MGMT803 Organisational Behaviour: A Report Comparing Journal Articles

This report provides a comparison and contrast of two articles related to organizational behavior management, focusing on the principles, factors, and experimental analysis for improving personal and team performance. The first article, by Morgan, Gregory, and Roach (1997), categorizes organizational behavior as a method for communication and interaction in teams to develop business efficiency. The second article, by Luthans (2015), discusses various models related to organizational behavior, including job satisfaction, motivation, and innovation. The report highlights the differences in research methodologies, with Morgan et al. emphasizing qualitative research and Luthans focusing on the impact of culture on productivity and employee retention. It also addresses the role of authority, policies, power, and ethical guidelines in the workplace. The report concludes by discussing the importance of leadership, communication, and motivation in managing organizational behavior effectively, emphasizing the need for strategies to handle emergencies and the value of employee motivation and interaction. Desklib provides a platform for students to access similar solved assignments and study resources.

BUSINESS REPORTS OF JOURNAL ARTICLES

INTRODUCTION
Organizational behavior management can be considered as an applied analysis of behavior
management. This complies of various principles as well as factors along with the experimental
analysisfor improving the personal as well as team performance and security and safety ,measures
(Cooren, 2013). There are various areas of application for it which includes training, development,
system analysis etc. The report is about the comparison and contrast of the two articles.
Compare and contrast of the two articles :
Morgan, G., Gregory, F. and Roach, C., 1997. Images of organization.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based
approach. IAP.
The following are the two articles in which the comparison and contrast can take place and is discussed
as under :
According to Morgan, Gregory and Roach, 1997 this behavior is categorized as a method or technique,
the people use to communicate and interact in teams. Usually it is being used for developing more
efficiency in the business. It has been observed in this study that this concept can be used as a scientific
approach for a better and appropriate management of the workers. In contradiction to that Luthans, 2015
says that there has been a huge amount of models that can be used in context with the organizational
behavior. However, it can be evaluated that the areas in context with this increases the job satisfaction of
people, provides motivation and encouragement skills , promotes innovation etc. As per Morgan, Gregory
and Roach, 1997, for the achievement of seared outcomes, various tactics can also be developed in
order to achieve completely. The research also included various types of breaks such as breaks,
incentives, increments etc. In contradiction to it, Luthans, 2015 says Hawthrone effect can act as a model
which can effect in modifications in the behavior after their complete observation. However, it can be
evaluated that various theories like theory of contingency, organizational economy etc. can help in the
cultural components of the economy. Roles and responsibilities of these factors have helped various
organizations in understanding that the improvisations can happen the structure of the business as well
as in the complete decision making.
According to Morgan, Gregory and Roach, 1997, these areas have been resulted as a part of
qualitative research. There are various types of sources by which the data and information can be
collected such as primary and secondary sources. The primary sources are the sources that are collected
by the first time and various common examples includes surveys, interviews, focused groups etc.
Secondary sources are the sources that have been collected by various external sources. These sources
includes online, books, journals etc. So, data can be collected either qualitatively as well as quantitatively.
The qualitative data is the data that is informative and the quantitative data is the data that is in the form
of numerical form or tabular. According to Morgan, Gregory and Roach, 1997, various findings from
tabular data. In contradiction to it Luthans, 2015 says the culture can facilitate or hinder the productivity
along with the retention of employee for the better analysis and evaluation of the candidates that has
skilled set of personality and development. However, it can be evaluated that a specialized patterned
behavior can play a large role in the whole method of by which a person communicates and interacts with
one another. It can either be done by a series of tests or by various conversational sessions. It evaluated
everything how to motivate the person well and efficiently. In contrast to it, there are various theories that

are around the satisfaction of job but in that various arguments have been also observed such as the
reward system, satisfied job, better supervision, centralization or de centralization etc.
According to Morgan, Gregory and Roach, 1997, some factors such as authority, policies, power
all are independent of each other. As per Luthans, 2015 , understanding of the efficient ways and
methods, some rules and regulations have been implemented in the workplace including all the ethical
guidelines and in this process, the guidelines have been exhibited and are as well used as the essential
components of the methods for running a cohesive business. Morgan, Gregory and Roach, 1997 says
behavioral economics are considered as a psychology because it is concerned with the decision making
process of the institution as well as the individual. Although there are various questions that can be based
on this but two essential questions are that are economists profit factors better for the behavior of people
or not. The second question is that if the people can increase the subjected utility. Accoprding to Morgan,
Gregory and Roach, 1997, the rational theory choice is the theory that states that the individuals can be
represented by various functions such as their situations of present, current and the expectations about
the future. In contradiction to that Luthans,2015 says that it is considered as a practice of management
that is as old as human civilization. Various examples of it can be considered as appropriate and effective
management of resources, public conveniences and utilities etc. However, it can be evaluated that the all
the practioces that come under the traditional management processes and rocedures, they act quite
stable by the birth of the revolution that had an impact over economical as well as traditional practices.
According to Morgan, Gregory and Roach, 1997, a kind of substitution was brought by the industrial
revolution for the man power by various inventions either scientific or man made. The mass production is
considered as an anticipation that too specifically in demand. The intrustral revolution has produced a
huge amount of seeds just like the modern management did. Although the fact to be ensure is that the
discipline of academic has contributed to a better standard and quality of human life and also has
contributed to a better lifestyle of the living beings. As per Luthans, 2015, management can also be
termed as an academic body that has grown to a huge extent from a huge life time. But there are several
factors as well which has make the fact and status of academics quite misused and misunderstood.
Another main essential component of this is considered as the organisation of it.
Various objectives have been achieved by the utilization of human and physical resources. It
ensures the fact that when a lot of peole are working in a team or a group, all of them should be must
aware of the fact that what are the main objectives or factors that they have to achieve and what are the
consequences of that too. Various factors which are as well need to be considered at the time of starting
the whole rocess and it includes the determination of various activities that will act essential for the
achievement of the objectives, then grouping it all to make or reach at a final conclusion so that the
negative factors can also be considered as well so that the people can work in keeping the limitations in
mind as well (Creed,, 2011.). After this, an essential process id the guidance of a manager or leader
because if the work will be done under the guidance of a leader, it can act more effectively and efficiently.
Efficient leadership skills can help in completing any task and also, makes sure how to divide the
responsibilities between the team. The roles and resonsibilities should be assigned according to the
capabilities of the individuals. A person with appropriate leadership skills can help in completing the
management process in a given deadline (Indermun and Saheedbayat, 2013). Alloting different
responsibilities is as well an essential step in some processes as it makes the people aware of various
other possibilities, thus they can also become able to work on different tasks. It makes the other people
capable as well. But it can be done when the organisation is going through a less work load. It is termed
as the factor of time management. By this way the organisation can achieve a lot in less time. Alloting
different types of tasks to people can be a time consuming process. It can further affect the management
olicy of the organisation and the company can also stay backward in achieving its targets and competing
with the rivals as well. According to (), some stategies should already be developed so that in case of any

emergency or competency, the organisation may be ready enough for dealing and coping with it, thus it
can help the company in achieveing its targets at a much faster rate. Luthans, 2015 says directing also
acts as a very essential process. If the organisation has sufficient emplyees and ready startegies as well
to deal with any type of situation, an efficient leader or person who can give proper directions and
guidelines to walk on the path can increase the efficiency of the company, thus can also help the
organisation in the achievement of the goals. Three factors, leadership, communication and motivation
are the key elements to run the work smoothly in any organisation. Providsing motivation to the
employees also seems to be very effective, such that the organisation may need support from the
employees at the time of excess work load or in any complex situaion where the company may be facing
employee turnover or any other complicated situation like this, so providing some sort of increment or
incentives seems to be an act of motivation to the employees.
As per Morgan, Gregory and Roach, 1997, by these means employees also consider themselves
as an important part of the company, thus they can stay more focused towards the work and it can further
help the company in achieveing its targets at a more faster rate. Communicaion or interaction with the co
workers also has a great impact on the role performance of the emloyees in the organisation. This is
because a happier and healthier environment can make the mood fresh of the employees, thuis they can
stay more active and confident towards the worek. A happier and healthier environment is efficient
enough to keep the employees positive enough to focus on the work (Tyson, 2011). Along with continous
working, some sort of refreshment or intection with the other employees plays an imortant rol. So, these
three factors act as the key elemsnts to run the environment and mnagement of an organisation smooth.
After all these factors, controlling is cnsidered as the final step which can help the process thus amnaging
all the taks and responsibilities achieving their objectives, thus incraesing the effectiveness of the
management of the organisational behaviour as well.

REFERENCES
Boks and Journals
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Cooren, F., 2013. Interacting and organizing: Analyses of a management meeting. Routledge.
Owings, William A., and Leslie S. Kaplan. Leadership and organizational behavior in education: Theory
into practice. Pearson, 2012.
Tyson, S. ed., 2011. Appraising and Exploring Organisations. Routledge.
Indermun, V. and Saheedbayat, M., 2013. The job satisfaction-employee performance relationship: A
theoretical perspective.International Journal Of Innovative Research İn Management.11(2). pp.1-9.
Online
Morgan, G., Gregory, F. and Roach, C., 1997. Images of organization.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based
approach. IAP.