Organisational Behaviour in the Workplace: A Comprehensive Analysis

This report provides a comprehensive analysis of organisational behaviour in the workplace, exploring the impact of employee attitudes on performance, job satisfaction, and commitment. It delves into various factors that influence employee behaviour, such as negative feedback, workplace stress, and relationships between colleagues, highlighting their effects on productivity and overall organisational success. The report emphasizes the importance of positive attitudes, effective leadership, and strategies for fostering a supportive work environment. It also examines theories like Maslow's Hierarchy of Needs and McClelland's Acquired Needs theory to understand employee motivation and commitment. Furthermore, it discusses the roles of humour, teamwork, and organisational policies in shaping employee behaviour and achieving organisational goals. The report concludes by underscoring the significance of employee commitment and job satisfaction for enhancing productivity and profitability, providing valuable insights for managers seeking to create a thriving workplace.

Running head: ORGANISATIONAL BEHAVIOUR IN WORKPLACE 0
Organisational Behavior

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Table of Contents
Introduction................................................................................................................................2
Organisational Behaviour in Workplace....................................................................................3
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Organisational behavior is the study and evaluation of people’s behavior in an organisational
environment. The study of workers behavior assists in increasing the effectiveness of
organisational environment. It provides managers information regarding the behavior,
thinking and feeling of employees towards the company, which helps them, predicts and
formed better managerial policies in the future. The behavior of employees significantly
affects the productivity and efficiency of a corporation. In modern organisations, usually
managerial personal study their employee's behavior to provide them better incentives to
improve their productivity. This essay will determine the situations which affect the behavior
of an employee and the effects of attitude over the performance of the corporation. Further,
the essay will focus on the importance of job satisfaction and commitment of staffs, for the
benefit of the corporation.

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Organisational Behaviour in Workplace
Organisational behavior is the study and evaluation of the behavior of employees and group
of employees, to determine future policies which benefit the organisations. As per the book of
Wood et al. (2016), there are several benefits of analysing the organisational behavior, such
as it helps in maintaining a positive relationship between corporation and employees. It
assists managers in better formulation of future organisational policies and marketing
policies. It improves the communication between employees and managerial staff. It also
encourages employees to improve their productivity.
Attitude is the feelings of a person towards a thing or person. Attitude has a significant
impact on the behavior of a person. Attitude is a combination of different things such as
character, opinions, values, behaviors, and inspirations. The manager monitors the attitude of
their employees in order to improve their productivity. As per the research of Montano and
Kasprzyk (2015), a positive attitude employee performs better in tasks and a negative attitude
at work leads to employee’s resignation or absenteeism. The positive attitude of employees
can be useful for an organisation’s success because the attitude of employees affects their
productivity. There are numerous situations in which behaviors at work influence due to the
attitude of employees. For example, negative remarks from an employer can influence the
attitude of employees towards their works. Negative comments based on performance can
reduce employee’s self-confidence.
In case of high stress at workplace, the employees generate a negative attitude towards the
works. For example, the regular force of achieving targets or meeting deadlines hinders the
performance of employees. As per Bissing-Olson, Iyer, Fielding, and Zacher (2013), the bad
relationship between employees also affects the productivity of a worker, for example, if
there is a fight between two workers, productivity of both employees will decrease. Negative
attitude of one employee can influence the work of other as well. For example, bullying is
one of the primary reasons for resignation at the workplace. Positive attitude in the workplace
can benefit organisation, for example, a proper appraisal from top management can
encourage employees to work even harder to achieve their targets. If an employee is satisfied
with his or her job, then they influence the behavior of other employees as well, in a positive
way. Therefore, an employee should have a positive attitude towards their work.
Following are the steps which and manager can apply to change the attitude of employees:

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 Assessment of attitude of employees by identifying their problems. The factors of
work environment that affect their productivity and other challenges faced by them
(Liu et al. 2012).
 Listening to the problems of workers and guiding them towards solutions to change
their attitudes. The manager can introduce rewards and other non-monetary benefits to
change the attitude of employees.
 The proper solution of conflicts between employees to stop the negative behaviors or
bullying, which causes stress at the workplace. Managers should evaluate the
problems to provide a win/win solution to employees.
 Prepare future policies to tackle such problems and maintain a positive environment
in the workplace (Chiang and Hsieh 2012).
Trust between employees and employer can benefit in changing the negative attitude of
employees. By communicating with employees, managers can identify their problems and
provide solutions to improve their productivity. There are several theories provided by
experts to establish trust between employees and employer. The role of humour has been
significant in influencing the behavior of employees. The humour of supervisor sends
positive vibes to employees, which positively assist the relationship between employer and
employee. In the research of Shetty and Gujarathi (2012), a sample of 184 students was taken
who enrolled in an internship program. The research was focused on analysing the influence
of humour on job satisfaction of employees and their behaviors. As per the conclusion of the
research, positive humour at work environment improves the satisfaction of employees, and
negative humour has a reverse impact.
As per the research of Galegher, Kraut, and Egido (2014), in case of team work or group
projects, the impact of attitude is more significant than individual work. The upbeat and
extrovert behavior of one employee has more impact on a team than a single employee. Due
to the peer pressure, one positive attitude worker can uplift the behavior of other team
members. The negative attitude such as bullying also has similar effects, they can negatively
influence the attitude of other team members.
In case of understanding job satisfaction, the theory is given by Maslow called ‘Hierarchy of
Needs’ has a significant impact. Maslow divide employees needs into five parts and each part
describes the need of a certain employee. Managers can analysis such needs to provide proper
motivations to employees which improve their productivity. The needs of employees include

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most basic needs such as physiological, security, and social needs, and other high-level needs
such as self-esteem and self-actualisation. The employer should assess the needs of their
employees to provide them better motivation (Jerome 2013).
As per ‘Acquired Needs theory’ provided by McClelland, employees acquired different need
through their life experiences. This study believes that people do not born with specific
needs; instead, they acquire them through experiences in life. One person can have needs of
physical objects and other person’s need could be appraisal from superiors. Many people also
require the need for power and desire to control certain task or peoples. Management should
analyse their employees to assess their needs (Vassileva 2012).
A model for organisational commitment provided by Meyer and Allen, which divide
commitment into three categories, affective, continuance and normative. In affective
commitment, the employee has an emotional attachment and involvement with their
organisation. In continuance commitment, the employees remain in a corporation because
they have no other choice. They face various risks by leaving the corporation such as pension
loss, waste of time and losing incentives. In normative commitments, employees remain in
the corporation because they have some sort of debt towards the organisations (Brunetto,
Teo, Shacklock and Farr-Wharton 2012).
As per the research of Gutierrez, Candela, and Carver (2012), there are several factors which
influence the job satisfaction and commitment towards employees. For example, working
condition of an organisation can have a considerable impact on an employee’s satisfaction.
The negativity in working environment adversely influences the worker's satisfaction.
Another factor is opportunities for advancement, if the corporation does not provide
opportunities to its workers for development, the workers cannot commit towards that
corporation. The relationship of employees with their superiors and colleague influence their
satisfaction at work. Mutual respect is necessary between employees and employer to ensure
the commitment of employees. Other financial rewards and incentives provided by the
company also assist in job satisfaction and commitment.
According to the research of Mowday, Porter, and Steers (2013), it is important for
managerial personnel to establish a high level of employee’s commitment since it helps the
organisation in various ways. Employee’s commitment ensures the job satisfaction and high
productivity of workers. Committed employees work with high level of productivity and also
positively impact the work of other teammates. The retention and recruitment process of

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organisation become easier since the employees are satisfied with the current situation of the
corporation. As per Albrecht (2012), the profitability ratio of corporation increases with the
commitment of employees since it eventually enhances the productivity of employees.
Therefore, the managers should care and form policies towards high rate of employees
commitment in the organisations.

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Conclusion
From the above report, it can be concluded that organisational behavior of a workplace is
influenced by the attitudes of various employees. The attitude of employees also gets affected
due to the organisational behavior. It is necessary for managers to maintain a positive attitude
of employees since it affects the organisational growth. The job satisfaction and commitment
of employees are also necessary for corporation’s benefits. The committed employees
perform their duties with the highest level of productivity which increases the profits of the
organisation. Managers are required to monitor their employees’ needs to provide them
benefits according to their requirements. It assists in maintaining a positive behavior in the
organisation and eventually increases the benefits of the corporation.

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References
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