Organizational Behaviour Report: Staff Morale at Regal Pointe Hotel

This report examines the organizational behaviour issues at the Regal Pointe Hotel, specifically focusing on low staff morale and employee disengagement. The problem is attributed to ineffective communication, lack of trust, and the absence of a strategic HR policy, exacerbated by the behaviour of a disengaged employee. The report identifies the causes of the problem, including a lack of effective communication between management and employees, the absence of transparent HR policies, and potential biases in treatment. It recommends increased employee engagement through regular communication and feedback, the implementation of a non-discrimination policy, and staff training to foster positive workplace relationships. The report aims to provide actionable recommendations to improve employee morale and engagement at the hotel.

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

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Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Problem........................................................................................................................................2
Causes of the Organizational Problem........................................................................................3
Necessary Recommendations......................................................................................................4
Conclusion.......................................................................................................................................5
Reference List..................................................................................................................................6

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Introduction:
The present case study revolves around the organizational management problem
encountered at Regal Pointe Hotel by the management authority, owing to the low staff morale
and lack of employee engagement, which have been aggravated by the housekeeping attendant,
Lucinda’s behaviour. Lucinda feels disengaged at workplace, and this is why she has been
deflating the staff morale of other co-workers as well. It is an evident fact that low employee
engagement and low staff morale in a service industry is bound to have a negative impact on the
quality of service provided to the consumers. Hence, the report intends to address the
organizational problem identified at Regal Pointe Hotel, and offer necessary recommendations
for the same.
Discussion:
Problem:
The organizational problem identified in the Regal Pointe Hotel is the problem of low
staff morale and employee disengaged. Most of the employees are feeling disengaged simple
because of ineffective communication between the management authority and the employees, It
should be noted that the problem of lack of employee engagement is directly interfering with the
productivity level of the company, and hence the problem has been defined from the perspective
of the management authority of Regal Pointe Hotel. The factors leading to the problem include
lack of effective interpersonal communication at workplace, and lack of mutual trust and
understanding amongst the employer and the employees, absence of proper Human Resource
policy for strategic human resource management.

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Causes of the Organizational Problem:
The organizational problem as encountered in the present organization is a high rate of
employee disengagement and low staff morale. It is important to identify the causes of the
problem as well.
Potential Cause 1: While analysing this problem, the first major cause identified is lack of
effective communication between the management authority and the employees working at
Regal Pointe Hotel. It is quite normal that the employees will resist the management authority on
various levels, and yet it is the function of the organization to interact with the employees,
communicate its vision and goals to the employees, and keep themselves updated about the
problems, if faced by the employees. Here, the staffs feel that they have certain operational needs
which are not getting communicated to, and eventually solved by the management authority.
While too much managerial intervention is not desirable, the complete absence of managerial
attention only disengages the employees. This is exactly the reason why Lucinda can potentially
impact the staff morale, simply because the management fails to win the loyalty of the
employees. It is important to state here that the Neo-classical Theory of Organizational
Behaviour states that it is not sufficient to control the employees of an organization, on the basis
of a strong hierarchically organized management structure (Langton t al., 2013). In fact, it is
equally important to pay undivided attention to the employees in a non-threatening way, so that
they can share their problems with the management and feel that their voices are being heard as
well (Wilson, 2013).
Potential Cause 2: The next cause of the low staff morale identified here, is lack of a stringent
strategic HR policy that needs to be communicated to the employees over periodical intervals.

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The concept of Organizational Behaviour revolves around two important issues- the nature of the
people or the employees, and the nature of the organization (Gagné et al., 2014). Accordingly,
the nature of people is expected to be absolutely fair, so that no employee feels that he is falling
prey to employee favouritism at his workplace. However, since at Regal Pointe Hotel, most of
the employees claim that their co-workers are getting promoted on the basis of managerial
preferences, instead of professional expertise, the employees are feeling demoralized and de-
motivated (Langton, 2015). The organizations should have fair and transparent employee
appraisal policies, in absence of which managerial decisions are often misinterpreted, as in the
present case.
Potential Cause 3: While diversity at workplace offers potential challenge at workplace, it is
important to ensure that the organizational behaviour is such that the employees do not feel that
the management is biased towards them, in providing their well-being. Taylor’s Principles of
Scientific Management asserts that organizational success is dependent on the management’s
ability to scientifically train the employees in a way that it enhances labour cooperation, rather
than creating labour conflict. However, the problem here is that Lucinda Furtado, a housekeeping
attendant being a Philippine lacks engagement at workplace, as she feels that the management is
being biased towards her (Lee & Lawrence, 2013). However, in order to stop her from
complaining about workplace policies she is often assigned lighter tasks that have also ignited
further employee conflicts.
Necessary Recommendations:
Recommendation for Problem 1: As far as the recommendations are concerned, the first one is
higher rate of employee engagement. The employees need to communicate their problems to the

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management authority, and hence the management authority must conduct inter-departmental
interactive sessions as well as business meetings at periodical intervals (at least twice a week) to
keep themselves updated about the problems of the employees, and enhance their engagement.
Further, the case study clearly shows that most of the employees at Regal Pointe Hotel are
unable to get employer feedback and comprehend organizational goals, and therefore lack of
engagement at workplace. Considering this problem, it is also recommended that the managers
interact with the employees at regular intervals, and communicate the vision of the company, as
well as immediate organizational goals, aligning the same with employee benefits, so that the
employees feel motivated to achieve them.
Recommendation for Problem 2: Further, effective non-discrimination policy should be
incorporated in the HR policy of the company, and the management should introduce and
communicate proper performance evaluation systems. Each employee should be made aware of
the specific parameters of workplace promotion, so that they cannot claim that they have been
deprived of workplace promotion and career advancement prospects.
Recommendation for Problem 3: In order to enforce strong organizational behaviour policies,
staff training should be incorporated at workplace as well. Lucnda often complains about
discrimination against her, and this especially occurs as she believes that she is coming from a
different ethnic background. However, in order to provide her better treatment, the expectations
of other employees should not be compromised either. Staff training will help in establishing
positive rapport amongst the employees, making them aware of the importance to form good
relation, and lead to organizational excellence, regardless of their cultural and ethnic
backgrounds. In addition, Lucinda would be enrolled in soft skill training program to develop

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within her an assertive communication style and to enhance her collaboration and cooperation at
workplace.
Conclusion:
By increasing management-employee interaction as well as through effective
communicate of workplace vision, goals and employee benefits, the organization will be able to
increase employee engagement. Lucinda should be kept at workplace, and she should be trained
and if necessary face-to-face session must be conducted with her, to make her understand that
she is being valued as much as any other employee at workplace.

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Reference List:
Gagné, M., Sharma, P., & De Massis, A. (2014). The study of organizational behaviour in family
business. European Journal of Work and Organizational Psychology, 23(5), 643-656.
Langton, N. (2015). Organizational Behaviour: Concepts, Controversies, Applications, Seventh
Canadian Edition Plus NEW MyManagementLab with Pearson EText--Access Card
Package. Pearson Education Canada.
Langton, N., Robbins, S. P., & Judge, T. A. (2013). Fundamentals of organizational behaviour.
Pearson Education Canada.
Lee, R., & Lawrence, P. (2013). Organizational Behaviour (RLE: Organizations): Politics at
Work (Vol. 18). Routledge.
Wilson, F. M. (2013). Organizational behaviour and work: a critical introduction. Oxford
University Press.