Organisational Behaviour: Employee Performance and Managerial Role

This essay delves into the significance of organizational behaviour in influencing employee performance. It highlights the importance of a supportive work culture, motivational factors, and appropriate job design, emphasizing the crucial role of managers in recognizing employee needs, such as motivation, rewards, and work-life balance. The discussion covers various aspects, including the impact of suitable working conditions, goal specification, and recognition on employee performance. It also explores personality theories, such as Type A and Type B personalities, and motivational theories like Herzberg's Two-Factor theory, to understand how to foster a productive work environment. The essay concludes by underscoring the role of managerial intervention, including providing training and creating a positive work environment, to enhance employee competitiveness and performance in the dynamic business landscape.

Running head: ORGANISATIONAL BEHAVIOUR
Organisational Behaviour
Name of the Student:
Name of the University:
Author Note:

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Introduction
Organisational behaviour is widely explored research topic, which deals with the human
behavior within an organizational setting. According to Dusterhoff, Cunningham and MacGregor
(2014), one of the major focuses of organizational behavior is to revitalize the organizational
theory and establish the better understanding of the organisational functionalities. It is observed
that the organizations face diverse issues while keeping pace with the frequent advancements in
the business markets (Van Quaquebeke et al. 2013). The employees’ performance is highly
influenced if the organisational behaviour is appropriately maintained. The essay is particularly
focusing on the impact of the effective and improved organization behavior that stimulates the
employee performance level for ensuring productive outcome. The managerial intervention
would also be discussed in this paper.
Discussion
The organisational behaviour is observable in the basic attributes of the individuals
working within a workplace. Dalal et al. (2015) implied that it is essential for the employees to
receive the suitable working culture, enough motivational factors, and the supportive attitudes
within the workplace to ensure the better performance quality. The managers play the most
significant role in such context. They need to recognize the basic demands of the employees,
such as motivation, rewards and recognition, financial and non-financial benefits, and
maintenance of the work-life balance (Van Quaquebeke et al. 2013). Apart from these aspects,
the organizations even need to ensure the appropriate job design that can motivate the
employees in a significant way (Fu and Deshpande 2014). The job design is conceptualized as
the method of putting various elements together to structure a complete job. Every individual has

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the different perceptive values while performing any functionality. Therefore, the job design is
quite a significant aspect of generating motivation among the employees.
Suitable working condition is also a concerned area for the employee motivation that
develops an ethically maintained organisational behaviour. The current challenging and
competitive era of business is highly influenced by the innovative business functions. Such
dynamic work functions create the sense of satisfaction among the employees that direct them to
improve the performance level (Kuvaas, Buch and Dysvik 2014). The suitable working condition
is thus necessary to develop the productive performance level and ensure profitability. On the
other hand, goal specification is also much necessary for the associated employees. When they
have the clear ideas about the vision and objectives of the company, they can adjust their
behaviour accordingly to accomplish the goals. The adequate goal setting thus creates the clear
perception to perform their works. Similarly, the organization needs to recognize the contribution
of the employees to make their presence worth for the company benefits. The rewards and
recognition received from the organization generates the sense of motivation, which persuade the
employees to develop the productive performance approach.
The personality theory develops the fruitful insights related to the different personality
traits of the associated employees within the workplace. Schnackenberg and Tomlinson, (2014)
defined that the personality is conceptualized as the mixture of the qualities, beliefs, and
characteristics of the people, which formulates an individuality different to others. People belong
to Type A personality are more likely working with a larger amount of works, tight deadlines
and long working hours. On the contrary, as explained by Shin and Konrad (2014), the people
belong to Type B personality are more likely performing their tasks in a smarter way without
providing much effort and completing it within the stipulated time. The difference between the

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people belong to these two types of personalities seek encouragement from the organization to
develop the productive performance.
Another aspect of the personality theory is based on the job performance. A good
employee concentrates on several aspects, which identifies the performance ability. First
component is conscientiousness, which acts as the measuring predictor of the performance
suitability. The performance ability by justifying the valid conscience is measured through this
method (Van Quaquebeke et al. 2013). The next component is emotional stability, which
determines the situational impact on individuals to make any important decision (Van
Quaquebeke et al. 2013). The individual can adjust their emotional stability as per the situation
that would create the effects on their performance. Extraversion is another component that
correlates with the positive performance traits in the field of sales. Finally, another component is
agreeableness, which indicates the supportive traits of the individuals towards the decisions
made by the organization.
Apart from such personality traits, it is also essential to develop the sense of motivation
among the employees that would create the productive impact on the performance level.
Herzberg’s Two-factor motivational theory justifies with the conceptual idea that motivates the
employees to improve their work method and ensure better results. There are two major factors
of the motivation in this theory, such as motivators, and hygiene factor (Ng, Feldman and Butts
2014). The hygiene factors are needed to be maintained for generating the sense of satisfaction.
For example, the employees seek the basic benefits from the organization, like adequate salary
and pay structure, interpersonal relationships, job security, company policies, supervisions, and
appropriate working conditions (Shahin, Shabani Naftchali and Khazaei Pool 2014). Maintaining
these aspects is quite necessary to develop a suitable atmosphere for the employees. Another

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factor is ensuring the motivation factors, which consists of responsibility, recognition, job
satisfaction, achievements, and personal developments. The presence of this factor acts as the
extra benefits that lead the employees towards performing in a better way.
The managerial intervention on this context is essential for motivating the employees
and develops the ethically maintained work culture the managers play the most important role in
ensuring the productive performance of the employees. They provide the clear vision of the
organisational goals and accordingly create the job environment with the necessary
functionalities; they are responsible enough to allocate the suitable jobs to the employees that
would not hamper their motivation level (Lamm, Tosti-Kharas and King 2015). Moreover, they
encourage the people to develop the better outcome. The managers are also responsible to create
a cultural, social and ethical scenario for the employees. The current developments in the
technological and business scenario have given rise to the competitive scenario. The advanced
and innovative competency level of the performance parameter is essential for each of the
employees. In order to develop the productive performance level of the employees, the managers
need to provide the suitable training session to the employees to make them more competitive
(Van Quaquebeke et al. 2013). The training session received from the managers is helpful
enough for the employees to improve both their personal and professional attributes. Hence, the
managerial intervention is quite beneficial for encouraging the employees to improve their
productive performance level.
Conclusion
The study develops the ideas of the impact of suitable organizational behaviour for
encouraging the productive performance of the employees. The information obtained from the

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theoretical background indicates that it is essential for the employees to receive the suitable
working culture, enough motivational factors, and the supportive attitudes within the workplace
to ensure the better performance quality. The managers play the most significant role in such
context. They need to recognize the basic demands of the employees, such as motivation,
rewards and recognition, financial and non-financial benefits, and maintenance of the work-life
balance. The current developments in the technological and business scenario have given rise to
the competitive scenario. The advanced and innovative competency level of the performance
parameter is essential for each of the employees. The training session received from the
managers is helpful enough for the employees to improve both their personal and professional
attributes.

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References
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