Organizational Behavior Report for Coventry Building Society Analysis

This report provides an overview of organizational behavior (OB) within the context of the Coventry Building Society. It identifies key OB issues such as communication, job satisfaction, and personality factors. The report then explores relevant theories, including Maslow's, Alderfer's, and Herzberg's theories of motivation, to understand these issues. Furthermore, the report offers recommendations to improve these issues, emphasizing the importance of employee communication, job satisfaction through respect and trust, and fostering positive personality traits. The conclusion highlights the importance of addressing OB issues through training, positive relationships, and team-building activities to achieve organizational goals. The report also includes references to relevant academic sources.

Organizational Behavior

Cover Content
Introduction
Key OB Issues
Theories related to OB issues
Recommendation to improve issues
Conclusion
References

Introduction
Organization Behavior is the process of working performance of the group or individual and refers to an
activity for how the employees act on this in organization This refers with the behavior of an individual in
working environment and seeks the effect of their behavior on the job structure, communication,
performance, etc. The present report is based on the Coventry Building Society, which is a building society
based in Coventry, England. This society is the second largest in the UK with total assets of more than £46
billion at 31 December 2018

Three key OB issues
There are various issues which are to be confront by the managers and the entire firm in context with behaviour of
an organization
 Communication
 Job Satisfaction
 Personality

Theories for each of the OB issues
 The theories of organization behavior helps the organization to create the firm protocols that can enhance the
productivity and efficiency. The certain theories of organizational behavior applies to certain issues are as follows,
these are given below
 Maslow's Theory of motivation
 Alderfer's theory of motivation
 Herzberg's theory of motivation

Recommendations to improve these issues
 To resolve all the above issues and to improve these issues, the organizations should follow some of the
suggestions which are to be recommend as below, in the case of communication, it is important that the
employees should communicate with each other, as this allow the firm to be productive and can operate
effectively. The employees can experience an enhance the productivity, morale and commitment it they are able
to communicate. On the other hand, it is important to have job satisfaction while working in an organization, the
respect and trust with good pay and opportunities can satisfy the employees, this is crucial because this build the
stronger, stable and profitable future. Also when the employees are satisfy with the job, they will work with
interest and that will enhance their performance so it is important to have job satisfaction. At last, the personality
factor also plays crucial role in the organization because this helps the employee to inculcate positive qualities
like flexible and positive attitude, punctuality, friendly nature, etc. Good Personality can also bring good
relationship ans interaction with employees.

Conclusion
From the above mentioned report, it has been concluded that organizational behavior is the application of getting
knowledge about how an employee or worker, people, individual, or group of individual act and behave in an
organization Along with this to decrease the issue and to resolve them the organization must take the training to
resolve the issues related to employees, and also they should assist the staff members to create a positive
relationship and should implement team building activities so that many issues can be resolve by this and the firm
can able to achieve their goals and objectives in an effective manner and in effective time frame.

References
Chawla, V., 2014. The effect of workplace spirituality on salespeople's organisational deviant behaviours: research
propositions and practical implications. Journal of Business & Industrial Marketing. 29(3). pp.199-208.
Hystad, S. W., Mearns, K. J. and Eid, J., 2014. Moral disengagement as a mechanism between perceptions of
organisational injustice and deviant work behaviours. Safety Science. 68. pp.138-145.
Manika, D. and et. al., 2015. The impact of individual attitudinal and organisational variables on workplace
environmentally friendly behaviours. Journal of Business Ethics. 126(4). pp.663-684.

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