Organizational Behaviour Assignment: Critically Analysing The Case Study Presented By Kohyar Kiazad

Question

Task: A case study is based on a real event (or construction of event that could take place) in an organisation. Usually, the main character (or characters) is facing a problem, challenge or opportunity. Case studies are useful for applying what you learn to real world situations.

Part A: Case study analysis
 A comprehensive critical analysis of the case study with help of relevant OB concepts and research. Please note that you need to identify all important issues in the case and offer recommendations to solve the problems based on relevant OB concepts, theories and research and not restrict yourself to your facilitation topic only. As such, you are strongly recommended to attend all presentations by all groups as this would help you to produce a more comprehensive analysis of the case study by integrating various topics in your report. You will use a mix of scholarly and practitioner journal articles to analyse the main problems and offer recommendations to the problems.

PART B: Critical refection on team processes using OB theories
B1. You will reflect on and critically evaluate your group dynamics using either ‘Tuckman’s Model’ or ‘Punctuated Equilibrium Model’ of team development.

B2. You will reflect on and critically evaluate your own performance and contribution to the case study analysis process within the group using the concept of ‘team roles'. This will provide you an opportunity to reflect on your role in the team. (500 words)

The report should cite at least twelve peer-reviewed journal articles in addition to the textbook and other non-scholarly resources to get a high grade.

You should use Chicago 17B referencing style for this report. Please note that both Part A and Part B need to be supported by OB theories and research with appropriate citations.

A template has been provided as a guide to the expected content and structure.

Answer

Part A: Case Study
Executive Summary
The study covered in this organizational behaviour assignment focuses on exhibiting the facts and significance of organizational behaviour with the assistance of a case study presented by Kohyar Kiazad. As per the case scenario explored in the organizational behaviour assignment, George was found to be unhappy with the office environment he experienced in ABC Consulting. It has been analysed that due to effective employability skills, George received an offer letter from Big Four along with ABC Consultant, from which he selected ABC Consultants assuming to receive desired and ethical working environment in a medium company. From the overall case study used to develop this organizational behaviour assignment, it has been evidenced that the employees of the company possess poor organizational behaviour adhering to target and threaten new candidates in the company. The main purpose of George to join the company was to manage its work-life balance adhering to its creative and supportive colleges, which was not satisfied. The words of the faculty members changed with the time duration and the commitment made to George during the date of his joining was unfulfilled which disappointed him while all his enthusiasm associated towards the work diminished.

Introduction
In order to maintain ethical and collaborative working environment it is essential for all the members of the company to respond accurately to each other. Hence, it is noted in the organizational behaviour assignment that organizational behaviour plays a significant role in an organization adhering to its continuous improvement in productivity, success and growth in the market. Structure and culture are determined to be the major factors that affect organizational behaviour. Thus, to elaborate the concept of organizational behaviour in more vivid manner assistance from case scenarios has been discussed. Credibility of the study outlined in the organizational behaviour assignment is maintained by exhibiting relevant theories associated with organizational behaviours. In addition, to support the facts, peer reviews adhering to different articles and scholarly journals have been obtained that provides accurate evidence. Different issues have been identified that are frequent in an organization associated with organizational behaviour has been discussed in the context of this organizational behaviour assignment. Hence, solution for preserving those issues and challenges are also discussed to raise the standard of the study.

Critical analysis
From the given case scenario there are diverse issues encountered that are faced by George within the working environment which led to diminish his expectation from the organisation. The ethical practice found to be inappropriate in ABC Consultant. From the study explored in this organizational behaviour assignment, it has been evaluated that Janet, an area manager, and HR directors of the company expressed good reviews for George stating ‘his way of expressing was impressive as they were looking for a candidate like George in the company with such employability skills and attributes’. However, all the facts were found to be falsified when George started working with them[1]. It was claimed within the three months George would be eligible to endeavour 10% of bonus addition to its salary, which by the end of the three months found to be failed, as per the views of company’s faculty members he was not eligible to gain three months of probation. In addition, in the beginning, Janet exclaimed that the organizational behaviour differentiate this organization from others as all the members of the company are committed to effective collaboration and unity[2]. From the analysis of given case study used to developed this organizational behaviour assignment, it can be evaluated that within the few weeks George found it difficult to suggest and approach new and innovative ideas to its cohesive and experienced members of the company. This exhibits unethical working environment as employees do not feel to express their opinions to their seniors. However, despite of its anxiety, George tried to express and suggest new ideas that can be implemented for the growth and success of business. Harry, one of the employees, threatened George to integrate more with others adhering to office culture as other members are not finding you such entertaining and conflicts may arise. This accentuated negative impacts adhering to employee motivation and negotiation adhering to organizational behaviours. Thus, issues and challenges encountered from the case scenario have been discussed in the context of this organizational behaviour assignment:

Employee motivation
Organizational behaviour is determined to be major factor that influences the concept of employee motivation adhering to employee retention and engagement[3]. It is the responsibility of the faculty members to encourage and appreciate their employees for their dedication and hard efforts for the company, which in the case was absent. As per the theory of Maslow’s Needs Theory, George was committed towards esteem needs to experience ethical support from its college in innovation and differentiate ideas that can be implemented for comprehensive projects[4]. As per the readings obtained from the case study, it can be noted in this organizational behaviour assignment that He also desired self-actualisation factors which adheres respect, collaboration, support and appreciation from the members.

Decision making power
Decision making adhering to organizational behaviour determined incorporation of employee engagement and business strategies that can be adapted to mitigate business issues and challenges. However, from the given case it can be determined that the existing members of ABC Consultant like Harry was not delegated with the term coordination and unity, due to which George was demotivated adhering to ample business opportunities for innovative and creative ideas. Involving new and fresh ideas from new candidates lead to integrate with advanced business strategies that can be implemented for successful business operation[5].

Influence and power
Influence and power is required to be incorporated simultaneously so that effective leadership can be associated adhering to organisational behaviour[6]. In the given case scenario of organizational behaviour assignment, adverse impact of power and influence has been exhibited. For instance, Harry, an existing member of ABC consultant, was found to threaten Enrique, other new candidates in the respective company, by complaining about the Human resource, disciplinary supervisor, that he leaves office before the office hours. It has been evaluated that Harry was neither a project leader nor associated with the faculty member of the company but though he tries to control the activities of other members of the company. Hence, as suggested by George friend Anna, it is essential for the employees to learn basic formulation to handle dominating behaviours and attitudes of such employees in organization. Hence, it can be stated in this organizational behaviour assignment that the organizational culture is not appropriate and hence does not followers any kind of theories like Maslow’s to support their employees and direct them for operation.

Negotiation and conflict
It has been evidenced that dissimilar beliefs and ideas. As per the readings of the given case scenario that is used to develop the report on organizational behaviour assignment, the HR manager and Janet exhibited inappropriate approach for the hard work incorporated by George for the project. In addition, threatening by harry for Enrique accentuated adverse consequence of negotiation. Maintaining good coordination between conflict and negotiation is determined to be an effective solution to gain ethical organizational behaviour in the company and hence required collaboration from all the members. All the facts accentuated the factors of Herzberg’s motivational theory adhering to job dissatisfaction for George[7]. The policies and administration promised and displayed to him during the time of recruitment was found to be hypothetical which was evaluated after a few weeks of working.

Leadership management
For the success and growth of the company it is essential for the project leaders to generate interpersonal relationship with their employees and supervise along with guide them with strategic ideas which would increase the ability of employees while adhering to job satisfaction and retention[8]. However in the case, Daniel, project managers, and Janet, client manager, both represented their views in the meeting without helping George while directing and guiding him preparing for his presentation and data collected. Hence, for the better management of the project transformational leadership is required to be implemented in the case are found to be absent. It is the duty of the leaders to inspire its employees while adhering to collective organizational consciousness. With the effective motivational concept, leaders increases the capability of their employees while entertaining new ideas offered by their candidates. However, all the facts in the case were found to be reciprocal, as George received no support from its project management Janet and Daniel.

Solution
After analysing the given case scenario used in this organizational behaviour assignment, it can be evaluated that the structure and culture followed in an organization is not accurate which leads to motivate new candidates in participating for decision making. Thus, to mitigate challenges and issues that frequently arise in an organization affecting the organizational behaviours, different theories and models adhering to OB concept can be implemented by the faculty members and leaders of ABC consultant.

McClelland’s Needs Theory of motivation
It can be determined that as per the situation of the company, McClelland’s Needs Theory of motivation can be implemented to endeavour employee retention and engagement[9]. With the help of this theory, the leaders would be able to coherent with the transformational leadership style to guide and direct their staffs which also manifests the views of the employees towards the company, resulting in improving the ethical behaviour[10]. In addition, this theory enables the managers to allocate and direct their employees associated with required responsibilities essential for project management, focusing on total quality management (TQM) of OB concept. Employees are able to evaluate and prioritize essential goals and risk that are required to be addressed first for better functioning enabling OB concept of coping with temporariness are endeavoured. Furthermore, the theory of McClelland enables the management to exercise effective control with effective coordination between the executive members and employees[11]. Hence, with the implication of this theory the OB concept adhering to managing workforce diversity is incorporated.

What is the role of McGregor’s Participation theory in the case of organizational behaviour assignment?
From the situational analysis it had been evaluated that the leadership management was not supportive and accurate towards the employees. Hence, the management system of the company can incorporate McGregor’s Participation theory in additional to situational leadership as it has been evidenced that people are not resistant ort passive by nature for the goals of the company. As per the words of Janet, the organizational structure and behaviour adheres interesting project with the collaboration of all the members of the company, which after a few weeks found to be a false statement by George as he was not allowed to actively participate in the meeting and suggest his opinion. Thus, with the implication of McGregor's management system would be able to identify social psychological needs of different employers and set responsibility and authorities based on the observation[12]. Theory Y adheres effective leadership practices like situational leadership which enables the management to monitor performance and control of leaders on the employees. This theory enables to mitigate OB issues and challenges adhering to decision making, leadership management and conflicts along with negotiation.

Maslow’s Need Hierarchy theory
It can be determined that apart from all the above theories discussed in the organizational behaviour assignment that adhere to improve OB issues and challenges faced by the employees like George in the company, Maslow’s needs theory can be implemented for better results and ethical working environment[13]. The theory is based on understanding the needs and desires of the employees in associated to the company operations and project. It can be determined that with the implication of Maslow theory, George would be able to balance his work-life conflicts while enhancing its ability in employability. The theory focuses on improving ethical behaviour in the company, which in the given scenario of organizational behaviour assignment is essential to be revised and developed.  

Conclusion
From the above discussion developed in this organizational behaviour assignment, the significance of organizational behaviour for ethical working environment has been concluded. Diverse challenges and issues faced by George after appointed in ABC Consultant are determined as a common issues faced by 80% of the new candidates. However, accurate balance of OB concept adhering to motivation, decision making, conflicts along with negotiation and leadership are required to incorporate simultaneously to ensure success and growth of the organization. From the case study explored in this organizational behaviour assignment, it has been evidenced that the organizational structure and behaviour is inappropriate which leads to disappoint employee to work and coordinate in an organization. However, different theories have been discussed which can be adapted and coherent to develop better organizational behaviour. Thus, from the above discussion provided in this organizational behaviour assignment, it can be determined that if the management system of ABC Consultants incorporates transformational leadership style and Maslow’s hierarchy needs theory, then effective collaboration between the employees and other faculty members would be possible in an authentic manner. Thus diverse solutions to overcome the issues and challenges faced by George with relevant theories and models have been discussed in the segments of organizational behaviour assignment.

Part B
B1: Evaluation of ‘Tuckman’s Model’ for team development
After analyzing the organizational situation in ABC Consultants, frequent issues adhering to organizational behavior has been identifies in this organizational behaviour assignment. As per my opinion, issues like poor management and inappropriate organizational behavior can be mitigated with the implementation of Tuckman’s team development theory. However, Punctuated Equilibrium Model is also determined to be a fundamental framework that understands the desires of the employees adhering to the evaluation of conflicts. As compared to the above models, Tuckman theory are found to be most suitable to be implemented as it would enable the management system to identify similarity under forming stage. Implementing storming stage candidates would be able to express their ideas and opinions while attempting effective communication skills. Assistance from the norming stage would enable all the members to agree on the process and roles allocated by the faculty members. Finally, incorporating with the performing stage all the members would be able to work in a collaborative manner while achieving satisfied and effective results. Thus, it has been determined by me that if the company adapts Tuckman’s model to develop team adhering to organizational behavior, the leaders and other members of the company would be able to find accurate solution for the issues and challenges that arise during operation and functioning. In addition, it has been observed by me that with an effective implication of this model members of the company become more independent adhering to their responsibilities and authorities allocated by the faculty members.

B2: Critically evaluate self-performance along with contribution 
Therefore considering the overall critical analysis of the case study explored in the organizational behaviour assignment, I have observed that effective strategies for team development must be incorporated by ABC Consultant management system. As per my views if I would be a member of the company I would have adopted an open door Policy in which all the members are free to express their opinion and express their views for the project management of the company. With the help of these strategies, employee would feel free to talk to me when the HR department is not listening. I would circulate their opinions to the executive and other faculty members. In addition, this strategy would ensure effective flow of communication between the senior members and employees. I would have also set boundaries for the members like Harry, who arise conflicts by creating adverse flow of information. I would also ensure to provide effective direction to the members who are dedicated towards the project management of the company like George. It has been evaluated from the case used to develop this organizational behaviour assignment that accurate direction and guidance was required by George to present his views from the data he collected. Hence, accurate guidance would have helped employees to develop their capability while achieving corporate goals. Thus, to rearrange the organizational behavior and structure of the company, I would have sensibly managed the performance and activity of the employees. This would help to empower the ability within the employees. To gain employee engagement and employee retention, I would have organized rewards system to appreciate effectors of the employees like George as this would lead to motivate them and encourage working in the future.

References
Bakoti?, Danica. "Relationship between job satisfaction and organisational performance." organizational behaviour assignment Economic research-Ekonomska istraživanja 29, no. 1 (2016): 118-130.

Balmer, John MT, and Mario Burghausen. "Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory." Journal of Brand Management 22, no. 5 (2015): 385-411.

Bass, Bernard M. "Theory X and Y." Wiley Encyclopedia of Management (2015): 1-1.

Carbone, Valentina, and Elisabeth Gouvernal. "Supply chain and supply chain management: appropriate concepts for maritime studies." In Ports, cities, and global supply chains, pp. 27-42. Routledge, 2017.

Chumg, Hao-Fan, Jonathan Seaton, Louise Cooke, and Wen-Yu Ding. "Factors affecting employees' knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour." Computers in Human Behavior 64 (2016): 432-448.

Dong, Yuntao, Kathryn M. Bartol, Zhi?Xue Zhang, and Chenwei Li. "Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership." Journal of Organizational Behavior 38, no. 3 (2017): 439-458.

D'Souza, Jeevan, and Michael Gurin. "The universal significance of Maslow’s concept of self-actualization." The Humanistic Psychologist 44, no. 2 (2016): 210.

Goller, Michael, and Christian Harteis. "Human agency at work: Towards a clarification and operationalisation of the concept." organizational behaviour assignment In Agency at Work, pp. 85-103. Springer, Cham, 2017.

Güss, C. Dominik, Madison Lee Burger, and Dietrich Dörner. "The role of motivation in complex problem solving." organizational behaviour assignment Frontiers in psychology 8 (2017): 851.

Haase, Heiko, Mário Franco, and Marta Félix. "Organisational learning and intrapreneurship: evidence of interrelated concepts." Leadership & Organization Development Journal 36, no. 8 (2015): 906-926.

Hawkins, Peter. Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers, 2017.

Najjar, Dora, and Pascale Fares. "Managerial motivational practices and motivational differences between blue-and white-collar employees: Application of maslow's theory." International Journal of Innovation, Management and Technology 8, no. 2 (2017): 81.

Verma, Neha. "A Profile Based Study on McClelland's Needs." organizational behaviour assignment Journal of Management Research (09725814) 17, no. 2 (2017).

[1] Chumg, Hao-Fan, Jonathan Seaton, Louise Cooke, and Wen-Yu Ding. "Factors affecting employees' knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour." Computers in Human Behavior 64 (2016): 432-448.

[2] Carbone, Valentina, and Elisabeth Gouvernal. "Supply chain and supply chain management: appropriate concepts for maritime studies." In Ports, cities, and global supply chains, pp. 27-42. Routledge, 2017.

[3] Bakoti?, Danica. "Relationship between job satisfaction and organisational performance." Economic research-Ekonomska istraživanja 29, no. 1 (2016): 118-130.

[4] Balmer, John MT, and Mario Burghausen. "Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory." Journal of Brand Management 22, no. 5 (2015): 385-411.

[5] Haase, Heiko, Mário Franco, and Marta Félix. "Organisational learning and intrapreneurship: evidence of interrelated concepts." Leadership & Organization Development Journal 36, no. 8 (2015): 906-926.

[6] Goller, Michael, and Christian Harteis. "Human agency at work: Towards a clarification and operationalisation of the concept." In Agency at Work, pp. 85-103. Springer, Cham, 2017.

[7] Verma, Neha. "A Profile Based Study on McClelland's Needs." Journal of Management Research (09725814) 17, no. 2 (2017).

[8] Güss, C. Dominik, Madison Lee Burger, and Dietrich Dörner. "The role of motivation in complex problem solving." Frontiers in psychology 8 (2017): 851.

[9] Najjar, Dora, and Pascale Fares. "Managerial motivational practices and motivational differences between blue-and white-collar employees: Application of maslow's theory." International Journal of Innovation, Management and Technology 8, no. 2 (2017): 81.

[10] Hawkins, Peter. Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers, 2017.

[11] Dong, Yuntao, Kathryn M. Bartol, Zhi?Xue Zhang, and Chenwei Li. "Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership." Journal of Organizational Behavior 38, no. 3 (2017): 439-458.

[12] Bass, Bernard M. "Theory X and Y." Wiley Encyclopedia of Management (2015): 1-1.

[13] D'Souza, Jeevan, and Michael Gurin. "The universal significance of Maslow’s concept of self-actualization." The Humanistic Psychologist 44, no. 2 (2016): 210.