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Organizational Behavior Essay Sample

Organizational Behavior Pages
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Managing an organization has never been an easy task. There are always hurdles that the mangers of the organization have to go through in order to effectively manage an organization. The mode of management in an organization determines the culture of the organization. On the other hand, the culture determines the organizational behavior within the establishment. This essay looks at the manner of handling organizational behavior using a case study.

Organizational Behavior Case Study Analysis
All over the world, there are people looking for job openings. Year in year out, the universities, colleges and other institutions of higher learning do churn out graduates who are qualified in various fields. Once these people hit the job market, they are usually eager to land their first jobs. They also have much zeal in looking for job placements. On being hired, these individuals are usually very productive in the first months of their tenure. The theory of diminished returns then seems to apply where the employees lose their zeal for work and in some cases even quit from their job placements. An investigation into organizational behaviors implies that there are various factors that contribute to such behaviors. There are extrinsic factors which emanate from outside the organization and are hard to control. There are also intrinsic factors which thrive from within the organization.

At times, leadership techniques as well as personality characteristics and differences among the individuals also contribute to this characteristic of organizations. This essay seeks to address the issue of organizational behavior using the case of Western Motel. Through the issues laid on the table regarding the motel, this essay will look at the possible physical changes that can be implemented in an organization in order to ensure employee satisfaction and retention. It will look at the different leadership styles and how they can be applied to motivate the employees. Similarly, different methods of employee motivations will be highlighted. These factors will ultimately lead to a discussion on the organizational culture. As such, this essay simply seeks to establish how an organization can be run with minimum wrangles and maximum cooperation among the various shareholders of the organization. Some of the physical changes that can be done in the motel to enhance the job include the renovation of the premises. As explained in the case study, the West Motel is a franchise of a chain of motels. As such, there is a possibility that the working conditions are not as classy as those in the other branches of the motel.

This comes out clearly in the study where it is claimed that the working conditions seem to be good. This means that there is no certainty and, therefore, there is a possibility that the maids disappear simply because they are not satisfied with the working conditions. For this reason, the motel should seek to improve its infrastructural facilities. For instance, the appearance of the building should be appealing so as to attract more people. The more the clients served, the higher the employee satisfaction and the higher the rate of retention. Secondly, the working conditions seem to have a great impact on the motivation of the workers. As such, improving the facility could go a long way to achieve the objective of job satisfaction. Of course, no one likes working in an area that is prone to ridicule and mimicry. For instance, the rooms can be fitted with air conditioners, T.V sets, and the outside environment should be well kempt.

This can be assured through constant pruning of the hedges and proper cleaning up. Improving the outside appearance of the organization could make the maids have a feeling that they do not serve in a lowly place. As such, their motivation would be boosted. As a matter of fact, no one likes working in a boring environment. It is clear that personal identity and pride at the work place has a way of improving self-worth in the employees. Steps to creating personal identity could be as stated by Kreitner Companies (2009). One of the means to achieve this is having people-oriented practices. These practices help to create a sense of self-worth in the individuals, hence make them feel that they are important to the organization. Also the Total Quality Management model (TQM) can be applied which ensures that the services offered are of high quality. As such, the maids, who participate in marketing these services, could be feel a sense of pride in that they are involved in merchandising high quality services. This would subsequently lead to job satisfaction. As such, West Motel should have a TQM department as this would create organizational pride.

The maids offer human capital which is highly valuable since it facilitates the exploitation of the other forms of capital. As such, engaging in activities that lead to positive psychology can lead to a great sense of satisfaction. The needs of the employees should be considered where the Maslow’s hierarchy of needs should be employed to ensure that the employees get to the level of self esteem (Kreitner, 2009). As such, the maids would feel a sense of security in the organization and they would be content with their jobs. Another way that this can be achieved is through the adoption of e-business and e-leadership. This only act in giving a sense of positive psychology as earlier explained. When the organization seems to be hi-tech, then the maids would have the pride of being associated with it. Ultimately, there would be employee satisfaction and retention. If I were the leader of the organization, I would apply both transactional leadership as well as transformational leadership. Kreitner Companies (2009) explains that transactional leadership focuses on the employees. It specifies and clarifies the role of the employees and also provides a system of both positive and negative rewards contingent to the employee performance.

On the other hand, transformational leadership provides a situation where the leader acts as a role model and leads the employees to achieve the goal of the organization. As such, combining the two forms of leadership means that every team player knows the responsibility to undertake. As such, there would be fewer conflicts within the organization. Similarly, there would be a kind of shared leadership since everyone has his mandate. This shared leadership would enhance a kind of feedback mechanism between the maids and the leader. Therefore, the concerns raised by the maids would be deal with as soon as they are raised. This would lead to confidence in the organization and its management, which would ensure a smooth running of the organization. Through the reward scheme, the maids would be motivated to work harder so that they can receive positive rewards.

All the while, business would boom for the West Motel and the problems it has would be forgotten. As Kreitner Companies (2009) posits, it is the responsibility of the leader to lead the employees to the realization of the goals of the organization. Leadership is not mean task. As such, the leaders need to be well informed so as to know the various forms of leadership available and the implications of each. Only then can they choose an administrative model that fits the organization. For West Motel, a shared form of leadership would be most appropriate. There are various methods of motivation that can be applied in dealing with a situation such as the one evident at West Motel. There are two major forms of motivation that can be applied in this case. Intrinsic motivation can be applied though this can play a minor role since the maids are already so de-motivated. Intrinsic motivation comes from within the individuals. As such, the managers can try to revive the intrinsic motivation within the maids by giving motivational talks.

Reviving the maids’ confidence in the organization could help a great deal. This would lead to job satisfaction. Extrinsic motivation can also be applied where the organization can chip in some incentives and other benefits which motivate the employees to strive for them. Having a reward scheme for exemplary performance can be used as a form of extrinsic motivation. In this case, it can be seen that Maslow’s needs theory can be applied in cultivating the motivation. According to Kreitner Companies (2009) all man’s activities are driven by the need to achieve a given need. Once the need at one level is satisfied, then the individual proceeds to the next level. From information got from the study, it is almost certain that the maids lack a sense of security in their jobs and they also have low esteem. As such, the managers of the motel can employ the Maslow’s theory where they can provide a means for satisfying the security as well as the esteem needs of the employees. This could lead to a total revival of the maids’ motivation as they would feel secure once again.

Kreitner (2009) posits that organizational culture has a major role to play in determining how the affairs in an organization are carried out. In this case, organizational culture is to blame for the low motivation in the workers. As gathered from the study, the culture of the organization favors the autonomy of the individual groups. As such, when one franchise may be in big business, another could be going down the other way. As such, when the employees from the different franchises share information, there is a possibility that those from the underperforming franchise would be de-motivated. Similarly, the organizational culture follows remuneration of workers as per the market rates rather than on the basis of performance and the returns gained by the organization. This could be a reason for the loss of morale in the employees. Kreitner (2009) describes organizational culture simply as the way of doing things within an organization.

This leads to creation of a stereotype on what the organization stands for and what is done within. Due to this, the culture leads organizational socialization where the people from a similar organization find it easy to interact since they do have a lot in common. Organizational culture also has several layers depending on the various levels of management. More often than not, organizations do change their cultures so as to accommodate developments that arise in the market place as well as growth in IT. Whenever there is a new development that has to be adopted, then organizational change becomes inevitable. However, it is worth noting that there is always resistance to change as people always like remaining in their comfort zones (Kreitner, 2009). Perception is the manner in which an individual understands a specific issue. As such, perception leads to a pre-conception and possible premature conclusion about the issue at hand. Perception has negative effects on communication (Kreitner, 2009).

For instance, if an individual has a preconceived mind about a given issue, then he formulates an attitude towards it. When attempts are made to talk out the issue, the individual might not be willing to cooperate since there is that conclusion already in mind. This leads to failure in communication which is destructive to the life of an organization. In the West Motel case, it can be seen that the biggest failure to communication is lack of a good channel of communication, or the unwillingness of the maids to cooperate. It is indicated that when the exit interviews were conducted, most of them refused to surrender any information that could be used to develop the organization. As such, the motel incurs heavy expenses in training new maids who then follow the same path. To curb this problem, it can be much better if a method of conducting exit interviews was derived.

Through this interview, the questions would be asked in a friendly and constructive manner and the information attained should be used to improve the quality of service as well as employee satisfaction. When conducting the exit interview, it would be wise to clearly state to the individual that the main purpose is to identify the problem with the motel that makes the maids dissatisfied. It is hoped that such a strategy would go a long way in gathering information and improving the organization. If I was an organizational behavior consultant, I would first recommend that the organization establishes a kind of feedback mechanism where the maids can easily air their concerns. The mechanism should be defined in such a manner that there is no possibility of victimization of employees who air their issues. There should be a system of reinforcement which motivates the workers.

This could be done through appraisals of best performing individuals as well as rewards for exceptional performance. There should be a comprehensive model for both intrinsic and extrinsic rewards which could also help in creating confidence in the maids. Such moves would boost the morale of the maids hence reduce the rate at which they quit work. Secondly, teamwork should be promoted within the organization. Team work stems from the leadership style adopted. Therefore, if the motel adopts a shared-leadership model, then everyone would be confident that they participate in making decisions in the firm. This would create a kind of cohesion, thereby promoting the spirit of teamwork. In return, team work would lead to creation of effective groups which would ultimately lead to a smooth running of the motel. The culture should also be revised such that each stakeholder understands the role to play.

This clarity of roles leads to reduction in ambiguity, hence a smooth running of the organization. Every organization has its norms and values which help in defining it (Kreitner, 2009). As such, Western Motel should come up with the norms that have to be followed in by the workers. A code of ethics could also play a similar role. If these are enacted, they would act as guides as to how the employees in the organization should relate with each other and how they should perceive their work. This could go a long way in solving problems such as the one currently facing the motel.

Reference

Kreitner, K. (2009). Organizational Behavior: Key Concepts, Skills and Best Practices. (4th ed.). New York, NY: McGraw Hill Companies.

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