Analysis of Organizational Behavior Issues at Woolworths Limited

This report delves into the organizational behavior management issues at Woolworths Limited, an Australian retail company. It identifies key problems such as low employee motivation and high turnover, attributing these to factors like unmet employee needs and lack of recognition. The report utilizes Maslow's hierarchy of needs and Herzberg's two-factor theory to analyze these issues, providing a framework for understanding employee needs and dissatisfaction factors. It suggests intervention designs including sensitivity training, survey feedback, team building, and goal setting to improve the organizational environment, enhance employee engagement, and reduce turnover. The analysis focuses on improving human resource management practices to foster a more motivated and productive workforce, ultimately aiming to enhance the overall performance of Woolworths Limited.

Organisation Behaviour
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Problem faced by the organisation...............................................................................................1
Intervention design.......................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Organisation behaviour management is basically behavioural analysis of the organisation
that can help the company to improve performance of the individual and group of the people. It
also helps to analyse the safety at work and for the proper management organisation usually
work on training and development of the employees and employers so that performance of the
company can be improved. Present study is based on the company Woolworth Limited that is a
Australian company founded by Stanley Edward in the year 1924 having head quarter in Bella
Vista, Australia. It is basically retailing company having approx 205,000 employees. After the
war expansion was rapid and in the year 1955 company opened 200th store. In the year 1970,
company started to open Big W discount department stores. In the year 1985 company acquired
126 safe way stores in Australia that made the company largest food retailers. It is one of the
most popular retail chain in the global market but company is facing major issue in its Human
resource management. Report includes Human management issues that company is facing and
these issues have been identified with the help of theories. For low motivation of the employees
Maslow's hierarchy of needs have been used in the report that tells about different needs of the
employees, fulfilling which employees get motivated to work in the organization and there
performance can also be improved. As employees turnover is high in Woolworth Limited,
Herzberg's Two factor theory have been used to identify the reason of this issue arising in the
company. These theories have helped in identifying issues and there solutions in order to have a
proper human resource management in the organisation. For the same a proper intervention have
been designed to improve the situation in the organisation so that these issues do not affect the
productivity of the business.
TASK
Problem faced by the organisation
Problem 1:- Low level of motivation
As per the report Woolworth Limited is having more than 205,000 employees and it is
difficult for the human resource management to manage such huge workforce. Organisational
behaviour is very important as it helps the managers to manage the workforce so that they can
work effectively. Company is also having more than 800 stores and have full time and part time
employees that help the company to manage the stores. Main focus of the human resource
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managers is over production and performance part and they are not focusing on employee
motivation. Top level manager of Woolworth Limited are not having proper communication with
there employees and as a result they are not able to understand the basic requirements of the
employees and also about different motivational factors that can help the employees to work
productively. Most of the employees working in firm are part time employees.
Employees are having low level of motivation and that is affecting their job responsibility
and they are also not finding any future scope in retail sector. This is also leading to high
employee turnover(Baum, 2016). To motivate these employees to work effectively human
resource management is facing lots of problem as company is having hierarchical structure and
top management is not paying attention on general needs of the employees. It also been seen that
demotivated employees are giving low quality of services to the customers that can result in poor
performance of the organisation.
Problem 2:- High employee turnover
This also is resulting in high employee turnover as employees are seeing their bring
future in retailing and they are also not getting recognition as top management is not focusing on
employees needs. Employees are also not getting opportunity to make their own decision and
that is the reason they are lacking in innovation. For the same Woolworth Limited have to work
in order to create environment where employees work happily and become loyal towards the
firm. These all issues are leading to deterioration of service quality and this is affecting overall
performance of the firm(Brewster & et.al., 2016).
After analysing the overall organisational behaviour of Woolworth Limited it is being
determined that company haver to focus on problem related to human resource management. The
major issues in organisational behaviour with respect to human resource management is low
level of motivation in the employees and that is further leading to high employee turnover. These
issues have been identified with the help of different theories that determined the reasons of
these issues arising in the management and giving solutions for overcoming them.
Solution for Low level of motivation
Management of Woolworth Limited is facing issues related to employees motivation as
employees are demotivated to work effectively as there basic needs are not been fulfilled by the
firm. Company have to focus on individual needs of the employees as this can motivate them to
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work more effectively(Kiruja & Mukuru, 2018). The different issues arising due to low level of
motivation in employees are as follows:-
 They do not get involved in different organisational activities and there commitment is
also not 100%, so it becomes difficult for the human resource managers to manage the
daily business operations of the firm.
 Employees behave negatively and change in attitude is seen.
 This also results in lower productivity of the business.
Organisation behaviour if focuses on both the needs of employees and organisation then
things would become better within the firm. There are different motivation theories that can help
the organisation to analyse the issues that employees are facing. Need motivation theory helps
the firm to identify basic needs of the employees and analyse whether firm is able to fulfil them
or not.
Solution for High employee turnover
Company is facing issues related to employees retention and this is being analysed with
the help of Herzberg's two factor theory. According to this theory there are factors that results to
satisfaction and there are some factors that prevent dissatisfaction. These problem can be solved
using Herzberg's two factor theory.
Theories:-
Maslow's Hierarchy of needs
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Figure:- 1
This theory is very helpful to understand basic needs of the employees that organisation
can provide in order to have potential employees. There are some essential motivation needs that
encourages the employees to work in the organisation(Lăzăroiu, 2015).
 The most important need is physiological needs that includes food, air and water.
Satisfying them motivates the employees to work in the organisation. Woolworth Limited
is providing this basic need to all the employees and that is the reason 205,000 employees
are working in the organisation.
 But employees also have concern over safety needs that is they are safe and have security
of the job. Basically company is able to fulfil the safety need but as top management is
having less concern about the employees, they fear about there job security that is not
helping them out in order to get motivated.
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Illustration 1: Maslow's hierarchy of needs

 Another need is belongingness that employees of Woolworth Limited is not getting and
company have to provide happy working environment to there employees to motivate
them towards the work.
 When this need get fulfil employees are also have concern about there self esteem that is
to get respect in the organisation and society. Employees of Woolworth Limited are
respected but there work is not given importance and nor they are appreciated that is the
reason they are demotivated. Managers have to give rewards for there efforts so that
others also get motivated to work hard(Lee & Hanna, 2015).
 At the end of all these needs comes self actualisation where employee is in need to get
new things to learn so that they are able to have new skills and there goals can be
achieved. Company have to provide special training programs so that employees get
trained and can have new skills that can help them to grow in right direction.
Herzberg's two factor theory
Figure:- 2
 Hygiene factors:- These factors are essential in order to have motivation in the company.
Not having these factors lead to dissatisfaction and employee turnover ratio may increase.
Woolworth Limited is not having rigid company policies and that is the reason
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Illustration 2: Herzberg theory

employees are dissatisfied as they are not getting flexible working hours. Relationship
between the employees and employers are also lacking due to various conflicts in the
organization(Alshmemri, Shahwan-Akl & Maude, 2017). Woolworth Limited have to
provide job security and such conflicts must be resolved in order to satisfy the employees
and this can result in low employee turnover.
 Motivation factors:- Another factor is motivation that motivates the employees to have
high performance. As Woolworth Limited is not giving recognition to there employees
they are less motivated towards there performance and employees have to be given
rewards for there good efforts so that other employees get motivated(Mathieu & et.al.,
2016). Company is not bringing growth opportunity for the employees that is
demotivating the employees and to overcome this employees must be given promotions
for there best performance.
Intervention design
Woolworth Limited can have a change program that can help the company to improve
the current situation of the organization. Company can use different techniques in this change
program in order to have organizational behavioural development. These techniques are as
follows:-
 Sensitivity Training:- Woolworth Limited managers can have interaction with the
employees and groups so that they get to know about the problems that employees are
facing. This can also help the company to solve various interpersonal conflicts. This can
motivate the employees to work on there skills and they will retain for long period in the
organisation. This type of training also help in fulfilling there self esteem needs as their
skilled get enhanced and this helps them to improve as an employee.
 Survey feedback:- Senior managers have to ask the feedback of the employees so that
they can take appropriate decision to solve the conflicts that are creating differences in
the employee and employers relationship. It is very important to have a good relation
with the employees as company can make the employees working towards the growth of
the firm and they will listen to the managers patiently. Making improvement according to
employees feedback can motivate them as they are getting consideration and this will
result in low employee turnover.
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 Team building:- High interaction groups have to be created in order to develop trust
among the members and this can also help the employees to come up with innovative
ideas. If employees are hesitating to share there ideas it is not good for the organization
as lack of innovative ideas can not bring competitive advantage to the firm. Company can
conduct different activities that can motivate the employees to work in team and this
results in retention of the employees as they are getting happy working
environment(Mali, Froese & Merchant, 2017).
 Goal setting:- Setting goals can make the employees motivated to perform well in order
to receive rewards. There are many employees who only get motivated to work only
when some rewards are put up by the company. For the same promotions or rise in
payment can motivate them to work hard. This will lead to better performance of
employees and their self esteem need will be fulfilled as they will be getting recognition
in the organization. Goals have to be assign according to capability of the employees so
that they can work easily without feeling pressure.
CONCLUSION
From the above report it is concluded that Woolworth Limited is facing problem related
to organisational behavioural management as human resource management is not working
properly. Company is have less motivated staff and they are not retaining for long period in the
organisation. It is being seen in the organisation that most of the employees are doing part time
job in the stores of Woolworth Limited. The reason is that employees are not getting motivation
to work for long period in the organisation. From Maslow's' hierarchical of needs it is been
concluded that company is required to focus on security and self esteem of employees as it is
lacking behind. Not only this company also have to fulfil there employees belonging and self
actualisation needs by conducting various activities and training programs. These activities can
help the employees to retain for long period. To have low employee turnover and retain
employees for long period Herzberg's two factor theory have been used that analysed the reason
of high employee turnover. By designing intervention it is being concluded that company can
solve these issues by using different techniques like Goal setting, Team building, Survey
feedback, Sensitivity Training that can make the employees motivated towards there work and
this can also help in solving problems related to human resource management.
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REFERENCES
Books and journals
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Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal. 14(5). 12-16.
Baum, T. (Ed.). (2016). Human resource issues in international tourism. Elsevier.
Brewster, C. & et.al., (2016). International human resource management. Kogan Page
Publishers.
Kiruja, E. K., & Mukuru, E. (2018). Effect of motivation on employee performance in public
middle level Technical Training Institutions in Kenya. IJAME.
Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations. (14). 97-102.
Lee, J. M., & Hanna, S. D. (2015). Savings goals and saving behavior from a perspective of
Maslow's hierarchy of needs. Journal of Financial Counseling and Planning. 26(2).
Malik, A., Froese, F. J., & Merchant, H. (2017). National Business Systems in Asian Countries:
Impact on Human Resource Management, Employment Relations Practices and
Organisation Behaviour (Vol. 13). V. Pereira (Ed.). Emerald Publishing.
Mathieu, C. & et.al., (2016). The role of supervisory behavior, job satisfaction and organizational
commitment on employee turnover. Journal of Management & Organization. 22(1). 113-
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