Organizational Behavior: Reflective Report on Managing Differences

This reflective report analyzes a workplace incident involving team identity issues, poor communication, and ineffective leadership. The author reflects on their experience within a university project team where they felt unsupported and unable to contribute effectively due to a lack of motivation and cooperation. The report applies reinforcement theory to explain the negative environment and explores motivational theories such as McClelland’s theory, Herzberg’s two-factor theory, and goal-setting theory to suggest improvements. The conclusion emphasizes the importance of motivation and supportive leadership in managing team dynamics and fostering a positive work environment. Desklib provides a platform for students to access similar solved assignments and past papers.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behaviour
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOR
Reflective Writing
Reflection on Incident witnessed by me in previous workplace and analysis of managing
differences drawing on Organizational Behaviour Theories
Introduction
While working with my team members in my University project, I faced different
kind of difficulties while performing the tasks. I faced various issues that included absence of
the team identity and poor communication gap. The team members were not supportive with
me and they did not assist me with the tasks that was required to be performed by me. I felt as
if I was not the member of my team due to the ineffective leadership along with lack of
motivation among me and my team mates.
Furthermore, I felt as if there was lack of creativity in the tasks performed by our
team. I could not gel with the other members in an appropriate manner as I could not resolve
the conflicts with my team leader as there was no such cooperation in the team and among
the team mates as well. The respective team leader did not allow me to participate in different
group discussions and none of my opinions were taken into consideration. I felt devastated as
there was no such importance given to the dedication and the tasks that was performed by
me.
I feel that in a team proper motivation and support is essential and necessary in nature
in order to manage the entire team. The communication skills play a major role in
understanding the different grievances of the team members and solve them as per their
convenience. The groupthink ability was missing in the team wherein the ideas were not
being entertained and team is unwilling to consider the alternative approaches and ideas of
the team members.

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Reinforcement Theory
Furthermore, there was negative reinforcement taking place in the university project
as the group members behaved badly with me and did not corporate with me to help me in
understanding the different kinds of tasks that were allocated to me. The attitudes and
behaviour of the fellow colleagues were not at all supportive in nature and this created a
negative influence on my behaviour as well (Ling 2017).
However, I tried to cordially communicate and the cultural differences started to
occur more in the tasks performed by me. The reinforcement theory is defined as wherein the
main aspect is when the behaviour is reinforced, this can be repeated again and same
behaviour will continue to be the same unless something positive is done (Alshmemri,
Shahwan-Akl and Maude 2017). There are two kinds of reinforcement types such as positive
and negative reinforcement (Tanner 2017).
Furthermore, it was noticed that the presentation prepared by me was not appreciated
and there were negative discussions among the team members about my tasks. I felt that the
motivation is essential in nature as this influenced the group members in a positive manner.
However, this kind of personality was missing in the team members and team leader and this
caused demotivation.
Motivational Theories
From the incident, I learnt that the motivation is one of the essential component that is
required to be provided to the employees in order to improve their morale and productivity of
the team members as well (Collins et al. 2017). The McClelland’s theory of motivation can
be applied in the group to include the need for achievement, affiliation and power among the
team members. This motivation theory is not inherent and this is developed through life and
work experiences (Ziar and Ahmadi 2017).

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I feel this is the main responsibility and duty of the team member to take care of the
different requirements of the members working under them. As to overcome the barriers, the
team leader has to understand the issues of the employees and appreciate them for their hard
work and their creativity as well.
However, in my case it was missing as there was no such motivation provided to me
and this led me to negatively perform. Furthermore, the Herzberg’s theory of motivation can
be applied by the team leader as this is the two-factor theory that includes both motivation
and hygiene factors (De Vito et al. 2018). The achievement and recognition can be achieved
by the members of the team when there are proper interpersonal relationships and working
conditions is appropriate in nature (Bishop 2016).
The goal setting-theory has to be adopted as this explains the work behaviour as this
helps and assists the team members in achieving their goals (Ziar and Ahmadi 2017). The
participation objective is one of the essential goal as this makes the tasks much more
interesting in nature as this will allow to complete the goals effectively (Hur 2017). These are
the different models and theories of motivation that can be analysed by the companies in
order to motivate the motivation plays a positive role.
Conclusion
Lastly, after the last incident, I felt that motivation plays an essential role in managing
the different consequences in the team. The motivation of the team members in the group
plays a vital role in understanding their issues and solving them by providing them with
monetary and non-monetary rewards or appraisals that can help them in gaining some
motivation to perform the tasks effectually. Furthermore, when the team members faced
difficulties, this is the entire responsibility of the team leader to cope with the employees to
understand their grievances and solve them as per the requirements as well.

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References
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal, 14(5).
Bishop, J., 2016, January. An analysis of the implications of Maslow's Hierarchy of Needs
for networked learning design and delivery. In Proceedings of the International Conference
on Information and Knowledge Engineering (IKE) (p. 49). The Steering Committee of The
World Congress in Computer Science, Computer Engineering and Applied Computing
(WorldComp).
Collins, M.D., Jackson, C.J., Walker, B.R., O'connor, P.J. and Gardiner, E., 2017. Integrating
the context-appropriate balanced attention model and reinforcement sensitivity theory:
Towards a domain-general personality process model. Psychological bulletin, 143(1), p.91.
De Vito, L., Brown, A., Bannister, B., Cianci, M. and Mujtaba, B.G., 2018. Employee
motivation based on the hierarchy of needs, expectancy and the two-factor theories applied
with higher education employees. IJAMEE.
Hur, Y., 2017. Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is
it Applicable to Public Managers?. Public Organization Review, pp.1-15.
Ling, J., 2017. Erudition of International Students Through Maslow’s Theory with the
perspective of Humanism. ASIAN JOURNAL OF MULTIDISCIPLINARY STUDIES, 5(5).
Tanner, R., 2017. Motivation–Applying Maslow’s Hierarchy of Needs Theory.
Ziar, S. and Ahmadi, S., 2017. Effective Factors in Job Motivation of Faculty Members of
Shaheed Beheshti University of Medical Sciences Based on Herzberg's Two-Factor Theory
of Motivation in 1394. Journal of Medical Education Development, 9(23), pp.20-30.

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