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Overview of Company A

Question:

Discuss About The Work Motivation In Organizational Behavior?

Organizational behaviour and its theories helps study human behaviour in the background of organizational settings. It goes around studying individuals, teams and whole organizations for analyzing the behaviour. Organizational behavior study backs different organizational activities for achieving the organizational objectives (Wilson 2013). Organizational decision-making process has a huge role in assuring success in the company. A positive culture inside an organization helps in contributing towards improving workforce motivation. It has been discovered that a motivated workforce helps in the advancement of organizational performance. Employee attitude needs to be understood for capitalizing on the skills for enhancement of overall organizational performance (Lee & Lawrence 2013). As a major issue, leadership is the determinant of how the management of an organization would be working with the employees so that organizational objectives are achieved. Mistreatment of employees and ineffective leadership might lead to a lack in motivation that would influence the work culture as well as performance. Currently different organizations are coming face to face with issues that are related to organizational culture, employee motivation, leadership and relations (Pinder 2014). This report would be focusing on the discussion of different organizational issues that organizations today face inside the dynamic business environment. An organization, Company A, has been decided upon for discussing the specific issues related to the topic and in the end recommendations would be included for resolving the discussed issues.

The main objective of this report is critically analyzing the organizational behavior issues for identifying the contemporary business problems. Company A has been chosen for the discussion of the main organizational behavior issues that have a significant influence on the business activities of the company. This section would be focusing on presenting a brief overview of the case organization. Company A is an India based IT consulting firm, with operations all across Asia Pacific and Australia and New Zealand. The company has an employee base of 500. The organizational revolves around the belief that they can help people in saving their money, which would simultaneously better their quality of life. The four major values of the company comprise of customer service, respect for all, achievement of excellence and integrity. Company A is focused on developing their business value via exploration of growth opportunities and integration of the core values and the purpose to each feature of the business.

Organizational Behavior Issues at Company A

In the present dynamic business environment, several challenges have been presented for the modern organizations. The employee needs and motivating factors are fast shifting because of the shift in multicultural approach and socio-economic structure. Managing employees for developing organizational performance has been a major issue for multinational companies (Latham 2012). Company A has been facing some similar issues related to organizational behavior. Employee mistreatment has been reported that has arisen due to poor organizational culture. Leadership roles are questioned in case of Company A. It has been discovered that the employees are not motivated because of different reasons. The analysis of the case would be focusing on highlighting the main issues that are related to the organizational behavior at Company A.

Company A largely believes in saving more and they have been applying this approach even in case of their employees. Reports have discussed that the wage rate at Company A is relatively low if compared with their business rivals. The company management has been cost controlling aggressively, reducing employee benefits along with their wages. Managing labor costs as a mean for cost cutting is a strategy has many business organizations adopt as a strategy for maximizing profits. However, Company A could not adopt not implement it properly. The low wages resulted in the dissatisfaction of the employees, in turn decreasing their productivity. For enhancing the overall work performance every organization must motivate their employees. As per Maslow’s Need Hierarchy, the physiological needs must be satisfied so that the workers get more engaged with their job and improve their earnings (Lester 2013). The fundamental objective of employment is satisfying the basis needs of the workers (Marescaux, De Winne & Sels 2012). The lower wages are not being able to meet the physiological needs of the employees, in turn not being able to fulfill the basic requirements of the employees, which in turn is not satisfying them and gets reflected in their performance (Perkins & Arvinen-Muondo 2013).

Diverse sorts of leadership are penetrated in different affiliations and it develops a specific culture. Differing sort of organizational culture dependent upon the leadership styles joins authoritarian culture, mechanistic culture, participative culture and organic culture (Lian & Tui 2012). It has been found that Company A has developed an authoritarian culture. In this kind of culture, power is centralized and the leader is a conclusive individual to settle on decision. This culture underlines on obedience and instruct. In the event that there ought to emerge any situation inside Company A, it has been seen that the authoritarian culture has pressurized the mid-level management to extract more from its professionals, lower level managers and the analysts. The hyper centralized management at Company A had provoked diverse issues. The authorities couldn't impart their points of view to regard to working conditions and distinctive issues. The correspondence system has been seen to be one way which focused on instructing the subordinates. The authoritarian structure of Company A had sent communitarian ethos for overseeing larger amount of devotion. The diminishing in the business advantage level is an irritating factor for Company A which is the outcome of the present culture. The authoritarian culture basically impacts the motivation level of the specialists which unfavorably influence the fiscal situation of the affiliation (Sageer, Rafat & Agarwal 2012).

Recommendations to Resolve the Issues

Discrimination is an imperative issue which has been represented by the laborers of Company A. The authoritarian culture and slant of cutting cost through lower wage are the major organizational issues. The scenes of discrimination had added fuel to the delegate dissatisfaction and impacted the reputation of the affiliation (Alvesson 2012). Moreover, most of the hourly laborers of Company A are women. Sex-discrimination is a huge issue which has been represented by the workers as they were precluded from securing particular points of interest and openings. The organizational culture of Company An advances gender discrimination. As showed by the Herzberg's Two Factor Motivation Theory and McClelland's Human Motivation Theory, motivation factor included job satisfaction, advancement openings, achievement, obligation and affirmation. Nonappearance of these factors prompts dissatisfaction of the agents (Malik & Naeem 2013; Miner 2015). In Company A, gender biasness had provoked dissatisfaction of the specialists. It was represented that a woman delegate was paid less pay than the male specialist who was trained by her. The discrimination issue had basically affected the motivation as the female laborers were prevented from securing affirmation. In the event that there ought to emerge any event of promotion, a comparable example was viewed. Reports have stated that around 20% of the female laborers at Company A ought to have been promoted as the salaried mid-level manager. In any case, the management of Company A considers it as unfathomable and the glass ceiling had impacted the personnel. It acknowledges that the women with energetic kids and relatives, who needs raised personality, won't have the ability to take the strange condition of commitment. This is suggested as glass ceiling which shields the management from looking at the certified position (Sabharwal 2013).

The previous sections have discussed and analyzed the major organizational behaviour issues existing in Company A. This elaborate discussion has implied that an organizational culture alone does not develop a constructive working environment. Leadership styles and organizational policies too have failed in motivating the employees for developed performance. This section would be presenting some recommendations that would be addressing the organizational behaviour issues and application of these recommendations would be helpful in resolving the existing issues in Company A.

  • The management of Company A needs to concentrate on offering standard wages for satisfying the physiological needs of their employees. The salary of the employees must be raised so that there comes a parity with the contemporary economic condition of the respective countries.
  • There is a need for two-way communication systems to be established for the workers to be able to express their ideas and standpoints.
  • For supporting innovation and providing sufficient growth opportunities, there is a need for developing an organic culture.
  • For enhancing employee morale, there needs to be a stop to gender discrimination. For making the whole process efficient enough, the organization has to design and implement and anti-discrimination policy properly.
  • Training must be provided to the mid-level management for enhancing their communication with the personnel. Executives are responsible for the motivation levels of their workers.
  • Even distribution of responsibilities among the workers must be introduced and the main objective of carrying out each one of those must be explained for motivating them to advance their performance.
  • Redesigning of the rewards and recognition policies must be done for encouraging the workforce for acquiring excellence.
  • For attracting and retaining a talented workforce, the best career development opportunities must be presented to the employees.

Conclusion

This report has attempted at providing an insight into the contemporary organizational behavior issues that companies like Company A regularly encounter. In this report, the problems faced in Company A has been discussed and analyzed with the help of pertinent organizational behavior theories. From the discussion, it has been evident that Company A has been long facing different types of issues related to labor unrest. It has been giving low wages to its employees, which is not enough for meeting the different physiological needs of its workers. As a result, the employees show no amount of motivation for performing their job responsibilities professionally. Moreover, it has been understood from the discussion that the authoritarian culture of Company A has repressed innovation because there is no motivation among the employees in performing their tasks in the adverse working environment. Gender discrimination is a common practice at Company A that has went on to deprive many female employees from their deserving positions and profits. Therefore, for solving these issues, the management needs to concentrate on re-orienting the management structure that would adopt a positive culture. The employee needs require to be catered to. Moreover, the reward and recognition program ought to be redesigned for employee encouragement for bettering their performance. Gender discrimination needs to be stopped at Company A for making sure of a constructive organizational culture.

References

Alvesson, M., 2012. Understanding organizational culture. Sage.

https://www.untag-smd.ac.id/files/Perpustakaan_Digital_2/ORGANIZATIONAL%20CULTURE%20Understanding%20organizational%20culture.pdf

Latham, G.P., 2012. Work motivation: History, theory, research, and practice. operations.

https://books.google.co.in/books?hl=en&lr=&id=LmApklWApCQC&oi=fnd&pg=PP1&dq=Latham,+G.P.,+2012.+Work+motivation:+History,+theory,+research,+and+practice.+Sage.&ots=usUzNgdqGT&sig=XEwcJbG6EAgiVRyb3cR6kQwijqU#v=onepage&q&f=false

Lee, R. & Lawrence, P., 2013. Organizational Behaviour (RLE: Organizations): Politics at Work (Vol. 18). Economics .

https://books.google.co.in/books?hl=en&lr=&id=SV-AAAAAQBAJ&oi=fnd&pg=PP1&dq=Lee,+R.+and+Lawrence,+P.,+2013.+Organizational+Behaviour+(RLE:+Organizations):+Politics+at+Work+(Vol.+18).+Routledge.&ots=jBFAM5U3Qr&sig=cKKrrwiKdeRmDGQhiCKj_dYA4qA#v=onepage&q&f=false

Lester, D., 2013. Measuring Maslow's hierarchy of needs. Psychological Reports, 113(1), pp.15-17.

https://journals.sagepub.com/doi/abs/10.2466/02.20.PR0.113x16z1

Lian, L.K. & Tui, L.G., 2012. Leadership styles and organizational citizenship behavior: The mediating effect of subordinates' competence and downward influence tactics. The Journal of Applied Business and Economics, 13(2), p.59.

https://t.www.na-businesspress.com/JABE/LianLK_Web13_2_.pdf

Luthans, F., Luthans, B.C. & Luthans, K.W., 2015. Organizational behavior: An evidence-based approach. IAP.

https://books.google.co.in/books?hl=en&lr=&id=ogYoDwAAQBAJ&oi=fnd&pg=PP1&dq=Luthans,+F.,+Luthans,+B.C.+and+Luthans,+K.W.,+2015.+Organizational+behavior:+An+evidence-based+approach.+IAP.&ots=lfggHNZFad&sig=wpdosIM9JeZJka_8lQt5y8DFWrw#v=onepage&q&f=false

Malik, M.E. & Naeem, B., 2013. Towards understanding controversy on Herzberg theory of motivation. World Applied Sciences Journal, 24(8), pp.1031-1036.

https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.388.1166&rep=rep1&type=pdf

Marescaux, E., De Winne, S. & Sels, L., 2012. HR practices and HRM outcomes: The role of basic need satisfaction. Personnel Review, 42(1), pp.4-27.

https://selfdeterminationtheory.org/wp-content/uploads/2015/02/2013_MarescauxEtAl.pdf

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

https://books.google.co.in/books?hl=en&lr=&id=YXOsBwAAQBAJ&oi=fnd&pg=PP1&dq=Miner,+J.B.,+2015.+Organizational+behavior+1:+Essential+theories+of+motivation+and+leadership.+Routledge.&ots=3B1V4C39ha&sig=Has2e9trjD6gm0Xb0fsqdQfNG9U#v=onepage&q&f=false

Perkins, S. & Arvinen-Muondo, R., 2013. Organizational behaviour: People, process, work and human resource management. Kogan Page Publishers.

https://books.google.co.in/books?hl=en&lr=&id=XN6b0K0O7JEC&oi=fnd&pg=PR10&dq=Perkins,+S.+and+Arvinen-Muondo,+R.,+2013.+Organizational+behaviour:+People,+process,+work+and+human+resource+management.+Kogan+Page+Publishers.&ots=AFTKwcavv6&sig=_xPrz6excbkNyf-PEDxvQKO1rsA#v=onepage&q&f=false

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

https://books.google.co.in/books?hl=en&lr=&id=9RoKBAAAQBAJ&oi=fnd&pg=PP1&dq=Pinder,+C.C.,+2014.+Work+motivation+in+organizational+behavior.+Psychology+Press.&ots=alqKzRCI8A&sig=QEuyYKz-Zc2K4sNGBH8GVgkasWM#v=onepage&q&f=false

Sabharwal, M., 2013. From glass ceiling to glass cliff: Women in senior executive service. Journal of Public Administration Research and Theory, 25(2), pp.399-426.

https://s3.amazonaws.com/academia.edu.documents/31392641/jopart.mut030.full.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1505983670&Signature=LsBDdMqCLDL9X%2F739iBV7PiW3Ag%3D&response-content-disposition=inline%3B%20filename%3DFrom_Glass_Ceiling_to_Glass_Cliff_Women.pdf

Sageer, A., Rafat, S. & Agarwal, P., 2012. Identification of variables affecting employee satisfaction and their impact on the organization. IOSR Journal of business and management, 5(1), pp.32-39.

https://s3.amazonaws.com/academia.edu.documents/34377954/E0513239__shakeela.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1505983728&Signature=t7znw4Xhtjz2imIBm4WJeLYgR1w%3D&response-content-disposition=inline%3B%20filename%3DIdentification_of_Variables_Affecting_Em.pdf

Wilson, F.M., 2013. Organizational behaviour and work: a critical introduction. Oxford University Press.

https://books.google.co.in/books?hl=en&lr=&id=PbAVAgAAQBAJ&oi=fnd&pg=PP1&dq=Wilson,+F.M.,+2013.+Organizational+behaviour+and+work:+a+critical+introduction.+Oxford+University+Press.&ots=veGAryV-ui&sig=1RTwrb-EvytX8V0UY8bJq4RTcqE#v=onepage&q&f=false

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