HC1052 Organizational Behaviour Assignment Sample
Here’s the best sample of HC1052 Organizational Behaviour Assignment, written by the expert.
Contribution 1: Team Development
With reference to Week 7, I have understood that team development is necessary to maintain a positive workplace environment. This is because; I have experienced while working in a firm that when all the team members work together, then they enhance their knowledge. Working with varity of members results in adoption of multiple talent and technique to give the best performance at workplace (influenced by Peralta et al., 2018). In Week 7, it has been noticed that team development takes place by using 5 stages namely forming, storming, norming, performing and adjourning. With the help of these steps, an individual is able to understand the strength and weakness of his or her co-partner and based on that he or she help one another within workplace. Besides this, teamwork helps in building mutual understanding among members, which directly impacts positively on workplace. This is because, the chance of conflicts among members decreases and hence, it results in the completion of the assigned task immediately.
On the other hand, Meyer et al. (2016) have commented in their study that team is all about the collection of people from different background, culture, efficiency and many others, who collaborate together to meet organisational objectives. The point of view and working style of every person is different from one another. Due to this reason, when members work together in a cooperative manner, then they deal with completing the assignment with quality. They also apply new strategies and techniques to meet an organisational mission and vision. Hence, I have understood that to keep a positive work culture within an organisation, team development is utmost important. Furthermore, an individual is able to develop both personal and professional skill. Perhaps, this leads to an increase in the chance of career development of an individual working in a firm.
Contribution 2: Motivation
Motivation is the most significant factor that every organisation should have as it helps in increasing the productivity and growth of a business (as per notation of deGramatica et al., 2017). From the study of Week 6, I have understood that motivation helps in improving the performance of working members in a firm. The reason behind this is that motivation is a tool which includes job security, reward system, appreciation, incentives and many others. I have worked as a leader in an organisation and I felt that the presence of motivation helps in improving the performance of team members. I have also recognised that appreciation for good performance and incentives used to motivate them on a greater scale. Hence, this can be understood that motivation is a factor to augment the performance of both employees and the organisation. This is because, when employees will improve its performance, then automatically the quality of product and services will increase leading towards business success and development.
On the contrary to this, So and Park (2019) have commented in their study that prevalence of flexibility is also a kind of motivation for employees because they get the chance to input their ideas during the completion of tasks. Motivation is also counted when the employees in a firm are provided different kind of tasks. For example in Week activity 6, I have noticed that when employees are provided similar task of security and maintenance, they become monotonous and boring and do not feel to work in an organisation. Hence, in this case they should be motivated by recognition, and appreciation as it will increase their interest in work and hence will not feel bored or unrecognised at workplace. They should also be provided performance incentives so that they can remain motivated at workplace.
Contribution 3: Perception and Individual Decision Making
The discussion is based on individual perception and decision-making process. In my perception, individual perception is depending on the characteristics of the individual as well. I do believe that there are people who always rely on real-life perception and never consider things, which are hypothetical in nature such as life or story of a superhero, time travel, supernatural phenomenon etc. In my views, there are individuals who prefer real-time stories, which depict people life from more realistic aspects. In my opinion, the decision making of the individuals about any topic (be it analyzing movies or analyzing any individual’s choices) depends largely on his or her perception about life. This difference of view and perception about any particular concept or towards life is occurring from cultural background of the people, education, age etc.
I firmly believe in the fact that variety of cultural aspects helps in creation of different values for the individuals, which helps in creation of likes and dislikes as well. This leads to perception and finally to decision making related to a particular topic be it a real-world or stating opinion about an incident. From an overall perspective, the ideology of perception and decision making of any individual, whom I prefer to refer as behavioural decision-making is helpful to understand the judgment making process and at the same time, those judgments are acting as a clear indication of one’s perception about any incident or topic. For example, in my point of views, people, who prefers friction movies shows a clear perception towards a hypothetical life and people who enjoy more realistic movies (those connect with real-life event) demonstrate the ideology that their perception is more real-time and they want to take life as it comes their way and want to deal with it. Hence, the idea of perception and decision-making is closely associated with people’s characters, education and thought process.
Contribution 4: Leadership
Based on the week 8 discussion, I have derived the knowledge about leadership theories and their effectiveness towards maintaining leadership within an organisation. Leadership management is the crucial factor that every business organisation needs to maintain in order to improve its business culture. Leadership is the most important factor in an organisation as it helps in the development of an organisation as well as enhancement of skill and knowledge of working members. Along with this, I have understood the basic differences between trait leadership theory and behavioural leadership theory. In this context, I have understood that trait theory defines that the leaders have the inborn leadership qualities to lead any situation. On the other side, the behavioural theory states the leaders need to improve their skills and abilities to lead an organisational culture.
In this context, I would like to state that the behavioural leadership theory is more beneficial than the trait theory of leadership. Based on my experience, it can be stated that leaders with innate traits can be often unsuccessful, whereas, the behavioural leadership has the possibility to handle the situation successfully. Moreover, I want to share my personal experience that one of my friends has opened a restaurant in our area. His father is a successful businessperson in Melbourne. As a son of a business leader, my friend also has leadership qualities but he has failed to run the restaurant successfully. After that, a trained leader has been appointed by my friend’s father to control the situation. Therefore, it can be stated that behavioural theory can be more appropriate in the case of leadership management. According to my view, a business organisation needs to select effective leaders based on their communication skills, decision-making abilities, and qualities of maintaining the relationship as well as the adaptability range.
Contribution 5: Power and Politics
In my opinion, power and politics are playing a key part in university education, which leads to holistic student development. Acharya (2017) in his review has mentioned that power for students often leads to a better imagination and growth of them. I do believe that if students start getting involved in politics in a constructive manner then it will help to downgrade the power of capitalism and promote equality all across society. I firmly support the fact that in every educational institute irrespective of the nation, students must get an opportunity to become politically conscious and make them aware about power, its use and about equal distribution of the same. I do believe in the idea that inclusiveness and wider participation of students make them feel comfortable with power and politics and its use in societal development. In a university, I have seen that most of the students are associated with political activities. They are developing a student union by political influences. The union of student stands of students’ needs and supports them in several activities. Moreover, I have also noticed that this union has a major power to handle any kind of situation. In this context, I have also noticed that the students conduct an election for selecting union leaders every year. As per my view, it can be stated that the student union has both positive impact and negative impact on students’ career. The power of student union also provides the support to all students in order to handle any kind of situation across the society.
References
Acharya, L., 2017. Student politics: its role and future. [online] The Himalyan. Available at: < https://thehimalayantimes.com/opinion/student-politics-role-future/ >[Accessed 6 September 2019]
Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Chisholm, R., 2017. Interorganizational decision making. Routledge.
deGramatica, M., Massacci, F., Shim, W., Turhan, U. and Williams, J. (2017). Agency Problems and Airport Security: Quantitative and Qualitative Evidence on the Impact of Security Training. Risk Analysis, 37(2), pp.372-395.
Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press.
Lacasse, K., 2017. Going with your gut: How William James’ theory of emotions brings insights to risk perception and decision making research. New Ideas in Psychology, 46, pp.1-7.
Meyer, B., Schermuly, C.C. and Kauffeld, S. 2016. That’s not my place: The interacting effects of faultlines, subgroup size, and social competence on social loafing behavior in work groups. European Journal of Work and Organizational Psychology, 25(1), pp.31-49.
Obholzer, A., 2018. The leader, the unconscious, and the management of the organisation. In The Systems Psychodynamics of Organizations (pp. 197-216). Routledge.
Peralta, C.F., Lourenço, P.R., Lopes, P.N., Baptista, C. and Pais, L. 2018. Team development: Definition, measurement and relationships with team effectiveness. Human Performance, 31(2), pp.97-124.
So, D. and Park, S., 2019. A Study of the Relationship between Security Screeners’ Job Stability and Their Public Service Motivation to Improve Aviation Security. Journal of the Korean Society of Hazard Mitigation, 19(1), pp.123-133.
Storey, J., 2016. Changing theories of leadership and leadership development. In Leadership in Organizations (pp. 17-41). Routledge.
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