Organisational Behaviour and Communication Issues at Electra Products

1.Introduction This report was commissioned by Mr Griffin, CEO of Electra Products, the purpose
of this report is to identify the key organisational behaviour issues within the business along with key
communication issues that exist within the company. Electra Products is an 80 year old
publicly–held company that specialises in the manufacturing and retail of electrical products. In
recent years the company have been on a steady decline due to the research and development
department producing minimal new products, limited interdepartmental communication and overall
morale and employee engagement at an all time low. To combat the current state of affairs Mr
Griffin, the new CEO, has been appointed and has initiated a new innovative empowerment
campaign. The objective of this report will be to analyse a case study provided by Electra Products,
with the aim to identify, discuss and provide recommendations of resolutions for one aspect of
problem organisational behaviour and analyse the two most important communication issues evident
within the case study. The organisational behavioural issue that will be discussed in this report is
overall employee engagement. The discussion will analyse how the current levels of employee
engagement affect business operations and how disengaged employees impact organisational growth
and the future of the business. The limitations of this report stem from the inability to formally
discuss issues with key staff within the business; the
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Reflective Essay
Reflection on my experience in the Organisational Behaviour team over the semester with particular
attention to the way that Communication interacts with Conflict.
Reflection is the process of stepping back from an experience, to ponder carefully, it's meaning to the
self through the development of inferences (Organisational behaviour handbook, 2009). After
completing group work for 10 weeks, there were many problems that occurred within my group that
had an effect on the report set. This essay will focus on communication and conflict in particular and
on how experiences were reflected on effectively and learnt from.
Being a social person I have always enjoyed meeting new people and learning things about them
however group working has...show more content...
Despite our compromise, after a few weeks certain members began missing the weekly scheduled
group meetings. For two weeks in a row only another member and I attended the group meeting.
We tried to contact the other members however failed to get a response. I even text members on a
Tuesday night reminding them of the meeting the next morning, still not getting a response. The
interactive model of communication emphasises the need of 'feedback' for communication to be
successful (Weiner, 1948, 1986). As feedback was not received the other member of the group and
I felt helpless. We were only able to do so much alone without the other group members being
present. Alongside this event, a certain group member was not sending their work, answering phone
calls or replying back to messages. Looking back, I feel the large amount of lack of communication
caused me to resent my group thus causing intergroup conflict. I felt this situation had forced me to
move from a certain style of conflict management of 'cooperating' (Kraybill, 2006) where I was
assertive as well as concerned with relationships, to 'directing', where I didn't care about my other
group members as they obviously didn't care about me. A simple text saying 'I cannot make the
meeting' would've been sufficient enough to prevent this resentment from acting as a catalyst to my
ever increasing stress levels. As I am generally a calm and collected person I didn't like the stressed

Organisational Behaviour
Organisation Behaviour is a study of a people, individuals and a group of people's thinking, feeling
and behaviour in a organisation. "That is, it interprets people–organisation relationships in terms of
the whole person, whole group, whole organisation, and while social system" пј€
Nwlink.com, 2008).
Because most of us work in organisations, learning organisational behaviour is able to help us
understand, predict and influence the behavious of others in organisational setting, and trends in
organisational behaviour. One Australia hair–care company develop a range of hair products with
refillable packaging in order to maximise brand loyalty and minimise the cost to consumers and the
environment. Their innovative packaging are able to...show more content...
It is beliefs about what behaviour is require to achieve the desired results, it means that the
understanding what tasks to perform, understanding relative importance of tasks and understanding
preferred behaviour to accomplish tasks. As the climate change affecting the whole world, people
tend to consume in a more environmental–friendly way, which means that tend to buy product has
less impact on population, choosing a service with carbon offset and so on. For example, the
hair–care company who has product with refillable packaging, they understanding the trend of
consumer buying behaviour, so that to produce refillable packaging for their product and gain
consumer loyalty, also they are building their image as a environmental–friendly company,
contributing less packaging waste to landfill. By doing survey, they found that 20 to 30% of their
sales are in face refill sales as customers like knowing they are contributing less waste to landfill
(Johnson, 2008) Although they forgoes some profit by having 20 to 30% of sales as refills, but they
benefit from increased consumer loyalty, because of that, it is essentially ensuring the company
understand how do play a part in the business and for the environment.

Organizational Behavior Essay
Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a
multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal
processes and organisational dynamics. OB is important to all management functions, roles and
skills. Since organisations are built up levels – individual, group and an organizational system as a
whole, it is important for managers to understand human behaviour in order to meet the
organizations overall goals. I found several key learning areas that are meaningful, interesting and
relevant to my work over the course of studying this unit. These key learning areas have not only
expanded and improved my view of organisational behaviour but they also have...show more
content...
As a manager working in a diverse organisation, this learning area will help me to recognise the
differences between team members and to effectively manage these differences by encouraging
participation in diverse training, establishing benefit programs such bonuses, flexi–time to
accommodate the different needs of different employees. It's important to communicate to staff
about goals and objectives, corporate culture and common practice. This can be done by developing
employee handbooks with detailed guidelines that can be handed out at orientation days. Individual
Level Factors Edwin Locke's Goal–Setting Theory Locke (1960) proposes that intentions to work
towards a goal are a major source of work motivation. Goals help us to determine the level of
effort that we need to apply to a task. To motivate employees, goals must take into consideration
the degree to which each of the following exists: clarity, challenge, commitment, feedback and task
complexity. If all five of these elements are present, goal theory says that we will be motivated to
produce to a maximum. The specificity of the goal acts as an internal stimulus, the more difficult the
goal, the higher the level of performance. Difficult goals energise us because we have to work
harder and persist to attain them. I now consider the

There are four theoretical approaches of organizational behaviours which are classical, systems,
human relations and contingency approaches that used in management but not certain to use just
one approach in a company. It is because every company has different circumstances during various
periods. But management have to understand about the main features of each approach to make the
best decision.
Classical Approach
Firstly, classical approach emphasis on the planning of the work, the technical requirements of the
organisation, principles of management, and the assumption of rational and logical behaviour. There
are two key elements in this approach which are scientific management and bureaucracy. For the
scientific management, F.W....show more content...
The final one is McGregor's Theory X and Y. Under Theory X assumption, people do not like work
and try to avoid it. Most of them have to be led and supervised. Under Theory Y, people do not
naturally dislike work and do their best to acknowledge personal reward like recognition and
appreciation.
However, there still are some criticisms on this approach. The Hawthorne experiments have been
judged on methodology and do not take into enough account of environmental factors. Also, it may
over–simplified of complex behaviours and ignore internal social factors such as the 'sex power'
differential. Therefore, for the psychological of workers, they can have personal growth in the
company as they may have a chance to give an idea on the related work. It will definitely motivate
workers to work well.
System Approach
The third approach is system approach. '' The systems approach to management is a concept which
views a company as an interconnected purposive system that consists of several business sections.
It is a management approach which enables the leadership to see the company as a unified part or a
major section of the larger outside corporate environment.'' (Rampur, 2011) In a company, even a
small part changed may have a crucial effect on the whole company. Therefore, entity should be
treated as a complete system but not only affecting one employee or department when

The Importance of Organizational Behavior Essay
The Importance of Organizational Behavior
In any organization one can assume that the main goal of that business is to succeed; what exactly
does being a winning organization mean and what does it take to get there? In the past companies
placed a great amount of emphasis on the numbers and how to achieve those numbers. The people
who actually helped achieve those numbers were graded on their technical skills, productivity, and
budgets. Employees were moneymaking machines and how they achieved those numbers was not a
concern of their managers as long as the numbers were being met. Organizational behavior studies
have become more important today than in previous years because corporations must learn to adapt
to the rapidly changing...show more content...
Organizational Behavior or as I call it – Discipline principles is a field of study that investigates the
impact that individuals, groups, and structure have on behavior within organizations for the purpose
of applying such knowledge toward improving an organization's effectiveness (Robbins, S. 2001).
Organizational Behavior studies three main areas in order to help organizations work more
effectively; they are individuals, groups, and structure. Everyone and everything in an organization
makes an impact on the way an organization functions, therefore knowing what makes your
employee "tick" is a key factor in success. In an organization an employee is expected to have skills
pertaining to the specific job description. Hiring a ballet dancer to play hockey is not only absurd but
also non productive. Technical skills, depending on the position in your organization is sometimes
required and absolutely necessary. But, in most organizations if you can find someone that has
excellent interpersonal skills and common sense, you can train them on the technical aspect of the
position.
As a manager in today's business arena, your interpersonal skills must be fine–tuned. Maslow's
Hierarchy of Needs is now falling into play with employees and managers decisions. "Proper
management of the work lives of human beings, of the way in which they earn their living, can
improve them and improve the world and in this sense be a utopian or revolutionary

Why Is Political Activity Alive
Assessment Number 2 – Essay
Student : Jodie Ann Auld
Student Number :S0237988
Course :HRMT11010
Date : 30 April 2013
Version Number :1
"Political Activity is alive and well in organisations. Critically discuss this statement. What factors
result in Organisational Politics and what is the role of such behaviour on other people at work?"
Political Activity is alive and well in organisations – one of the biggest killers of productivity is not a
lack of innovation, productive systems or visionary thinking, its politics (Fraser, 2013, p. 1). It is a
major issue in organisations as the individual who controls their working relationship consumes time
and resources for their own gain at the company's expense. In this...show more content...
Lower level of members within an organisation who have a low level of trust don't believe that higher
management will create favourable outcomes and the individual with low level of trust will need to
take further action.
Efficacy
Efficacy is the capacity to produce an effect. Thus it refers not to the need to engage in political
behaviour, but rather to the expectation that one's political actions will yield desired outcomes and
thus be worth the costs of action. (Farrell & Peterson, 1982, p. 409)
Those with low self–efficacy within the organisation will engage in little political behaviour. New
employees or employees that have changed position within the organisation may indulge in political
behaviour. However if their efforts are fruitless, or their perceived ability to influence does not come
about then the level of political behaviour inferred will cease.
Organisational Factors
Organisations are social entities that involve individuals and groups to obtain benefits and goals in
different ways. The struggle for resources, personal conflicts and a variety of influence tactics used
by these social entities assists in obtaining them.
Politicking represents conscious self serving behaviours that are inconsistent with the goals of the
organisation.
Some examples of Organisational Factors

. Reallocation of resources
. Trust
. Role Ambiguity
. High Performance Pressures
. Self–Serving Senior Managers

Organizational Behavior : Final Paper Essay
Organizational Behavior: Final Paper Organizational Behavior has taught me a lot in regards to
learning to work with others and making groups of people work efficiently. While classroom
readings and in–class slideshows have been valuable in understanding key concepts, my greatest
personal growth has come from both your personal stories, as well as your many invaluable
speakers. Throughout this paper, I will focus on the lessons your speakers have taught me, and how
those shared lessons will have a positive impact on my future decision–making.
Leadership:
Erica Higgins started her presentation with a quote from Arnold H. Glasow, which was, "A good
leader takes a little more than his share of the blame, a little less than his share of the credit." This
quote immediately set the tone for the entire presentation. As a leader, it's not about playing the
hero or being some huge winner. Typically to your subordinates, you're the coach or the facilitator
for your team to be successful. Sure, you may have some bright idea that you came up with, that
separates your team from others. But as a leader, it is your job to come up with these ideas.
However, who is really responsible for executing these ideas? It is those below you, who are
working under your beliefs. But how do you get your subordinates to work under your guidelines?
To answer this question, Erica used the Vice Chairman of WealthManagement at Morgan Stanley,
Carla Harris's advise. Be authentic and train people's

Organisation Behaviour
Organisational Behaviour and Theory Describe and discuss how an organisation's structure
influences its behaviour, with particular emphasis on decision making and workforce management
and control. The structure of an organization is so visible and can be so powerful. It influences how
well the organisation is able to meet its strategic goals; it can also influence how quickly an
organisation can respond to changes. Usually, structure is the product of decision–makers,
management decision–makers determine the level of the workforce, deciding what process they need
to adopt and changes they need to make within the organisation. (Unit Guide, Organisational
Behaviour and Theory, page 28– 29) Changes can influence on organisation behaviour...show more
content...
This means that their choices will have the maximum subjective expected utility among the available
alternatives (March $ Simon 1958; Savage 1954). There are 5 steps for a rational decision making.
Identify the problem, is the first step, the decision maker receives the difficulty and forms a clear
definition of it, diagnosis the facts. Analyse what is causing the event, when did it happened? Is the
issue urgent? (Contemporary issues in management, page 140). Alternatives solutions, the most
important thing here is to the decision maker understand all alternatives, including alternatives that
must be custom made than picked on the shelf (Contemporary issues in management, page 142). All
alternatives to be evaluated that's the third step on rational decision making, it's to make sure that the
decision maker collect information about all meaningful attributes (Contemporary issues in
management, page 142). Select the optimal choice, fourth step, collect the alternative that establishes
a huge assistance to the decision maker. The decision maker selects the alternative with the
maximum importance or valence. This valence is a product of the expected valence of outcomes of
the alternatives and probability of each outcome occurring (Contemporary issues in management,
page 143). The final step is to implement alternative. Decision

Introduction
Culture play major role within the organization. It exists and plays a very crucial role in carving
organization's behavior. Organizational culture positively influences organizational behavior. People
join number of organizations during their life. The organizations act as social tools to build the
relationships between the individuals. Organizations are boundary maintaining, socially constructed
and goal directed system, which focuses on the processes involved in the persistence, genesis and
ethics of organizations. The individual will have to co–operate with the organization to achieve goals.
There can be factors to increase the effectiveness within the businesses. As organizational culture
acts as base of business, this paper will analyze effectiveness through organization stand point. This
paper also covers various aspects and elements of organization culture. The different dimension
include involvement, care about clients, transmission of information, collaboration, learning,
strategic direction, system of control, reward and incentive system, communication, integration and
coordination.
Industry Trends
Cultural scale of the organization include
1.Involvement of employees and the organization.
2.Favorable condition for employees to make decision and bring new ideas.
3.Make work interesting and create willingness.
4.Managers coordinate with subordinates.
5.Making teamwork more efficient.
6.Problem solving techniques.
7.Transmission of information

Organisational Behavioural Theories Essay
Organisational Behavioural Theories
Organisational theory is the idea and principle about how the work could be done by investigating
through different perceptive. Throughout the last century, scholars, psychologists and behaviour
scientists have contributed in developing of new theories for the organisations to achieve more by
allocating their workers to make more productive and most of those theories did well in old times.
But at the turn of the next century, thing have started to change and some of the old organisation
theories are no longer relevant and effective if used solely. The age of globalisation takes tolls on
workers as well as the employers, many organisations failed because they have not been able...show
more content...
By
Introducing the payment on piece work basic as an incentive which would increase performance and
productivity. Taylor highlighted the link between financial incentive and the good performance, he
argued that the bonus should be paid to the best workers who can perform well and then they will
be pleased and will have more commitment concerned with the obligation in the organisation (Thill
at al Bovee2011, p 263)
Taylor's theory underestimated human aspect and they pointed out that the employees are not only
motivated by the financial incentive, there are several others key factors to motivate employees such
as job ambition and recognition at work places. The financial incentive is not the main force for the
motivation in the modern world.
In theory, financial incentive, rewarding bonus gets employees more participated, engaged and
enhanced productivity and profits but according to the CIPD, employee engagement consists of
three different aspect called intellectual engagement, affective engagement and social engagement.
Intellectual engagement refers that employees feel good about the organisation and weight up to
enhance the task. Affective engagement stands for the optimistic opinion of employees toward the
organisation and social engagement is concerned with the employees' interconnection with

Organisational Behaviour Essay
Leadership, in its broadest sense, is the process using social influence to enlist the support of other
people in completing a common task or achieving a collective goal. Common conceptions about
organisational leadership focus on the image of charismatic individuals inspiring their subordinates
with their own passion and zeal for a vision. This popular image is taken as the standard for effective
leadership style and a measure of future organisational success. Effective leadership is a function of
both the individual and the working environment of the organisation they are tasked with leading.
Competing theories of personality provide differing conclusions on how effective any given leader
and their style of leadership is on the...show more content...
Barrick further indicates that having a high aptitude for interpersonal relations, referred to as
extraversion, and a general approachability and likability, termed agreeableness, correlate strongly
with high performance within teams, and speaks of an ability to mentor and persuade, more
appropriately referred to as leadership (Barrick et al, 2001, Pg 12).
Leadership styles can vary greatly between individuals and organisations. Ralph Stogdill
demonstrated that the single biggest influence on the efficacy of leadership was the organisational
environment (Kirkpatrick and Locke, 1991, Pg 49). The organisational environment; the unique
culture of the organisation, the attitude and ability of management, and the attitudes of the
employees to their leadership team all help determine the style in which the organisation will be lead
(Rotemberg, Saloner 1993, Pg 1299). Of all the models of leadership style, the Tannenbaum and
Schmidt Leadership Continuum is the most comprehensive combination of behaviourist and
contingency approaches. The model works along a linear continuum and begins with an autocratic
leadership style that assumes leadership has all the requisite knowledge in the organisation (Gosling
et al 2002, Pg 6). As one moves along the continuum, the leadership styles begin to accept

Organizational Behavior Essay
Abstract Organizational Behavior is the study and application of knowledge about how people,
individuals, and groups act in organizations. It does this by taking a system approach. That is, it
interprets people–organization relationships in terms of the whole person, whole group, whole
organization, and whole social system. Its purpose is to build better relationships by achieving
human objectives, organizational objectives, and social objectives. Organizations are social
inventions for accomplishing common goals through group effort. The basic characteristics of
organizations are that they involve the coordinated efforts of people working together to accomplish
common goals. They are open systems that take inputs from the external...show more content...
Employee's attitudes and behavior will be influenced when there is confrontation or tension in the
work place. The five dimensions of personality are: В§Extraversion. Sociable, talkative vs.
withdrawn, shy. В§Emotional Stability/Neuroticism. Stable, confident vs. depressed, anxious.
В§Agreeableness. Tolerant, cooperative vs. cold, rude. В§Conscientiousness. Dependable,
responsible vs. careless, impulsive. В§Openness to Experience. Curious, original vs. dull,
unimaginative. Employees learn practical skills to include job–specific skills, knowledge, and
technical skills; intrapersonal skills such as problem solving, critical thinking, learning about
alternative work processes, and risk taking; interpersonal skills including interactive skills such as
communicating, teamwork, and conflict resolution; and cultural awareness which involve learning
the social norms of organizations, understanding company goals, business operations, and company
expectations and priorities. They can learn these skills through the Operant Learning Theory which
works through positive and negative reinforcements. Or the Social Learning Theory which is
learned from modelling, self efficacy, and self–management. Understanding personalities is
important to a manager to have a successful organization. Values are broad preferences for particular
states of affairs. Values tend to differ across occupational groups and across cultures.

ORGANISATIONAL BEHAVIOUR– ESSAY
Essay Topic:
One set of authors state that "An organisation's ability to manage change will have a significant
effect on its performance and prosperity" (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006,
Managing Organisational Change, John Wiley & Sons, Australia), whereas another author claims
that few corporate change efforts have ever been successful (Kotter, J.P., 2005, 'Why
Transformational Change Efforts Fail', Harvard Business Review, March–April 1995, pp 59–67).
Discuss these two statements and build an argument that explains this apparent contradiction with
regard to relevant organizational behavioural theory.
In my opinion, the statements presented above do not contradict one...show more content...
7) Consolidating Improvements and Producing Still More Change – Using increased credibility to
change systems, structures, and policies that don't fit the vision, hiring, promoting, and developing
employees who can implement the vision and reinvigorating the process with new projects, themes,
and change agents.
8) Institutionalising New Approaches – Articulating the connections between the new behaviours
and corporate success and developing the means to ensure leadership development and succession.
The lessons learned from the more successful cases is that the change process goes through a series
of phases that, in total, usually require a considerable length of time. Another lesson is that critical
mistakes on any of the phases can have a devastating impact, slowing momentous and negating
hard–won gains. Perhaps because we have relatively little experience in renewing organizations,
even very capable people often make at least one big error.
Kotter (1995) lists the following errors why transformation efforts fail?
1) Not Establishing a Great Enough Sense of Urgency
2) Not Creating a Powerful Enough Guiding Coalition
3) Lacking a Vision
4) Under communicating the Vision by a Factor of Ten
5) Not Removing Obstacles to the New Vision
6) Not Systematically Planning For and Creating Short–Term Wins
7) Declaring Victory Too Soon
8) Not Anchoring Changes

Organisational Behaviour- Attitudes & Value
ATTITUDES AND VALUES INTRODUCTION Attitude is a very complex cognitive process just
like the personality of an individual. The difference between these two is that personality is usually
thought of as the whole person, where as attitude may make up the personality. It is a very important
variable in human behaviour, because it constitutes an important psychological attribute of
individuals which shapes their behaviour. The importance of attitudes in understanding
psychological phenomenon was given formal introduction early in the history of social psychology.
From the time of its entry into the subject of psychology till now, interest in attitudes has been
strongly growing. However, over the years attitudes have been studied with...show more content...
Belief is a hypothesis concerning the nature of the objects, more particularly, concerning one's
judgement of the probability regarding their nature. Belief reveals what one supposes to be true.
Belief may also be explained as the cognitive component of attitude which reflects the manner in
which an object is perceived. For example, a boss may believe his subordinate to be very hard
working. But in fact, he may or may not be hard working. The attitude of the boss towards the
subordinate reveals whether he likes him or not. The positive attitude and the consequent liking
may rather make the boss condone all the bad qualities in the subordinate and consider him
hardworking. ATTITUDE AND VALUES The values of an individual generally reveal the moral
side of his nature. These include his ideas about what is good or bad, what should be done and
what should not be done. These are some of the things which are inculcated in the individuals
since childhood. "Honesty is the best policy". "A worker must be honest to his work" are
statements of value. It is an evaluative statement that "Honest workers are good" and reveals the
attitude of a person towards honest workers. It can be said that values are one of the determinants
of one's attitudes. An individual considers an honest worker to be good because of his values that
"A worker must be honest to his work." NATURE OF ATTITUDES From the

Reflective Essay On Organizational Behavior
After starting this organizational behavior (OB) class, I've been able to more deeply evaluate the
importance of the way people interact in the workplace. More so, I have been learning to take the
time to reflect on myself as a person, a student, and a soon to be working professional. The fact of
the matter is – there is always room for improvement. I'm looking to improve on every possible
aspect of my life I can. Not to sound like a clichГ© or anything, but it seems as though life
sometimes gets in the way of being able to take a step back and assess yourself. This personal
development plan is important for me in that it will allow me to see how I fit in an organization,
and actually be able to reflect on my characteristics. My ultimate goal in life is to become an
entrepreneur. I'm not sure what industry I want to be in quite yet, but I know my end goal. My
dad, since I was little, has drilled it into my mind that I should be in a business where I'm still
making money when I'm not physically at work. That notion has stuck with me and I'm trying to
take an emergent strategy to get there. To become this independent entrepreneur, there are skills
that I want to be able to master effectively and efficiently in the coming years. I'm currently on
track to become a certified public accountant (CPA) and seeking consulting positions at either
public or boutique firms. I've thought out that the skills I need to be successful one day are as
follows: research skills, communication skills, data analytic skills, ability to read and understand
financial statements, interpersonal skills, people management skills, and teamwork abilities.
Throughout this plan, I'm looking forward to exploring what my skill level in each of these
categories is currently at, and how to improve upon those that need improvement. There were
quite a few assessments I took to see where my personality, stress, productivity, and creativity
levels are. Although I'm not a believer of these types of online and paper 'diagnosis' being accurate
whatsoever, it does interest me to see what kind of results emerge from my answers. The first test I
took was the Myers Brigg MBTI Personality Test– both the paper version and the online version.
Both results

"The study of the structure, functioning and performance of organisations, and the behaviour of
groups and individuals within them" Derek Pugh's (1971)
This influential definition of organisational behaviour was by Derek Pugh in 1971. Human
behaviour is the way people act and react to situations and circumstances, each individual is different,
therefore it is essential for an organisation to study human behaviour in order to understand the
workforce. By observing and understanding each individual the organisation would improve
performance; organisational behaviour can be considered as the key area of management.
Organisations study organisational behaviour within by; investigating individuals, social perception,
attitudes and...show more content...
Organisations when recruiting ask questions that provide a better insight into candidates'
personalities in order to select the best candidate for the vacant job, this is very important in the
recruiting process because if the chosen candidate's personality does not suit the given job, the
organisation will not get a 100% commitment from the person when recruited, the reason
organisations spend a great deal of time, money and effort in the recruitment process to avoid all
their efforts going in vain. This could be argued against as one of the contemporary issues with
organisational behaviour is regarding the recession. Organisations need to reduce costs on employee
wellbeing.
Abraham Harold Maslow the famous psychologist changed the whole prospect of psychology
leaving a profound impression on society and business through his great theories. Maslow
understood human nature, motivation and self–actualisation better than anyone else in his time; he
introduced his theory on human needs in a hierarchy with five levels in 1943. Organisations need to
acknowledge and make use of Maslow's work and only then can they successfully motivate
employees to work more than their required potential as a result a thriving business.
By identifying and acknowledging these levels, we can be motivated to maintain and/or exceed a
level to reach self–actualisation therefore to be

Essay Organisational Behaviour and Motivation
Organisational Behaviour and Motivation
Term Paper
Organisational behaviour is described as 'A field of study that investigates the impact that
individuals, groups, and structure have on behaviour within organisations, for the purpose of
applying such knowledge towards improving an organisations effectiveness.'
(Robbins and Millet and Cacioppe and Waters–Marsh, 1998, p.10). An important area within
organisational behaviour is motivation.
Herzberg describes the main problem in business practice is, 'How do I get an employee to do what I
want him to do' (1991, p.13) Motivation is a word that is used to describe how eager a person is to
complete a task. 'Motivation is the set of processes that arouse, direct and maintain human...show
more content...
Inkson and Kolb discuss the issue of expectancy theory, which is how an employee values the
outcome of putting in a lot of effort in order to achieve a goal. ?Motivation declines when there is
uncertainty of the lineages between performance and effort? (Inkson and Kolb, 1999, p.327)
Outcomes can include bonuses and or praise (extrinsic rewards) and feelings of accomplishment
(intrinsic rewards).
Herzberg doesn?t believe in the giving of bonuses in order to increase productivity. Herzberg
states that ?Hunger, a basic biological drive makes it necessary to earn money, and then money
becomes a specific drive? (Herzberg, 1991, p.16). This means that once employees start being
rewarded with money they won?t be able to work without it. Another firm believer of this is Kohn
who states, ?When reward systems fail don?t blame the program, look at the promise behind it.?
(1993, p.54). Kohns article describes incentives, as only bringing temporary compliance and once
the rewards run out people will revert back to their old behaviours.
Serious issues with incentives also include employees telling their superiors that everything is under
control when it isn?t, just to save their bonus. Kohn then states that ?There are very few things that
threaten an organisation as much as a hoard of incentive driven individuals trying to curry favour
with the incentive dispenser? (1993, p.56).
As described by Robbins demotivation can also

Organizational Behaviour Essay
Organizational Behaviour Organizational Behaviour Organizations have been described as groups of
people who work interdependently toward some purpose. This definition clearly indicates that
organizations are not buildings or pieces of machinery. Organizations are, indeed, people who
interact to accomplish shared objectives. The study of organizational behaviour (OB) and its
affiliated subjects helps us understand what people think, feel and do in organizational settings. For
managers and, realistically, all employees, this knowledge helps predict, understand and control
organizational events. There are three determinants of behaviour in order to make an organization
more effective: individual,...show more content...
To be ethical requires treating others –– customers and employees –– properly and fairly. A company
that is interested in growth and profits must establish relationships with customers and employees
based on trust. Improvement of the employer–employee relationship is important to both parties for
several reasons. First, employee productivity increases when employers treat their employees with
more respect. Second, employees may find that increased ethical behaviour on their part actually
results in higher compensation. For example, many companies are involved in relationship
marketing, which is the process of creating and maintaining long–term relationships with customers.
Relationship marketing, which can help a company increase its profits, requires the cooperation of
employees. Employees that perform their jobs conscientiously and diligently are frequently
rewarded with higher wages. Third, even if there is no material gain, ethically appropriate behaviour
provides a sense of self–satisfaction. Therefore, it is advantageous for every organization to
maintain high ethical standards and thereby foster trust between a company and its employees.
Virtually all studies of employee satisfaction show that influencing employee attitudes is more
affectively done by local managers and supervisors than by

Organizational Behavior and Leadership Essay
The success of a corporation has been traditionally tied to how well the managers execute the roles of
leading, planning and controlling. One of the key components of the controlling aspect of
management is the evaluation of the people that they are managing. The function of this process
involves monitoring performance goals and has management taking corrective actions when
necessary. Performance evaluations can be described as the measurement of the performance of an
employee related to defined measures, using an applicable performance goals and appropriate
criteria that relates to the employees work in question. This paper will review the engineer's
evaluation in the given case study.
There are three points of concern with the plant...show more content...
Businesses should employ evaluation criteria in their evaluation processes, which are common
across all performance goals, in order to reduce real or perceived bias in the employee evaluation
process.
Four areas that the criteria should include are employee's impact on the performance goals, skill set,
work ethic and professional development. The first set of criteria would relate directly to individual's
impact to the vision and objectives of the company. The plant manager should be as specific as
possible to help quantify the engineers' contributions. The second set should be measures concerning
a variety employee skill sets such as technical ability, communication, documentation,
problem–solving, and adherence to the company's philosophy. Identifying the engineer's strengths
and weaknesses on diverse skill set criteria will help the engineer gain a wider understanding of his
performance overall. The third set of criteria concerns itself with an employee's work ethic. Work
ethic criteria include the amount of work missed, lateness arriving for a job, how well the employee
is motivated, positive communication with peers and management, and how well the employee
interacts with co–workers and management. The final set of criteria includes a how much an
employee is committed to furthering their knowledge and expertise of their given profession.
Organizations look positively on employees that strive for greater expertise in their given
professions. Managers

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