Organizational Behaviour Report: Perspectives and Strategies

This report delves into the multifaceted concept of organizational behaviour, emphasizing its crucial role in enhancing organizational effectiveness. It examines four key perspectives: open system, learning, stakeholder relationships, and high-performance work systems, discussing their impact at individual, group, and organizational levels. The report uses the author's past workplace experience at PRIMA SOLUTIONS, a Canada-based finance company, to illustrate these perspectives. It explores how open systems facilitate communication, how learning perspectives drive improvement, how stakeholder relationships build loyalty, and how high-performance work systems boost productivity. The report concludes with recommendations to improve the application of these perspectives in the workplace, focusing on the implementation of learning perspectives and high-performance work systems to foster a more engaged and productive environment. The author suggests that deuterolearning and internal quality assessments can bridge process gaps and provide employees with effective training.

Running head: Organizational behaviour
Organizational Behaviour
Name of the student
University name
Author’s note

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Table of Contents
Introduction............................................................................................................................3
Discussion of the three perspectives with respect to past workplace.....................................3
Open system perspective............................................................................................................3
Learning perspective..................................................................................................................5
Stakeholder relationships...........................................................................................................5
High performance work systems................................................................................................6
Conclusion..............................................................................................................................6
Recommendations to improve application of the organizational effectiveness perspectives 8
Learning perspective..................................................................................................................8
High performance work systems................................................................................................8
References............................................................................................................................10

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Introduction
One of the main objectives of studying the organizational behaviour is to revitalize
the organizational effectiveness and develop a better conception regarding organizational life.
In the current study, we have tried to understand the impact of organizational effectiveness at
individual, group and organizational level. It can help in understanding the various factors
within an organization and the impact of those factors in developing sufficient amount of
motivation within the staffs. In order for an organization to function effectively four key
perspectives needs to be discussed over here which are – open system perspective, learning
perspective, stakeholder relationships, high performance work practices. An effective
balance between all of these factors needs to be maintained in order to keep the organization
going. The perspective adopted by individual organization varies which further affects the
rate of success at individual level.
Discussion of the three perspectives with respect to past workplace
For the current study three different organizational perspectives have been taken into
consideration which is – open system perspective, learning perspective, stakeholder
relationships and high performance work practices. I would like to discuss some of these
perspectives in relation to my past workplace. I was working in the position of a financial
instructor for a Canada based finance company named PRIMA SOLUTIONS. Therefore, in
my past workplace I have come across number different situations which helped me in
understanding the different perspectives of organizational objectives.
Open system perspective
The open system perspective states that one cannot view an organization as a
separately existing body. An organization in intertwined with their surrounding environments

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in an effective manner. Through the open system perspective an organization keeps its
communication channel open with the external environment which helps in exchanging
feedbacks.
The open system for an organization could be divided into a number of components
which are- inputs, processes, outputs and outcomes. The inputs refer to the standard concepts
and materials used within the organization which are people, ideas, money, and technologies.
The processes consist of individuals, teams, products projects and programs. The outcomes
are measured in the form of benefits to the end customer. The prima solutions maintained
direct communication channels with its target customer base in order to analyse the customer
satisfaction rates with the end products delivered. The open system model followed by the
Prima solutions helped in establishing a direct contact between each and very tangible
components, which includes the process, products and the customers. As commented by
Schnackenberg & Tomlinson (2016), implementing the open systems helps in maintaining a
steady exchange of information.
Figure: open systems perspective

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(Source : Zayas-Ortiz et al., 2015)
Learning perspective
The learning perspective on the other hand is based upon gradual analysis of the
present organizational situation. In case of discrepancy between expected outcome and actual
outcome and inquiry will set up to solve the inconsistency. The organization learning could
be again divided into different modes of learning which are- single loop learning, double lop
learning and deuterolearning. In single loop learning strategy is modified in response to an
unexpected result. In double lop learning values, strategies and assumptions are modified to
create a more effective environment. The deuterolearning is focussed upon changing the
structural and behavioural components of a learning environment.
The prima solutions employed the single lop learning model where it mainly
depended upon the feedback from the customers. However, implementing a deuterolearning
environment would have helped the company in restructuring the organizational framework
which could have helped in improving the organizational productivity further. As
commented by Gagne, Sharma & De Massis (2014), changes need to be made at the grass
root level for bringing about positive organizational changes.
Stakeholder relationships
The third perspective which needs to be discussed over here is stakeholder
relationships. The companies manage stakeholders based upon both instrumental reasons and
normative reasons. As commented by Scott & Davis (2015), maintaining a loyal relationship
with the stakeholders helps in ensuring that the firms have a competitive advantage over
others. Therefore, the firm can continue getting support from some of its market stakeholders
in times of emergency or crisis situations. The prima solutions maintained an engaging and

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effective relationship with its market stakeholders by making them a part of the growth
objectives of the company. They are kept posted regarding any small or minor changes,
which happen within the company framework.
High performance work systems
The implementation of high performance work systems is crucial for enhancing the
productivity of the organization. Some of the performance oriented work systems which
could have been implemented by the prima solutions for bringing about changes within the
attitude and behaviour of the employees are- implementation of effective leadership strategies
along with constant monitoring. However, the organization lacked such high performance
work systems.
As commented by Burke (2017), the integration of these four key perspectives is
crucial for development a standard and optimal environment, which promotes effective
employment engagement. Working as a part of the finance management team the employees
have often felt that there was a lack of an effective work life balance. In this regards, the
management of can play a crucial role in ensuring that an employee is effectively engaged
within an organization by implementing effective workplace assessment techniques.
Conclusion
The current assignment focuses on the concept of organizational behaviour and its
importance. The organizational behaviour is a complex term which often helps in
understanding the culture and values present within an organization. A number of
organizational perspectives have been discussed over here. The kind of organizational
perspective adopted further governs the success of an organization. In this respect,
implementation of employee centered behaviour can help in understanding the behavioural
aspects of the employees. The organizational behaviour could be directly linked with

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organizational performance. Hence, understanding the dynamics of the workflow from a
psychological point of view of the concerned workforce can help in improving the
productivity and at the same time such practices helps in controlling the rate of massive
employee turnover. However, there is a need for sufficient awareness around maintaining
and implementing a positive employee –organizational interface.

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Recommendations to improve application of the organizational
effectiveness perspectives
The specific organizational perspectives which could be applied within my current
workplace scenario are- implementation of learning perspectives and high performance
work systems.
Learning perspective
The learning perspective helps in measuring the difference between the expected
outcomes and the reality. I also think the identification of the process gaps can help the Prima
solutions in analysing the affectivity of the workforce. As commented by Scott & Davis
(2015), difference of opinion between the management and the staffs can develop resentful
behaviour within the staff towards the organization which in turn affects the overall
productivity of the organization.
In my opinion, the deuterolearnming perspective can help in bringing about a radical
change within the organization structure. Additionally, undertaking the internal quality
assessments required for implementing a deuterolearning framework can help in
understanding of the process gaps.
High performance work systems
The physical structure of the organization which consists of adequate infrastructural
facilities (ergonomics) as well as the lack of effective career planning can often affect the
behaviour of an employee. Working as a financial instructor for the prima solutions I have
often felt abundant pressure in meeting with the huge pressure levied upon my individual self
and also as part of a team. In my opinion, lack of sufficient growth opportunity and

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motivation form the management resulted in poor organizational performance of the
employees working in Prima solutions. Therefore, provision of effective training to the
employees along with awards and performance appraisals can help in generating a positive
and high performance work environment.

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References
Burke, W. W. (2017). Organization change: Theory and practice. London: Sage
Publications, 81-95.
Chiva, R. (2017). The learning organization and the level of consciousness. The Learning
Organization, 24(3), 150-158.
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.
Mason, C., & Simmons, J. (2014). Embedding corporate social responsibility in corporate
governance: A stakeholder systems approach. Journal of Business Ethics, 119(1), 77-
86.
Schnackenberg, A. K., & Tomlinson, E. C. (2016). Organizational transparency: A new
perspective on managing trust in organization-stakeholder relationships. Journal of
Management, 42(7), 1784-1810.
Scott, W. R., & Davis, G. F. (2015). Organizations and organizing: Rational, natural and
open systems perspectives. Abingdon: Routledge, 55-65.
van Knippenberg, D., van Prooijen, J. W., & Sleebos, E. (2015). Beyond social exchange:
Collectivism’s moderating role in the relationship between perceived organizational
support and organizational citizenship behaviour. European Journal of Work and
Organizational Psychology, 24(1), 152-160.