Organisational Behaviour Reflections Assignment - 200585, July 2019

This assignment, submitted by Excellent Student, is a comprehensive reflection on key concepts in organisational behaviour. The student analyzes three Personal Integration Activities (PIAs) focusing on individual empowerment and engagement, supportive communication within a group, and organizational structure assessment. The assignment details the student's emotional state during each PIA, evaluating the purpose, advantages, and disadvantages of each activity. It further employs organisational behaviour theories to explain the PIA results and individual behaviours within group and organisational contexts. The student draws conclusions about themselves as an individual, group member, and organisational member, providing recommendations for self-improvement in areas like decision-making, communication, and organisational structure understanding. The assignment includes references using the Harvard WesternSydU style guide to support the analysis and conclusions.

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REFLECTIONS
Typeyour responses in the boxes below ensuring that you combine the information for
all three PIAs in a cohesive manner:
Summary: Describe the PIAs that you selected and explain why you chose them. (225 words).
I finalized the effective empowerment and engagement PIA (Individual): a self assessment survey helps the
individuals to find out their psychological perception for their own job role and responsibilities. Besides, it
also helps the individuals to determine the perception of long term commitment and personal productivity
(Abubakar et al. 2019). I personally find out the reason for being an effective employee of an organization;
therefore I choose the PIA which helps me developing empowerment for strengthening engagement power.
After this, I chose Supportive communication PIA (Group): a self assessment survey enabling the group
members to understand the proper approach for business communication with internal and external
stakeholders. The supportive communication also helps group members for identifying the negative
communication approach which may impacts negatively on positive relationship building (Gogan et al. 2016).
I personally chose the PIA because I wanted know how the stakeholders can be influenced for any business
deal through sound communicating approach.
Thirdly, I selected Organizational Structure Assessment PIA (Organization): a self assessment survey helps
individuals to identify proper internal organizational structure of a company to conduct significant operational
activity. Moreover, it influences the ability of the individuals to restructure and organizational set up for future
in order to improve organizational performance (Andrews et al. 2016). The PIA influenced me to choose due
to its significant benefits for required organizational change concept application for future. On the other side,
it also helps me to understand about correct structure of a company for performance increase.
Emotional State:Describe how you felt while doing the PIAs and why you felt thatway. (225words).
At the time of completing the PIA (Individual) I was feeling little bit confuse in the context of improving the
self empowerment way finding. I felt little bit nervous because I could not recognize the link between
employee empowerment and engagement which made me unable to apply the empowerment skills for being
engage with an organization for long term. On the contrary, I was also happy for getting the chance to
explore my skills which influence me to develop personally.
In the completion of Group PIA I was pleased for having such an opportunity to sharpen the communication
skill in business purpose. The reason behind the happiness was lies on the increase of my future opportunity
for approaching the stakeholders in the context of business related activities which impacts on personal skill
development.
The conduction of organizational structure assessment makes me feel the most difficult situation for an
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employee when an individual need to make proper decision organizational change. It seemed also
challenging to me for identifying proper restructuring strategies of an organizational internal formation
because it may affects negatively and positively on the organizational profitability or sustainability. Besides, I
felt little bit risk at the time of completing the PIA because it may impacts negatively on my psychological
perception if I made any wrong decision regarding the organizational structure; therefore I was too conscious
to make any decision.
Evaluation:Describe the purpose of the PIAs, describe the advantages and disadvantages of the PIAs, and
determine how or why the PIAs met or did not meet its objectives. (350 words)
The Individual PIA aimed to enrich the self empowerment ability to engage with an organization for long
term. It also helps the individuals to identify their internal strength and weakness; therefore, it helps in
improving psychological perception for being a good employee. On the other side, it helps the individual for
summarizing the significant skills which were important to engage self with an organization. Therefore, it
influences the psychological perception of the individuals for adopting those empowerment skills to
understand working responsibilities to boost up their self productivity (Arktedius and Arnkvist, 2019).
However, the PIA entirely meets the objective because I was able to enrich my productivity by sharpening
my executive skills along with time management tips.
The PIA of group threw its light upon the evaluation of supportive communication significance in the context
of approaching business stakeholders. Moreover, the supportive communication helps in deciding the
perfect way of communication which helps to avoid misunderstanding and miscommunication between
internal and external stakeholders. On the other side, the application of supportive communication approach
can impacts negatively on the relationship building if it applied on wrong place and wrong time. The PIA only
helps to learn communication way and style but did not helps to understand the right time and place for
approaching (Zaman et al. 2019). Overall, the PIA met its objective as I was benefited from it to improve the
communication skills of entire group and able to make bonding among them by perfect sharing of
information.
The organization PIA intended to enrich the ability for restricting an internal formation of an organizational
hierarchy. It helps in establishing the organizational structure by proper division of the board of directors as
per their departmental duties. On the contrary, it creates the chances for confliction among the hierarchies
based on improper division of working responsibilities (Letsa, 2017). The PIA was effective for the individual
to clear the concept of organizational restructure requirement for future improvement. Entirely, the PIA
meets its objective because I learned to divide responsibilities among hierarchies for achieving the
organizational goals. Besides, it also helps to understand the determination of information flow between the
different levels of an organization.
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Analysis:Use OB theories to explain the PIA results and individual behaviours, in the group context and
organisational contexts. (350 words)
PIA (Individual): I secured a score marks of 91 which indicate my low ability for confident decision making. I
was also unable to understand the proper utilization of given tools and resources in the context of perfect
decision making. On the contrary, I performed well in supervision of the workplace which reflects a positive
light in my monitoring ability of the organizational activity along with the activity of other employees (Pillay,
2016). As I was never took any decision with the help of my parents, may be it reduce my ability for making
self decision. However the entire PIA influence me to learn how I can make any business decision
confidently and utilize it for long term empowerment in the context of improving organizational engagement.
PIA (Group): In this PIA I secured the marks of 125 indicating a medium ability for supportive
communication. It may help me to be a good communicator between two different stakeholders. On the
other side, the PIA also indicates my weaknesses in providing prompt reply or applying an effective
communication approach in against of any emergency situation arises (Vogelsang, 2018). I was also able to
solve the miscommunication among the groups as I hold the ability for listening to others well with great
patients. It can be a result of my nourishment where my parents teach me to keep patients when I faced any
difficulties and try to find out the core of the problem or solve it from the core. I was also able to maintain the
collaboration within team as my parents teach me to approach gently at the time of communicating with
others by admiring their preferences and culture.
PIA (Organization): I scored lowest marks, 45 in this PIA where I was unable to restructure the hierarchy
establishment properly which impacts negatively on the organizational outcome. It helps me to understand
that I still not able to took right decision regarding organizational change. Moreover, I also summaries some
core facts during the PIA that I need to improve my analyzing skill to find out the proper requirements of the
business market which push me up to restructure an organizational hierarchy formation (Puthur et al. 2019).
Conclusions & Recommendations:Draw conclusions about yourself as an individual, a group
member and organisational member. For example, do you work well in teams and/or what roles would you
be most comfortable in. Describes what actions you should take to improve/change yourself so that you can
be a better employee, group member and/or manager. (350 words)
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In Respect of my PIA analysis:
PIA (Individual): I felt that I need to keep my focus on the self analysis to understand my strengths and
weaknesses both for future improvement of my executive skills. On the other hand, it also make me realize
that firstly an individual need to understand their self requirement; it helps to develop their skills to be an
effective employee in the context of meeting their needs and wants. Therefore, I realized that My focus
should be keep upon the Mashlow theory of need (Okocha, and Anyanwu, 2016). Apart from this, I also
learnt some new things during the PIA which seems me a difficult challenge to cope up the problems of
employee engagement. Besides, I realized that I would be an effective employee in future due to my
monitoring skills whereas I need to sharpen my decision making skills.
PIA (Group): I summarized some significant factors related to supportive communication need to avoid
organizational conflicts. I also realize that my prompt decision making approaches to cope up any difficult
situation was little bit poor; therefore I must join the coaching class of analytical thinking which sharpen my
critical thought process. On the other side, I must discuss with the decision makers of different organization
to understand their strategies at the time of making any decision by analyzing the psychological through
process of the opposite individual and approach them for any business deal (Vashisht, 2017). However, the
overall PIA was good for me because I was a good listener which helps in finding out the core problem.
PIA (Organization): This PIA makes me disappointed by reflecting my poor ability to select proper change in
organizational development. Therefore, I realize that I must research on the theory and model application of
EGR theory along with classical and modern management theory, Such theory helps me in improving my
understand for organizational need and current changing demand of the business market. Therefore, I would
be able to restructure the internal structure of an organization to meet the demand of business market (Zaki,
2018). Besides, I also realize that I need to conduct market research to analyse different type of
organizational structure and their effectiveness in organizational performance improvement for sharpening
my analytical ability.
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References
Use the Harvard WesternSydU Style Guideto complete your reference list and type your
reference list in alphabetical order author’s LAST/SURNAME below:
Please ensure that you use MyLab to cite and reference the PIA
as well as any theories used to support your arguments.
Abubakar, A.M., Elrehail, H., Alatailat, M.A. and Elç i, A., 2019. Knowledge management, decision-making style
and organizational performance. Journal of Innovation & Knowledge, 4(2), pp.104-114.
Andrews, R., Beynon, M.J. and McDermott, A.M., 2016. Organizational capability in the public sector: A
configurational approach. Journal of Public Administration Research and Theory, 26(2), pp.239-258.
Arktedius, A. and Arnkvist, M., 2019. Hur bevarar avdelningar kunskap?:-En kvalitativ studie av en
matvarubutik.
Gogan, L.M., Artene, A., Sarca, I. and Draghici, A., 2016. The impact of intellectual capital on organizational
performance. Procedia-social and behavioral sciences, 221(0), pp.194-202.
Letsa, N.W., 2017. Voting for the Devil You Know: Understanding Electoral Behavior in Authoritarian regimes.
Okocha, B.F. and Anyanwu, S.A., 2016. Organisational justice and employee satisfaction: A study of selected
banks in Port Harcourt. International Journal of Advanced Academic Research/Social & Management, 2(9),
pp.1-12.
Pillay, R., 2016. Emotional labour amongst women leaders within the consulting industry: a hermeneutic
phenomenological inquiry (Doctoral dissertation).
Puthur, C., Chuphal, P., Thakur, S. and Sharma, A., 2019. Colloidal chemotaxis and a biased random walk
model with finite mean first-passage time. EPL (Europhysics Letters), 128(2), p.20001.
Vashisht, A., 2017. Impact of Psychological Contract on Organisational Citizenship Behavior. AIMT Journal of
Management, p.1.
Vogelsang, K., 2018. The Relationship between Person-Environment fit, Grit, and Task performance: A
mediation analysis (Bachelor's thesis, University of Twente).
Zaki, M.M., 2018. Swinging between hope and despair:: Kabul citizens’ voting behavior in the 2018 Wolesi
Jirga election.
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Zaman, K., Rana, M.S. and Iftikhar, U., 2019. A Multilevel Analysis of Job Demands and Intention to Resign
Through Perceived Service Recovery Performance. Business & Economic Review, 11(2), pp.67-82.
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