Organizational Behavior Analysis: Structure, Culture, and Performance

This report examines organizational behavior within the context of City College, exploring the interplay between organizational structure, culture, and their impact on business performance. It delves into factors influencing individual behavior in the workplace, such as leadership, work culture, communication, relationships, and motivation. The report evaluates the effectiveness of different leadership styles, including democratic and autocratic approaches, and links organizational theory to management practices, like the open-door policy. Furthermore, it assesses various management approaches, including classical, human relations, social-system, and contingency approaches. Finally, the report analyzes motivational theories, such as Maslow's hierarchy, Herzberg's two-factor theory, and McGregor's Theory X and Y, providing insights for practical implementation in the workplace to enhance employee performance and achieve organizational goals. The report emphasizes the importance of aligning leadership styles and motivational strategies to foster a productive and satisfied workforce.

ORGANIZATION
BEHAVIOR
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO....................................................................................................................................................3
1.2 Relationship between organizational structure and culture and its impact on the business
performance.................................................................................................................................3
1.3 Factors which influence the individual behavior at workplace.............................................4
2.1 Effectiveness of different leadership styles...........................................................................5
2.2 Link of organizational theory to the management practices or styles...................................5
2.3 Evaluating different approaches to management which are used by different organization. 6
3.1, 3.2 and 3.3 Evaluating motivational theories and its implementation at workplace............7
4.1 Nature of group and group behavior......................................................................................8
4.2 Factors which make contribution in team work and threatened success...............................8
4.3 Impact of technology upon the organization.........................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Organizational behavior shows the way through which individuals interact with each
other within organization. Organizational behavior indicates the manner in which operations are
conducted with the help of workforce (What is Organizational Behavior?, 2015). Besides this,
organizational behavior also helps in assessing impact of human behavior upon leadership style,
motivation, communication, productivity and profitability of the company. This report is based
on the case study of City College (da Fonseca, Silva and Menezes, 2015). It depicts the
relationship between organization structure and culture along with its impact on the
organizational performance. Also, report gives stress on the factors which closely affects the
performance of individuals at workplace. Apart from that, it also makes emphasis on the
effectiveness of leadership style and motivational theories within organization (Avgar, 2015).
LO
1.2 Relationship between organizational structure and culture and its impact upon the business
performance
Organizational structure and culture are closely related to each other and it highly
impacts the business performance. Flat organizational structure and personal culture are closely
related with each other. In the flat organizational structure, everyone has the authority to make
decision related to their own working aspects. In this, all the employees of company need to
report only one person who resides at the top (Wei, Samiee and Lee, 2014). Along with this
structure company evolve culture in which employees has the authority to make their individual’
decisions. As similar to flat organizational structure individual has to report toonly one person.
Relationship between flat structure and harmonious culture aids in building the team spirit
among individuals. Besides this, by providing decision making authority the company develops
satisfaction among the workforce. It helps the organization in increasing its productivity and
profitability. It also helps the firm in having greater communication which helps it in achieving
success. In addition to this, it facilitates easier decision making which proves to be beneficial for
company.
Along with it, hierarchical structure and power culture have strong relationship and it also
affects the business performance of company. In hierarchical structure, it has many layers and
individuals have to report as well as need to get information from more than one supervisor.
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Power culture has the same attributes as that of hierarchical structure (Wang and Rafiq, 2014). In
this culture, individual respects each superior due to his/her position and get orders from him. It
negatively affects the business and individual performance. It is because, in this type of
organization, individuals have to report more than one authority which creates confusion in the
minds of employees. Due to this, individuals feel dissatisfied which affects the employee’s
productivity and organization as well. In addition to this, individuals have no power to make
decision which affects employee’s motivation and make negative impact upon the productivity
of company.
1.3 Factors which influence the individual behavior at workplace
There are several factors which affect the behavior of individuals at workplace. Some of
them are as follows: Leadership: Leaders plays an important role in influencing the decision making power of
others as well as it also affects the behavior of individuals at workplace. It guides and
provides direction to the individuals to make their best efforts which helps company in
achieving the organizational goals and objectives. Work culture: It is one of the main elements which affect the individual’s performance
within organization. Similar rules and regulations encourage the employees to increase
sales as well as profit of company (Sevincer, Kluge and Oettingen, 2014). It develops
positive feeling among them as they are the important part of firm. Effective communication: Communication between superior and subordinates also plays a
significant role in influencing the behavior of individuals. Effective communication
system encourages individuals to share their ideas and views which help company in
achieving success in competitive business environment. Relationship at work: Healthy relationship between peers, superiors and subordinates
helps company in increasing the productivity and profitability of firm. Individuals are not
able to work with stress and it affects the business of company. Company needs to make
efforts to keep employees happy and to build effective relationship with the workforce
(Factors Affecting Employee Behavior, 2013).
 Motivation: Motivation plays a vital role in improving the employee’s productivity and in
developing job satisfaction among them (Mahoney and et.al., 2014). By identifying
appropriate motivational factors, company can easily increase their productivity.
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2.1 Effectiveness of different leadership styles
Leadership plays a significant role in achieving the organizational goals and objectives.
Leaders are those who guide and influence the decision making power of others. There are
several leadership styles such as autocratic, democratic, transactional as well as transformational
and laissez faire that are available to Mr. Wakefield. On the basis of its effectiveness, company
can choose appropriate leadership style which helps him in achieving success (Zhang and et.al.,
2015). In democratic style of leadership, manager allows its followers or employees and
encourage them to make active part in the decision making process of company. It enables the
firm to incorporate changes easily because employees also take part in the decision making
process so they does not show resistance towards change.
On the other hand, autocratic leaders take decisions on the basis of their own skills and
abilities. Thus, they does not involve employees in the decision making process of company. It
proves to be more beneficial for company that requires close supervision on employees. Along
with this, this style restricts the employees to share their innovative ideas and views which help
company in building the competitive advantage. On contrary to this, transformational leadership
style requires high level of communication and involvement of management to meet the goals
(Strom, Sears and Kelly, 2014). It aids in enhancing the productivity and efficiency of
employees. Mr. Wakefield needs to adopt democratic leadership style which helps it in achieving
success. Through this, Mr., Wakefield encourages his employees to share their views and ideas
which develop the feeling among them as they are the important part of organization. It helps
City College in retaining and sustaining the talented employees for longer duration. In addition
to this, Mr. Wakefield is able to incorporate the changes within firm which assists him in
building and sustaining the competitive advantage.
2.2 Link of organizational theory to the management practices or styles
Mr. Wakefield can use open door management style in which employees of company are
in direct contact with the superiors or supervisors. It enables employees to ask questions, discuss
suggestions and make complains or address problems to the management. It makes contribution
in building mutual trust or faith between employees and company. Besides this, it develops
satisfaction among employees and they become motivated to perform their activities with high
level of efficiency. Open door policy also helps in keeping high employee morale which aids in
the organizational growth and development (Open Door Policy - Meaning and its Advantages,
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2015). Classical organizational theory is closely related to the open door management style
which makes focus on the recruitment and selection of talented people. It provides help to Mr.
Wakefield in increasing the productivity and profitability of City College with the help of skilled
and efficient workforce (Herrmann and Felfe, 2014).
2.3 Evaluating different approaches to management which are used by different organization
There are several approaches to management developed by researchers and scholars in
past. Different approaches to management includes classical, social system, contingency, human
behavior approach etc. which helps the firm in achieving success. Classical approach: It places more emphasis on purpose, formal structure, hierarchy of
management, technical aspect of work as well as principles of management. It is an
essential approach which helps the employees in understanding the organizational
objectives as well in identifying their roles and responsibilities (Laschinger and et.al.,
2014). It assists employees to make their best efforts in the right direction which helps
company in achieving success. Besides this, classical approach gives focus upon the
division of roles and responsibilities and on the specialization of work as well. Human relation approach: Human relation approach treats employees as they are
valuable asset of the company. It emphasizes on understanding of human relation aspects
such as group and individual behavior. In addition to this, company makes efforts to
motivate its employees who help company in increasing the productivity and
profitability. Participative leadership is also one of the core elements of this approach. Social-system approach: This approach to management entails that company needs to
involve all the employees in decision making process (Pinder, 2014). Along with that, it
needs to make effective decisions after taking into consideration the interest of all parties
rather than individual group.
 Contingency approach: It states that individual approach of management is not suitable
for organizational growth and development. It highly depends on the internal and external
factors as well as situational variables.
All the above mentioned approaches play an important role in achieving the
organizational goals and objectives. Classical approach proves be beneficial in the organizational
context. But it is to be critically evaluated that classical approach does not take into consideration
the personality factors in the creation of organizational structure. It limits the control of
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employees over their work environment. However, it is to be critically evaluated that social-
system approach does not take into account the management principles and techniques which are
required to achieve the success. Mr. Wakefield should adopt human relationship approach which
helps City College in increasing the productivity with skilled and motivated workforce.
3.1, 3.2 and 3.3 Evaluating motivational theories and its implementation at workplace
There are various theories of motivation that are available to MR. Wakefield such as
Maslow's motivation theory, Herzberg two factor theory and Theory X and Theory Y. Mr.
Wakefield can choose appropriate motivational theories by identifying the factors which highly
motivates the workforce of City College (Miner, 2015). It plays an important in motivating
employees to do their work with high efficiency which helps company in achieving the success.
Maslow's hierarchical motivational theory indicates primary and secondary needs which play an
important role in motivating the workforce. According to this, needs are raised in sequential
form such as psychological, safety, belongingness, esteem and self actualization need.
On the other hand, Herzberg two factor theories is also known as hygiene theory. This
theory indicates two factors which leads satisfaction and dissatisfaction among employees.
Feeling of achievement, recognition and advancement develops satisfaction among the
employees of company (Wagner III and Hollenbeck, 2014). However, on the other hand, work
environment, relationship at the workplace and salary aspects creates dissatisfaction. In this
situation, manager needs to make effective decisions which enriched the job of workers and keep
them satisfied. It helps company in building and sustaining the competitive advantage.
Mc. Gregor’s theory X and theory Y also provides deeper insight to Mr. Wakefield. It
assists him in selecting the appropriate motivational theory which makes contribution in
achieving the goals effectively and efficiently. Theory X depicts authoritarian style of leadership.
According to this, manager does not involve employees in decision making and makes control
upon the activities of employees. In contrary to this, theory Y states that manager of company
assigns the tasks and responsibilities to individuals. Besides this, it gives freedom to employees
so that they would be able to make their own decision (Judge and Robbins, 2015). It motivates
them to make their best efforts which make contribution in improving the performance of
organization.
To apply these theories at workplace effectively, Mr. Wakefield needs to assess the
factors which helps him in motivating the employees. It is because; wants and needs differ from
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individual to individual. It enables Mr. Wakefield in encouraging his workforce to take active
part in the decision making process of business operations. It develops feeling among employees
as they are valuable to the organization and thereby, motivates them to work with high
dedication (Shafritz, Ott and Jang, 2015). It helps Mr. Wakefield in reducing employee turnover,
absenteeism and productivity. Maslow's hierarchical need theory provides help to Mr. Wakefield
in achieving success. Through this, manager is able to identify the stage at which employees
stand. According to this theory, needs are raised in hierarchical form. In contrast to this,
Herzberg's two factor theory also proves to be beneficial for Mr. Wakefield. It is because; it
clearly indicates the factors which lead to satisfaction and dissatisfaction among employees. Mr.
Wakefield should adopt Herzberg's theory of motivation which helps him in achieving success in
the dynamic business environment. By taking into consideration all the factors which cause
satisfaction and dissatisfaction in the workforce, MR. Wakefield can make decisions effectively
(Haslam and et.al., 2014). Through this, Mr. Wakefield will be able to motivate his workforce
and can increase their productivity. It is to be critically evaluated that if Mr. Wakefield would
fail to identify appropriate factors which motivate the workforce then it will affect the
performance of firm.
4.1 Nature of group and group behavior
Group can be defined as the collection of two or more individuals who come together and
make efforts to achieve particular or common goal. Different task needs different abilities to
accomplish the work on time. In group, different people possess diverse skills and abilities which
convert diplomatic work into easy task and activities.. When individuals work in a team, they are
motivated to take risk because in team, all members are responsible for the work rather than
individuals. Besides this, to fulfill the status, self esteem and prestige needs, people are
motivated to work as a team (Nahavandi and et.al, 2014). Abbey College makes formal groups to
achieve the goals and objectives at accurate time. Besides this, formal communication takes
place among the group members. In addition to this, team leader guides the team members to do
their work according to the policies and strategies of Abbey College.
4.2 Factors which make contribution in team work and threatened success
Factors which contribute in making effective team and threatened its success are as
follows:
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 Communication: Communication between manager and team leaders plays a significant
role in making a team effective. Manager assigns task to the team leaders and monitors
their work. Leader of the team communicates the entire important information which
would help the members in accomplishing work effectively. Besides this, leader also
motivates his team members to accomplish their work in an effectual manner (Dörnyei,
Henry and Muir, 2015). In contrast to this, miss-communication between team members
as well as leader and team members negatively affects the performance of individuals and
team.
 Reward: Reward acts as a motivator which motivates individuals to work in a
team..Nevertheless, it also results in causing dissatisfaction among team members who
are not awarded rewards and incentives. It entails dissatisfaction among highly skilled
employees.
4.3 Impact of technology on the organization
In the ever changing business environment, technology plays an important role in
achieving the success as well as in building and sustaining competitive advantage over others.
Technological development helps company in surviving in the dynamic business environment.
Impact of technology upon the performance of City College is as follows: Use of software: By using effective software in developing the coursework of students
City College can build distinct image in the competitive business environment. It helps
college in building better understanding in the mind of students with the use of graphs
and charts (Chemers, 2014). Besides this, it also facilitates distribution of notes and
submission of project online with the help of internet. It saves both time and money as
well as increases the efficiency of employees. Through this, employees have enough time
to use their skills and abilities in the other productive purposes which helps Mr.
Wakefield in achieving success.
 Technological development: It enables employees of City College to communicate with
each other through intranet facility. It develops job satisfaction among employees
because they have complete knowledge about the activities, policies and strategies of
college. In addition to this, voice mechanism system also encourages employees to make
complaints about their problems. Through this, college is able to increase the employee
satisfaction and to build competitive advantage in the dynamic business environment.
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CONCLUSION
From this project report, it has been concluded that organizational structure and culture
closely affects the performance of organization. It can be summarized that work culture,
effective communication and relationship at workplace impacts the individual behavior at
workplace. Besides this, it has also been concluded that Mr. Wakefield needs to adopt the
democratic leadership style which helps him in achieving the organizational goals and
objectives. Along with that, teamwork also helps company in making contribution in the
organizational growth and development. Last but not the least, technology also enables City
College to build and sustain competitive advantage in the dynamic business environment.
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REFERENCES
Journals
Avgar, A. C., 2015. Book Review: Co-operative Workplace Dispute Resolution: Organizational
Structure, Ownership, and Ideology. Organization Studies. 36(9). pp. 1265-1268.
da Fonseca, M. J. M., Silva, J. R. and Menezes, A. M. F., 2015. The internationalization of
Portugal telecom and its impact on the company's organizational structure. International
Journal of Engineering and Industrial Management. (1). pp. 209-230.
Herrmann, D. and Felfe, J., 2014. Effects of leadership style, creativity technique and personal
initiative on employee creativity. British Journal of Management. 25(2). pp. 209-227.
Laschinger, H. K. S. and et.al., 2014. Resonant leadership and workplace empowerment: the
value of positive organizational cultures in reducing workplace incivility. Nursing
Economics, 32(1). pp. 5.
Mahoney, J. W. and et.al., 2014. Mental toughness in sport: Motivational antecedents and
associations With performance and psychological health. Journal of sport & exercise
psychology. 36(3). pp. 281-292.
Sevincer, A. T., Kluge, L. and Oettingen, G., 2014. Implicit theories and motivational focus:
Desired future versus present reality. Motivation and Emotion. 38(1). pp. 36-46.
Strom, D. L., Sears, K. L. and Kelly, K. M., 2014. Work engagement the roles of organizational
justice and leadership style in predicting engagement among employees. Journal of
Leadership & Organizational Studies. 21(1). pp. 71-82.
Wang, C. L. and Rafiq, M., 2014. Ambidextrous Organizational Culture, Contextual
Ambidexterity and New Product Innovation: A Comparative Study of UK and Chinese
High‐tech Firms. British Journal of management. 25(1). pp. 58-76.
Wei, Y. S., Samiee, S. and Lee, R. P., 2014. The influence of organic organizational cultures,
market responsiveness, and product strategy on firm performance in an emerging market.
Journal of the Academy of Marketing Science. 42(1). pp. 49-70.
Zhang, J. and et.al., 2015. The effect of leadership style on talent retention during Merger and
Acquisition integration: evidence from China. The International Journal of Human
Resource Management. 26(7). pp. 1021-1050.
Books
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
Dörnyei, Z., Henry, A. and Muir, C., 2015. Motivational currents in language learning:
Frameworks for focused interventions. Routledge.
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Haslam, S. A. and et.al., 2014. Social identity at work: Developing theory for organizational
practice. Psychology Press.
Judge, T. A. and Robbins, S. P., 2015. Essentials of organizational behavior. Prentice Hall.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Nahavandi, A. and et.al., 2014. Organizational behavior. SAGE Publications.
Shafritz, J., Ott, J. and Jang, Y., 2015. Classics of organization theory. Cengage Learning.
Wagner III, J. A. and Hollenbeck, J. R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.
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