Organisational Behaviour XS4007_F_ACYR_21
1. Motivation for the other team members in the organization
The motivation of an organization is the primary component in the management of the organizational behavior to increase the capability for achieving organizational goals. I have followed Maslow’s need hierarchy motivational theory for boosting self-motivation and also for the team member.
The case study shows that there are five stages in Maslow’s hierarchy of model theory which is significant for the team leader to develop self-motivation to improve the organizational performance. In the first stage of this model, it can be seen that physiological needs help to develop functioning effort in the organization thus it gives a positive impact on the work environment (Paais and Pattiruhu, 2020).
The second stage of this model is safety and needs it help to develop freedom and security in the organization to motivate the staff members. The third stage of this model is the need for love it helps to build better connectivity in the organizations. The fourth stage of this model is esteem needs which helps to create strength and confidence for the staff to feel motivated and the last stage of this model is self-actualization which is significant for the organization to show the potential for the job.
Figure 1: Maslow’s hierarchy of needs model for motivation
(Source:Paris and Pattiruhu, 2020)
2. Categorised the personality and characteristics within organizations
I have followed the contingency approach thus it helps to categorize my personality and characteristics. As per the case study, it can be seen there are different types of approaches such as contingency approach, and decision-making approaches which help to develop a personality to increase capability in the organization (Kim et al. 2019).
Contingency approaches are concerned with the important structure of an organization and its influences to improve organizational performance. The contingency approach is mainly an extension of the system approach it gives focused on the system management in the organizations.
Figure 2: Contingency approaches to developing personality
(Source: Kim et al. 2019)
With the help of this approach, it helps to develop self-actualization and also helps to develop the personality to improve organizational performance. This approach helps to increase the self-efficiency and increasing capability in the management for achieving organizational development.
3. Concept of perception and communication
The importance of communication and the perceptions it helps for guiding the individual behavior requirements for the understanding for effectiveness in relationships with the others. According to (Heide et al. 2018), perception and communications it is the most significant to show individual differences to explore ideas and thoughts to improve organizational performance.
Figure 3: Perception of individuals in the organizations
(Source: Heide et al. 2018)
The perception and the communication theory shows various pictures and images that how real-world affect our perception. On the other hand perception and communication are the dynamic and complex processes we have to focus on to gather information from the real world after that we can analyze and judge the following information (Bernytė, 2018).
Perception is mainly a variation of the processing system it helps to crate decisions in the management of organizations about the specific content. In the organization team management can be done through effective communication between the staff and management.
Figure 4: Effectiveness of communication to improve organizational performance
(Source: Bernytė, 2018)
4. Managing team members to improve organizational performance
The team leader of an organization determined with the individual staff’s behaviors it is significant for the organization to improve organizational performance. I am trying to give rewards to the team members and recognize the individual staff daily to manage the team working so far. Moreover, best to use analogy methods in the organizations thus it helps to simplify the conceptual ideas about the specific content.
Figure 5: Managing team members for improving organizational performance
(Source: Abualoush et al. 2018)
A team leader of an organization might connect and integrate with the values in the work environment to manage organizational performance. The team leaders of an organization must clarify the future directions in terms to enhance organizational development (Abualoush et al. 2018). The team leaders should reduce the strategic plans based on the simple ideas it helps to increase communications with the team members. However, effective coordination in the organizations helps to increase capability in the organization to improve individual performance.
5. Contribution to the student and other staff members in the organizations
As a leader of an organization try to influence all the students and the staff member to participate in all the events whenever it may help to build individual knowledge. I have applied the participation theory which helps o to emphasize my contribution to the individual staff member to enhance the organizational goals. The team leaders of an organization try to boost the individual team spirit to increase the individual capacity to give their best in the organization (Nisar et al. 2019). In this context, an effective management system in the organization distributed the workload based on the individual capability to increase the organizational performance.
6. Learning during the interaction process
During the interaction process, I have learned how to provide a positive work environment to the individual staff member thus it helps to obtain sustainable growth of and organizations. As a team leader’s daily basis interaction with the team member, it helps to build better connectivity to improve the organizational performance During the interaction process with the team members the team leaders might be focused on the individual team members’ behavior. It is significant for both staff and the organization to assign their tasks based on their capability. Grissom et al. (2021), determined to create a balance between the team and individual during the process of interactions.
Figure 6: Interaction process
(Source: Grissom et al. 2021)
The interaction process helps to build team performance based on the coordination with the team member for achieving organizational goals.
7. Contribution of the other group member in the organizations
The team members of organizations contribute their skills such as efficient technical skills, coordination skills with the team members thus it helps to maintain the workflow more efficiently and smoothly.
The case study shows ways to collaborate in a group task and also the individual task responsibility to give their best in the organization based on their capability (Javed et al. 2018). As a team leader of an organization, I am trying to arrange monthly group meetings depending on the nature of the organizational activity based on the effective interaction process (Stárek, 2021). The leasers should be focused on the individual employees’ behaviors thus it helps to evaluate the framework of the organization where is the area to be improved by giving individual contributions.
8. Strategies for achieving the goals of an organization
The team leader of an organization takes initial strategies for achieving the organizational goal which is mentioned below.
- The leaders of organizations might identify the high levels of organizational goals to embrace organizational performance (Rodrigues et al. 2018).
- The team leaders of an organization held face-to-face meetings thus it helps to address the issues in the organization (George et al. 2020).
- The case study shows that the team makes strategies based on the demand of the situation to improve the organizational performance.
- The team leaders give the task to their employees based on their capabilities to maintain the workforce efficiently.
9. Assessment planning for student wellbeing
The assessment planning in the organization is based on that how the student gatherer information about the specific content. In this context, the leader must follow the individual’s student perspective and thoughts to know their experience about the specific content for their wellbeing (Rappleye et al. 2018). In this context, I have applied the theory Summative theory which is benefited the individual student to participate the various event it helps to gather knowledge.
10. Developing skills for achieving organizational goals
The team leaders of organizations develop the various skills it helps to improve the organizational performance it is mentioned below.
- Leadership skill: Being a good leader of an organization try to makes effective communication in the organization to embrace the organizational development (Fitria, 2018).
- Problem-solving skills: The team member held face-to-face meetings with the team member to address the issues in the organization to make an adaptive plan to overcome the obstacles in the organization.
- Decision-making skills: The Decision-making skills of the team leaders it is essential for the organization to make successful in the global market.
11. Leadership management Process
During the interaction process, I have identified that the management process which is the primary component of an organization. It is useful for the individual staff to follow the direction of the leaders for achieving organizational development (Adoli and Kilika, 2020).
I have applied the transformational leadership theory in the organization to maintain the management processors efficiently and smoothly to maintain the workflow. This theory helps to evaluate various approaches based on the demand of nature.
12. Group cohesiveness for and team working
As a team leader of an organization, I have applied the corporate social responsibility model in the organizations it helps to build the fundamental concept to enhance the organizational development (Ghosh et al. 2019).
This theory helps how to manage the team member in the organization to listen and communicate with the team member to obtain the sustainable growth of an organization. This theory helps to evaluate how to make decisions based on the present situations to overcome the issues in the organizations.
Reference List
Abualoush, S., Bataineh, K. and Alrowwad, A.A., 2018. The role of the knowledge management process and intellectual capital as intermediary variables between knowledge management infrastructure and organization performance. Interdisciplinary Journal of Information, Knowledge, and Management, 13, p.279.
Adoli, H.L. and Kilika, J.M., 2020. Conceptualizing the role of leadership strategy in the context of strategic management process: A review of the literature. Journal of Economics and Business, 3(4).
Bernytė, S., 2018. Sustainability marketing communications are based on consumer values and principles. Regional Formation and Development Studies, (3), pp.26-35.
Fitria, H., 2018. The influence of organizational culture and trust through the teacher performance in the private secondary school in Palembang. International Journal of Scientific & Technology Research, 7(7), pp.82-86.
George, B., Walker, R.M. and Monster, J., 2019. Does strategic planning improve organizational performance? A meta‐analysis. Public Administration Review, 79(6), pp.810-819.
Ghosh, S., Dhall, A., Sebe, N. and Gedeon, T., 2019, July. Predicting group cohesiveness in images. In 2019 International Joint Conference on Neural Networks (IJCNN) (pp. 1-8). IEEE.
Grissom, J.A., Egalite, A.J. and Lindsay, C.A., 2021. How principals affect students and schools. Wallace Foundation.
Heide, M., von Platen, S., Simonsson, C. and Falkheimer, J., 2018. Expanding the scope of strategic communication: Towards a holistic understanding of organizational complexity. International Journal of Strategic Communication, 12(4), pp.452-468.
Javed, B., Raw was, M.Y., Khandai, S., Shahid, K. and Tayyeb, H.H., 2018. Ethical leadership, trust in leader and creativity: The mediated mechanism and an interacting effect. Journal of Management & Organization, 24(3), pp.388-405.
Kim, L.E., Jörg, V. and Klassen, R.M., 2019. A meta-analysis of the effects of teacher personality on teacher effectiveness and burnout. Educational psychology review, 31(1), pp.163-195.
Nisar, T.M., Prabhakar, G. and Strakova, L., 2019. Social media information benefits, knowledge management, and smart organizations. Journal of Business Research, 94, pp.264-272.
Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), pp.577-588.
Rappleye, J., Komatsu, H., Uchida, Y., Krys, K., and Markus, H., 2020. ‘Better policies for better lives?: constructive critique of the OECD’s (MIS) measure of student well-being. Journal of Education Policy, 35(2), pp.258-282.
Rodrigues, M.W., Isotani, S. and Zarate, L.E., 2018. Educational Data Mining: A review of the evaluation process in the e-learning. Telematics and Informatics, 35(6), pp.1701-1717.
Stárek, L., 2021. The Contribution Of Interdisciplinary Cooperation In Helping Professions. Multicultural Education, 7(8).
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