CBE6181- Organizational Behaviour: Case Analysis and Literature Review

This case study examines organizational behaviour within a hotel context, addressing issues that arise from organizational structure, such as departmental loyalty, new management challenges, poor communication, and misaligned company goals. It analyzes literature on employee turnover, highlighting factors like company culture, compensation, and work content. The study applies Maslow's hierarchy of needs to improve employee motivation and job satisfaction, recommending strategies such as recognizing accomplishments, providing financial security, encouraging socialization, and promoting workforce health. Furthermore, the study identifies challenges in managing organizational behaviour, including workplace diversity and cross-cultural dynamics. This document is available on Desklib, a platform offering a wealth of study resources for students.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational behaviour
Name of the Student:
Name of the University:
Author Note:

1ORGANIZATIONAL BEHAVIOUR
ExecutiveSummary
Organizations have now become more dynamic and more complex, thus requires an effective
integration of the organizational behaviour. The organizational structure helps in proper
functioning and management operation in an organization. The several challenges and issues in
this field have resulted into several disruptions in hotel organizations. This study focuses on the
organizational structure and effectively integrates the organizational behaviour to mitigate such
problems.

2ORGANIZATIONAL BEHAVIOUR
Table of Contents
Introduction......................................................................................................................................3
Issues that arise within the organizational structure........................................................................3
Literature analysis............................................................................................................................5
Organizational behaviour and recommendations............................................................................7
Issues faced by the organizational behaviour..................................................................................9
Conclusion.....................................................................................................................................11
Reference.......................................................................................................................................12

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Introduction
Organizational structure can be described as a structure that defines how the certain
activities are framed in order to achieve the targets and the success of the organization. The
various activities include the responsibilities, rules and roles. The organizational structure also
directs the managers how the information will move from one level of the company to another.
In simple terms, organizational structure is a specific hierarchy that exists within an organization
and it shapes all the business activities in it heavily (Fan, Wong and Zhang 2013.). Organization
behaviour can be described as the study of process or the way through which the people
communicate and interact within a group. This is applied in order to create an efficient and
effective organization. The main idea behind the organizational structure is the application of the
management of the workers. The theories of the human resource management are applied to the
management of the human resources and maximise the output from them (Gagné, Sharma and
De Massis2014). This study is based on the organizational behaviour and its theories and the
organizational structure in the hotels.
Issues that arise within the organizational structure
A hotel company that has a strong organizational structure has the inherent benefit of the
creation of a unified company, well-defined hierarchy and improved communication. It is
important to note that problems can arise due to the internal conflicts and loss of productivity.
Thus, in order to maintain a robust company framework, it is useful to identify the issues that
exist within an organizational structure and dealing them effectively when they occur
(Dedahanov, Rhee and Yoon 2017).

4ORGANIZATIONAL BEHAVIOUR
 Departmental loyalty- one of the drawbacks for the creation of the departments is
the appearance and interdepartmental competition that arises within the minds of
the different groups. The brand customer service department may be in conflict
with the accounts department because the customers are not getting their credit
terms approved. Departments in a hotel company tend to work for the
development of the hotel and thus also feel that their success solely depends on
their performance. This affects the performance of the other departments This
causes disruption in the lines of communication and also affects the productivity
(Yang et al. 2013).
 New management- If the management has not seen much changes for several
years, then there is a greater chance that the company will settle with the
management procedure and strategies that will be comfortable for most of the
management team which is existing. Changes in the style of the management and
the management team can put a lot of strain on the organizational structure of a
hotel company. When the new managers come in, it takes a lot of time to become
familiar with the existing organizational structure and then it takes a long time to
implement new things into the management. A lot of time is spent for the purpose
of adjustment of the other managers and employee (Vaccaro et al. 2012).
 Poor communication- effective communication is vital to keep the organizational
structure to work smoothly. Without the communication, new processes and the
communication can get distorted. The manager may find it difficult to effectively
control certain parts of the processes. This is the reason why the executive
communication necessary for the success of the hotel companies and its

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organizational structure. If the departments do not the clear idea of the
responsibilities, then there is a confusion regarding the duties and performance of
the employees (Daim et al. 2012).
 Company goals- an organizational structure can be deemed effective when the
hotel company uses the structure properly. It has been found that when the upper
management makes decisions without consulting the other managers and the
employees of the company, then there is a huge risk of the company not reaching
the goals. For the organizational structure to effective, there is a requirement of
the making goals into a two-way process. When the upper management team do
not consider the input of the rest of the company members during framing the
company goals, the resentment arises and the morale of the company reduces
(Daim et al. 2012).
Literature analysis
A study was conducted with 2 major objectives: 1. In order to understand the factors that
play a role in the employee decision of when to leave and change the workplace. 2. Secondly to
analyse the strategies of the managers taken by the managers to reduce the employee turnover.
The participant was selected by a purposive sampling method. The participants were the
employees of an international tourist hotel and it includes the resorts and commercial hotels. The
participants were interviewed using criteria like working in an international tourist hotel; the
respondent is holding a managerial and a supervisory role in an organizational hierarchy; the
respondent is having at least 3 years of working experience in the hotel industry. There were a
total of 29 respondents and out of which 14 were female. 12 participants were at the supervisory

6ORGANIZATIONAL BEHAVIOUR
level, 15 at the managerial role and 18 belong to the international tourist hotel. The work
experience of the participants ranged from 3 to 22 years (Yang, Wan and Fu 2012).
The reasons for leaving the job were found are as follows:
 Company factors- this included the management style, company sub-culture,
working environment, company decision making, owner’s financial status.
 Promotion and compensation channels- higher paid positions, incentives and
bonuses, career promotion systems.
 Personal emotion
 Nature of the hotel industry
 Work content- lack of the challenges, too much information to process, the
monotony of daily work, change in the philosophy of the business (Yang, Wan
and Fu 2012).
It is important to highlight that the 7 of the respondents have emphasised the fact that
hierarchical organizational structure, practices, regulations, company systems. It has also been
found that the turnover has a disrupting effect on the concentration of the remaining employees
and there are certain structural holes occur that highlights the informal and the formal
organizational structure and the employees are not able to access the organizational resources.
The next finding is related to the employee retentions strategies include the following
facts:
 Lack of the retention programs
 Management plans with respect to the employee retention programs- career
development, compensation policy, emotional campaign.

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 Evaluation of the corporate retention strategies- career development, optimization
of the work environment, the arrangement of the social activities, understanding
the employee career ambitions (Yang, Wan and Fu 2012).
Organizational behaviour and recommendations
Motivation plays an important role in increasing the satisfaction of job among the
employees. Maslow's hierarchy of needs also deals with the motivation and it comprises of a
five-tier model, that is called as hierarchical levels and are found to be in a pyramid. Maslow has
said that the when people are motivated then they can achieve the needs of the organization in
which they are working. One of the basic need a person is to survive physically and this is one of
the most important parts that motivates a person's behaviour. It is thus important to note that
once this level is overcome, then the next level up in the pyramid motivates a person and so on
(Anderson 2014).
The five-tier model consists of the following levels which are as follows:
 Physiological needs- it exists in the base of the pyramid and it includes the most
basic and is the lowest in order. This stage includes the satisfaction of the
biological drive. Such drives include the shelter, food, water and air. According to
the Maslow, companies and the organizations must provide its employees with the
salary that will satisfy the basic needs of its employees and they will be able to
afford the adequate means of living. The main meaning of this level is that a
hungry employee will not be able to contribute much to the growth of the
company or an organization (Niemela and Kim 2014).

8ORGANIZATIONAL BEHAVIOUR
 Safety needs- this occupies the second level and it includes the needs. After the
physiological needs are met, the safety needed to be met. safety needs describe a
secure and safe working condition which will be devoid of any harm or threat.
The main meaning of this level is that employee working in a safe environment
will be able to work without the fear (Robertson 2016).
 Social needs- this is the third level and are after the safety needs are met. social
needs mean that is to be affiliated. In order to meet these needs, the organizations
motivate their employee to participate in the organizational bowling, picnics, and
other types of social events (Lester 2013).
 Esteem needs- this is the fourth level, and it includes the need of a person for
approval of others and self-respect. The organization can organize the banquets so
that the achievements of the employees can be recognised and are distinguished
(Taormina and Gao 2013).
 Self-actualisation- it is the last step and is at the top of the pyramid and it includes
that an employee should realize and develop their potential in order to achieve
their self-designated goals (Ivtzan et al. 2013).
Application of the Maslow's need theory in the organization- the most important part
of the Maslow's need theory is that the practical application the theory has in the management of
the organization. The rationale behind the application of the theory is that the managers can
actively utilize the same for the purpose of making the subordinates and employees self-
actualised. The self-actualised are found to work with the maximum potential (Jerome 2013).
The several ways through which it can be done are as follows:

9ORGANIZATIONAL BEHAVIOUR
 Recognise the accomplishment of the employees is the best way to satisfy and
make the employees feel esteemed. This can be done through the plagues, awards,
recognition, rewards. Awards can be given to the employees that have the
innovated ways to improve the customer satisfaction or are able to increase the
performance of the organization. Awards are given only to the employees that are
able to clearly link the desired behaviours of the employees (Jerome 2013).
 Providing the financial security- it is an important part of the safety need of the
employee. The manager of the organizations motivates the employees so they can
attain the finally stable position by sharing the profit of the organization with the
employees (Kaur 2013).
 Providing the employees with the opportunity to socialise- socialisation is one of
the important factors that encourage the employees to work as a team. Employee
when work as a team is able to increase their performance.
 Promotion of the health workforce- companies that are able to provide the
employees with the physiological needs help the employees to stay healthy both
physically and mentally (Kaur 2013).
Issues faced by the organizational behaviour
The various challenges and the issues faced by the managers and the entire organization
with respect to the organizational behaviour of a hotel company are as follows:
 Diversity at work- nowadays the workplace has become increasingly diverse. The
employees in an organization now consist of the people that belong from different
ages, gender, cultural background and races. The challenge is faced by the
managers of the companies and the hindrances affect the organizations positively.

10ORGANIZATIONAL BEHAVIOUR
The manager has to treat all the employees, the same way and the must value the
employee contribution so that the organization can grow and maintain its valuable
employees. Proper human resource training helps the employees and also
guarantees this occur at all the levels of the organization (Guillaume et al. 2013).
 Ethical behaviour- it is always easy for the scandals that occur in corporate arena
to reach to the public in a very short period of time. Organizations have the
necessary policies and the provisions that will promote the ethical behaviour
within the organization or the workplace. The main issue or the challenge that lies
here is that the manager has to employ and promote an ethical behaviour that will
incorporate cultural and ethical organization behaviour. This is done so that the
employees do not have the scope of putting their individual interests before the
interests of the organization. This is done in order to maintain its valuable
employees and also promotes the preservation of the ethical values of the
organization (Bello 2012).
 Global response- due to the globalization, the organizations which were once
local now have the global reach. The manager now has the added responsibility of
managing the employees that belong from the different values, work ethics and
backgrounds. The manager also has the responsibility of taking care of the
organizational behaviour of the personnel of the company and the same in the
subsidiary organization. The managers that are present globally use the
information that is available globally in order to improve the condition of the
subsidiaries (Jhunjhunwala 2012).

11ORGANIZATIONAL BEHAVIOUR
 Technology and innovation- technology and the information play an important
role in the workplace communication. Also, it is important to note how the
workplace communication has impacted the groups and the people in an
organization. With the development of technology, the scope of the spread and
collating of the knowledge has increased to a great way. This has also resulted in
alienating the individuals that are aged and elderly. The main challenge here is the
finding out ways through which the technology can be effectively promoted into
the organizational communication and the how more focus can be put into the
inclusion in comparison to exclusion and discrimination (Bucherer, Eisert and
Gassmann 2012).
Conclusion
From the above study, it can be concluded that the organizational behaviour plays a
major role in finding out ways that hinder and hamper the functioning of a company. The hotel
company especially faces challenges with respect to the employee retention and employee
turnover. Due to the globalization, the responsibility of the managers has also increased and this
has led to the framing of strategies that will effectively reduce the employee turnover. I ti found
from the study that organization structure and is vital for an organization to run smoothly and
also to carry out its operations in a proper way.

12ORGANIZATIONAL BEHAVIOUR
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13ORGANIZATIONAL BEHAVIOUR
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