadership, Power and Motivation

This report provides a comprehensive analysis of organizational behavior, focusing on key aspects such as motivation, leadership, and the different types of power within organizations. The report explores strategies for motivating employees, particularly in the context of airport security, emphasizing the importance of community involvement, esprit de corps, and in-house training. It examines team development stages, highlighting the significance of forming, storming, norming, and performing stages in improving team effectiveness. The report also differentiates between trait and behavioral theories of leadership, analyzes the selection and development of effective leaders, and discusses the sources of power available to leaders in student organizations. Additionally, it addresses the importance of communication, conflict resolution, and the delegation of power. The report references various academic sources and provides practical examples to support its findings, making it a valuable resource for understanding and applying organizational behavior principles.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOR
Executive Summary
The report has assisted in understanding the different aspects related to motivation,
leadership along with types of power which plays a vital role in managing the
different activities in the companies. In managing an appropriate organization, there
should be proper and effective which will be suitable for the efficient management of
the companies appropriately.

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Table of Contents
Task 1...........................................................................................................................2
Ways to Motivate Employees at Airport....................................................................2
Importance of Team development Stages in Improving Effectiveness of Team......2
Task 3...........................................................................................................................3
1. Difference between Trait and Behavioral Theories of Leadership and Analysis of
Validity of Theories.......................................................................................................3
2. Analysis of Selection and Development of Effective Leaders with Example...........4
Task 4...........................................................................................................................4
Sources of Power Available to the Leader of University’s Student
Organization/Association..........................................................................................4
Sources of Power Which may not be Available........................................................4
Should Students Keep Power to Themselves or Delegates Power to Other
Students....................................................................................................................4
Task 5...........................................................................................................................5
Answer to Question 1................................................................................................5
Answer to Question 2................................................................................................5
Answer to Question 3................................................................................................5
References...................................................................................................................6

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Task 1
Ways to Motivate Employees at Airport
In today’s business environment of the uncertain job tenure, it can be seen
that motivating as well as maintaining the quality airport, it is the most essential job
aspects which should be maintained to improve morale of the security staffs.
Firstly, the involvement in community is the aspect which can be incorporated
for managing motivation as well as fostering esprit de corps among the security
department employees for increasing morale of employees. As the different
communities come more as to recognize airports as one of the central to the
economic, political and social existence that will be suitable for mutually appreciating
their involvement (Kuvaas et al. 2017).
Moreover, fostering esprit de corps can be the other essential element for the
well-being of the companies. Each of the staff members in the airport needs to be
provided with equal kind of responsibility and confidence in policies and procedures
of security department. The main aspect of building as well as maintaining esprit de
corps is proper fostering the sense of the group identification along with sense of
proper belongingness among security staff members.
Adequate and proper in-house training is the key element which can be
incorporated by the different management of the airport which will be making the
staff members to generate the ability to perform the different tasks which have been
assigned to them. The in-house or the on-the-job training need not be lengthy or
complicated in nature such as enhancement of the interpersonal skills can be
incorporated by the management of the company which will be suitable for dealing
with hostile passengers or travelers that will be suitable for becoming competitive in
nature (Gerhart and Fang 2015).
From the analysis, it can be concluded that these are the three major aspects
which needs to be maintained by the management of the airport for motivating the
security staffs which will be helpful for them in increasing proficiency skills of the
employees.
Task 2
Importance of Team development Stages in Improving Effectiveness of Team
The respective stages of the team development will be suitable in managing
the team effectiveness appropriately as it helps in creating the captivating
environment by encouraging the cooperation, teamwork along with building trust
among team members. Success is hinged on taking different steps such as forming,
storming, norming and performing which plays the effective role in organizing the
team consisting of different team members from various cultural backgrounds.
Firstly, in the forming stage, the team members need to be made comfortable
and the goals are required to be clarified. It will be suitable for the teams to establish
the boundaries and it will be beneficial for knowing one another inside the team
which will be effective in improving effectiveness (Raes et al. 2015).

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Secondly, in storming stage, there can be increase in conflicts as there will be
generation of ideas that can clash with one another. In such scenario,
communication is the most essential skills which needs to be adopted by leaders for
valuing diversity in the workplace and it will be suitable in managing employees and
control becomes the key element in the respective stage.
Norming is the third stage which is equally essential as in the respective
stage, the different members in the team try to recognize the manners in which they
are alike. While completing a task, proper involvement of the different team members
plays a crucial role in resolving conflicts and the group needs to be focused on the
goals and achieving the same effectively (Vigier and Spencer-Oatey 2015).
Lastly, through the stage of performing, it is the last and most important
element for the development of the teams in which team members are trained and
they take up challenging tasks that requires more input related processes and it can
be suitable for enhancing effectiveness and efficiency.
Task 3
1. Difference between Trait and Behavioral Theories of Leadership and
Analysis of Validity of Theories
Trait Theories of Leadership Behavioral Theories of Leadership
It helps in defining the effectiveness of
the leaders which is based on the
different individual characteristics
(Western 2019)
It assists in defining the effectiveness of
the leaders which will be based on
relationship orientation and task related
orientation
It assumes the fact that leaders are
born
It assumes that the leaders are not born
and they are being trained
In the trait theories, the leaders are
selected
The goal of the behavioral theories is
that leaders are being developed
It assumes the fact that the different
leaders need to attain some of the
inherent and innate kind of qualities
There should be different democratic
qualities which needs to be incorporated
by the leaders (Nichols 2016)
It mainly focuses on the different mental
qualities
It mainly focuses on different actions of
the leaders
From the analysis of differences of two kinds of leadership theories, it can be
analyzed that both the leadership theories have certain limitations. However, both
the approaches can teach future as well as current managers with valuable lessons
regarding leading.
2. Analysis of Selection and Development of Effective Leaders with Example
There should be proper promotion of high potentials who possesses the skills
of leadership which is needed for achieving the goals of the teams. The leaders need

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to be empowered for making right decisions and communicate with the leaders
which will be offering development to the leaders at the right point of time. For
instance- Bill Gates is one of the examples of the effective leaders wherein he
encouraged and nurtured enormous innovation as well as creativity from people has
been suitable for gaining competitive advantage. Bill Gates had a great
communication style and relationship building capability which helped him in
establishing relationship with employees and gain competitive advantage. From the
respective instance, it can be seen that the communication and proper adaptability
are the two major aspects which needs to be developed by leaders for becoming
effective (Simonet et al. 2018).
Task 4
Sources of Power Available to the Leader of University’s Student
Organization/Association
Referent Power is one such sources of power which will be available to the
leaders of the students of university in organization or association as it is defined as
the ability of the leaders in influencing follower as the approval or respect to gain
approval is the key element. It will be the result of closely knowing the different
senior individuals in company or those who are at leadership or authority of any kind.
The authority is democratic in nature which allows the different individuals in
understanding the requirements of the other students studying in the universities and
gain more knowledge (Avelino and Wittmayer 2016).
Sources of Power Which may not be Available
Coercive Power is the one which may not be available to the different
students of universities as they have no right to coerce or threaten the employees. It
is not suitable for the different employees or the students as it is used in the different
companies for taking strict actions for the different employees who are not
performing (Carstensen and Schmidt 2016). The students or the association of
students does not have right to lower the satisfaction or morale of employees that
affects the effectiveness of the students negatively.
Should Students Keep Power to Themselves or Delegates Power to Other
Students
Legitimate Power is the aspect which can be kept by the different students
and keep the same to themselves as it will be suitable for them in delegating the
different task with the other employees studying in the same colleges or schools. It is
considered as the power who has certain kind of responsibilities and he or she has
the right to delegate the different responsibilities in such a manner which will be
allowing them to divide the different tasks and provide the responsibility to each and
every individual (Beviá, Corchón and Romero-Medina 2017).
Task 5
Answer to Question 1
There can be introduction of team meetings in morning which will be suitable
for increasing the communication as well as engagement among employees. With
the face to face meetings with the different employees can be suitable for identifying

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problems and resolving the same in the open discussions. The managers working in
the companies need to uphold confidence level which their employees are entrusting
them and it will be suitable for gaining competitiveness (Herrera, Muñoz and Salazar
2017).
As concerned related to the managers related approach, there can be
introduction of the one to one meeting in which managers can make these priorities
and finding proper resolutions which will be suitable for resolving conflict and
communicating within the different parties suitably.
Answer to Question 2
There can be inclusion of several strategies which can be incorporated by the
negotiators which will be beneficial in providing the strategic results. The conflicts are
required to dealt with proper openness which will be mainly focusing on interests
rather than the different issues. The integrative bargaining is one such negotiations
which can be suitable for seeking win-win situation for the different parties who are
involved (Tayeh, Al-Hallaq and Tayeh 2018). On the other hand, distributive
bargaining will be seeking to divided up one’s resources appropriately and lastly,
integrative kind of bargaining is beneficial in building long-term relationships
positively and utilizing the respective methods, it can be beneficial for the parties in
achieving success and create a situation of win-win.
Answer to Question 3
In different situations, wherein there are two or more individuals together, in
such scenario, the conflict is one of the most common aspects which will be taking
place. While getting frustrated and keeping quiet regarding the same, it can increase
the level of irritation and affect the pat5ience level of the individuals negatively. In
such scenario, proper openness as well as being honest are the two key elements
which needs to be managed by the company as it will be helpful for managing the
situation and improve the situation effectively (Tayeh, Al-Hallaq and Tayeh 2018).

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References
Avelino, F. and Wittmayer, J.M., 2016. Shifting power relations in sustainability
transitions: a multi-actor perspective. Journal of Environmental Policy &
Planning, 18(5), pp.628-649.
Beviá, C., Corchón, L. and Romero-Medina, A., 2017. Relinquishing power,
exploitation and political unemployment in democratic organizations. Social Choice
and Welfare, 49(3-4), pp.735-753.
Carstensen, M.B. and Schmidt, V.A., 2016. Power through, over and in ideas:
conceptualizing ideational power in discursive institutionalism. Journal of European
Public Policy, 23(3), pp.318-337.
Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation,
performance, and creativity in the workplace: Revisiting long-held beliefs. Annu.
Rev. Organ. Psychol. Organ. Behav., 2(1), pp.489-521.
Herrera, R.F., Muñoz, F.C. and Salazar, L.A., 2017. Perceptions of the development
of teamwork competence in the training of undergraduate engineering
students. Global Journal of Engineering Education, 19(1).
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A. and Nerstad, C.G., 2017. Do intrinsic
and extrinsic motivation relate differently to employee outcomes?. Journal of
Economic Psychology, 61, pp.244-258.
Nichols, A.L., 2016. What do people desire in their leaders? The effect of leadership
experience on desired leadership traits. Leadership & Organization Development
Journal, 37(5), pp.658-671.
Raes, E., Kyndt, E., Decuyper, S., Van den Bossche, P. and Dochy, F., 2015. An
exploratory study of group development and team learning. Human Resource
Development Quarterly, 26(1), pp.5-30.
Simonet, D.V., Tett, R.P., Foster, J., Angelback, A.I. and Bartlett, J.M., 2018. Dark-
side personality trait interactions: amplifying negative predictions of leadership
performance. Journal of Leadership & Organizational Studies, 25(2), pp.233-250.
Tayeh, O.A., Al-Hallaq, K. and Tayeh, B.A., 2018. Importance of organizational
culture for Gaza strip construction companies. Importance of Organizational Culture
for Gaza Strip Construction Companies, 8(1).
Vigier, M. and Spencer-Oatey, H., 2018. The interplay of rules, asymmetries in
language fluency, and team dynamics in culturally diverse teams: Case study
insights. Cross Cultural & Strategic Management, 25(1), pp.157-182.
Western, S., 2019. Leadership: A critical text. SAGE Publications Limited.