Organizational Behaviour Assignment Sample

Introduction Of Organizational Behaviour

The analysis of organizational behaviour concentrates on the way people, as well as teams, interact within the organization. OB also entails how personnel and other related activities are managed by the firm to fulfil its plan or goals. The field examines how diverse aspects affect organizational behaviour and thereby overall, performance levels. To keep up its reputation as an innovator in the market, Golden Tours, a well-known company in the tourist industry, understands the significance of comprehending and successfully handling organisational behaviour. The company offers an extensive selection of travel activities and amenities to travellers from all over the globe. The exploration of the way people and teams act and communicate inside an organisation is known as organisational behaviour. It covers a range of topics, including collaboration, management, inspiration, and interaction. Golden Tours can create an enjoyable place to work, raise staff engagement, and eventually accomplish its company targets by understanding the structure of organisational behaviour. The main tenets of organisational behaviour at Golden Tours will be examined in this essay along with how it affects successful outcomes. It will explore the numerous elements that affect staff behaviour, and the part played by leadership in determining organisational culture, particularly the value of good collaboration. It is going to look at the way organisational behaviour influences client happiness and the general standard of operations offered by the organization.

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Examining changing management practices from the early 20th century.

Scientific management- Frederick Winslow Taylor was one of those theorists who emerged first. Taylor and his colleagues investigated how work was carried out and how it impacted the efficiency of employees. Taylor released “The Principles of Scientific Management” in 1909 (Merkle, 2022). Taylor argued in this that work optimisation and simplification would boost productivity. These are Taylor's four core values: First, instead of relying on common sense and “rule of thumb,” research work and find the most effective ways to complete particular jobs by using the scientific approach. Second, match employees to their occupations according to their skill and inspiration, and encourage them to perform as proficiently as possible, as different to immediately conveying them to every position. Thirdly, keep an eye on employee performance while providing guidance and direction to make sure they are following the most productive working practices. Fourthly, divide the workload between the management and the employees so that leaders can devote their time to preparing and instructing others while the employees may complete their jobs effectively.

To find the most effective way to do each assignment, the Golden Tours organisation must study each one scientifically within the framework of a scientific leadership strategy (Taylor, 2023). Every employee of the tourism company needs to be chosen carefully and given the necessary training. Cooperation between the manager and employees is necessary to guarantee successful manufacturing. Managers of Golden Tours ought to develop plans, while staff members have to be in charge of carrying them out.

Bureaucratic management- Bureaucratic administration is a type of management strategy that organizes and controls the operations of an organization using a set of regulations and processes (Krause, 2019). It is a form of management control when tasks have to be carried out effectively by detailed instructions provided by the organizational structure. An essential component of the bureaucratic administration of Golden Tours was the allocation of labour. Depending on their qualifications and experience, different people were given distinct assignments and duties. By enabling workers to concentrate on certain fields of specialization which in turn increases both output and effectiveness. A formal hiring procedure was created by Golden Tours. They used a strict hiring and choosing process to make certain that applicants held the credentials and abilities required for the positions they held (Ohemeng, 2020). With the use of this procedure, the organisation to find and hire capable people who could enhance its performance as a whole. Operating at Golden Tours was subject to official rules and restrictions. To preserve uniformity, standardise processes, and guarantee legal observance, certain guidelines were devised. The organisation attempted to minimise uncertainty and create uniformity in behaviour by keeping to established regulations.

Administrative management- A logical method for the entire company design is required after by administrative management theory (Lehmbruch, 2019). Along with the view, there must be a formalised administrative formation, a different labour partition, as well as an allocation of authority and control to managers in line with their fields of responsibility.

The Golden Tours Company operated under the essential tenet of unity of leadership. Every worker has maintained a clear line of authority with a single manager, making sure they all received direction from the same person. This rule assisted in reducing misunderstanding, avoiding contradicting directives, and preserving efficient interaction inside the company. The administrative management strategy used by Golden Tours supported equal treatment (Kokhanovskaya, et.al, 2019). The company made sure that workers received equal consideration when it came to things like promotions, prizes, and disciplinary measures. This practice encouraged a belief in injustice and inspired workers to do the best they could. At Golden Tours, cooperation and putting the needs of the group before personal interests were encouraged. The company emphasised the value of workers collaborating and working together to achieve shared objectives. Personal objectives were put aside in favour of a company's overarching goals, encouraging cooperation and teamwork.

Discuss the current theories, concepts, and evidence in organizational behaviour

Theories of OB are enumerated below:

Human relations management- The establishment of organisational psychology's management of human relations theory, which dates back to the beginning of the 20th century, holds that aspects related to recognition boost employee creativity and efficiency (Wheaton, et.al, 2021). It resists that increased working situations (empowerment, contribution, and positive treatment) outcome in bigger productivity.

In its organisational practices, Golden Tours used the tenets of the Human Relations Management philosophy. Recognizing the importance of human interactions, the company placed a high priority on fostering a positive atmosphere at work. Transparent interaction, effective collaboration, and worker engagement in decision-making procedures were all promoted by Golden Tours (Emmanuel, 2021). The organisation promoted a sense of community and brotherhood among its staff by emphasising the value of worker pleasure, inspiration, and wellness (Uhl-Bien, 2020). By putting the Human Relations Management theory into practice, Golden Tours sought to improve staff retention, output, and entire organizational achievement through the development of solid connections and an encouraging work environment.

Mcgregor's Theory X and Theory Y - In the years 1950 and 1960, Douglas McGregor, first put forth the hypothesis that a leader's attitude affected staff inspiration (Daneshfard, 2020). McGregor put up two views on how managers should view and deal with motivation among staff members in his book, The Human Side of Enterprise. Theory X and Theory Y management were the writer's terms for these conflicting motivational techniques. Each presupposes that a manager has to organize resources, involving people, for the business's greatest profit. Besides this shared characteristic, yet, their mindsets and presumptions are very distinct.

Golden Tours adopted McGregor's Theory Y method for encouraging staff inspiration and collaboration. Golden Tours recognised the abilities and expertise of its staff members instead of conforming to Theory X, which holds that workers are innately lazy and require close supervision (Jacobs, 2020). The company promoted a supportive working atmosphere that valued autonomy for staff members, innovation, and active involvement in making decisions. Golden Tours supported the values of trust, empowerment, and chances for personal as well as career development. This strategy produced an inspired staff, increased worker fulfilment, and a cooperative environment that helped Golden Tours succeed.

Concepts of organizational behaviours- The Golden Tours company's practices and connections with staff were significantly shaped by many organizational behaviour principles (Tjahjono, 2019).

At Golden Tours, motivational behaviour was a top priority. The organization understood that inspired workers were more inclined to give their best efforts to add to the achievement of the business (Özsoy, 2019). To encourage staff inspiration and involvement, Golden Tours has established several methods, including rewards, appreciation programs, and professional growth possibilities. Respect for human rights was one of Golden Tours' main principles. Treating staff with dignity, equity, and compassion was a top priority for the organization. Golden Tours promoted a helpful and peaceful working culture that placed a strong emphasis on the worth and welfare of each employee. At Golden Tours, the urge to participate was appreciated as well. The company solicited staff opinions on issues that could impact their job and supported staff involvement in the procedure for making decisions. Employee empowerment and a feeling of responsibility and dedication towards the company's objectives have been promoted by Golden Tours by including them in making choices (Kondalkar, 2020). Golden Tours adopted an all-encompassing view of organisational behaviour. The company understood that people's motivations were affected by things outside of their employment, such as their personal lives, social networks, and environments. Golden Tours sought to establish a fully integrated workplace that took into account both the internal and external wellness of workers.

Demonstrate an understanding of personality, individual differences, and the relevance of different motivation theories and their application.

The way people behave, react and think at work is influenced by their personalities and personal traits, which are significant factors in organisational behaviour. To improve staff satisfaction and total organisational success, Golden Tours as a company understands the need to comprehend and utilizing these variables (Ritz, et.al, 2020). The word personality relates to the unique gathering of persona, tendencies, and styles of behaviour that make up each person. It has a significant impact on how workers communicate with their coworkers and their working surroundings. Golden Tours is aware that each worker has a unique personality, and it adjusts its management style appropriately. For instance, Golden Tours makes use of personality tests and other techniques to understand the characteristics of certain personnel. To allocate tasks and duties that complement every worker's personality, the organization needs to comprehend the strengths, tastes, and working methods of its workforce.

Golden Tours may enhance employee happiness and performance by utilizing this expertise to better match people with what they do. Furthermore, Golden Tours respects and acknowledges individual variations in abilities, training, expertise, and cultural heritage. The company is aware that being diverse in these fields gives the workplace fresh viewpoints and advantages. Different perspectives are valued at Golden Tours, which encourages an inclusive and respectful workplace (Boyd, 2020). By using equitable and impartial hiring and selection procedures, for example, the organisation promotes a diverse staff. Golden Tours fosters a culture where staff members feel respected and motivated by appreciating their various origins and skills. Regarding motivational theory, Golden Tours uses a variety of concepts to comprehend and improve motivation for workers. Maslow'sTheory of Needs is a popular idea. Golden Tours is cognizant of the fact that workers have various needs depending on where they are in their private and professional lives. For instance, Golden Tours makes certain those workers' physical requirements are addressed, including providing them with a fair wage and a suitable working environment. To meet these fundamental demands, the company offers competitive salary and benefit plans, laying the groundwork for staff inspiration. Golden Tours also emphasises higher-order demands like social acceptance and respect. Through collaborative activities, reward systems, and chances for cooperation, the company promotes a positive work atmosphere. Golden Tours increases motivation and fulfilment among staff members by meeting these demands.

Herzberg's two-factor model is a further incentive theory that Golden Tours uses (Chiat, 2019). The company is aware that aspects like work environment, regulations, and management affect worker retention and fulfilment at work, as do ones like rewards, opportunities for advancement, and commitment. By offering a comfy and secure place to work, implementing just policies, and encouraging leadership, Golden Tours makes certain that sanitation issues are well addressed. The company additionally employs motivators by allowing for professional advancement, recognising workers according to achievement, and giving staff members additional authority. To comprehend the inner motivation of its staff members, Golden Tours also applies the Self-Determination Theory (SDT). The company is aware of people's innate need for independence, skills, and connections in the workplace. Golden Tours promotes independence by allowing workers the discretion to choose inside the parameters of their responsibilities and by offering them chances for self-management (Paais, 2020). By providing training programs along with growth efforts to improve workers' abilities, the organisation fosters competency. Golden Tours also encourages relatedness through encouraging cooperation, communication, and a positive workplace environment. Golden Tours fosters self-motivation by adhering to the SDT tenets, enabling staff members to have a feeling of fulfilment and significance in their profession.

Show an understanding of the influences of organizational culture and structure.

Successful management requires an awareness of organizational culture. If supervisors and executives comprehend the social context of their Golden Tours, they are going to be more equipped to carry out the method and accomplish their objectives (Doma?ska-Szaruga, 2019). Techniques that fall at odds with the organizational culture are going to encounter criticism and may prove difficult or hard to adopt, whereas those that are more by it are going to be easier to perform and contain a high probability of victory. When allowing for making adjustments, it is also crucial to understand the Golden Tours' present society.

Charles Handy's Model of Organizational Culture

The “role culture”, gives the company's positions and employment opportunities significance. A distinct hierarchy, formal processes, and partition of labour are present. Workers within such an environment have clearly defined roles and are obligated to follow prescribed procedures (MBA Knowledge Base, 2021). Golden Tours' organisational structure, well-defined job duties, and official reporting connections may show certain features of its role tradition.

In the “task culture”, they mostly operate on an assignment structure and are frequently extremely adaptable and results-oriented. They thrive in a competitive setting, however, they do necessitate that people be extremely cooperative, interpersonal, and capable of working effectively using their idea (Hanelt, et.al, 2021). This emphasizes finishing particular tasks and initiatives. In this way of life, groups are put together according to the knowledge and abilities needed for the job at hand. Openness, flexibility, and creativity are valued by the organization. When it forms teams of workers to create and carry out new trip plans or plan special events, Golden Tours might show aspects of task culture. The accomplishment of the team depends on each member bringing their unique experience to bear in solving issues and goal-accomplishing.

In terms of “personal culture," that is a tradition without formalization or centralization, whereas it is anticipated to be focused on an autonomous as well as status-driven workplace (Mert, 2020). By enabling staff to express their originality and ingenuity when creating fresh trip schedules or promotional materials, Golden Tours may promote aspects that are unique to the style. Self-expression, private drive, and empowerment of staff members are valued in this culture.

This is known as the “power culture,” which is characterised by a focus on authority and control in a small group of people or one person (Zhang, 2019). These people have a great deal of power and impact on the organization. Making choices in an environment of power might be quick, although it might also end in little feedback from another. A powerful culture might be present at Golden Tours if senior executives or the company's founder are mainly responsible for major choices and tactics.

Organizational structure- Hierarchical best describes Golden Tours' organizational structure. It uses a conventional hierarchical structure with various tiers of authority, distinct lines of submitting reports, and a decentralised process for making decisions. A clear chain of authority is created by the structure, which also makes it easier for the organisation as a whole to communicate and coordinate. A CEO or executive director sits atop the organisational chart, holding the last say in everything and overseeing the business as a whole. There are several sections or divisions underneath the CEO, each headed by a senior leader or director that is in charge of overseeing a particular function, for example, operations, advertising, finances, and HR (Stewart, 2019). Throughout Golden Tours, the hierarchy makes control, responsibility, and collaboration more effective. The organisation can use it to handle tasks, put tactics into action, and make certain services are delivered without hiccups. It is crucial to keep in mind, nevertheless, that depending on the business's size, difficulty, and sector, the precise specifics of the organisational structure might shift.

Demonstrate knowledge of managing groups and teams, workforce diversity and globalization.

Belbin's concept, which was established by Dr. Meredith Belbin, emphasises analysing and optimizing collaboration by recognizing and utilising team members' specific talents. The efficacy of the Golden Tours organisation as a whole can be increased by using this approach to improve teamwork and productivity. Nine team responsibilities that people frequently take on in a team environment are identified by Belbin's paradigm. The following positions are included in this group: Asset Investigator, Organizer, Shaper, Monitoring Evaluator, Group Worker, Initiator, Completer Finisher, as well as Expert (Fehr, et.al, 2019). Each job is a representation of particular behavioural traits and capabilities that help the entire group succeed. Golden Tours may develop complete teams which fully utilize the talents of all members by identifying and utilising these positions. For example, possessing a Plant will offer creative ideas, an Administrator could offer effective coordination, an Adaptor might motivate the group to reach objectives, and the Finisher who completes tasks will make sure ofcareful detail. Golden Tours may improve imaginative thinking, problem-solving as well as teamwork as a whole by including a wide variety of collaborator roles. Golden Tours uses Belbin's methodology to manage teams and groups in numerous important ways. First off, it aids in team creation by identifying each person's abilities and interests and building well-balanced teams with a range of responsibilities. This encourages collaboration and the effective use of the skills of the group's members. By giving teammates tasks that complement their interests, abilities, and talents, Belbin's model also helps with responsibility distribution. With this strategy, job happiness is increased, personal contributions are encouraged, and collaboration is maximized (Pilcher, 2020). By spotting any disparities or holes inside a group and offering specific instruction or assistance to fill in the spaces, the framework also helps teams improve their responsibilities. This supports Golden Tours' efforts to create unified, successful groups.

Golden Tours' strategy for people administration, client service, as well as company growth is influenced by workforce variety and globalization, which both play major parts in the company's backdrop. To improve procedures and keep its competitive edge, Golden Tours understands the value of accepting multiplicity and globalisation (Luthans, 2021). Diversity among its employees, Golden Tours endorses and supports diversity since it recognizes that a varied staff contributes a variety of viewpoints, abilities, and expertise that are important to the achievement of the business. Golden Tours is constantly seeking out candidates from a range of backgrounds, particularly those that differ from their own in terms of gender, age, society, and ethnicity. In the age of globalization, Golden Tours has increased the scope of its business to include foreign markets. The corporation is aware of the chances offered by globalisation and aggressively pursues them to expand its operations. By adjusting its offerings to various languages, customs, and travel choices, Golden Tours makes use of the diversity of its employees to comprehend and meet the requirements of worldwide clients. Golden Tours uses efficient interpersonal techniques and cultural awareness training and encourages an honest and courteous atmosphere at work to handle both the advantages and obstacles brought on by staff diversity and globalization (Ristianti, 2020). The company encourages workers to accept variety and adjust to international business practices while fostering intercultural awareness. To remain competitive in the ever-changing and quickly evolving tourist sector, Golden Tours additionally keeps up with growing travel locations, technology breakthroughs, and worldwide market developments. Golden Tours presents itself as a progressive, customer-focused company that may satisfy the changing demands and tastes of its varied clientele by promoting diversity among employees and globalization.

Examine the concept of learning organizations.

A learning organization aims to determine its own future course. It is a system that works under the assumption that understanding is a constant and innovative endeavour for its applicants, and consequently, it raises, adapts, and modifies to assemble the requirements and goals of persons in and out of it. The idea of learning organisations has a lot of application to Golden Tours, a well-known travel company (Wagner, 2020). Golden Tours understands the need for continuous growth and change to keep its competitive advantage and provide outstanding client experiences for a business that works in an evolving and always-changing market. Let's look at Golden Tours as an example of an organisation that learns and the advantages they may offer. Golden Tours may create a common aim that motivates and unites staff members behind a single objective. The business's dedication to offering distinctive tourist attractions, fostering understanding between cultures, and serving as a pioneer in environmentally friendly tourism may be emphasised by this mission statement.

Workers are inspired to use their expertise and abilities towards accomplishing organisational goals when they share a common vision, which gives them a feeling of mission. The organization might foster self-mastery by providing chances for staff members to grow and gain. Programs for improving client service, location expertise, proficiency in languages, and understanding of culture can be included in this (Ete, et.al, 2022). Golden Tours improves the skills, job fulfilment, and general success of their staff by supporting their growth personally. The company may promote an environment that inspires people to question their current conceptual frameworks and adopt systemic thinking. One method to improve procedures, increase interactions with clients, and adjust to changing developments in the travel sector is to motivate workers to consider fresh angles, challenge presumptions, and look for creative solutions. This way of thinking encourages an atmosphere of ongoing growth and improvement that makes it possible for Golden Tours to remain adaptable and receptive to shifting consumer needs.

Golden Tours can improve team instruction and teamwork by encouraging expertise exchange and creating venues for collaboration between departments. Frequent team conferences, discussions about ideas, as well as learning through project activities can motivate staff members to express their knowledge, gain insight into one another, and work together to solve problems. Increased interaction, invention, and solving issues result from this cooperative environment's promotion of awareness of collaboration and community spirit. To successfully capture, communicate, and use information, Golden Tours may set up learning structures and procedures. This may involve developing a system for managing knowledge, mentoring programs, and professional networks where staff members can share best practices, perspectives, and lessons discovered.

Utilizing teamwork, leveraging worker expertise, and fostering ongoing development are all made possible by these processes (Grabowski, et.al, 2019). By adopting the concepts of an organisation that learns, Golden Tours may improve its creativity and adaptability. The company may modify to evolving circumstances in the market, embrace modern technologies, as well as remain on top of the latest developments by enabling staff to investigate novel concepts, explore in unique ways, and gain insight through both triumphs and mistakes. This flexibility and invention are essential for creating something special and memorable tour experiences for consumers. Introducing the idea of a learning organisation Golden Tours helps improve staff involvement and ongoing retention. When there are numerous chances for advancement and education, workers feel appreciated, driven, and engaged in the achievement of the company. Additionally, an environment of continual learning promotes career advancement, higher employee retention, and lower turnover.

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Conclusion

The administration techniques used by Golden Tours show how historical and modern organizational behaviour theories can coexist. The business's focus on task optimization, formalised procedures, and management cohesion is reminiscent of management practices from the start of the twentieth century. These procedures seek to increase the business's equality, production, and effectiveness. To foster a supportive workplace that promotes worker pleasure, teamwork, and individual development, Golden Tours also embraces contemporary philosophies. The company encourages an atmosphere of belonging and collaboration among its employees by encouraging transparency, involvement of workers, and equality. Due to the company's comprehension of individuality, personality traits, and motivational theories, the company can successfully match staff's choices and abilities with their job descriptions. Golden Tours fosters a multicultural and courteous working culture by recognizing and appreciating the different origins and skills of its personnel. By utilizing Belbin's assigned duties, Golden Tours exhibits its dedication to efficient team oversight. The organization builds well-rounded groups that encourage collaboration, innovation, and solving issues by recognizing and utilizing the distinct abilities of teammates.

References

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Online

• MBA Knowledge Base, 2021. Charles Handy's Model of Organizational Culture. [online] Available through <https://www.mbaknol.com/management-principles/charles-handys-model-of-organizational-culture/>
• The Nine Belbin Team Roles. [online]. Available through.< https://www.belbin.com/about/belbin-team-roles>