MBA Project: Organizational Behavior and Personnel Management Analysis

This project analyzes organizational behavior and personnel management, focusing on a case study of Art's Food. The analysis identifies issues such as poor workplace environment, low pay, hostile leadership, and a lack of motivation among employees. The project examines the roles and positions of key staff members, including the director and various team members within the educational department. It explores the causes of these issues and the potential consequences of inaction, such as low motivation, poor performance, and high attrition rates. The project also identifies the company's unmet needs, including motivation, autonomy, improved workplace culture, and fair pay. Furthermore, the project extends to the importance of teamwork and team dynamics, discussing the concepts of groups, teams, and teamwork, and the essentials of leading a work team effectively. The project highlights the importance of empowerment strategies and self-awareness for effective leadership, with a focus on qualities such as efficient perception, self-acceptance, and creativity. The project is based on the guidelines of ENEB Business School and includes details like the student's name and contact information.

Running head: ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Answer to Question 1
Overview
Human resource management can be considered to be relevant part of the
business operations and in association with this, it becomes relatively crucial for the
enterprise to ensure that it is being able to manage the different operations of the firm
accordingly (DeCenzo, Robbins & Verhulst, 2016). In consideration of this, it becomes
effective to mention that, any firm which aims to ensure that the human resource is
happy and that their needs are being met with accordingly would be required to
undertake steps to identify the different issues which take place within the workplace
and in association with this, act on it. Hence, this section of the report is aimed at
identifying the different issues which are being faced by the Art`s food situation and the
condition of the employees. This shall then be followed by the analysis of the root cause
of the problem. This shall then be followed by the need analysis of the company which
the management has failed to detect and identify.
Assessment and analysis of current Art`s Food situation
The Art`s Food as an enterprise has several departments and one of those
departments can be mentioned to be the educational department. In relation to this, the
particular unit of the company is one of the highest earning units and in consideration to
this, it becomes very effective to mention that, the particular department is one of the
highest earning departments and in association with this, it becomes very effective for
the different businesses to understand that the different employees will be required to
be managed well. Hence, at present due to the Authoritarian Leadership style, the
workplace is run on a certain set of rules and regulations based on which the autonomy
of the different employees who are present is next to nothing.
All the employees currently are very dissatisfied with the current workplace
environment and there exists a certain level of discontent amongst the different workers
as present. In association with this, it becomes effectively essential to mention that, the

2ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
head of the enterprise is not bothered about the motivational aspect of the different
employees as present.
In consideration with this, the management is only considered by the profits of
the enterprise and is not considerate about the overall manner in which the employees’
function and feel about the firm. There are a large number of employees present in the
firm and the director who acts as a medium of communication between the
management and the workers is highly dissatisfied with the workplace (Chelladurai &
Kerwin, 2018). The management does not come into consideration or contact with the
different employees and even if they do, the communication is largely hostile.
Even when Roger had been warned about the workplace scenario, he mentioned
that, the motivation of the enterprise was not his concern and they should be largely
motivated from home. In association with this, it becomes effective to consider that, they
were not bothered about the overall happiness of the employees which was a wrong
perspective.
Position of the staff members of the Educational area
In the case study, there has been a discussion on the 7 main staff members who
are essentially involved in the educational department. In association with this, it
becomes very important to understand the positioning of each of the members.
Raquel: Raquel is the director of the educational area and she is highly competent,
proactive and is present in the scenario for more than 10 years in the particular position.
In consideration with this, it is effective to mention that, she acts as the medium
between the different employees present but finds it difficult to operate under the
competitive business environment and the classic as well as the authoritarian work
environment. The management is quite hostile as well. Moreover, although the work
environment is very poor, the director has the overall capability to manage the
workplace environment very well and manage the different team members as present.
The different employees who are currently under Raquel can be mentioned to be the
coordinates, administrative assistant, customer service, clerk, technician and such

3ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
others. They rely on Raquel and manage the stressful environment to a great extent. At
present due to being paid less, Raquel has accepted another offer which has led to
great stress within the company and her team in general.
Joan: Joan can be understood to be another member of the team who is greatly
involved in the firm for the past six years. He is selfish and has a normal association
with the employees present. He is highly concerned about his own positioned and is
focused on understanding how the enterprise generally tends to perform. In association
with this, he is unfazed by the current surroundings.
Enrique: Enrique is a salesman who is in the third year of the company and has a very
good rapport with the different employees as present in the enterprise. The current
situation has caught him unguarded and he is under the belief that the current scenario
is quite unfair and needs to be improved to restore a positive and inductive workplace
environment.
Lorena: Lorena is the assistant of Raquel and is a relevant part of the team. She is
cheerful and carries out her operations adequately well. She is dynamic in nature and
her position in the firm is essentially very crucial. In association with this, she as an
employee in an enterprise feels very unsafe and does not feel that she is being valued
at all which is currently bringing down her motivational level.
Elisabeth: She is one of the seniors most employees involved in the routine actions.
She performs her job very well and has the ability to manage the customers well. She is
one of the most encouraging employees as present in the workplace. In relation to this,
it is critical to note that, she is an important part of the firm and has suffered the impact
of the poor workplace environment.
Julia: Julia has been employed at the workplace for 5 months and deals with the
parents of the children and undertakes other administrative tasks. As she is young and
new to the firm, she wants to ensure that she does not get involved in the various
controversies which tend to take place in the enterprise but clearly realizes that the work
environment is not safe at all and that the work environment is very discouraging in
nature.

4ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Anabel: She has been employed in the field for more than 8 hours and has considerate
experience in the particular field. In association with this, she is liked by all and is a
specialist.
Hence, in consideration of this, it can be mentioned that the different employees
are highly dissatisfied with their current workplace and in association with this; it might
have a negative impact on the workplace environment.
Causes of the issue and consequences for no intervention
The causes of the current scenario can be mentioned to be as follows:
1. Poor workplace environment: The work environment can be considered to be
largely poor in nature. In consideration of this, it can be considered effective to
mention that, this poor workplace environment leads to a sense of hostility in the
minds of the different employees and in association with this also leads to a
feeling that they are not being valued adequately (Cascio, 2015).
2. Low pay: The pay of the different employees can be considered to be very low
and they are not being paid as promised which has then led to a poo work
environment and culture.
3. Hostile leaders: The leaders as involved in the firm are authoritative and hostile.
They are not concerned with the workplace motivation and are just concerned
with the economic aspect which is not the right perspective.
4. Poor workplace culture: The workplace culture can be described to be quite poor
in nature (Cascio, 2015). There exists considerate discontentment amongst the
different employees and as a result of this, the work performance is affected, and
the culture is disheartening.
5. Lack of motivation: Thee motivation amongst the employees is very low and this
leads to considerate problems in the workplace. In line with this, it can be
mentioned that, it needs to be the ultimate goal of the enterprise to ensure that
the employees are highly motivated to perform well.

5ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Consequences of no intervention:
Given below are the consequences of no intervention:
 Low motivation amongst the employees: The motivational level of the employees
is affected to a great extent. In association with this, the employees are not being
able to perform to a great extent (Noe et al., 2015). In association with this, it is
integral to mention that, as the motivational level is low it leads to other
workplace related issues.
 Poor work performance: The workplace performance can be considered to be
very poor. In association with this, as the employees are not satisfied with the
workplace performance, it can be considered essential to state that, the
performance of the employees is being affected (Brewster et al., 2016).
 Attrition rate is high: The attrition rate of the enterprise is very high, and this leads
to additional costs, disorganized work and poor performance of the different
employees as a whole (Marchington et al., 2016).
Needs of the company required but not detected:
The needs of the company which are essential to include but are not being
included can be mentioned to be as follows:
 Motivation needs: The different employees can be mentioned to be highly
disoriented and the employees are very much dissatisfied with the workplace
environment. In consideration with this, it can be essentially mentioned that as
the different employees are dissatisfied, it can be considered relevant for the firm
to ensure that they ae essentially being able to improve this Motivational level
and thereby ensure effective performance (Brewster & Hegewisch, 2017).
 Need of autonomy: There exists considerate need of autonomy. In relation to
this, it can be essentially mentioned that, the workplace and the leaders are
highly autocratic in nature. In association with this, it is relevant to mentioned
that, if the employees are provided with adequate autonomy in the workplace, it
would become essential to mention that, if the employees are provided with
adequate autonomy they will be able to perform well in the long run.

6ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
 Workplace culture: The workplace culture needs to be worked upon and
improved (Bratton & Gold, 2017). At present, the workplace of the company is
very destructive in nature and this makes it essentially relevant that the
workplace is worked upon adequately and considerate steps to improve the
same are undertaken.
 Pay needs: The current pay of the different employees can be considered to be
quite low and it is in relation to this that, it can be effectively mentioned that, the
management needs to see to it that the pay needs of the employees are being
met with accordingly and that they are being able to perform well.
Summary
Therefore, from the given analysis, it can be effectively mentioned that at present
the company, Art`s Food is not being able to perform adequately well. In association
with this, it is effective to state that, the main aim of this given section was to highlight
the manner in which the firm tends to perform, the impact of this behavior on the
employees, the current workplace environment and other related factors which affect
workplace performance are greatly discussed.

7ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Answer to Question 2
Overview
Teamwork forms an essential part of the enterprise and in association with this, it
can be considered effectively crucial for the different members who are present in the
firm to ensure that they are being able to maintain the different team dynamics in an
adequate manner (Woodcock, 2017). In association with this, when the team
performance in a firm improves to a great extent, the overall manner in which the
organization tends to perform also improves. In association with this, it can be
considered important for the management to ensure that the aspects relating to the
team can be improved and the different goals and objectives of the enterprise can be
improved accordingly. Hence, the main aim of the section of the study is to ensure that,
the team work and elated performance can be improved accordingly and in addition to
this, the role also lies to see to it that, the different stages of evolution of team, the team
roles and related typology can be assessed strategically.
Stages of evolution in work team
All teams as involved in the enterprise have considerate stages involved and in
association with this, it is effective to see to it that, the different teams as involved in the
enterprise are required to undergo different stages. In relation to this, it is effective to
state that in any enterprise, there exist five different stages which any enterprise
generally undergoes. These five stages can be mentioned to be as follows:
1. Formative stage: The formative stage can be mentioned to be the first stage of
the program whereby the different individuals just get to know one another and
learn how to function in a team. In association with this, the tasks are allocated in
the stage and the interpersonal knowledge is fostered. Hence, in association with
this, the purpose of the Enterprise is not defined clearly, and this leads to
structured and unstructured arguments about the purpose of a team. Moreover,
there exist various questions which are not answered as group members have
not met each other and they are doubtful regarding the offerings of the team, the
workplace satisfaction, the needs of the team, the stage at which the team

8ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
members are involved and other such stages (Parmentier & Picq, 2016). In
association with this for any Enterprise to be successful in the long run, it is
effective to mention that the team members are new to one another`s purpose
and their performance is usually based on the new findings about one another
and other related aspects.
2. Strom or conflict stage: The storm of conflict stage is another stage as present in
the workplace environment. In association with this, it is critical to mention that
this stage is one with heated emotions and anger. There take place various
conflicts which are present and interpersonal relationships become considerately
flawed with the involvement of various aspects like the open hostility, struggles,
conflicts and angers along with the conflicts (Parmentier & Picq, 2016). In relation
to this, it is to be mentioned that, there exist various subgroups which are
developed on consensus and there can take place various group fights which
may have an influence on the firm`s performance. In association with this, it is
integral to mention that, the members do accept that they are involved in a team
but in consideration with this, tend to believe that, they are not aware of the
restrictions gained and react them accordingly. Hence, in association with this,
various important changes take place and the agendas are formulated
accordingly. With respect to this, it also becomes effective to mention that, he
interpersonal style of the different leaders are in conflict with one another and in
association with this, the team demands a clear hierarchy of leadership as well.
This stage sets the base of the future of the team and its overall performance in
the long run.
3. Norming stage: Here as all the conflicts which have been involved earlier are
clarified, the coordination begins to take place and there exists a profound stage
of cohesion. In association with this, the team identity comes into existence and
the members start to work in harmony. In consideration with this, it can be
considered to state that, the members begin to develop shared expectations,
agreements, division of the work and other related feelings (Parmentier & Picq,
2016). The different members who are involved in the team begin to unite and

9ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
the expectations as well as the goals are clearly defined. Hence, the main goal of
the team in this stage is to evolve accordingly.
4. Performance stage: In the performance stage of the team development, it can be
considered effective to understand that the team is being able to identify at this
stage and perform considerably well. As the team has been involved with the
operations form a long time, their goal in this scenario lies to attain the
entrepreneurial objectives in a successful manner. In association with this it is
effective to state that, in this stage all the entrepreneurial goals have to be
achieved successfully (Moxen & Strachan, 2017).
5. Closing stage: The team members are required to separate in this stage. In
association with this, it can be essentially mentioned that, here when the different
goals of the firm will be achieved accordingly, they part ways and the success of
the team is established accordingly.
Identification of educational area team
Hence, the previous section assisted in identifying the different stages which are
generally involved in the firm and take place within any team in an enterprise. With
respect to this, it can be rightfully mention that the Art`s Food as an enterprise is
currently in the Performing stage. In consideration to this, it can be rightfully mentioned
that, the performance stage is the stage whereby the team has gelled well with one
another and perform adequately (Almost et al., 2016). In accordance to this, it is
considered to be very essential to mention that, at present, the firm is in its Performance
stage. However, due to the different conflicts which take place within the enterprise, it
can be considered effective to understand that, it is slowly moving towards the Closing
stage (Mitchell et al., 2015). In line with this, it is considered effective to state that, the
management needs to undertake considerate initiatives o s to ensure that the firm exists
in the Performance stage only.

10ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Formal and informal teams’ identification
As per the typology of the different teams, it can be agreed upon that, there are
mainly two types of teams. In association with this, it can be agreed to it that the
unplanned classification of groups can be stated to be the Formal and informal teams
The Formal work teams can be mentioned to be the teams whereby that are officially
formulated to achieve the overall goals of the enterprise. In association with this, it is
effective to mention that these groups are created to perform certain essential tasks. In
line with this, it is important to consider that the department formulates the team and
based on this they also tend to undertake decisions and maintain enterprise aspects
accordingly (Mitchell et al., 2015). In line with this, it can also be considered to be
effective that, the team leaders are assigned by them and the team is monitored
regularly in relation to the achievement of the objectives.
The team is formulated by the management and the performance is influenced
by monetary rewards. In addition to this, the leader is appointed by the organizational
heads and the interpersonal relationship are maintained by the standard of the work.
On the other hand, the Informal teams in the workplace can be defined as those
teams which generally perform tasks which is not required for the enterprise as a whole
and in association with this, carryout informal work which is essential for the firm. These
teams have a series of characteristics which are crucial to be carried out by the
enterprise and they are not formulated by the organizational heads and tend to emerge
on a spontaneous basis (Lacerenza et al., 2018). These teams are often recognized as
the teams of interests and the members come together for common causes.
In regard to this, it is essential to note that if there are certain issues which relate
to the organizational objectives tend to arise, it is effective to consider that, the natural
relationships amongst the different associates are formulated accordingly. These
groups generally have a positive influence on organizational performance and help in
meeting the different needs. In line with this, the characteristics of the informal teams
can be mentioned to be the leader is spontaneous, the interpersonal relationships are
also spontaneous, the control is limited, the origins of the group are spontaneous and
the influence on the group is rather spontaneous in nature (Ellwart et al., 2015).

11ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
In association with this, the different groups which have been formulated can be
mentioned to be related to Formal work groups. The relationships are very cordial
amongst the different team members; however, the team has been essentially
formulated by the different transitional heads for a specific purpose of managing the
team goals and managing the Educational areas.
Meredith Belbin Typology
All individuals generally tend to display a particular type of behavior and their
overall personality differs with respect to characters, work habits and the overall
thinking. In association with this, it is effective to mention that, the different individuals
might be committed to achieve their goals but, they might act differently. The
development of roles, team members and their overall performance may also be
coordinated accordingly (DuFrene & Lehman, 2015).
The team role can be effectively defined as a tendency to behave in a certain
manner and contribute socially. In association with this, according to Doctor Meredith
Belbin the different managers are required to take into account and distinguish the roles
which they would like to assume, the bigger role which they shall assume and the role
which others expect to take and the role which is attributed and the role which is
assumed.
In a team there are various roles which are present which are Aggressive and
peaceful, authoritarian, shy, charismatic, mean and selfish , intolerant, loving and others
(Lacerenza et al., 2015).
The leader in a team can be defined as an individual who is largely involved in
ensuring that organizational goals are attained, and the team members are able to
perform adequately well. In association with this, it can be considered relevant that the
leader is being able to support entrepreneurial goals.
 Coordinator: The coordinator can be described as an individual who manages
the roles of the different individuals and ensures overall success. They are
responsible for the manner in which the entire enterprise is required to function
adequately (Caldarella et al., 2015).

12ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
 The expert is another role whereby the team member has an idea of the
knowledge and the abilities which are necessary to carry out the essential
activities of the group and have adequate specialization in adequate skills.
 The animator: The animator maintains cheerfulness in the team and brightens
the workplace environment. Additionally, he is also required to ensure that the
different team members are being able to maintain adequate relationship with
one another.
 Researcher: The researcher is largely responsible for collecting adequate facts
about one another and to ensure that all teams remain updated with the goals of
the firm.
 The secretary –This individual is the memory of the group and needs to record
the entire team procedure and ensure successful and smooth operations
(DuFrene & Lehman, 2015).
 The observer: The observer is responsible for just giving feedback regarding the
operations of the firm and not being directly involved in the operations of the firm.
In addition to these individuals, there are negative roles as well such as the
dominator, the accuser, the resistant role and the fool.
Application of Meredith Belbin typology
In relation to the Educational area, the Meredith Belbin role can be identified as follows:
1. Raquel: She is the leader of the Enterprise who aims to lead the firm and ensure
that all operations can take place well.
2. Joan: Joan is salesman who can be mentioned to be the observer as he
believes that all goals need to be attained adequately.
3. Enrique: He is the animator of the group who brightens thee overall scenario
effectively (DuFrene & Lehman, 2015).
4. Lorena: Lorena has been in the firm for three years and can be mentioned to be
the secretary who is involved in the group operations and is responsible to attain
organizational objectives.
5. Elisabeth: Elisabeth is the expert of the group and has a greater ability to perform
the job well (Desivilya & Raz, 2015).

13ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
6. Julia: The researcher who deals with administrative tasks
7. Anabel: The role of Anabel can be referred to as the expert of the team.
Summary
Hence, from the given analysis, it can be rightfully understood that, team roles
have a key role to play in ensuring entrepreneurial success.

14ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Answer to Question 3
Overview
In the current scenario, it can be rightfully understood that the Leader has a key
role to play in enterprise. In consideration with this, it is effective to understand that, a
leader is the main guiding light of the organization and in consideration with this, they
need to see to it that they will be able to assist the organization in a manner such that
the overall condition can be improved thereby. Hence, the main aim of the given report
is to outline the role of Roger as a manager and understand the different roles which he
is necessarily required to possess. The section will highlight what he should have done,
what powers are possessed by him, what roles does he not play well. What
characteristics are missing in him, aspects he needs to work on and lastly what actions
can be undertaken by the leader to improve the scenario.
Roger`s role as a boss
The role of Roger in this scenario can be rightfully mentioned to be the fact that
he would be required to see to it that he is being able to inculcate a sense of motivation
within the enterprise. In association with this, it is critical to mention that any individual
as present in an enterprise must be motivated accordingly such that they will be able to
perform well and that initiatives can be undertaken for their support accordingly. In line
with this, in this scenario, the role of Roger as a leader is to consider the current
scenario of the firm and undertake decisions which will support the different employees.
Hence, here the organization is clearly failing, and adequate steps need to be
undertaken by the firm to ensure that, the different employees in the firm remain
motivated and perform well.
Power which is possessed by Roger
The power dynamics in any enterprise has a major role to play as it helps in
ensuring that the different participants are being able to engage successful participation
with respect to their respective organizational goals. In association with this, it becomes
critical to mention that, any enterprise has different power dynamics and based on this,
Roger as the head of the enterprise possesses considerate power (Antonakis & Day,

15ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
2017). The powers have the capacity to influence other individuals as present in an
enterprise. In association with this, it becomes important to note that as a leader the
individual has the ability to reward as well punish others. In association with this, it can
be mentioned to be important that those individuals who hold power in an enterprise can
be considered to be different from others and have better offices, more privileges and
other such benefits.
The power regulates in an enterprise and in association with this, it should be
utilized in such a way that the team will be able to regulate better and the performance
of the enterprise will improve. In association with this, power requires to see to it that
the firm is being able to perform well, and the management of the enterprise is being
managed accordingly (Bolman & Deal, 2017). However, it is essential to consider that,
good leaders will be required to set examples for others to follow in association with
this, there are various powers which can be undertaken by the leader. It can be stated
to be as follows:
1. Coercive power: This power is based on the fear and punishment
2. Connection power: The connection power is based on the leader`s connection
with the important people whether within the firm or outside.
3. In association with this, the Reward power is such that it has to be based on
gratification and the team association needs to be improved.
4. The legitimacy power can be mentioned to be the power related to the formal
position of the leader (Choi et al., 2016).
5. Relationship power: The relationship power can be described as the power of the
leader based on which a leader generally tends to engage in considerate
relationship with the different managers who are present.
6. Expert power: The expert power refers to the power whereby the skills and
knowledge of the leaders are harnessed accordingly.
Hence, just like any other leader in an enterprise, even Roger would be required
to see to it that, he is being able to fulfill all the different goals and objectives which
have been set and in association with this, carryout the different responsibilities
accordingly.

16ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Management functions performed by Roger
Management functions can be described as those functions which different
managers who are present in the enterprise are essentially required to perform. In
association with this, it becomes essentially important to understand that, the
management functions which are required to be performed by Roger can be referred to
be the management of the human resource management, management of the different
financial tasks, management of the entrepreneurial operations, management of outside
resources and others (Conger, 2015). Hence, Roger would be essentially required to
see to it that he is being able to adequately plan and undertake strategies with the help
of which all the management functions can be undertaken well. The different functions
he performs are:
 Financial welfare of the firm: Roger as a leader would be required to see to it that
the overall financial welfare of the firm can be managed adequately. In
association with this, it is critical to see to it that, Roger is largely concerned with
the economic welfare of the company and ensures success (DuBrin, 2015).
 Operational management: Roger would also be required to see to it that he is
able to manage the overall operations of the firm in the right manner. In
association with this, with this, Roger ensures that all organizational efforts and
related activities can be carried out accordingly.
 Supplier relationship management: Roger as a manager also sees to it that the
supplier relationship management can be carried out accordingly. In relation to
this, it is effective to state that the suppliers are managed effectively by the
manager (Grint et al., 2016).
Lack of roles by Roger
Although the financial performance depicts that the overall performance of the
firm is such that it can be taken as a profitable unit, however, in association with this,
there are certain roles which are lacked by Roger. In consideration with this, it is
effective to mention that, the given set of roles are lacked by Roger:
 Human resource management : Roger at present lacks the roles which are
essentially related to the overall management of the enterprise and the firm as a

17ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
whole. In association with this, it becomes critical to mention that, the employees
of the firm are highly demotivated and in consideration to this, it becomes
important that, the leader is required to manage the different operations well
(Lanaj & Hollenbeck, 2015).
 Critical management: Roger is also not being able to undertake the critical
management aspects in the right manner. In association to this, it becomes very
important for the firm to see to it that it is being able to ensure overall enterprise
success. However, Roger fails here as he is not being able to encourage the
employees.
Leader characteristics
A leader is an individual who generally tends to lead the organization
accordingly. In association with this, it is necessary that the leader possess certain
characteristics with the help of which, he will be able to manage the enterprise in the
right way. In association with this, it is integrated to see to it that, the different leader
characteristics can be mentioned to be as follows:
1. A leader is required to create a positive attitude within the Enterprise. In
association with this, it is necessary that the leader is being able to encourage all
the members adequately (Lussier & Achua, 2015).
2. Secondly, the leader is required to assist the different members in achieving their
organizational goals. In association with this, if the leader is being able to assist
the different members in achieving the various goals then in such a case, it
becomes important to ensure that the leader is helping the members in achieving
the overall goals and entrepreneurial objectives.
3. Decision making: The leader as the head of the enterprise would be required to
see to it that the decision making needs to be carried out in a manner sch that
they are being able to ensure effective outcomes for the Enterprise. In
association with this, it becomes effective to ensure that, any leader would be
required to ensue successful decisions (Northouse, 2018).
4. The leader as an individual would also be required to see to it that, he is being
able deal with the organizational complexity. In relation to this, it is important to

18ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
mention that, the leader would be required to see to it that the different aspects
relating to the Enterprise like the self-control, the development of the resources,
the development of the change management and other such factors can be
managed adequately. In relation to this, it becomes important for the firms to
ensure that, all complex matters are handled on a timely manner and in a regular
context.
5. Managing team dynamics: Another aspect which the various leaders would be
required to ensure can be referred to as learning how to deal with the team
dynamics. In association with this, it is essential to mention that, a leader would
be required to manage the team in a manner such that the communication can
be carried out accordingly (Rosenbach, 2018).
6. Showing empathy: Lastly reflecting empathy is another key skill which is required
to be portrayed by the leader. In association with this, it is critical to mention that
any sound leader as present in the Enterprise would be required to reflect
adequate empathy so as to ensure successful operations.
Aspects Roger needs to work upon
As reflected from the above given section, there are a considerable number of
skills which have to be possessed by the leader who is Roger . The shortcomings which
are possessed by Roger as a leader can be mentioned to be as follows:
Roger would be essentially required to see to it that he works on his empathy
skills. In association with this, it is critical to consider that the leader is effectively being
able to deal with empathy and resolve organizational problems accordingly. In addition
to this, the leader would also be required to ensure that he builds his basic team
management and the communication skills (Tenzer & Pudelko, 2015). In the case study
of Art`s Food, the firm would be required to ensure that the coordination between the
various team members can be handled accordingly. In relation to this, it becomes
important for the leader to ensure that the team tasks can be carried out sufficiently by
the leader so as to see to it that the different organizational goals are achieved
adequately.

19ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Actions to improve communication, motivation, awards and group cohesion
Hence, Roger would be required to undertake certain steps to ensure that the
communication, motivation and group cohesion can be worked upon adequately. In
consideration with this, Roger would be required to:
Undergo effective training whereby he needs to be briefed upon the different
skills of the enterprise. In association with this, it becomes important to ensure that he is
assisted with programs which can be carried out in the enterprise in relation to
motivation and communication (Western, 2019). Roger clearly lacks the skill to act in
the right manner and in association with this, it becomes important for the firm to ensure
that Roger is taught how the communication between various team members is to be
carried out In addition to this, the leader should also be given adequate training on the
manner in which team objectives and goals are to be achieved in a rightful manner.
To improve awards and the group cohesion, the firm would be required to
undertake various exercises and practices in the firm as well with the help of which, the
overall coordination with the different parties can be improved accordingly. In
association with this, both the leader and the team need to undergo certain activities.
Leadership style to improve the scenario
The leadership style can be rightfully defined as the manner in which a firm
would be required to undertake considerate initiatives and the management of the firm
is carried out accordingly. In relation to this, it is effective to mention that in such a
scenario, Roger would be essentially required to adopt the Delegative leadership style.
In association with this, it is effective to consider that the firm is being able to ensure
that all the goals and overall objectives of the firm can be attained and in line with this,
the firm is being able to manage the different levels of operations accordingly. In line
with this, it is critical to consider that Roger changes his leadership style from the
Authoritative leadership style to the Delegative leadership style (Western, 2019). In
association with this, once the leadership style will be changed the firm will be able to
engage in long term welfare with the help of which the different entrepreneur objectives
can be met with accordingly.

20ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Summary
Hence, in this given section the overall Leadership skills and the different
capabilities of the Roger as a leader was assessed. This was then followed by the
analysis of the shortages of Roger as a leader. Certain recommendations have been
provided based on which the enterprise will be able to engage in effective strategies so
as to ensure that the skills can be attained adequately.

21ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Answer to Question 4
Overview
After the Lorena incident, it has occurred to Roger that, he will be required to
undertake regular steps and initiatives with the help of which he will be able to improve
the current condition of the enterprise. In association with this, Roger has decided to
take lead and has hired two more individuals to manage the admi work as involved.
However, an empowerment plan would be important to be conducted before other
initiatives are being undertaken by the enterprise (Bravo et al. , 2015). In association
with this, it can be essentially mentioned that, an empowerment plan has been
recommended with the help of which the firm will be successfully able to manage the
different operations in the right manner. In association with this, it becomes considerate
to understand that the plan shall also involve suggesting why the plan shall be
appropriate for the firm. In association with this, it is essential to understand that, the
appropriate initiatives which can be taken which shall ensure entrepreneurial welfare.
Purpose of the plan
The main purpose of the empowerment of the plan is to ensure that the current
situation at the enterprise can be improved accordingly. In addition to this, the main
purpose of the plan is to see to it that the different members are being able to work
accordingly and in line with this, the firm is being able to achieve all its goals and related
objectives in a successful manner. In association with this, it is integral to consider that
this plan shall undertake to ensure that all issues in the enterprise can be resolved to a
great extent .
Benefits of empowerment
The various benefits of empowerment can be mentioned to be as follows:
 It helps in elimination of the bureaucracy and assists in ensuring that the work
environment can be maintained accordingly.

22ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
 It also assists in providing greater flexibility in the enterprise and in association
with this, more opportunities to the different employees can be provided
accordingly.
 It promotes development and reflects the hidden talent of the different individuals
can be managed accordingly (Brieger et al., 2019).
 The trade amongst the borders can be removed accordingly.
 Greater equality will be ensured in consideration of the implementation of the
plan
 Improvements to be obtained
The different improvements which the firm aims to attain can be mentioned to be
as follows:
1. Developing a harmonious environment : The firm aims to ensure that it will
successfully be able to build a harmonious environment for itself. In consideration
with this, the firm aims to ensure that it is successfully being able to engage in
overall Enterprise success.
2. Achieving employee motivation: The firm also runs with the aim to achieve
overall employee motivation. In association with this, it is critical to note that
when the empowerment plan will be carried out the power will be given at the
lower levels and in consideration with this, the overall motivation of the different
employees can be attained adequately (Cornwall, 2016).
3. Ensuring entrepreneurial success: Undertaking the entrepreneurial success
means that the overall goals of the firm are being attained. In consideration with
this, it is effective to note that the firm would be required to undertake
considerate initiatives with the help of which it will be able to get good results.
4. Engaging in effective organizational relationships: Another strategy which has
been obtained can be mentioned to be to engage in organizational welfare. In
association with this, when the empowerment plan will be implemented the firm
aims to undertake various initiatives so as to ensure that, the relationships
amongst the various team members can be attained.
5. Ensuring sound teamwork: Through the empowerment plan, the firm also aims to
ensure that the sound teamwork is obtained to a great extent. In association with

23ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
this, it is integral to note that, when the empowerment plan will be implemented
then the teamwork will be ensured adequately (Cornwall, 2016).
Goals to be achieved
The various goals which can be attained can be mentioned to be as follows:
1. To ensue enterprise success
2. To ensure effective organizational relationships
3. To ensure sound teamwork
4. To engage in considerate employee motivation
5. To ensure a harmonious workplace environment.
Inspiration to be used
Inspiration can be rightfully described as an aspect which is required to be
considered by an enterprise in order to ensure that the overall empowerment plan can
be carried out effectively. In association with this, it can be considered relevant to
mention that, inspiration can be described as the factor which generally tends to
influence the different types of empowerment (Hepworth et al., 2016). In association
with this, many enterprises as functioning in the work environment usually adopt an
inspiration so as to see to it, they can carry out the operations in an effective manner
and thereby improve the quality of the various products as well as services accordingly.
Each empowerment aspect needs to be introduced in a manner such that the business
aspects can be encouraged accordingly. In line with this, the inspiration which shall be
applied for the enterprise can be understood to be as follows:
Economic inspiration: The economic inspiration can be essentially described as the
inspiration based on which an enterprise generally aims to undertake various initiatives
such that, they will be able to improve the business operations from the perspective of
the business. In association with this, it is relevant to consider that, the managers
become aware of the overall entrepreneurial welfare of treating the employees well and
in association with this, they take inspiration such that the overall organizational goals
can be attained accordingly (Muqadas, Rehman & Aslam, 2017).

24ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
Inspiration of power and authority dispersion: Another type of inspiration which can
be worked upon can be described to be the power and authority. In consideration with
this, it is essential to understand that very often the inspiration is taken from the fact that
very often the power, authority and control is attained adequately and the different
strategies which are planned and undertaken by the firm. In association with this, it can
be considered valid to consider that the firm would be required to take into consideration
the various operations and ensure that this power and authority aspect is not
maintained accordingly (Ukil, 2016).
Strategic inspiration : In line with this, it is understood that, the strategic inspiration is
another kind of inspiration which is generally undertaken by the enterprise before
undertaking any initiatives so s to ensure that the overall goals of the firm can be
attained and achieved in a sound manner (Rubin & Babbie2016). In association with
this, it is essential to consider that, the firm would be required to see to it that, the
empowerment inspiration has to be made use of in order to ensure success in the long
run.
Actions and empowerment techniques
As the different initiatives have been decided upon accordingly, the section of the
paper will be discussing the various actions and empowerment techniques which shall
be suitable for the firm. In association with this, it is essential to ensure that the action or
empowerment techniques which will be adopted by the firm for overall welfare can be
mentioned to be as follows:
 Empowerment defenders: Another initiative which Roger needs to undertake can
be described as the Empowerment defenders. In association with this, the entire
company as a whole will be required to accept the empowerment, senior
managers and the lead, Roger as a manager would be required to see to it that
he is being able to perform well. In consideration with this, it is effective to
consider that, to make things work and to ensure that the change plan can be
carried out adequately, it is essential to consider that, this action strategy leaves
additional plans for the same.

25ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
 Change of roles: The first empowerment technique which has to be adopted by
the firm can be understood to be the change of roles. Here the empowerment
requires that each of the present employees will be given a specific role and the
role of Roger will also change accordingly (Rubin & Babbie, 2016). In association
with this, it can be considered essential to consider that the job roles and specific
tasks in relation to the firm have to be modified accordingly and considerate
initiatives are to be adopted by the firm.
 Delegating: The business would be required to see to it that, the senior
management and head of the enterprise would be required to delegate the
different tasks of the firm to the various members of the firm and in consideration
of this, it is effective to mention that, delegation will enable automation and
thereby ensure that the firm is being able to perform accordingly.
Action plan
The action plan can be essentially described as a plan using which a firm is able
to perform accordingly. In association with this, it is effective to mention that the given
initiatives have to be undertaken by the firm in order to ensure that, it is being able to
help the firm in attaining the different goals. Hence, the action plan prepared for the firm
can be mentioned to be as follows:
Strategy Content Person
responsible
Outcome Time frame
Employee
briefing
In this step the
employee
briefing will be
undertaken
whereby the
different
employees will
be briefed upon
adequately.
Manager
CEO
Human
resource
management
Better
employee
understanding
of the
organizational
goals.
2 weeks
Training the The employees Manager The employees 3 weeks

26ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
employees will be provided
with training
with the help of
which they will
be able to
attain the
overall goals.
CEO
Human
resource
management
will be well
qualified.
Changing the
roles of the
employees
The roles of the
employees will
be required to
be changed
with the help of
which the firm
will be able to
engage in
better
resolution
Manager
CEO
Human
resource
management
The change in
the role of the
employees will
be carried out.
2 weeks
Implementing
the operations
using the new
roles
The plan shall
be
implemented
accordingly. In
association with
this, the overall
operations will
be carried out
accordingly.
Manager
CEO
Human
resource
management
The new
enterprise
options will be
indicated and
carried out
3 weeks
Monitoring and
evaluation
The monitoring
and related
action plan has
to be
undertaken
Manager
CEO
Human
resource
management
Any deviations
will be
assessed.
2 weeks

27ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
considerably
Summary
Therefore, from the given analysis, it can be rightfully mentioned that the
empowerment plan for the enterprise will be carried out and the action plan for the same
along with the different initiatives which will be carried out to implement the plan will be
discussed.

28ORGANIZATIONAL BEHAVIOR AND PERSONNEL MANAGEMENT
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