MGH2201 - Organizational Behavior: Case Study Analysis Report

This case study analyzes organizational problems within a business context, addressing human resource management, talent recruitment, productivity, and training. It identifies key issues such as lack of direction and group dynamics. The analysis employs theoretical frameworks to examine behavioral implications of managerial decisions, including leadership styles and individual biases. The study interprets organizational problems through individual, interpersonal, and group processes, and proposes solutions based on organizational behavior principles, emphasizing the impact of managerial leadership and employee commitment. The report concludes by highlighting the importance of employee retention and effective management practices.

Organizational Analysis 0
Title: Organizational Analysis
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Organizational Analysis 1
Executive Summary
Every organization undergoes manifold problems. These issues can be with relevance to the
administration and compliance-related problems. The report summarizes the Main Issues of the
Case. A brief overview of Organizational Problems using Established Theoretical Frameworks
has been given. A discussion on Critically Evaluate Behavioral Implications Arising from
Different Managerial Decisions and Action has been given. The Organizational Problems in
terms of Individual, Interpersonal and Group Processes have been explained. Apply Solutions to
Managerial Problems through the Application of Organizational Behavior Principles have been
given and this is followed by a conclusion.

Organizational Analysis 2
Contents
Introduction......................................................................................................................................3
1.Identify the Main Issues of the Case.............................................................................................3
2.Analyze Organizational Problems using Established Theoretical Frameworks...........................4
3.Discuss and Critically Evaluate Behavioral Implications Arising from Different Managerial
Decisions and Actions.....................................................................................................................5
4.Interpret Organizational Problems in terms of Individual, Interpersonal and Group Processes. .6
5. Apply Solutions to Managerial Problems through the Application of Organizational Behavior
Principles.........................................................................................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Organizational Analysis 3
Introduction
Human resource management can be considered a challenge for small businesses
especially when the corporations do not have HR department. This implies limiting oneself to
single HR person or the responsibility rests with the CEO. However, small business owners need
to understand the different challenges that are being faced by the company. The company must
be prepared to tackle the issues related to HR and workforce. These issues can be considered as
competition, cash flow, revenue growth and this is in the mind of business owners. Besides,
these challenges, there are many other corporations that are trying to cope with the challenging
environment and employment scenario. Most companies ignore the employment laws as they
think it does not apply to the business.
1. Identify the Main Issues of the Case
In order to complement the present workforce or completely replace the staff through the
process of attrition. The challenge which is being faced by the Human resource department
involves talent recruitment (Khumalo, 2018). Finding the appropriate staff members with correct
skills, motivation and personality are considered difficult, irrespective when the pool of talented
people is available. There are instances where the recruitment process is handled solely through
the HR department or it can also be done through the help of third party. It is essential when the
process must be managed centrally. Productivity with the growing number of individuals in a
company must be sorted. The human resource department needs to look at the productivity levels
and ensure business is operating effectively. When productivity is low, HR will be required to
find out the problems are being caused through ineffective working practices or scarcity of

Organizational Analysis 4
resources. (Ensour, 2018). The determination can be often made through carrying out time and
motion process and defines how the individuals do work and how?
Training and compliance-Training are considered as one of the essential parts of employee
development. This is an important part of the viewpoint of education and people can be at best.
There are certain roles and responsibilities which will demand official training as well as
certification. There are certain roles that involve team management and the employers need to
bear the responsibility. This is how the team leader will be able to keep track record of all the
professional commitments. (Mtembu, 2019). There are various business corporations that work
through certified skills. The company will be required to pay for the certification and for the
other arrangements. The company administration department must have awareness regarding the
workforce and provide them with effective training and development process.
2. Analyze Organizational Problems using Established Theoretical
Frameworks.
The company needs to focus on the direction. Lack of direction has been considered as one
of the common organizational problems and this leads to other problems. The leaders will rarely
discuss the deliberate strategy or direction for the future course of action (Dimoff & Kelloway,
2019). There are instances where the leaders are unable to communicate a coherent message
regarding the strategy to all the employees present in an organization. There are few activities
which must be executed with time and organization must streamline the traction that is necessary
for an organization to adapt, shape and transform the future. (Yohana, 2017). These activities
will ensure the long term working of the organization and maintain sustained growth. There are
too many functions that need understanding by the individuals and how to do the decision
making? There are certain instances where the people have become complacent and need to take

Organizational Analysis 5
care of the business, considering external and internal factors. This can be a gigantic test, paying
little heed to whether the group is a piece of the official suite, an uncommon task group in an
R&D lab, or a working group in a creative office. Individuals' characters shift broadly, and the
assorted variety of foundations, conclusions, perspectives, and encounters can cause difficulties
for groups. This makes an exceptional arrangement of potential issues and openings (Ogaku,
2014).
3. Discuss and Critically Evaluate Behavioral Implications Arising from
Different Managerial Decisions and Actions
The brain research and financial aspects written works significant to understanding
administrative conduct are huge. For us, the fundamental subjects are that people don't generally
shape convictions sensibly, nor do they convert a given arrangement of convictions into choices
in a reliable and objective way. This reviews the meanings of financial specialist estimation and
nonsensical conduct that are expected in market timing and providing food think about
(Lohmann, 2013). Following a note about corporate administration, we present and persuade the
predispositions and nonstandard inclinations that have been researched with regard to
administrative choices. For not exactly completely sound administrators to have an effect,
corporate administration must be restricted in its capacity to compel them into settling on normal
choices. This is practically equivalent to the necessity of constrained exchange for the market
timing approach. Accepting constrained administration is no less sensible than expecting
restricted exchange (Yasarcan, 2018). Without a doubt, in the US, a noteworthy component of
administrative tact is systematized in the business judgment rule. Takeover fights and
intermediary battles are famously unpolished devices. Sheets might be more a piece of the issue

Organizational Analysis 6
than the arrangement in the event that they have their very own predispositions or are pawns of
the board. Furthermore, dissimilar to in a conventional organization issue, which emerges out of
an irreconcilable situation among directors and outside speculators, standard motivating force
agreements have little impact, on the grounds that a silly administrator may well feel that he is
amplifying esteem (Price, 2012). Singular administrators have venture and financing styles and
inclinations, perhaps innate and conceivably dependent on convictions molded by convictions,
that they bring from past to new businesses. For instance, CEOs that utilization greater home
loans for their very own home buys additionally utilize more influence in their organizations
4. Interpret Organizational Problems in terms of Individual, Interpersonal
and Group Processes
The procedure advisor must be distinctly mindful of the various jobs singular individuals
take on in a gathering. Both after entering and keeping in mind that staying in a gathering, the
individual must decide a self-identity influence, and control that will fulfill individual needs
while attempting to achieve bunch objectives (Samet & Jarboui, 2017). Distraction with
individual needs or power battles can diminish the adequacy of a gathering harshly, and except if
the individual can uncover and share those individual needs somewhat, the gathering is probably
not going to be beneficial. Therefore, the process specialist must assistance the gathering go up
against and works through these needs. Emotions are realities, yet as often as possible they are
viewed as side issues to stay away from. At whatever point an individual, as a rule, the pioneer,
says to the gathering, "We should stay with the facts,"it can be a sign that the enthusiastic needs
of group individuals are not being fulfilled and, undoubtedly, are being dismissed as superfluous.
Two different capacities should be performed if a gathering is to be effective: (1) task-related

Organizational Analysis 7
exercises, such as giving and looking for data and explaining, planning, and assessing exercises;
and (2) group maintenance activities, coordinated toward holding the gathering all together
group, including empowering, fitting, trading off, setting benchmarks, and watching. Most
insufficient gatherings perform little gathering Maintenance and this is an essential explanation
behind getting a procedure advisor. The procedure advisor can help by proposing that some piece
of each gathering be held for examining these capacities and intermittently evaluating the
sentiments of the gathering's individuals (Mackie & Smith, 2017).
5. Apply Solutions to Managerial Problems through the Application of
Organizational Behavior Principles
Managerial leadership will help in creating or breaking the decision-making process. It is
an ultimate fact good leadership will have a positive impact on the behavioral implications. The
percentage is between 35-85 percent. Poor leadership will completely eradicate the decision-
making process. It is essential to understand the issues. Managers need to play the greater part in
determination of success or failure of the behavioral process (Gaertner & Packer, 2015).
Although, the behavioral safety procedures are led by the employee and these processes can
assist or eliminate the procedure in different ways. The visible and strong managerial
commitment will help in making big changes to the culture of the company. The management
must not take the process over as this will lead to employee withdrawal and this can be the failed
effort. There are certain scenarios where the employees show lack of commitment and this can
be determined in many different ways. The process will get failed in a relatively short span of
time. These are some of the highlights regarding particular issues that have led to the failure of
the process. Employees are disciplined for not adequately following the observation checklists.

Organizational Analysis 8
People need to engage in behavioral safety through logical and correct things. The managers
must not put the employees at risk and this can backfire rapidly. At present, any punishment for
not adhering to the disciplinary actions and behavioral issues on the checklist will have little
value.
Conclusion
There are many people who think the important task of human resources is to do the
recruitment and train them. The truth is that the maximum number of human resource
department activities revolves around retaining the present talent workforce. Employees are
considered as the backbone of every organization that provides experience and skills for
maintaining productive levels. The business will need to have invested important money and
time for ensuring the maximum levels of effort and output. One of the key aspects is managing
people through remuneration, incentives, and culture.

Organizational Analysis 9
References
Dimoff, J., & Kelloway, E. (2019). Mental health problems are management
problems. Organizational Dynamics, 48(3), 105-112.
Ensour, W. (2018). Human resource development in Arab writing. Problems And Perspectives In
Management, 16(4), 408-416.
Gaertner, L., & Packer, D. (2015). Statistical and methodological advances for a science of group
processes and intergroup relations. Group Processes & Intergroup Relations, 18(3), 271-
273.
Khumalo, N. (2018). The role of human resource planning in producing well-resourced
employees to public. Problems And Perspectives In Management, 16(4), 117-125.
Lohmann, C. (2013). Managerial Incentives for Capacity Investment Decisions. SSRN Electronic
Journal.
Mackie, D., & Smith, E. (2017). Group-based emotion in group processes and intergroup
relations. Group Processes & Intergroup Relations, 20(5), 658-668.
Mtembu, V. (2019). Does having knowledge of green human resource management practices
influence its implementation within organizations?. Problems And Perspectives In
Management, 17(2), 267-276.
Ogaku, M. (2014). Managerial Incentive Problems: A Role of Multi-Signals. SSRN Electronic
Journal.
Price, C. (2012). Gender, Competition, and Managerial Decisions. SSRN Electronic Journal.
Samet, M., & Jarboui, A. (2017). Corporate social responsibility and payout
decisions. Managerial Finance, 43(9), 982-998.

Organizational Analysis 10
Yasarcan, H. (2018). Questioning The Applicability Of Optimum Managerial Decisions. Science
Trends.
Yohana, C. (2017). The effect of leadership, organizational support and organizational
citizenship behavior on service quality. Problems And Perspectives In Management, 15(2),
197-203.