Organisational Behaviour Case Study Presentation - MBA

This presentation analyzes a case study involving Susan Taylor, who faces organizational behavior (OB) issues in her new job within the pharmaceutical industry. The presentation identifies three primary issues: gender stereotypes, low motivation and lack of morale, and an uncollaborative working environment due to differing perceptions. It applies relevant OB theories such as the Lack of Fit model, Incentive theory, and Leader-member exchange theory to understand the root causes of these issues. Recommendations are provided, including developing effective leadership qualities, implementing incentive plans, and utilizing team-development strategies like the Tuckman Theory, to improve the work environment and enhance Susan's job satisfaction and performance. The presentation concludes by emphasizing the importance of addressing these OB issues for overall organizational success. The presentation references several academic sources to support its analysis and recommendations.

Organisational
Behaviour

Executive Summary
People while working in a firm or when switch their job, face a number
of organizational issues like lack of cooperation of members, perception
difference, discriminations etc. that highly affects on job satisfaction of
them. It also demotivate people which impact on their performance
negatively. In this presentation, a case analysis is done on organizational
issues with some recommendations to improve the same.

Introduction
• This presentation is going to describe about a case study of Susan
Taylor, where she has faced some issues in her new job related to
organisational behaviour, with relevant theories.
• For this purpose, some recommendations are also given for managing
organizational behaviour.
.

Overview of Case study
• Susan Taylor after getting experience in a large pharmaceutical
company as a production controller, move out in another company
within same field.
• But due to new job, Susan has faced a number of OB issues, which
results in less satisfaction of job.

First OB issue and reasoning
• The first OB issue faced by Susan is related with Gender stereotype.
• In new job, she has taken charge of ten staff workers consisting both
men and women. So, working in this new environment causes
problems for Susan in adjusting.

Theory related to first OB issue
• Gender stereotypes is considered as one of the main organisational
behaviour issues, which relates with Lack of Fit model.
• This model helps in resolving issues which are related with gender
discriminations at workplace and create equality.

Recommendation
• To resolve gender stereotype OB issue, it is recommended to Susan
to develop effective leadership qualities.
• To take different organizational tools like leadership, management
and power tools.

Continue…
• Men should be promote on potential basis and women on the basis
of proven performance
• Women need to move confidently within male dominated areas and
lean into initiatives. They must prepare themselves to speak out
whenever any type of discriminative situations happened with them
at workplace.

Second OB issue and reasoning
• Low motivation and lack of morale is another main issue which is
faced by.
• Improper working environment, lack of cooperation of team
especially of seniors.

Theory related to second OB issue
• Considering the Incentive theory, it has been analysed that problems
related to lack of motivation, feeling of less job satisfaction in a
person can be resolved, if they motivated themselves with a desire for
reinforcement.

Continue…
• This theory mainly helps in boosting motivation level of own as well
as entire team, by giving a promise of reward to them, in terms of
monetary.
• By offering different incentives plan, Susan can motivate team to be
engaged more in meeting project deadlines, which would result in
developing feeling of job satisfaction in herself also.

Recommendation
• It is recommended to Susan, to make effective incentives plan for her
that motivate and encourage them, to give better performance.
• This would help Susan to gain active participation of each member in
completion of project.
• This will ultimately lead to boost own morale also when company’s
objectives meet on time.

Third OB issue and reasoning
• In-collaborative working environment due to different perceptions, is
another main OB issue faced by Susan at new workplace.
• Lack of understanding the production needs arise implications on
product development and ambiguous behaviour of staff, arise issues
in handling this problem for Susan.

Theory related to third OB issue
• Leader-member exchange theory, to resolve interpersonal conflicts.
• It reveals factors like new working patterns due to age-gap, difference
in perspective between new leader and older staff etc. that arise OB
issue.

Continue…
• As per the Leader-member exchange theory it has evaluated that
leaders and followers both possess ability for cultivating relationship.
So, applying this theory, Susann can develop effective relationship
within team, which further leads to increase optimistic workplace.
• This theory can be utilized as a management tool, for influencing the
responsibility, quality of work and performance of team-members, so
that deadline of project can be met.

Recommendation
In order to resolve the present OB issue i.e. interpersonal conflicts, it is
recommended to Susan –
•Implement team-development theory like Tuckman Theory.
•Developing an effective team to easily influence staff members to
understand the current production problem.

Conclusion
• It has been concluded from this presentation that however Susan is
highly experienced in pharmaceutical field, but still a number of OB
issues she has faced.
• It includes interpersonal conflicts, gender stereotypes, low motivation
and more, which impact on her performance also.

Recommendation
In order to resolve all the issues that impact on performance and creates
feeling of less satisfaction, it is recommended to Susan –
•To develop effective management and leadership qualities.
•Reduce factors that directly impact on existing organizational behavior
and influence performance of own and others negatively.

References
Uhl-Bien, M., Piccolo, R. F. and Schermerhorn Jr, J. R., 2020. Organizational
behavior. John Wiley & Sons.
Zhang, S., 2020. Workplace spirituality and unethical pro-organizational
behavior: the mediating effect of job satisfaction. Journal of Business Ethics.
161(3). pp.687-705.
Eva, N., Newman, A., Miao, Q., Wang, D. and Cooper, B., 2020. Antecedents of
duty orientation and follower work behavior: the interactive effects of perceived
organizational support and ethical leadership. Journal of Business Ethics.
161(3). pp.627-639.

Thank you