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CBE6181 Understanding Organizational Behaviour

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Question:

Upon completion of this piece of coursework, a student will be able to:

1: Synthesize, compare, contrast, and integrate relevant theoretical and applied literature

2: Demonstrate the ability to utilize academic and practitioner oriented literature in understanding current organizational behaviour issues

3: Understand the need for an integrated theoretical and practical organizational behaviour approaches to successfully exploit new opportunities

4: Critically assess key organizational behaviour issues in relation to practical management issues.

5: Understanding the ideas, principles and practices of organizational behaviour
 

Answer:

Introduction

The main purpose of this research is to provide brief information about the operations and activities of Inteva products. Inteva products name was introduced in 2008 in the global marketplace. The company uses innovative and dynamic technologies to drive innovative and effective solutions in the market. A brief literature review on the organization issue like job satisfaction has been elaborated in the task. Job satisfaction is ongoing issue in Inteva products that affects the growth and revenue of the firm adversely. It also puts direct impact on the sale and growth rate of Inteva products. Due to the issue related to job satisfaction the employees are not able to give their best or maintain their efficiency towards work.  Due to lack of job satisfaction of the workers, the market share of the company has been reduced by

Inteva Product LLC is one of the biggest and well-known automotive suppliers which is serving original equipment manufacturers in the automotive industry. The company was incorporated in 2008 with its headquartered is located in Troy, Michigan (Intevaproducts, 2018).  Inteva products LLC is a growing and leading automotive supplier rendering automakers with unique, effective, reliable and environmentally friendly products that improve and enhance vehicle safety, security, quality and performance (Intevaproducts, 2018). Inteva has global resources for manufacturing, engineering, customer service for closure systems. The company has employed approx 12,000 people across the world. The products of Inteva include electronics, interior systems, motors and closure systems. The company is a smart competitor in automotive industry to grow and flourish the business in the competitive market. The values of Inteva products include integrity, trust, respect, safe working environment and strong global team as it can help in boosting the overall image of the company in the market (Intevaproducts, 2018).

 

Literature review 

According to Brunges and Foley and Brinza (2014), Job satisfaction is considered as essential factors which should be present in workplace as it maximizes the efficiency of the workers. If job satisfaction is not there then it can affect the activities of organization.

 One of the Major problems faced by Inteva is lack of job satisfaction among employees which is affecting the overall performance of the company.  The problem related to lack of job satisfaction is caused due to various factors, one of which includes job security.

It can be analyzed that company is not offering security to the employees that is also affecting their working pattern. According to Jain and Kaur (2014), the first reason is related with job security. When the employees in the workplace are not satisfied then it can be seen that it is not possible for the workers to be efficient towards the activities. Similar views were given by; Yousef (2017), in which he provided that job security should be there among the workers to minimize the issue related to lack of job satisfaction.

In the contrast to the above Horrigan (2016) have slightly different view regarding job security. In his views, the job security is not the important factor to minimize the issue of job dissatisfaction. Therefore, apart from the job security, personal development is needed to be focused by the organizations to be successful in the competitive market. If an employee doesn’t get the opportunity of personal development then it can enhance the issue of lack of job satisfaction.

But In Inteva, it has been noted that there is no such issue related to personal development but there is issue of lack of job security which has reduced the overall job satisfaction level of the employees. It reduced its profitability and enhanced employee attrition rate. The automotive industry needs satisfied employees and if it is not there then they will not be able to think for their future in the workplace.

 

Motivation

In Inteva, People are not motivated which is creating an issue for the company to achieve the set goals and objectives. According to Herzberg (2017), motivation is one of the important aspects that should be there and it is the duty of the managers to emphasize on the workers as it can boost the efficiency of the work. Similar views were given by Reeve (2014), who stated that if top management is not able to motivate the employees then again, the issue of job satisfaction takes place. Motivation helps to enhance the overall knowledge and skills of the employees and if people are not motivated then it can be difficult to attain the desired set goals and objectives. Motivation in the company should be considered by the managers so that positivity can be created in the workplace and also it will create interest of the employees towards work

According to Lu and Gursoy (2016), Motivation given to the employees will not only help to enhance the job satisfaction but it can also help in creating positive culture.

So, it has been stated that if workers in the company are not motivated by managers then it will not be able to create positive culture. Positive culture is also linked with the overall job satisfaction. If the employees in the workplace are not satisfied with the culture then the issue of job satisfaction can take place.

Incentive policy

According to Lepper and Greene (2015), the duty of the top management is to emphasize on reducing issue of job satisfaction. Also, in Inteva there is a major issue related to job satisfaction as people out there expect to have an incentive policy so that it can be easy boost their monthly earning. The major aspect that can enhance the efficiency of the workers to give their best towards the activities is related with the incentive policy. If incentive structure of the company is not good then it can be challenging for the workers to be efficient towards the operations. They will start finding out the new ways to earn money and will not be efficient towards the work.

 On the other hand Supeli and Creed (2016) that the incentive policy is one of important aspects on which the management should focus as it can help in accomplishing the desired goals and objectives in the market.  Job satisfaction in Inteva is also impacting the overall growth of the company. It has been seen that company has the resources but due to lack of job satisfaction it is not possible for them to achieve the set targets and goals. Therefore, it is necessary for the organization to focus on minimizing the issue of job satisfaction as it can help in boosting the overall productivity level in the workplace.

Training

According to Abbas et al., 2014, it has been stated that in automotive industry it is necessary for the management to give training to the workers as it helps to acquire the set targets and goals which are necessary in the workplace. Training if not given to the employees in the workplace can cause dissatisfaction towards the overall operations of the organization.

It has been argued by Zablah et al., 2016,  if proper training to the employees is not given to the employees then it can impact their overall satisfaction level. The employees in the workplace have the capability to manage the overall activities but they are not utilizing it in the workplace. Lack of satisfaction in the workplace is due to various reasons which are not offered to the employees.

 So, Miner, (2015), stated that Job satisfaction is necessary for every employee who is managing the overall activities in the workplace. If people are not satisfied then it is difficult for the management to ask form the employees to give their best towards the overall operations. It is necessary to boost the job satisfaction as it can help the company to attain the positive outcome. It can be seen that without job satisfaction it will not be able to consider the right steps in context to the employees in the workplace. It is necessary to emphasize on boosting the overall job satisfaction of the employees in the competitive market

 

Recommendation 

Motivation

By analyzing the issue related to job satisfaction it can be seen that one of the strategies that should be considered by the company is Motivation. It has been recommended that motivation is one of the important aspects that should be there as it will be simple to enhance the operation organization According to Reeve (2014), without motivation it will not be possible for the workers to be satisfied towards the work. Motivation enhances satisfaction level of the employees in workplace and can also help to boost the productivity level. If the workers in company are motivated then it is simple for the top management to attain the desired goals and objectives in the competitive market. Herzberg (2017) provided that  motivation is the effective method that can help in resolving the issue related to job satisfaction; therefore, the company should focus on considering the motivation theory related to Maslow hierarchy of needs as it can help the management to consider the basic needs. It has been seen that this theory emphasizes on various steps that should be considered as it can help in enhance working pattern and also through this it can be easy for the employees to be satisfied with the work (Leary and Baumeister, 2017).

Maslow hierarchy of needs

This theory should be considered by the management as it can help to focus on the basic needs which every employee in the workplace requires and if it is given then it can be easy to enhance the job satisfaction. In Maslow hierarchy of needs there are five stages. The first one is related with psychological need in which it can be seen that focus is on the biological requirements that should be there for the human survival. It can be seen that these basic needs should be met for the employee and also for his or her family. The next stage is related with love and belongingness need that should be there so that it can be easy to motivate the employees in the workplace. This is one of the factors that can help to enhance the job satisfaction of the employees towards the overall activities of the company. If there is trust and friendship in the workplace then it can be easy to boost the overall motivation factor of the employees and also it will positively impact the satisfaction level of the employees in the workplace (Peng et al., 2016).

The next aspect is related with esteem needs that should be there so that employees can give their best towards the activities. It can be seen that this stage focuses on the basic categories related to dignity and mastery. The employees should be given respect in the workplace as it is related with the overall satisfaction level of the employees in the workplace. If respect is not given to the employees then it can be difficult to boost the overall motivation level of the employees in the competitive market. So, the management should focus on maintaining the respect and reputation of the employees as it can help to minimize the issue related to job satisfaction. It is one of the effective ways that can help the management to accomplish the desired goals and objectives (Healy, 2016).

The last stage is related with self-actualization need that should be there as it can help the employees to give their best towards the overall goals and objectives in the competitive market. Also it emphasizes on the personal growth of the employees as it is important for the employees to have the view that the company can help in maintaining their future prospective. So, it is necessary to emphasize on enhancing the overall experience and also it will help to maintain the overall growth of the employee in the workplace. It is the best way that can be considered by the management to motivate the employees and also it will help to minimize the issue related to job satisfaction in the workplace (Pinder, 2014).

So, motivation is the important aspects that should be considered by the company as it can help in boosting the overall satisfaction level of the employees. It is important to consider this factor as it can help to maintain the goodwill in the competitive market. Without motivation the employees will not be able to give their best towards the overall operations and also it impact the working pattern of the workers (Healy, 2016).

 

Implementation 

So, by analyzing the report, it has been concluded that issue related to job satisfaction can impact overall growth of company. Therefore, the best solution that will be identified is related to motivation that will help to enhance the satisfaction towards their work. The solution that is identified in the report is related to motivation which can help to maximize the overall efficiency of the employees and also can create positive culture in the workplace. Job satisfaction is important but the reasons that can impact the job satisfaction are culture, incentive policy and welfare programs. It is necessary for the organization to consider right factor as it reduce the negative impact on the activities of organization. It can be seen that motivation is the right factor that should be considered by the company as it assist in maintaining the productivity and can also resolve the issue related to job satisfaction. To implement the concept of motivation, it is necessary for organization to give training to the employees so that they can acquire new skills and knowledge. Also, it is necessary for management to focus on the welfare programs so that employees can feel good.

Action plan 

Action

Objective

Time-frame

Benefits

Authority

Implication

Training

To enhance the knowledge about the job roles.

2 months

· Boost confidence

· Enhance job satisfaction

· Trainer

Training can be divided into 2

On the job and off the job training

Incentive policy

To enhance the engagement of the employees

Life time process of the organization

Enhance efficiency of the employees

· Director of the company

 It should be Performance based of the employees.  

One on one session

To solve the queries of the employees

Every month

Boost confidence towards the work

· Human resource manager

To consider the opinion and views of the employees according to the organization perspective and individual perspective.

Apply Maslow hierarchy of needs theory

Focus on personal satisfaction

 Every 3 months

Boost productivity of the employees in the workplace.

· Team leader

It should focus on considering the needs of each employee.

Motivation is the right way or the best strategy on which the management should focus as it maintains the overall working pattern of the workers in the workplace. Motivation is an essential aspect that can help to attain profits and also it impact the growth of company in the competitive market. It is necessary to give motivation to the employees by emphasizing on the concept  concerned with Maslow hierarchy of needs as it assist in maintaining the entire activities of the company in the competitive market.

Problem from solution or next potential problem

 Motivation could be boosted through welfare programs. But the next potential problem the company might face is related with overall cost of operations.  Like to implement the welfare program for utility assistance, the management has to invest in the program so it would lead to enhancement in the overall cost such as appointment of trainers or purchasing of training tools. Thus, the potential problem which could arise due to implementation of the solution for the current issue of job dissatisfaction is the enhancement in the cost of operations of the company. This would also lead to reduction in the operating profits.

 

References 

Abbas, M., Raja, U., Darr, W. and Bouckenooghe, D. (2014). Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance. Journal of Management, 40(7), p.1813-1830.

Brunges, M. and Foley.,Brinza, C. (2014). Projects for increasing job satisfaction and creating a healthy work environment. AORN journal, 100(6), p.670-681.

Healy, K. (2016). A Theory of Human Motivation by Abraham H. Maslow (1942)–reflection. The British Journal of Psychiatry, 208(4), pp.313-313.

Herzberg, F. (2017). Motivation to work. Routledge.

Horrigan, J.M. (2016). Good peer relationships can attenuate the negative effect of horizontal violence on job satisfaction. Evidence-based nursing, 19(3), p.91-91.

Intevaproducts.(2018). About Inteva. [Online]. Available from https://www.intevaproducts.com/ [Accessed as on 30th November 2018].

Jain, R. and Kaur, S. (2014). Impact of work environment on job satisfaction. International Journal of Scientific and Research Publications, 4(1), p.1-8.

Leary, M.R. and Baumeister, R.F. (2017). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. In Interpersonal Development (pp. 57-89). Routledge.

Lepper, M.R. and Greene, D. eds. (2015). The hidden costs of reward: New perspectives on the psychology of human motivation. Psychology Press.

Lu, A.C.C. and Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: Do generational differences matter?. Journal of Hospitality & Tourism Research, 40(2), p.210-235.

Miner, J.B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Peng, J., Li, D., Zhang, Z., Tian, Y., Miao, D., Xiao, W. and Zhang, J. (2016). How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction. Journal of health psychology, 21(1), p.50-59.

Pinder, C.C. (2014). Work motivation in organizational behavior. Psychology Press.

Reeve, J. (2014). Understanding motivation and emotion. John Wiley & Sons.

Supeli, A. and Creed, P.A. (2016). The longitudinal relationship between protean career orientation and job satisfaction, organizational commitment, and intention-to-quit. Journal of Career Development, 43(1), pp.66-80.

Zablah, A.R., Carlson, B.D., Donavan, D.T., Maxham III, J.G. and Brown, T.J. (2016). A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context. Journal of Applied Psychology, 101(5), p.743.

Yousef, D.A., 2017. Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration, 40(1), pp.77-88.

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