Organisational Behaviour: Comparing Managerial Styles and Outcomes

This report analyzes two vignettes depicting different managerial styles and their impact on employee behaviour, focusing on the application of organisational behaviour (OB) concepts. The report contrasts a 'good' and a 'bad' manager, examining their approaches and the resulting behavioural outcomes of employees. The author applies concepts like Affective Events Theory and the Experience Cube to understand the dynamics of the workplace and provide a performance management technique. The report highlights the importance of communication, empathy, and active listening in fostering a positive work environment and motivating employees. It emphasizes the significance of understanding employee feelings and wants to improve their performance. The report concludes that the Experience Cube can be a successful tool for managers to better understand and address employee concerns and improve overall organizational behaviour.

Running head: ORGANISATIONAL BEHAVIOURS
Organisational Behaviours
Name of the student
Name of the university
Author’s note

1
ORGANISATIONAL BEHAVIOURS
Introduction
The essay provides a difference between a good manager and a bad manager. The
main purpose is applying the concepts of organisational behaviour in order to understand the
situation of the employees. The application and use of Experience Cube is taken under
consideration so that a performance management technique instead of performance appraisal.
The thesis statement of the essay is that organisational behaviour can be considered as
necessary for the development of motivation among employees.
Body
The presenting concern of the case is that of the supervisory behaviour. It is stated by
Borkowski (2015) that problems between employees and employers lay due to the lack of
communication between the two. It is necessary that supervisory behaviour be made in a
manner that helps in the motivation of the employees. The essay accounts for the difference
in terms of using the supervisory power of the two managers. The application of Affective
Events theory can be taken into consideration to link the internal influences of the employees
and record the incidents that occur at the workplace. Miner (2015) stated that the theory
explains that the work behaviours are explained by the mood of the employees and the
emotions. The analysis of the videos present similar findings in which the reactions of the
two workers are considered and the effective manner in which they can be motivated are
taken into consideration.
The presenting concerns can be addressed by the application of the Experience Cube,
which observes the behaviour of the people, put thought into the matter of the observation, by
addressing the feelings and wants. As stated by Van Knippenberg and Hogg (2018) it is
necessary to consider this particular approach since it can help in dealing with the emotional
stage of the people and ensure that it is used effectively in leadership and management

2
ORGANISATIONAL BEHAVIOURS
training. However, one of the difficulties that are faced with the use of the Experience Cube
is the fact that its application is harder than it seems. Understanding the thought process of
the employees can be difficult particularly if the employee distrusts the employers with any
type of information (Miner, 2015).
For example, if an employee is recorded digitally during an interview then the
application of the experience cube can be based on the thoughts and observations of the
concerned person. It is necessary to understand the feelings and wants of the employees while
trying to ensure that proper reactions of the employees are recorded. Vasu, Stewart and
Garson (2017) is of the opinion that the fact that the people are being recorded need to be
mentioned before commencing the interview. In this regard, it can be said that in comparison
to the two vignettes, the interview session was considered as successful. This is mainly
because the manner in which the interview questions were asked helped in providing a level
of comfort for the person. However, prior information was not provided about the digital
recording so that the original reaction of the person can be recorded. An example can be
given about the approach undertaken in trying to ensure proper interviewing method. The
sitting position was beside the employee so that the hand movement of the employees can be
seen. As stated by Brickley, Smith and Zimmerman (2015) the body language and gestures
made by hands can be considered as effective for understanding the mentality of the
employees. Therefore, it is necessary to take into consideration the words as well as the
gesture of the person being interviewed. The sitting arrangement was in a position of SOLER
so that an open posture can be maintained and there remain no restrictions about the
movement of the person. Eye contact with the person is constantly maintained to understand
the level of confidence and to understand if the person if the person is withholding any
information that has been asked. Leaning towards the client also helps in calming any
nervousness that exists. The responses provided by the employees are not being paraphrased

3
ORGANISATIONAL BEHAVIOURS
to maintain the originality of the text. It is necessary to pinpoint every detail that has been
stated by the employees so that in the future the experiences of the employees can be taken
into consideration.
Gelfand et al. (2017) is of the opinion that for conducting a proper interview it is
necessary to be a good listener and have empathy for the employees. The listening technique
and the empathy can be based on the evidence that cognitive and affective empathy is placed
so that every problem of the employee can be understood. Unlike the vignettes at the
concerned video, this particular strategy can be effective mainly because it can help in the
development of a sense of confidence among the employees in trying to comply with the
interview techniques that are applied. The choice of this method is made to ensure that the
employees can rely on the employers and develop an approachable attitude so that proper
workforce requiem can be maintained. The benefit derived from the use of the Experience
Cube is the fact that general observation is made while trying to understand the situation of
the employees. The video posted has showed that the lack of empathy from the second
manager resulted in upsetting the employee (Youtu.be, 2019). Similarly, being understanding
and observing the problems of the employee resulted in gaining a more calmed reaction from
the first video (Youtu.be, 2019). Performance management technique can only provide
monitoring and coaching abilities for the employees and thus fail to make proper judgement
about the concerns of the employees. It is for this reason that the application of the
Experience Cube is considered as beneficial for the development of the employees and
understanding the mental state of the employees.
Conclusion
Thus, it can be concluded that the application of the Experience Cube can bring about
success in trying to understand the problems of the employees. The two videos provided

4
ORGANISATIONAL BEHAVIOURS
diverse understanding about the vignettes and the application of the approach of the first
vignette is considered as good since the person is involved in SOLER so that proper
knowledge of the empathy of the employee can be gained.

5
ORGANISATIONAL BEHAVIOURS
Bibliography
Borkowski, N. (2015). Organizational behavior in health care. Jones & Bartlett Publishers.
Brickley, J., Smith, C., & Zimmerman, J. (2015). Managerial economics and organizational
architecture. McGraw-Hill Education.
Gelfand, M. J., Aycan, Z., Erez, M., & Leung, K. (2017). Cross-cultural industrial
organizational psychology and organizational behavior: A hundred-year
journey. Journal of Applied Psychology, 102(3), 514.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Van Knippenberg, D., & Hogg, M. A. (2018). Social identifications in organizational
behavior. The self at work: Fundamental theory and research, 72-90.
Vasu, M. L., Stewart, D. W., & Garson, G. D. (2017). Organizational Behavior and Public
Management, Revised and Expanded. Routledge.
Youtu.be. (2019). Retrieved from https://youtu.be/irXA51M_K-U
Youtu.be. (2019). Retrieved from https://youtu.be/xG2ktJ8E1mo