Organisational Behaviour Strategies And Factors: A Case Study Of Marriott Hotels & Resorts

Organisational Behaviour Variables and its issues

1. Describe briefly what is happening in the organisation, the context, the Organisational Behaviour strategies adopted and the consequences of those Organisational Behaviour strategies for the organisation's success and stakeholders

2. Analyse the organisational behaviour factors that contributed to the organisations success. These may be individual, group or organisational factors. Your analysis should include the relevant analytical/theriacal frameworks for each factor.

The concepts of OB like Leadership, motivation, organisation structure, group dynamics, and organisational culture are relevant for all the organisations. This report explains the different organizational Behavior variables in context of Marriott Hotels & Resorts, which includes dependent and independent variables.  It briefly discusses about Organizational behavior strategies of organization. It also discusses various OB theoretical models and concepts such as Leadership theory and Motivational theory.

It can be defined as the study in, which the people interact within the organization or within the group. It can also be applied so that the organizations may create its business efficiently. The organizational behavior variables consist of two types of variables that are dependent variable and independent variable. Independent variables can be called as the variables, which are directly related to the organization's success (Robbins, and Judge, 2012). It is divided into three categories that are individual, group, and the system level of the organization, which is directly related to the dependent variables.

The organization Marriot Hotel & Resorts Company has various problems of the specific individuals that are affecting the companies. There are various independent variables of Organization Behavior that is adopted by the organization Marriot Hotel & Resorts such as Motivation and perception. The independent variable motivation helps the organization to encourage the employees and it also helps in the success of the organization. This practice is adopted in every organization so as to ensure the satisfaction of the employees (Miner, 2015). It is considered as an important organizational variable in order to gain productivity of the organization. There are various resources used by Marriott organization in order to motivate the employees. It includes a reward system for the employees according to their performance.

 The Organizational Behavior is interrelated with the broader issues. Moreover, when there is a lack of motivation in the organization then, it becomes a broader issue for the employees. It becomes an issue as it affects the productivity of the employees and affects the overall success of the organization (Moore, et al., 2013). When the employees are not being motivated with the employers it may affect their performance. The other variable includes the perception of the employee towards the organization and it is related to the attitude of the people. In all the organizations there is a negative thinking among all the employees that they are facing injustice in the Company. It is a broader issue in the organization. In Marriott, the employees have a perception that they are facing from injustice as they are not getting the equal salary as the other employees. There are various dependent variables in the organization such as absenteeism that is a failure to report to the work and it creates an issue for the employees. Productivity is the other dependent variable in Marriott. It includes the effectiveness and efficiency of achieving the goals of the organization. The lacking productivity in the organization creates an issue as when the employees do not work properly.

Organisation Happening

Context of Marriot Hotels & Resorts

Marriot was established in 1927 in Australia. Its headquarters is in Bethesda, Maryland, USA. It is being known for its culture in, which the hotel has a first focus on the customers. Since the year 1927 Marriot is being a leader of the hospitality industry. Firstly, it was designed for business travelers. It is a leading performer of Australia because of its brands, business model, and ingrained service. It has explored its business in more than 79 countries. It has been explored outside Australia with 6000 properties in 120 countries (Marriott Hotels & Resorts, 2017). Its revenue for the fiscal year 2015 is more than $14 billion. The 15 brands are operated by the Company as well as the franchises hotel. In the year 2011, the company reported over $12 billion. Its vision is “to be the world’s leading provider of hospitality services”. The vision also includes taking care of the guest and offering best brand portfolio. Its mission is to satisfy the customers by giving them the excellent service. It operates more than 2600 franchises hotels and resorts. There are various brands of Marriott Hotels & Resorts such as renaissance hotels & resorts, horizons, Fairfield inn (Marriott).

Organizational Behavior Strategies of Marriott Hotels & Resorts and the Consequences of the Strategies on Stakeholders

There are various stakeholders of the organization Marriott Hotels & Resorts such as associates, shareholders, customers, supply chain, owners and franchisees, nongovernmental organizations and government. The various stakeholders have various interests that are the associates are there to create various programs. It includes cultural appreciation day, Marriott Jobs & Careers and other related activities. The communities are engaged in the community programs, raising funds, volunteering, and donations. The shareholders are involved in the community programs, conference calls, and meetings of the shareholders. The supply chain includes local supplier and workshops. The franchises and owners interests are in the sustainable economic and hotel development (Hitt, et al., 2011). The non-governmental organizations and government interest are on the global issues and working groups. The main areas of the collaboration of the stakeholders are to improve the health with complementing the people with taking care. The Marriott Hotel is associated with its ‘Core Values’. It also collaborates with the industry to identify the human trafficking.

The organization Marriott Hotel & Resorts adopt the strategy of cooperation between employers and the employees. It is mandatory for all the organizations to adopt this strategy and it is important for the stakeholders as it will help in achieving the goal towards the organization. The organization staff is the stakeholders. Marriott Hotel & Resorts also adopts the strategy of encouraging the employees in the organization and work is done in the team. It also provides training for the employees so as to develop their skills. There are various examples, which are adopted in the organizations such as positive reinforcement, applying theories such as leadership theory.

The organizational factors include three types that are Individual, Group and Organization Systems. These are the independent variables for the Organizational Behavior Model. The individual-level variables include motivation, Power, and Attitude. Group-level variables include leadership, Diversity, Groups, Teams and Conflict. Organization Systems- level variables include culture, structure, design, and change.

 Individual level Motivation theory that is Maslow’s Hierarchy of Needs as shown in the diagram below:

This theory was established to show that what needs should be satisfied with the people so that they can focus on work. This includes five steps such as   Physiological, Safety, Love and Belonging, Esteem, and Self-Actualization. The physiological includes food and water, breathing that is mandatory for the people (Dusterhoff, et al., 2014). Safety includes security of the people, resources, family, and health. Love and Belonging include friendship and family. Esteem includes self-esteem, confidence, and respect. Self-actualization includes creativity and solving of the problem.

Source: (Lester, 2013)

Group- level variable Transactional leadership Theory:

This theory was introduced by Max Weber in 1947 for all organization such as Marriott Hotel & Resorts. It includes directing and motivating the followers in order to achieve the organizational goal. The leader also encourages the followers with the system of rewards according to the performance. There are various assumptions of the transactional theory, which are to be followed in the organization. It includes obeying the orders of the leader and the subordinated are to be motivated so that they can perform well in the organization. This theory is followed in the organization so that the employees can focus on the work and achieve the organizational goals.  Cultural diversity theory in the Organization system.

This theory is adopted in the organization to manage the employees and serving the customers. In the organization, there are various people with different culture, beliefs, and background. It is mandatory for the organization to adopt diversity challenges. The manager should learn managerial skills, which are helpful in the multi-cultural environment (Sue, and Sue, 2012). It includes three types of dimensions such as Primary dimensions, Secondary dimensions, and Tertiary dimensions. Primary dimensions include race, ethnicity, gender, age and disability. Secondary dimensions include culture, thinking style, work experience, language. Tertiary includes beliefs, assumptions, feelings and attitudes.

Source: (Clegg, et al., 2015)

Organizational Behavior Models

It consists of four types of models that are explained below:

Autocratic Model: In this model, the employees are oriented towards obedience and discipline. The employees are dependent on their boss. There are major drawbacks of this model that is the employees get frustrated, insecurity, and less performance because of the minimum wage.

Custodian Model: In this model, the employees focus on the benefits and security. The firms, which are having high resources, adapt this model. They are dependent on economic resources.

Supportive Model: in this model employees focuses on their performance in the job and their participation. It is dependent on leadership strive and it gives the environment in the organization to help employees in accomplishing interest in the job.

Collegial Model: In this model, the teamwork approach is adopted to the organization. The employees maintain self-discipline in the workplace. It also upholds the standard quality and better image of the organization.

Conclusion

It is to be concluded from the above Analisation of the report that the organization has adopted OB strategies such as cooperation, which is beneficial. It is to be recommended for Marriott Hotels & Resorts that it should adopt innovative ideas so as to expand its organization.

References

Clegg, S.R., Kornberger, M. and Pitsis, T. (2015) Managing and organizations: An introduction to theory and practice. USA: Sage.

Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N. (2014) The effects of performance rating, leader–member exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective, Journal of Business Ethics, 119(2), pp.265-273.

Hitt, M.A., Ireland, R.D., Sirmon, D.G. and Trahms, C.A. (2011) Strategic entrepreneurship: creating value for individuals, organizations, and society, The Academy of Management Perspectives, 25(2), pp.57-75.

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

Marriott Hotels & Resorts (2017) Marriott Hotels for Leisure and Business Travel. [Online Available at: https://www.marriott.com/marriott-hotels-resorts/travel.mi (Assessed: 18 January,2017)

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

Moore, C., Detert, J.R., Klebe Treviño, Li.n.d.a., Baker, V.L. and Mayer, D.M. (2012) Why employees do bad things: Moral disengagement and unethical organizational behavior, Personnel Psychology, 65(1), pp.1-48.

  Robbins, S.P. and Judge, T. (2012) Essentials of organizational behavior. USA: Pearson.

Sue, D.W. and Sue, D. (2012) Counseling the culturally diverse: Theory and practice. USA: John Wiley & Sons.