Organisational behaviour - Essay Example

Organizational behaviour Supervisor March 24, Organizational behaviour Analysis of the organization’s environment identifies many factors into problems that the company faces. The company’s perception that labour is cheap and requires no attention is one of the factors and its effects such as poor treatment of employees into low morale identifies its significance. The organization also lacks a sense of collective responsibility, motivation, and employee satisfaction. Poor leadership is one of the identifiable problems facing the organization and training and development is the proposed solution.

Lack of leadership knowledge and potential is the problem that the organization faces and an understanding of leadership competencies explains this. Leadership plays a significant role in organizational management through offering directions and influencing people towards the direction. This involves development of effective teams and effective links between management and other employees. Effective leadership also ensures motivation in an organization (Gupta 2008, p. 110). Consequently, existence of effective leadership in Ecobot Plastics would have prevented or resolved the problems by identifying lack of motivation as the main factor to the problem areas, developing a recovery plan, and influencing implementation of the plan.

Leadership traits such as knowledge on effective leadership, “integrity,” “initiative,” “communication skills,” “motivation skills” (Tulsian 2009, p. 7-22), interpersonal skills, flexibility, and analytical skills are however necessary for addressing the organization’s problems (Gupta 2008, p. 111). Ensuring these traits in the organization, through training and development is therefore necessary and the neo-human relations’ approach to motivation supports this. Maslow’s hierarchy of needs theory explains the approach that focuses on need to realize self-actualization in people (Wilkinson 2003, p. 90). According to Maslow’s theory, desire to satisfy human needs motivate people (Griffin and Moorhead 2013, p. 93). The needs are further hierarchical, with self-actualization at the highest level, and once needs at a level have been satisfied, they cease to motivate and needs at higher levels becomes new motivators (Mosley, Mosley, and Pietri 2014, p. 207). Leadership development will change the organization’s culture from focus on machinery and processes to focus on employees through identification of need for the change and influencing the change.

Developed leadership, with motivational skills as a product, will then help in identification of needs, at different levels of the organization’s structure, which will then be used to create environments for motivated employees. New remuneration packages, rewards, acknowledgement of individual and group achievements, and sensitivity to peer’s needs are some of the possible resultant initiatives from developed leadership potential. Development of leadership competence in the organization and resultant application of Maslow’s theory to offer strategies for meeting employees’ needs is likely to motivate employees and meet their needs.

This is further likely to develop employees’ positive attitude towards the organization and increase level of engagement towards quantity and quality outputs. Offering differentiated learning programs for leadership traits is therefore recommended for all members of the organization. Formal educational programs such as academic courses on communication skills, motivational skills, analytical skills, and interpersonal skills are recommended and the organization can collaborate with a learning institution to offer the programs, among other management and leadership programs, within the institution’s facilities.

Classes can be organized according to the organization’s management structure. Informal learning programs such as workshops, seminars, and mentorship programs are necessary for developing employees’ knowledge and competence in such leadership traits as integrity, initiative, and flexibility.Poor leadership is one of the problems that the organization faces. Maslow’s hierarchy of needs theory explains potential application of leadership competence to initiate, influence, and implement change towards resolving the problems.

Reference listGriffin, R and Moorhead, G 2013, Organizational behavior: Managing people and organizations (11th Ed.), Cengage Learning, Mason. Gupta, C 2008, Qb in business studies xii (7th Ed.), Tata McGraw-Hill Education, New Delhi. Mosley, D Mosley, D and Pietri, P 2014, Supervisory management (9th Ed.), Cengage Learning, Mason. Tulsian, P 2009, Tulsian’s business studies for class xii (cbse) (6th Ed), Ratna Sagar, New Delhi. Wilkinson, C 2003, Fundamentals of health at work, CRC Press, Boca Raton.