Reflective Writing: Organizational Behavior Analysis of Primark

This reflective writing assignment delves into the organizational behavior of Primark, examining the company's leadership approaches, team dynamics, and the impact of emotional intelligence. The student reflects on their experiences within a group project, analyzing the effectiveness of communication, the influence of diverse perspectives, and the importance of trust-building within a team setting. The paper explores various leadership theories, including the Great Man Theory and transactional leadership, and evaluates Primark's strategies in relation to customer satisfaction and employee motivation. Furthermore, the analysis highlights the role of technology and communication in a globalized economy, emphasizing the importance of adaptability and continuous improvement within the organization. The student concludes by identifying key learnings and outlining an action plan for future collaborative endeavors, emphasizing the value of critical thinking and emotional intelligence in organizational settings.

ORGANIZATIONAL BEHAVIOR: PRIMARK
Reflective Writing
Introduction
Reflecting on current events and past experiences is an essential practice of planning our
growth. The organization was founded in 1969. The first Primark store was in Dublin. Currently,
the organization operates 380 stores in more than thirty countries (Primark, 2021). The
company's corporate behavior that sells in the Uk continues to arouse my interest in using
modern technology, subject awareness, and exposure to a wide range of peer groups. Looking
back on the study, I see several helpful approaches to academic expectations, student
communication, and integrity in the team environment to create an ever-improving performance
(Primark, 2021). The group's most recent offerings, which require shared analysis of business
personnel's conflicting behaviors, have had an unprecedented performance compared to
previous times. This demonstration of team collaboration will explore how diversity can create
inefficiency, complex work influences work performance, visible communication, and build team
trust. Through academic research and analysis, critical and practical recommendations will also
be made for future improvements.
Feelings about the higher education group project
Earlier in my organizational behavior journey, I knew about the demise of a swamp of
dissatisfaction concerning first assessment submission. My previous experience of interacting
with people in an online group collaboration was less than satisfactory (Robbins 2014, p. 466).
I know I have taken control of my emotions; the reaction was done carefully in my field.
Automatically stereotyping a colleague based on a small one personal information,
conversation, and feedback is a desperate desire in moderation. I readily agree that we are
swimming in the same sea of uncertain results. This usually, weirdly, seems to work as a
negative influence on group interdependence.
I browsed for research purposes, which I found very difficult; I sought a simple reinforcement
version in Doyle's "Mindfulness at Work" (2017). Earlier, I found myself pressing on the initial
scope of research and planning Continuity of participant role. This momentary pause corrected
my attitude. This time around, I felt safe just to let the events unfold and be satisfied with my
self-examination of the role of gatekeeper (Katz 1982, p. 32); I will save time and energy (Doyle
2017, p. 61).
Reflection on leadership and management approaches within the organization

As I know, leadership comes up with ways to manage employees. It is essential to hold
employees' satisfaction and entrust them with the delivery of practical jobs. Value-based
leadership and status leadership also assist in directing and controlling employees
(Locusassignments, 2021). The primary organization follows a straightforward approach to
leadership in managing employees in line with the Great Man Theory concept, which believes
that the effectiveness and efficiency of an organization depend on the strength and efficiency of
leaders (Chen, 2018), and for me, the best way to follow this concept. In my view, leaders
should address the challenges of the working employee in the Covid-19 crisis. With time
management, evaluation, and performance, leaders should make decisions based on this
approach (Skendall and Ostick, 2017). To the best of my knowledge, this concept is to some
extent similar to the Trait theories. However, transactional leadership helps create a
management system that caters to a set of salary performance for employees and sets them up
for short-term goals.
Evaluation
I felt that the development stages of the Primark team (McShane 2014 et al. 2016, p. 259) are
focused on building customer value and revitalizing their businesses (Gautam, 2019).
Therefore, I think the organization will work effectively in the new construction of their company
with product development and more orientation to customer satisfaction. In addition, as far as I
know, the company is working to reduce the amount of money to offer people lower prices on
products. Through the process of transactional leadership, the management of our team is
working hard to create a conducive work environment to facilitate operational flexibility. To tell
myself that I am right in my innate optimism, the company's most significant effort lies in
customer satisfaction. As a result, management focuses on employee motivation, scoring points
for various participants in previous projects. Now that I have endured the trials of life, I realize
that my vanity is limited; therefore, I am free to be exposed loudly, visibly, and literally.
Primark is working with entirely new technology. But in today's world, there is no organization
other than this; they have the latest strategies to reach out to people to provide them with the
best services. Rapid changes in media, transportation, and communications technology have
made the global economy more connected now than at any other time in history. Nowhere is
this more evident in the world of textile and clothing distribution. Shoppers want fashionable
clothes at low prices.
Analysis
The ease of communication and the development of team-based interactions among the
majority were satisfactory. Motivation, skills, role ideas, and the limits of learning-to-work-life
(MARS) status are honestly stated via email, the selected Swinburne discussion board, and
google document construction. The unconscious effects of a perceived difficulty in the self-
concept characteristics (McShane et al. 2015, p. 73) are clearly defined weaknesses and
preferences of roles, without emphasizing issues outside of our project.

I like when decisions are made quickly without burdening the 'what if that'll cause immediate
focus from the original goal. Initially, in deciding the case, I deliberately invited the discussion as
I suggest my choice based on the many obvious conflict issues and only one another option.
The response of other team members showed similar thinking.
When considering and proving team consistency, complimentary membership differences
(Hackman 2009, p. 103), high efficiency (Robbins, 2014 p. 178), incorporating communication
due to work-life balance (De Cieri 2017), and reliance on peer-to-peer and back-to-back feeds
(Appelbaum 2004, p. 35), has affected the performance of each group positively.
Action Plan
Because of this reflective experience, there are several issues that I want to address. Most
importantly, I avoid dragging our assumptions about the team's behavior into future interactions.
I have access ready to access Team Procedures by McShane et al.'s "Organizational Behavior;
Emerging knowledge" (2015) as reinforcement for each future collaborative project. The next
issue I intend to include is information on various cultural channels that contribute to team
loyalty. I believe it is a wise request for communication-based on the type of technology and
personality, which can show conflict, but it guarantees everything.
Having dealt with these issues and taking a good look at them, it can be argued that our team
should have been more realistic during operations, clearly determined who was in charge, and
successfully ensured that we could achieve the goals of imitation promptly. This understanding
has been an important lesson for me, and in the future, I will ensure that adequate planning and
sufficient time are integrated into team activities.
Conclusion:
In conclusion, it is clear that organizational behavior has positively impacted my thinking
behavior and approaches. The most significant benefit and change in my thinking have been
from an increased awareness of emotional intelligence, which has helped in monitoring and
managing my own and other individuals' emotions. This is especially useful in a team dynamic
with a diverse range of people.
Awareness of different power types, the contingencies, and how to increase influence brings
excellent insights into how to increase my centrality, visibility, substitutability, and discretion.
Most interestingly, my idea of what makes a good leader has changed, for what I can only hope
is for the better. Taking a critical thinking approach and constant evaluation of decisions I may
make brings value to myself and, if I used right, can bring value to the organization I currently
work in and for future organizations, I may one day work within.
References

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