Organisational Behaviour Report: Conflict and Leadership Analysis

This report provides an in-depth analysis of organizational behavior issues, specifically focusing on a case study involving the Thames Valley Building Society. The report identifies key problems such as conflicts between managers, issues of leadership and authority, and deficiencies in problem-solving. It explores the use of relevant organizational behavior theories, models, and concepts to understand and address these issues, including organizational conflict theory, competence theory of authority, and a problem-solving model. The report offers justified recommendations to improve the situation, such as reducing conflict, redefining roles, and enhancing problem-solving skills. The conclusion summarizes the findings, emphasizing the importance of effectively managing organizational behavior to increase productivity and foster a positive work environment. The report is intended to provide practical solutions for managing conflict and improving leadership within organizations.

Organisational behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Organizational behavior issues identification by analyzing Case study................................3
Use of Organizational behavior theory, models and concepts...............................................4
Justified Recommendations....................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organizational behavior refers to the study of individual and group performance and their
activity within an organization. There is a systematic study about the application of knowledge
that can be used by an individual or group in an organization for better performance. This can
help to improve the manager to manage conflict within the organization. Human resource
personnel can organizational culture in such a way that employees can focus on their work and
give a better outcome. There is a high need to reduce the conflict in the company to get a better
and effective outcome with high productivity of the company. In this report, there is a discussion
about three different organizational behavior issues that are in a case study. There is also a
discussion about a relevant theory regarding organizational behavior issues. There is some
recommendation that can help to improve these three issues in Thames Valley building society
(Astrachan, 2020).
MAIN BODY
Organizational behavior issues identification by analyzing Case study
Different issues can create negative productivity for any organization which needs to
identify and reduce. This issue can have a better outcome in Thames Valley building society.
There are different organizational behavior issues between conflict between branch manager and
senior branch assistant. Some of the discussion about different issues in the Thames Valley
building society case study are discussed further.
The conflict between managers- In Thames Valley building society, there is a conflict
between branch managers and senior branch assistants. There is a need to resolve the conflict
between both of the managers that can help to lead effective productivity for the company. There
is a conflict between Tony Jackson and Jane Taylor regarding work and authority that are there
within both of the managers who need to co-operate with each other. To resolve this conflict by
both of them by meeting up and finding out the better solution. This can lead effectively for the
company. There is a high conflict between both of the managers which can lead to the changed
behavior of staff members and leads to affect the staffing and environment of the company. Tony
Jackson is always annoyed with the direction given by Jane Taylor which creates some conflict
between them and leads to affects the behavior of both. This can lead to an effect on work
performance for both managers and affect the company in a negative way (Stokes, 2019).

Leadership and authority- In Thames Valley building society, Tony Jackson and Jane
Taylor both are on management posts. This creates the feel of power and some dignity which is
regarding leadership and assigning different tasks to staff members. Jane Taylor can advise every
work to each employee and she also directs Tony Jackson to work on some specific task. There
is a higher authority to Jain tailor which creates some issues within Tony Jackson which can be
there due to not having power for direct staff members just like Jane Taylor. This authority issue
reduces their work performance and creates conflict within both of the managers which needs to
be resolved as soon as possible for better productivity of Thames Valley building society.
Problem-solving issues- There is a conflict between Jane Taylor and Tony Jackson which
needs to be resolved quickly but it can be seen that weeks have passed on but there is no
improved communication between both of the managers. This shows that there is some issue
regarding problem-solving. Here, both managers need to improve problem-solving issues. So
that, they can focus on the work and performance of employees and leads to high productivity
for Thames Valley building society (Heemskerk, 2017).
Use of Organizational behavior theory, models and concepts
There are different theories, models and concepts that can able to use and provide
solutions within both managers regarding conflict leadership and authority and problem-solving
issues. Everyone has a related theory which is going to be discussed further.
Organizational conflict theory- There are different conflict can be there within the
organization which is like interpersonal, different department conflict, a power struggle within
senior management, conflict with another organization etc. Different theories say that conflict
needs to be resolved for better growth of an organization Where are some say that this can be
there that drives success for an organization. Tony Jackson is on the post of the branch manager
who has the conflict regarding taking orders from his subordinate. This leads to creating conflict
between Tony Jackson and Jane Taylor. According to theorists conflict between both can have a
positive for the productivity of Thames Valley building society. In such a manner that both can
fight with their high performance which can create high productivity for the company. Whereas,
some theory says that it can be harmful for an organizational function which can lead to reduced
in the work performance of other employees who are known to conflict within managers and
leads to a reduction in productivity of the company (Purwanto, 2021).

Competence theory of authority- This is the one in which there is the virtue of
competence knowledge and skill for a person. In this, Tony Jackson on the position of authority
but Jane Taylor was using her authority and chain of command created despite not having
authority. This creates a problem for both the manager Jane Taylor and Tony Jackson both which
leads to conflict between both of them.
Problem-solving model- This is the model generally used in the simple cycle to solve
challenges and problems within an organization that provides a clear strategy for facing a
different situation. This model uses 5 step process which is to identify, plan, do, review and
adapt.
Stage 1 Problem identification- As per this step, it is needed to identify the problem that
conflicts with Tony Jackson and Jane Taylor. There is a need to find out the principal problem
and to understand for a positive result (Nikpour, 2017).
Stage 2 Plan- After identifying the problem within an organization and the conflict
within Tony Jackson and Jane Taylor there is a need to make some plan why should implement
in such a manner that to resolve the issue in a better and effective way.
Stage 3 Do- This says that action speaks louder than words. Here, there is always a
negative response from Tony Jackson which is not in the positive aspect and creates the action of
conflict and disapproval. This influence negatively to another employee. Stage 4 review- The is a
need to evaluate performance that can help to contribute positively to the organization after
implementing the plan. There is a need to reevaluate the situation that can be either positive
aspects or not.
Step 5 adapt- There is a need to adapt the plan when it is getting successful and providing
positive aspects and results to the company. This can be adapted in such a manner that it can
provide a positive outcome and increase the productivity of the organization (Suh and Wagner,
2017).
Justified Recommendations
It is recommended that there is a need to reduce the conflict which is there able to help in
solving the situation and conflict. There is a need to divide their work that can help to work in a
better way for the company to resolve the situation within both managers. This can help to get a
better and effective way to get over thorough the situation and conflict which can help to get a
better and effective role in the company.

There is a need to have some authority over Tony Jackson that can make him feel that he
has also mattered in the company and have a distinct post within the organization. There is a
need to provide some authority to Tony Jackson which can show that he also matters for the
company and have some authority in that company. There is also a need to direct internally about
any task in such a way Tony should not feel any negative aspect and can accept the order
willingly. This can help to provide a better impact on work performance and leads to the high
productivity of an organization.
It is also recommended that there is a need to improve the problem-solving skills of both
Tony Jackson and Jane Taylor to find out the solution to get a better situation for benefit of them
and the company. As per the situation and conflict is there for many weeks, this shows that there
is no solution regarding the conflict. There is a a need to learn theproblem-solving skills thatcan
help both of them to solve the problem within them and can focus on organizational work
(Abduraxmanovich, 2020).
CONCLUSION
From above discussion, it can be concluded that there is always some conflict within an
organization which should be there and need to use that conflict positively to increase the
productivity of the organization. In this report, there is a discussion about different key issues
within an organization which can impact the productivity and behaviorwithin the company.
There is also discussion about different theory, model and concept which can associate with
different issues in an organization. There is also some recommendation that can help to get over
through the situation which is there within an organization.

REFERENCES
Books and Journals
Abduraxmanovich, 2020. Modeling the Pedagogical Experience of England as a Factor of
Improving the Quality of Training Future Teachers. International Journal of
Psychosocial Rehabilitation, 24(04).
Astrachan, 2020. Values, spirituality and religion: Family business and the roots of sustainable
ethical behavior. Journal of Business Ethics, 163(4), pp.637-645.
Heemskerk, 2017. Conflict in the boardroom: a participant observation study of supervisory
board dynamics. Journal of Management & Governance, 21(1), pp.233-263.
Nikpour, 2017. The impact of organizational culture on organizational performance: The
mediating role of employee’s organizational commitment. International Journal of
Organizational Leadership, 6, pp.65-72.
Purwanto, 2021. Effect of Hard Skills, Soft Skills, Organizational Learning and Innovation
Capability on Islamic University Lecturers’ Performance. International Journal of Social
and Management Studies, 2(1), pp.14-40.
Stokes, 2019. Resilience and the (micro-) dynamics of organizational ambidexterity: implications
for strategic HRM. The International Journal of Human Resource Management, 30(8),
pp.1287-1322.
Suh and Wagner, 2017. Gamification in the workplace: The central role of the aesthetic
experience. Journal of Management Information Systems, 34(1), pp.268-305.