Organizational Behaviour Essay Sample

Introduction To Organisational Behaviour Essay

Organizational behaviour (OB) is the study of how individuals interact with others in a company. OB helps the business to develop the positive culture from which the employees feel motivate and encourage to do work. OB is important because it helps in enhancing communication, motivate workforce, managing diversity and inclusion as well as fosters team work and collaboration. Effective OB helps business in managing the workplace diversity, stimulating changes and innovation, empowering workforces, enhancing ethical behaviour and improving the skills. In addition to this, the essay will highlight the comprehensive understanding of organizational dynamics, employee motivation, behavioural theories, and management practice as well as workplace dynamics in the context of tourism sector.

First Section: Organisational Behaviour

Concept of organisational behaviour

OB is an interdisciplinary field that inspects the interaction among the workforces and the processes within the business in order to develop the effective and harmonious working environment. OB is comprehends the study of behavioural relationships among the team members. OB is relied on the various fundamental principles that related to the nature of business and people. The fundamental principles encompasses entirety of a person, individual uniqueness, respect for individual dignity, causality in behaviour, organization as a social entity, holistic concepts and shared interest among the organizational participants (Griffin et al, 2020). If the behaviour of business is positive then it helps in increasing the customer's and employee's satisfaction. Effective OB also helps business in increasing innovation, productivity, performance as well as facilitates better communication. OB also helps in building the trust between the employees and organization or management.

In addition to this, positive OB also helps in building effectual workplace relationships, increase employee motivation, develop a psychologically safe workplace and boost higher efficiency in teams. For example, it is crucial to have positive organizational behaviour within the tourism sector because it helps in persuading the management of hotels. OB influence job satisfaction, employee motivation and overall performance.

Management practices evolved from the early 20th century and key factors driving these changes

Before and after 20th century the management practices are different. Before 20th century the organization allocated work to all the peoples without recognizing their capabilities. The method of companies managing their operations and teams has substantial changes over the past two decades. After 20th century, the changes in the management practices are driven by the various internal and external elements which lead to more adaptive, innovative and people-centric management approaches. In addition, technology is one of the significant factors that drive these changes in the management practices. Technology has most profound impact on the management practices of business (McKenzie, 2021). In current times, the technologies are rapidly uses in the business so the digital platforms and tools are transformed the way of managers supervise their team members, make effective decisions and communicate. Due to the technology the overall operation of the business are enhanced and efficient which ultimately positively impacts productivity.

For example, after introduction of technology, Thomas Cook is changing its management practices and mainly put emphasis on the offering training and development to improve the knowledge and skills of workers. From the training and development the employees feel motivate and encourage to do work. After 20th century, the organization allocates the roles and responsibilities to the employees according to their capabilities and knowledge. At the present time, the tourism companies are majorly focuses on participative leadership because it helps in boost the contribution of the employees in decision-making which helps in increase their morale, encourage collaboration, increase engagement and independence. For example, changing the employee expectations is another significant factor that plays crucial role in drive the changes (Shaturaev, 2022). This factor helps in maintain work-life-balance of employees, facilitates employee autonomy and purpose driven work from which they feel motivate and encourage. For example, Touristik Union International (TUI) is also change is management practice and put emphasis on fulfil the expectations of the employees from which they feel influence and motivate as well as put their all efforts in order to accomplish the goals and objectives.

Management roles and functions and examine the concept of the Organisational iceberg

The organisational iceberg is one of the significant models of culture. Generally, the culture of the business is in the shape of an iceberg. The culture of company is consists of visible and invisible factors. The corporate brand, behaviours and values are visible to all the people. However, like an iceberg, the business is also driven by the often hidden behaviours. The leaders have to consider the visible factors such as disengaged staff and turnover rates. The iceberg model of culture has three pillars such as visible cultural practices, patterns and habits as well as mental models. In addition to this, organizational iceberg model of culture performs various roles and functions (Badham, Bridgman and Cummings, 2020).

This concept allows the business to measure the organizational culture. Like an iceberg, the culture of business has the features of being highly inconsistent in its actual discernibility. This model also performs the role of developing the deeper understanding of behavioural competence and cultural differences among team members. The key function of management is to help the people or groups to determine the behaviour of patterns, supporting mental models and structures that inspire a specific event. For example, Jet2holidays is one of the biggest tourism companies in the UK and it can implement organizational iceberg model to understand its culture.

Relevance of individual differences in organisations

Individual differences are the methods in which the people diverge from each other's. Every member of the business has its own methods of behaviour. It is significant for the managers to clearly understand the individual differences because they persuade the thoughts, feelings and behaviour of the workforces. It can be categorized in two parts such as personality differences and capacity differences. Along with this, the personality differences refer to relatively steady patterns in thinking, behaviour and feel of an individual (Giurge, Whillans and West, 2020). Personality is significant element in defining the behaviour of individual within the business and in the positive & adverse attitude towards the business and job. For example, Gender is one of the significant factors of individual differences. There is no reliable difference among men and women in the context of analytical skills, problem solving capabilities, motivation, competitive drive etc. Individual differences have direct influence on the organizational behaviour. Person with different attitudes react diversely to the directives. For example, age is another significant element of individual differences. Older employees are more categorized as inflexible.

The older workers have lower avoidable absences and turnover. Individual differences have significant impact on the overall operation because people with diverse personalities interact differently with the co-workers, customers and subordinates. For example, racial and ethnic groups are another significant factor of individual differences. Differences in the behaviour and job performance of racial & ethnic groups are generally attributable to culture instead of ethnicity. Individual differences have various types such as physical differences, differences in attitude, intelligence, achievements, motor ability, racial differences etc. The persuasion of individual differences on the OB is flattering more and more marvellous. Particularly in the selection and recruitment process, the individual differences are highly apprehensive by the employers.

Impact of managing different groups or individuals within an organisation

Managing the diverse groups and individuals has significant impact on the overall operation and productivity of the business. Effective management of diverse team is crucial for TUI because it helps in increasing creativity and innovation, improve problem-solving & decision-making, and strengthened skill sets which ultimately positively impacts the overall productivity and efficiency of the business (Homan et al, 2020). Proper management of diverse teams also helps in heightening the employee engagement, enhance company reputation and strengthened team morale. In every organization, all the people belong from diverse cultures so if the employer manages properly then they feel influence to do work which eventually definitely directly impacts on the overall operations.

Second Section: Personality And Perception

Concept of personality and type of motivational theories

The personality of the peoples is relied on the set of wide-ranging dispositions and qualities. A workplace personality is physiological categorization that is based on the habits and characters of the employees. Every business has individuals with diverse personality types. These personalities dictate working habits and interactions of the people. It is crucial for the organization to motivate all the people who have diverse personalities (Ullah et al, 2020). To motivate the individuals with diverse personalities the companies are implement various motivational theories. The theories include McClelland's need theory, Maslow's hierarchy of needs theory, expectancy and incentives theory. For example, Thomas Cook is one of leading tourism companies in the UK and it also implements Maslow's hierarchy of needs theory in order to motivate the employees and improve their performance.

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With the help of this theory, the organization fulfils the various needs of the employees such as physiological, socialization, safety, self-actualization and esteem to motivate them. Apart from this, to motivate the employees and enhance their performance, EasyJet can implement incentive theory. According to this theory, the organization can motivate the employees by providing the rewards, reinforcement, incentives and recognition. The incentive motivational theory also suggests individuals may represents certain behaviours to accomplish the desired objectives and goals. If the company is motivating the people with diverse personalities then they feel valued as well as encouraged to do work which ultimately positively impacts the overall operation and efficiency.

Challenges of personality and its different types of test to measure

Personality is defined as continuing the behaviour and characteristics that includes unique adjustment of people encompassing major interests, values, traits, abilities, drives, self-concepts and emotional patterns. By conducting the various tests, the organizations can measure the personalities of people who are associated with them. Myers-Briggs Type indicator (MBTI) is one of the significant types of personality test that is use by the business. For example, Trafalgar can also use this test to measure the personalities of the employees. Generally, this test is use by the companies at the time of hiring process (Al Halbusi et al, 2021). This test identify where a candidate falls within four key categories such as extraversion vs. introversion, judging vs. perceiving and thinking vs. feeling and intuition vs. sensing. The organizations in tourism sector face several challenges related to personality such as anger, insecurities, impatience, self-centeredness etc. This challenges leads to increase other problems such as dependency, addiction, chronic pain etc.

Concept of Perception

Perception is the organization, clarification, identification of sensual information to demonstrate and understand the environment. The perception relies on complicated functions of the nervous system. The perception encompasses five senses such as sound, touch, smell, sight and taste. The perception is a procedure of receiving the information about and making sense of world around us. Perception assists in understanding the tasks to be performed in a business. Applying the perception within the business helps in understanding the employers and employees as well as builds the strong relationships with them. Along with this, perception aids in understanding the human behaviour in the business. It is crucial for the business to gain the understanding of functions that perceptions plays significant role. In the field of OB and company, perception frequently plays an immersive role in assisting to form the personality of the people and their behaviour in the various circumstances. Additionally, characteristics of the perceiver, situation and perceived or target are the significant factors that persuades the perception. The characteristics of perceiver include needs and motive, belief, self-concept while features of perceived or target encompasses intensity, size, status etc.

McClelland's need theory

McClelland's need is recognized as one of the important theory of motivation that is applying by all the organizations to motivate and influence their employees. This theory also called as three needs theory and it is introduced by psychologist David McClelland. According to this theory, the individuals in the business are inspired by the three needs such as affiliation, achievement and power. In the context of need for achievement, the people with high need for achievement are influenced by taking calculated risks, setting desired goals and objectives as well as receiving recognition (de Andrade Baptista et al, 2021).

Furthermore, need for affiliation is defined as the desire for belongingness, social interaction and building the positive relationships with others. People with high need for affiliation are encouraged by the promoting harmonious relationships, working in a teams and seeking approval and acceptance from others. Apart from this, the people with high need for power is encourage by the making decisions, having control over the people and resources. For example, Touristik Union International (TUI) is also implementing this theory to motivate and encourage the employees to provide better travel services to the passengers. Adaption of this theory is beneficial for the business because the employers are allocating tasks to the employees according to their needs and requirements. Organizations implementing this motivation theory to make sure that the company has satisfied employees or not (Siok, Sim and Rahmat, 2023). It is vital for the business to motivate its employees from that they put all emphasis to accomplish the target objectives and goals.

Discuss attribution theory as the determinant of behaviour

Attribution theory is how the organization characteristic intention and feelings to people in order to understand their behaviour. This theory seeks to define how people make sense of observed behaviours, occurrence and events through a process. In addition, predictive, interpersonal and explanatory are the significant types of attribution. Implementing this theory is beneficial for the business because it helps in recognizing the bias. This theory assists the managers to understand the causes of workforce's behaviour and also helps the employees in order to understand their own thinking (Safira et al, 2021). Apart from this, the determinants of organizational behaviour encompass people, structure, technology, environment etc. A company comprises of various people with diverse personality, traits, qualities, skills, beliefs, background etc. The structure is the outline design of the business. Organizational structure is arrangement and construction of strategies and relationships according to the business goals and objectives. Technology is another significant determinant of organizational behaviour. It offers the resources needed by the individual that affect the task performance in the right direction.

Factors affecting attitudes

Employee attitude is a negative or positive presentation of motivation and workforces represents. It can be represented towards the people job duties, co-workers, goods and services or management. The employee attitude has significant impact on the performance and change management. At the place of work, employees have negative or positive attitude and it has an immersive influence on their performance. When the employee have positive attitude towards the work then they feel motivated and encouraged which positively impacts their performance. On the other hand, if the employee have negative attitude towards work then it places adverse impact on their performance and business productivity (Cherian et al, 2021). The attitude of employees also has massive influence on change management.

If the attitude of employee is positive then they are easily accept all the changes and take corrective actions to combat challenges. Along with this, the attitude performs various functions such as ego-defensive, knowledge, adjustment and value expressive. In context of OB, attitude is important because the person with positive attitude always think to complete the tasks in well-defined method rather than finding excuses. There are various factors that significantly influence the attitude of individuals. The factors encompass direct instruction, social factors, family, prejudices, media, educational, personal experience and religious institutions (Khuwaja et al, 2020).

Third Section: Organisational Culture

Concept of managing groups, teams, cultures and the implications for managers within business

Managing the group or team refers to strategies, actions and methods that bring a group of an individual collected to work efficiently as a team in order to accomplish the common objectives and goals. Effective management of team is significant within the business because it helps in promotes learning, increase productivity, foster successful teamwork, reduce staff turnover and increase employee satisfaction (Andersén and Ljungkvist, 2021). On the other hand, managing a culture is defined as process of enhancing and expanding the work culture within the business. If the business is managing the culture effectively then the employees feel motivated and encouraged to do work which ultimately positively impacts the profitability as well as productivity. Organization culture has significant impact on the managers within the business because it helps them to guide about how they perform the job duties and interrelate with the employees and customers. Managing the team encourages the open communication among employees and members.

Concept of learning organisations and example of an organisational chart

Learning organization is defined as entity that promotes the philosophy of knowledge creation and continuous learning at all the stages. Learning organization is a prototype of business that considers the importance of adapting to change and leveraging as well as acquiring new knowledge. Focus is placed on the insights in order to accomplish strategic objectives and enhance performance. In every organization learning is significant because it helps in preparing and productive employees, increase employee motivation and engagement, reduce employee turnover and improve the creativity and innovation. The learning organization also helps in enhancing the decision-making and problem-solving capabilities, increase efficiency and develop the connections through knowledge sharing's (Hsu and Lamb, 2020). Apart from this, organizational chart is a diagram that visually expresses the internal structure of the business by detailing the responsibilities, roles and relationships between people. For example, Matrix is one of the significant type of organizational chart and it is use by majority of business to convey their internal structure. Implementation of this organizational chart is beneficial for the business because it helps in enhancing communication between departments, facilitates cross-training for staff, enhance company culture, efficient utilization of resources which ultimately positively impacts the profitability and productivity (Gupta, 2022). For example, British Heritage Tours is also use matrix organizational chart because it helps in increase employee morale, provide opportunity to workforce for develop new skills and enable open communication.

Organisational culture, the types of culture and competing cultural values

Organizational culture refers to an underlying assumptions, beliefs, methods and values of interacting that contributes to the unique psychological and social environment of the business. Every business has a company culture because it helps in link the values and vision with employee happiness, engagement, retention rate, productivity and positive recruitment efforts. Organizations with positive culture tend to be more successful as compared to less structured business because it helps in promoting employee productivity, performance and engagement (Asbari, et al, 2020). Additionally, it is crucial for the business to have positive culture because it helps in increasing employee engagement, elevated productivity and strong brand identity as well as decrease turnover. Organizational culture assists in enhancing workflows and guides the effective process of decision-making. Companies that foster community in the place of work then they are more likely to attract and retain the employees. Positive culture of the business helps in enhances workforce's health and well-being, increase customer satisfaction, reduces absenteeism and turnover rates. Organizational culture also helps in increase the communication level between the employees, management and customers.

Apart from this, the business has various kinds of cultures such as adhocracy, clan, hierarchy and market. The clan culture is entrenched in collaboration. Having this type of culture is beneficial for the business because it helps in boosting high rates of employee engagement. This is highly adaptable environment which helps in increase market growth. On the other hand, adhocracy culture majorly put emphasis on the employee innovating and adapting. This type of culture assist the business to invites people to share their ideas and take risks. The organizations with the market culture majorly focus on financial success and meeting target goals and objectives. Every workforce is work within the market culture significant role in reaching the business larger goals and objectives. Along with this, organizations with hierarchy culture have a detailed career paths and clear chain of command. This type of business tends to be focus on overall internal process and avoid the risks. Furthermore, competing cultural values plays an immersive role in understand the business structure, strategy, culture, effectiveness and leadership. This framework helps in defining the friction between diverse teams of diverse cultures. This framework helps in determine two major dimensions such as internal Vs external orientation and flexibility Vs focus.

Hofstede's Dimensions and organisational climate

Hofstede's Dimensions culture model states that regional and national elements have major contribution towards the culture of business and significant influence on the employee's behaviour. This model has five dimensions such as power distance, Masculinity vs. Feminity, Individualism, Long Term Orientation and uncertainty avoidance index. Power index is defined as changes in the work culture according to power given to workforces. Masculinity vs. Feminity refers to an influence of changes in values of male and female on the business culture. In the context of individualism, there are some businesses that are strongly relied on the team work (Alqarni, 2022). Uncertainty avoidance index helps in redress the uncertainty unusual or unfamiliar circumstances demonstrated to workers. For example, companies to tourism sector also implement this model to understand the future of country in which they operate the business operation. Aside from this, organizational climate is defined as long-lasting perception of the workers regarding climate and working environment of company.

Concept of stress in organisations

Organizational stress is a physiological and psychological stress that response because of negative aspect of individuals work environment and job. Organizational stress is also called as occupational or workplace stress. The organizational stress is outcomes from the apparent imbalance between people's capability and demands of job in order to meet those demands. In addition, stress in the place of work can have various organizational consequences that have an immersive effect on health problems for the business and its employees. The stress in the business negatively impacts its overall operation by reducing productivity, increase absenteeism and higher turnover rates (Rasool et al, 2020). Moreover, the triggers of stress management includes lack of control, excessive workload, poor work-life balance, lack of control, inadequate resources, lack of recognition, poor leadership, organizational changes and lack of growth opportunities. It is crucial for the business to manage the stress in the business effectively because it helps in improve employee well-being, better morale, increase productivity, lower turnover, improve work relationships and mitigate the risk. If the organization is stress free then the employee feel motivate and encourage to do work which ultimately positively impact the overall productivity.

Basic Principles of Coordination and Control

Communication, self-coordination, continuity, personnel contact, effective supervisions etc., are the significant principles of coordination's. Communication is considered as one of the basic principle of coordination. Proper and clear communication eliminates various challenges and offer several solutions for a single issue (Li et al, 2022). Apart from this, the principles of control includes reflection of plans, prevention, future directed control and action. It is essential and significant that there requirements to be effective in approaches and techniques of the control system.

Conclusion

It has been concluded that, effective organizational behavior helps in stimulating the innovation and changes, manage workplace diversity, empowering employees and improving ethical behavior. Organizational iceberg is one of the critical models of culture and it includes three pillars such as patterns and habits, visible cultural practices and mental models. In addition, age and gender are the most critical factors of individual differences in the business. Efficient management of diverse team is significant for the organization because it helps in enhance problem-solving, increase creativity and innovation and strengthened the decision-making. To motivate the peoples of diverse personalities the companies execute various theories such as McClelland's need theory, expectancy, Maslow's hierarchy of needs theory and incentive theory. To test the personalities of the workers the companies adopt various test such as Myers-Briggs Type indicator (MBTI). McClelland's need theory is consisting of need of affiliation, power and need. Additionally, direct instruction, social factors, personal experience and media are the significant factors that affect the attitude of people. Effective management of team is significant because it assist in foster successful teamwork, promotes learning, reduce staff turnover etc.

References

Books and Journals

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Online

• Gupta., D., 2022. What Is a Learning Organization? +Benefits, Core Principle. [Online. Available through: < https://whatfix.com/blog/learning-organization/>