Organisation Behaviour: Culture, Power, and Performance Essay

This essay provides an introduction to organizational behavior, defining it as the study of interactions within an organization aimed at achieving efficiency and effectiveness. It explores the influence of employee-employer relations and the importance of managing organizational behavior through micro and macro levels. The essay delves into relevant theories like Maslow's hierarchy of needs and the content theory of motivation, emphasizing the importance of meeting employees' physiological, safety, social, esteem, and self-actualization needs. It also discusses the practices of organizational behavior, including improving organizational functions, achieving objectives with fair policies, and upholding human rights, social justice, and legislation to prevent discrimination. Furthermore, it addresses the impact of diversity, discrimination, and the influence of culture and power on organizational behavior, highlighting the role of legislation like wages and labor laws in promoting employee welfare and organizational performance. The essay concludes by emphasizing the role of motivation and leadership in avoiding discrimination and promoting group performance.

ORGANIZATION
BEHAVIOUR

INTRODUCTION:
Organisation behaviour: it is the study in which people are interacting with other in an
organisation. The purpose of this study is to bring business in a effective and efficient manner. it
can be affected with employee and employer relation. To fulfil the organisation objectives it is
important to mange the organisational behaviour with different techniques. It can done through
the different level such as:
 At the micro level which includes individualize in organisation and work groups.
 At macro level includes the behaviour of organisations.
Relevant theories and practices of organisation behaviour:
Theory:
 content theory of motivation: the theory suggest by the different psychologist and it is
important to meet the different needs in an organisations.
Abhram maslow: He suggest the need theory for the individual in organisation for motivation
and getting social status in society.
Physiological needs describes the needs which are important for the employees to make their life
more comfortable as food, shelter and other physical needs.
Safety needs: this needs are also important for the employees they have job security.
Social needs: As the organisation have to fulfil the social needs of employees to feel motivate.
Social needs include the family and friends are important for each and every individual and they
need time for them.
Esteem needs: As the employees needs some growth in their life as well in professional life and
if any achievement have been made then it is the organisational responsibility give recognition to
the employees in front of other employees (Boiral and Paillé, 2012).
Self actualisation needs: as the employees need some of roles in due of their knowledge and skill
contribution in their works.
 Influence of culture and power on organisation behaviour make the unfair decision on
employees.
Practices of organisational behaviour: Main practices of organisation behaviour to bring the
working culture more better. Improve the organisation function in regrading s of operation and
other work. To achieve the organisation objectives with fair polices.
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For every organisation is important to consider the human right, social justice and legislation for
the betterment of organisation as well to save employees from discrimination in organisation. As
every employee have the equal right in an organisation such as equal pay and proper safety
during work (Miao and Newman 2013). It is important for organisation meet the social needs of
employees. if social justice is not able to get employees than it is possible to bring down the
organisation performance. Sometimes society plays the major roles in employee life to boost the
performance in organisational as they have requirement as per the maslows need hierarchy
theory. Organisation performance will depends on the motivation and leadership style of and
individual in organisation. It is important to avoid the unfair discrimination to give social justice
and groups performance in organisation because if the employee are not happy with groups.
Diversity and discrimination in organisation is also bring the conflicts among the other
employees as well down organisation performance. It is important for the organisation to take the
decision to consider the gender, ethnicity and health. The management have to focus on the both
types of gender work force. Because for administrative work women are more better then men.
Organisation should avoid the intentional and explicit discrimination among the employees.
Discrimination regarding gender in organisation will makes the adverse situation for lack of
management in different works (Edú Valsania and Moriano, 2012.). The sometime the diversity
in workforce bring the difference in culture and it will influence on the organisation culture by
setting up different groups. As result the organisation need to bring the gaps between diversity
and the discrimination happen with other groupset in organisation.
The various legislation have been made to solve the issue like gender discrimination and
other problems regarding the employees safeness in organisation.
Labour laws will play major role in employees life to give justice in terms of organisation issues.
In Australia organisation have the different rule and regulation which are ot consider for
employees welfare. The labour law includes the safety of the employees and other befits should
be given in an organisation. Sometime this laws are also beneficial for the organisation maintain
the healthy relation with employees.
Wages Law: it is legislation regarding the employee equal wages in an organisation.
These laws help to avoid the discrimination with employees give the equal justice to them
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for every organisation the employees will make the better environment of work. It is important
for the management to maintain the organisation behaviour with fair policies and practice in
organisation.
REFERENCE
Books and journals
Boiral, O. and Paillé, P., 2012. Organizational citizenship behaviour for the environment:
Measurement and validation. Journal of business ethics. 109(4).pp.431-445.
Edú Valsania, S., Moriano León, J.A., and et.al., 2012. Authentic leadership and its effect on
employees' organizational citizenship behaviours. Psicothema.24(4).
Fagerberg, J., Martin, B.R. and Andersen, E.S. eds., 2013. Innovation studies: evolution and
future challenges. OUP Oxford.
Miao, Q., Newman, A., Yu, J. and Xu, L., 2013. The relationship between ethical leadership and
unethical pro-organizational behavior: Linear or curvilinear effects?. Journal of Business
Ethics, 116(3). pp.641-653.
Shahin, A., Shabani Naftchali, J. and Khazaei Pool, J., 2014. Developing a model for the
influence of perceived organizational climate on organizational citizenship behaviour and
organizational performance based on balanced score card. International Journal of Productivity
and Performance Management.63(3). pp.290-307.
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