Report: Organizational Behavior and Change Management Analysis

This report provides a comprehensive analysis of organizational behavior and change management principles. It begins by examining managerial roles as defined by Mintzberg and Katz, highlighting their application in a line management context. The report then contrasts operant and social learning theories, arguing for the superiority of operant learning in fostering behavioral change within organizations. It delves into the outcomes of job satisfaction and dissatisfaction, exploring their impact on productivity, absenteeism, and employee turnover. Furthermore, the report discusses the use of personality tests, specifically the Big Five Model, for employee assessment, while also acknowledging potential errors in judgment. Finally, it explores organizational development techniques aimed at boosting employee productivity and analyzes the driving and restraining forces involved in reducing employee turnover, concluding with key insights and recommendations.

ORGANIZATIONAL
BEHAVIOR & CHANGE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Managerial roles which are used by line managers same as given by Mintzberg and Katz’s
................................................................................................................................................3
2. Difference between Operant learning theory and Social learning theory and which one is
best to applied in organization................................................................................................4
3. Discussing outcomes of Job Satisfaction in an organization and other outcomes of Job
Dissatisfaction .......................................................................................................................6
4. Personality test should apply in company for judging employees.....................................7
5. Organizational Development techniques in order to boost employee Productivity...........8
6. Driving Forces and Restraining Forces involved in reducing employee turnover in a
company.................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational Behavior and Change Management helps the company in achieving
organizational goals and targets set by management. The change which helps company in
achievement of business goals are good for any organization (Organization Behavior, 2019). The
report covers the various roles and skills should be applied by manager given by Mintzberg and
Katz. It also covers the difference between operant and social learning theory and which is better
option to be applied in an organization. The various cause of job satisfaction and job
dissatisfaction in an employee leads to what changes in company. The best personality test to be
applied in company in order to judge employees level present in organization. Several ways
which can be used by organization that leads to increase in the productivity of employee. It also
emphasis on what are the various ways of driving forces and restraining forces which leads to
reduce in employee turnover in any company.
MAIN BODY
1. Managerial roles which are used by line managers same as given by Mintzberg and Katz’s
In year 1965, there were three managerial roles given by Henry Mintzberg so which can
help line manager to use those roles in organization. There three managerial roles were
interpersonal contact, Information Processing and Decision- making. Under these three
managerial roles there are further more 10 managerial roles. Line Manager in company satisfies
five managerial roles as given by Mintzberg (Altamony, 2017). These roles are Liaison and
Leader role under Interpersonal contact, monitor role under Informational role and Entrepreneur,
Negotiator role under Decision- making.
Liaison Role- Under this role, line manager communicates for organization for internal and
external contacts. This role is satisfied by line manager of Mintzberg by communicating
effectively and efficiently on behalf of company. Line manager uses this role for communicating
various information of company to outsiders.
Leader Role- In this role, line manager satisfies by leading its team for achieving targets and
goals of organization which are been set by management. Leader is the person in organization
who motivates his team to achieve all the targets in order to accomplish organizational growth.

Line Manager in the company is a person who guides and instructs every person in a team that
which work will be done by whom and in what time period.
Monitor Role- Monitor role is been satisfied by line manager in a company. He monitors each
and every work in the company by observing every employee in company that all employees are
working as per work allotted to them. He monitors each and every working happening in
company (Kumar, 2015).
Entrepreneur Role- Entrepreneur role is also satisfied by line manager in company as he is a
initiator, designs and motivates everyone for bringing change in company. He plays a role of
entrepreneur by delegating work to employees, guides them and supervise every employee in
organization.
Negotiator Role- Negotiator role is the role in which line manager negotiates with the internal
and external stakeholders of company. Line manager negotiates with internal stakeholders for
achieving targets of company.
In year 1974, Robert L. Katz given three main managerial skills to help managers to use
these skills in organization. This role were technical skills, human skills and conceptual skills.
Two important skills used by line managers in organization are
Technical Skills- These skills are generally important for lower level managers. Line managers
uses these skills in order to use different tools and techniques for the production of products and
services for organization. This is one skill which is satisfied by line manager in a company
(Laud, 2016).
Human Skills- Under this skill, it is very important that every level of manager uses the human
skill because it helps the line manager in dealing directly with people in organization. This skill
help line manager to be regularly in contact with people in organization.
2. Difference between Operant learning theory and Social learning theory and which one is best
to applied in organization
Operant Learning Theory Social Learning Theory
 This theory was introduced by
Psychologist B. F. Skinner.
 This theory was introduced by
Psychologist Albert Bandura.

 Operant Learning Theory assumes that
the internal factors of a person
motivate him to bring change in his
behavior patterns. This can be
achieved by reinforcing or giving
punishments to a person (McLeod,
2015).
 Under this theory, there are two types
reinforcement i.e. positive and
negative reinforcement.
 Positive Reinforcement can be given a
person by awarding him for his
achievements. This will be motivating
a person to bring more changes in his
behavior patterns.
 Negative Reinforcement can be given
a person punishment for any wrong
actions. This will be also motivating a
person that this particular wrong
action should not done again by a
person. This will lead a person to
change his behavior patterns.
 The theory assumes that cognitive
process plays an important in change
in behavior patterns of a person. It
assumes that the behavior patterns of a
person can be changed by observing or
imitating others.
 Under this theory, the learning can be
achieved by the process of attention,
retention, reproduction and motivation
by a person.
 Attention means keeping an eye on
other person’s actions and then
retaining all those actions in order too
bring change in behavior patterns by a
person.
 Reproduction means doing the same
actions as other person was doing in
order to change his behavior patterns.
Motivation is to keep on changing his
behavior patterns in order to learn
(Akers, 2017).
Both the learning Theory are good for applying in an organization. But Operant Learning
Theory is better than Social learning Theory because it has been observed that the person who is
motivated by himself learns faster as compared to those people who learn by observing others.
Self- motivation is the best way of learning and it also help a person in motivating him to keep
on changing his behavior pattern (Akers, 2015). Thus, Operant Learning Theory should apply in
an organization for bringing change in behavior patterns of employees.

3. Discussing outcomes of Job Satisfaction in an organization and other outcomes of Job
Dissatisfaction
Job Satisfaction of employees helps in organization growth and achievement of goals and
targets by company. Job Satisfaction helps company in early achievement of set standards by
management. There are different outcomes of job satisfaction are-
Increase in Productivity- Job satisfaction of employees helps in increasing the productivity of
company because a satisfied employee is far better than a dissatisfied employee. Satisfied
Employee from job will be motivating employees to increase the productivity of company
because organizational growth also leads to personal growth of employees (Judge, and et.al.,
2017).
Decrease in Absenteeism of employees- Job Satisfaction leads to decrease in Absenteeism
because satisfied employee will always be coming for job. It has been concluded that when
employee satisfaction is high, absenteeism is low. Less satisfied employees remain absent due to
avoidable reasons.
Decrease in Employee Turnover- Job Satisfaction leads to decrease of employee turnover
because more satisfied employees do not leave organization. If satisfied employees will not be
leaving organization than there will be no need of recruiting new employees for organization.
Recruitment of new employees leads to increase in training and development cost which will
increase employee Turnover. Thus, job satisfied employees lead to decrease in employee
turnover of organization.
Changes occurred in employees due to Job Dissatisfaction. Job dissatisfaction leads to
various changes in employees such as-
Lack of Interest- Job Dissatisfaction leads to lack of interest by employees in Job because if the
employees are not satisfied with his job then it may employees are not even interested in working
of organization. Job Dissatisfaction also leads to less self- motivation in employees in doing their
jobs because they are not happy with job.
Leads to Poor Management- Job Dissatisfaction also leads to poor management by employees
in company. Every employee in organization is not satisfied leads to lacking in poor
management in company. It decreases in productivity level of employees, increase in employee

absenteeism and employee turnover (Afshar, 2016). This also leads to increase in cost of
organization.
Not Being Heard- Less job dissatisfied employees leads to not being heard by its colleagues and
other managers of organization. Dissatisfied employee from job less intends to listen of
management and also leads to chaos in organization because of his behavior in company.
4. Personality test should apply in company for judging employees
Big Five Model also termed as big five personality traits as in this number of times research is
being done to determine the basic traits of personality and this big factors supported by most of
them. These five traits is generally described as follows:
Openness to Experience
Openness suggests about the characteristics that is included in having the broad range of
interest at the same they also willing to try even the most unusual ideas and even they are
intellectually curious, tend to hold the most unconventional beliefs. On the other side, people
having low score to openness is considered as more straight forward and always prefer
familiarity rather to be novelty (Plank, 2015).
Conscientiousness
People having high score on this tend to be considered as self – disciplined, dutiful and
prefer the plan behavior for the one who is spontaneous. Person lack in conscientiousness
considered as the personality test as they refer the opposite kind of behavior.
Extraversion
People having high score in extraversion gains the energy when it is exposed to the
external world they are considered as the action oriented, enthusiastic, visible to people and refer
as capable in asserting themselves. People who are low in this trait is classified as introverts.
Agreeableness
People who are having the high score in this trait are trustworthy, helpful, kind, generous
and not hesitate in compromising the interest from others. Self interest is the key for the people
who are having low interest in it.

Neuroticism
The tendency in experiencing the anger, depression, anxiety and other forms of negative
emotions is being seen in the people who are having the high score in this. It is also termed as the
emotional instability and similar to being in the neurotic in the Freudian sense.
This theory also received the criticism that are that this big five traits are based on data driven
investigation even though this dimension is might be similar for the different cultures, socio-
cultural environment and the conditioning leads to the difference in their personal traits that is
not explained in this model (Whetzel, 2016). It only includes the external characteristics of
individual and fail to include the personal as well as privately held characteristics.
Prominent errors in judging the employees of organization are:
Halo effect
When the overall positive as well as negative impression of individual leads to rate him at
the same dimensions of rating. It is when the manager really likes or dislikes the employee and
allows the personal feelings about the employee that influence the personal rating.
Leniency Error
It is when the raters having the tendency to rate the employees on the positive side of
scale and at the low end of scale. This situation arise when the manager over emphasis on the
positive and negative behaviors.
5. Organizational Development techniques in order to boost employee Productivity
Techniques used to boost the employee productivity in the organization are:
Team Building
It is the method that is used and designed to make the improvement in the ability of
employees and also motivates them to work together, this emphasize on the team building and
make the groups in order to improve the effectiveness. This method of team building is being
used as the people generally do not open in their mind and not honest for their fellows, it helps in
express the views to their superiors (Ahmad, 2015).
Communicate effectively

Communication is the for the productive work force as it allows the contact to each other
by having mere click on button. It is very important for the managers and the higher authority to
listen the concerns of their employees that are working under them, as it boost the employee
productivity in the organisation.
Job Rotation
To be in the same position for the job can become the monotonous for the employees, job
rotation gives the variety as well as opportunity to the employees so that they learn the different
verticals of the business. It is not only increases the productivity at the same also helps the
organization to identify the skills of the business. It helps in job satisfaction of the employee,
also benefit the employer by having the high retention and build the team spirit among the
different department of the company (Aboelmaged, 2018).
6. Driving Forces and Restraining Forces involved in reducing employee turnover in a company
Driving forces that reduces the employee turnover in the company are
Health and wellness benefits
It is important for the company to take care about the health and wellness benefits of their
employees. As the employees are healthy and well than they can perform well and if the
employees are having lack in support of health by the employers may have the huge impact on
the employee stress level (Aguenza, 2018).
Work life balance
It is the major focus in today workplace discussions that the employees need the balance
in their both the life that is personal and professional. So the employers need to consider about
the work life balance of the employees and if they maintain the balance in between the life than
they also perform well in organizations.
Restraining forces that reduces the employee turnover
Reward performance

As to measure the performance is the great way that retain the top performer and try to
keep the rest of the team motivated as the employees want to earn more by making the efforts
towards the work and for this employer often give the return on it. If the employee understand
the connection in between the hard work and their company willingness to pay high for the hard
work done by employees.
Pay right
It is the approach in which the employee need to pay the appropriate salary to employees
as according to their work and position (Dessaint, 2017). To retain the employees need to offer
market leading compensation as well as benefit package.
CONCLUSION
From the above report it is being concluded that this report is having the ways that how
the manager satisfy his roles by Mintzberg that are liaison role, leader role, monitor role,
entrepreneur role and the essential skills that line manager have to posses are technical skills,
human skills. This report also elaborate the Big five model personality that includes Openness to
Experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism and also contain the
prominent errors that the organization did while doing judgment of the employees.

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Online
Organization Behavior, 2019. [Online]. Available through <https://iedunote.com/organizational-
behavior>