Organizational Behaviour and Analysis
According to Homberg et al. (2019), organizational behavior can be referred to as the understanding, control, and prediction of employee behavior in the organization. It is the edge between employee behavior and the organization itself. Organizational behavior can also be described as the study of how both group and individual performance is within the organization. The principal goal of organizational behavior is to rejuvenate the organizational model and grow a better understanding of life within the organization. The regulatory practice is based on different factors within an organization. However, corporate members also have their unique behaviors within the organization, which might go contrary to the organizational culture. Nevertheless, behavior within an organization is influenced by the level of motivation and decision making within the organization. Teamwork in an organization can be easily influenced by the behavioral tendencies of the organizational members.
The paper below entails different levels of analyzing human behavior, factoring in various theories of motivation, and considering their reactions and actions during group meetings, and how to incorporate motivation in achieving organizational objectives better. Secondly, the paper focuses on managing conflict and negotiating within teamwork. It is essential to ensure that corporate team members relate effectively and harmonize their differences in anticipation of achieving organizational objectives. There is a close relationship between organizational behavior and managing conflict and negotiating in an organization. It is evident that through understanding the individual members‘ behavior, a better approach through which their temperaments of actions ca be managed can be realized. Lastly, the paper will discuss power, influence, and organizational politics. Control and organizational conflicts are some of the underlying issues which matter in an organization. Usually, corporate members who can easily influence the organization towards a given direction are called leaders. Through this influence, these organizational members can achieve either personal or organizational objectives. Therefore, influence and power should not be underestimated in any organization.
Micro-level Analysis
Motivating Behaviour
In the first instance, Alex finds himself in an unpleasant situation with unmotivated colleagues with no sense of direction trivializing essential matters in the organization. A new name for a product is such an important marketing element in an organization; therefore, when Allison and Ryan trivialize the meetings, Alex finds himself in an awkward position. According to Staunton (2019), motivation is the only way in an organization that ultimately influences organizational employees to behave in a particular way. And in every corporate type, the organizational management always has to ensure that every member of the team is motivated and is happily taking on their roles within the organization.
If I were Alex, I would be guided by the expectancy theory, which suggests that employees within an organization are more motivated to accomplish a task when there is an intrinsic relationship between a reward and the task outcome (Safa et al., 2018). Also, it is essential to note that in every organization, some employees are ever not motivated to undertake any task or challenge, not falling within their job description. Further analysis of McGregor’s Theory X and Y, which are relevant to the scenario at hand, some employees are naturally motivated to take on tasks. In contrast, others are driven by the monetary reward attached to the outcome (Homberg, Vogel & Weiherl, 2019). It is crucial to understand that there is a close connection between motivation and an individual’s personality (Nuckcheddy, 2018). What motivates one employee is different from what might motivate the other. Therefore, I would not act a little disgusted or tell the other colleagues that they are lazy and would avoid work whenever possible. Instead, I would explain the importance of the task at hand and remind Ryan and Allison of their roles and the importance of effectively accomplishing such organizational tasks.
Herzberg’s Two-Factor Theory of motivation suggests that employees within an organization are ever motivated by two factors, namely; hygiene and satisfiers. However, these factors do not determine success within an organization, although the lack of any of the factors often leads to underperformance within an organization (Alshmemri, Shahwan-Akl & Maude, 2017). According to the theory, the hygiene factors are factors such as job security, policies within the organization, salaries, and working conditions. Satisfiers, on the other end, are motivating factors such as growth opportunities, employee recognition, and responsibilities that the employees have (Ziar et al., 2016). Following the case, it is evident that there is a lack of clear role identification amongst the three employees. There is a lack of motivation in role acquisition and related tasks. The organizational H.R. department needs to ensure that the employees are motivated to achieve corporate duties and responsibilities effectively. This way, Ryan and Allison would not be making excuses for avoiding work but would be encouraged to tackle any responsibility that comes before them without any complaints.
To accomplish tasks given out to a group member, it is essential to ensure that effective teamwork within the team is achieved. To effectively achieve collaboration, the members must be dedicated to their work and show positivity in accomplishing a given task (Algashami et al. 2017). Motivation can lead to effective teamwork within an organization, although it depends on the type of motivation being used as personalities differ. In a study to examine the interdependence between motivation and team climate and employee creativity, Zhu, Gardner & Chen (2018), suggests that both intrinsic and extrinsic motivation enhances the quantity of effort and persistence put towards attaining a creativity task. Also, the persistence of a job is likely to improve creativity in a team. Additionally, high intrinsic motivation employees are more likely to have put effort and perseverance in generating outcomes. However, employees who have inherently low levels are likely to be lowly motivated and give up easily on task resulting in poor performance (Zhu, Gardner & Chen, 2018).
Whenever there is an attempt or an effort from the team members, it is crucial to appreciate the effort and encourage them that they can do better. This way, they will be able to realize and exploit their potential while engaging in teamwork. Every idea generated within the team should be followed by an encouraging message to ensure the owner of the opinion is encouraged to try more. On mentioning the likelihood of getting an appraisal from the organizational management, concentration, and participation went high (Zhu, Gardner & Chen, 2018). This illustrates the need to offer sufficient motivation for corporate members to realize their full potential. The organizational members value performance evaluation, which plays a role in the overall outcome of the members. Whenever organizational members effectively achieve a particular task, it is essential to make that as a reference point for their future engagements as this will enhance their productivity and creativity to attain such tasks.
Businesses become successful because of the motivated workforce. The most important organizational asset are the employees. Motivation is more of incitement or an inducement of an individual to achieve an objective. The managerial motivational process drives the corporate goals by creating a desire in the mind of an employee to work in a particular direction (Hanaysha & Tahir, 2016). Effectively motivated employees are often loyal to the organization.
In conclusion, a motivated employee will always react to the organizational decision-making process, contributing to effectively attaining the organizational goals. Organizations a rabe to establish a sense of direction through directing the corporate members through the path the organization wants to take. In every organization, the role of motivation cannot be underplayed. It may look like a simple task, although it involves a deep understanding of human behavior. The knowledge of employee behavior followed by a live-action stimulates the purpose of the employee through helping with initiating and sustaining action, which extensively aids in the satisfaction of organizational objectives.
Meso-level Analysis
Managing Conflict and Negotiating
Conflict is a situation where two or more parties are disagreeing over significant issues that are likely to interfere with the organizational processes (Lewicki, Barry & Saunders, 2016). In organizations, conflicting opinions are common, and it is the only way an organization can make informed and effective decisions. However, it is essential for all the parties involved in a conflict to recognize that there are always divergent opinions in an organization. This way, conflict management can be a little easy (Caputo & Zarone, 2019). For the practical solution to ensue, the disagreement should be a continuous and not an instance of a singular occurrence. Usually, in organizations where real conflicts exist, those with opposing ideas try as much as possible to stop the other from achieving their goals. Hence the importance of offering effective management of a conflict within the organization.
Conflict within an organization may be destructive energy. However, when conflict is used as a foundation of creativity and renewal, as through major conflict ideas which can further help in attaining organizational objective can be accomplished (Caputo et al., 2017). For instance, through a conflict of ideas, it is evident that a conclusion will be reached with effective conflict management, the different opinions on the table will be evaluated to ascertain which ideas are realistic and opportune to solve the organizational challenge effectively (Jaramillo, Mulki & Boles, 2011). Afterward, a more useful plan can be adopted, which may be an avenue through which the organization can generate newer ideas and approaches.
In regards to the case between Billie and Allison, it is evident that both of them are after attaining important organizational objectives, which are; cost-efficient production and quality production of the toys. By every one of them standing their ground, it is evident that they are pro-organizational development. If I were Alex, the first, I would try as much as possible to ensure that I bring an understanding and a common ground between Billie and Allison. There is a strict deadline that the team is facing and coming into an agreement as soon as possible. Therefore, Alex should start a negotiation between Billie and Allison to ensure that the stalemate is settled and reached for the production of the recommended design.
There are different approaches through which Alex can ensure a solution arises from the ongoing conflict between Billie and Allison, negotiation. Negotiation is the process through which two various parties reach a mutually agreeable arrangement. According to the operation of talk, it dictates that the conflicting parties should be left alone to reach a friendly solution (Brett, Behfar, & Kern, 2006). This implies that both Billie and Allison should be given time to discuss their issues and reach a conclusion. However, this is not an effective method to solve the situation, because the three are working as a team on a single objective. Therefore, any attempt to give room to the other two to agree will not be a good move. Negotiation would only be effective if the parties involved in an argument are the only team members or when the individuals involved in an agreement are interdependent. Also, the individuals included in the negotiations should be motivated and able to influence each other.
Another theory of conflict management is mediation. Mediation is when a moderator leads to the process of conflict resolution between two different parties until a lasting solution can be achieved (Ilies et al., 2011). Considering the above case, mediation is an effective way through which the cost and quality conflict can be effectively managed. Alex has the option of ensuring that Billie and Allison agree concerning their dispute. Both cost-effectiveness and quality issues are important aspects of an organization and should not be compromised. However, after allowing both parties to share their ideas with Alex, they both come to an agreement that it is indeed true that what they both want is the same. This is achieved after bringing both the arguments together and re-evaluating the organizational directions and guidelines (De Dreu, 2005). However, Alex needs to note that there should be a range of sources during mediation that can further illuminate the issue and help achieve the desired outcome.
Conflict management in an organization is often a great function and is taken seriously due to the sensitivity of the arguments and what they can result in. In some organizations, conflict resolution management is a responsibility left to an entire department. Through the conflict resolution strategy, it became easy to agree on the best design to produce.
Macro-level Analysis
Power, Influence, and Politics
Power in an organization usually has a different connotation, and it comes with different phrases like “power abuse” or “hungry for power.” Typically, organizational members who are influential are expected to occupy positions in the organizational structure from where they can influence. This means power comes with influence in an organization. Wherever there is an influence in a particular direction, politics comes in. Power and influence have a close association that at times it is difficult to differentiate one from the other. To a union leader, the ability to influence members cannot be described as a power, although it is similar. Without impacting the organization, one cannot effectively lead the organization; this will mean that one is powerless. Individuals who are in a position to influence other workplace members often have an advantage over others, whether it related to attaining their objectives or whether it is towards achieving organizational goals.
Positions of influence within an organization are not usually easy to attain. An individual must first prove to the workplace members that they are indeed fit to influence or to lead the team towards achieving a particular objective. In most instances, very few people in the workplace take these responsibilities positively; this is because such positions always require self-sacrifice and determination, which may not be rewarded or appreciated by the organization. However, individuals holding such positions still have a lasting reputation on the organizational members if they succeed in pursuing an objective. According to Max Weber, through control in an organization, one can exemplify power. Weber further states that sources of authority in an organization should always depend on the legitimacy, however, individuals who profess charismatic authority do not have to depend on legitimacy to exercise their authority (Saito and Ruhanen, 2017). Amongst the four McClelland’s need for power theory, acting is a very reputable instrument and an exercise of higher authority. Therefore, in any case, such opportunities come, they should be adequately exploited (Saito and Ruhanen, 2017).
Allison, having successfully led the last organizational picnic, is again selected to steer the team towards realizing the same objectives. In as much as she is reluctant to assume the responsibility, Alex should remind her of the importance of holding such positions and understanding such roles. Recognition is one of the advantages that she can achieve from actively taking up such purposes. In cases where one can get an organizational head honor, it is more confident that other benefits may follow (Kennedy et al., 2003). For instance, for the case of Allison, she is sure of job security. Amy may not be happy to lose a leader capable of giving a sense of direction to other organizational members. In case of a trivial issue, she may be pardoned because she has a reputation and holds a position of influence. Also, the corporate head may be reluctant to make a rush decision because they are well known to each other.
According to Moodley, Sutherland, and Preterms (2016), the power process in an organization is complicated and pervasive. Organizational power is often described in terms of a relationship that exists where an agent tries to influence or influences a target to shape behavior or a particular action. Moodley, Sutherland, and Preterms (2016), further reiterates a wide range of power basis from which the managers draw their authority. Power is closely related to altering organizational performance and the attitudes within the organization.
Failing to assume such responsibilities may only water down Allison’s reputation. Also, it is not every time that the organizational head asks for a favor from junior staff. Allison should consider that an opportunity to effectively accomplish her goals as well as the responsibilities she is tasked with. The blackmail is a form to let Allison re-think her decision; at times, such dubious means can work in achieving an objective (Garvin & Roberto, 2005). Organizational picnics offer excellent platforms for team building and enhancing teamwork in an organization; they play an essential role in improving organizational efficiency. Opportunities to take part in such events should be welcomed wholeheartedly, given Allison’s experience she would efficiently deliver on this mandate.
In conclusion, this paper aimed at providing an analysis of organizational behavior. It kicked off with a review of ways corporate members can be motivated to achieve organizational objectives effectively. This led to the study of different motivational theories and how they relate to performance improvement. These include; expectancy theory, McGregor’s Theory X and Y, and Herzberg’s Two-Factor Theory of motivation. Overall, motivation is a crucial element in an organization that is closely linked to an employee’s behavior. To offer a compelling motive, it is essential to consider the divergent personalities. Secondly, the paper further examined conflict management in an organization. Conflicts can play both positive and negative roles. Therefore, care should be taken to manage conflict in an organization to ensure they turn positive. The paper analyzed negotiation and mediation as processes of conflict management. Lastly, the article discussed power, influence, and politics in an organization. Authority and energy are strictly related terms, although legitimacy differentiates the two. Individuals with influence and power are very crucial for an organization. Max Weber’s analysis of Charismatic leadership, as well as McClelland’s need for power theory takes center stage while discussing power and influence in an organization.
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