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Impact of the integration model followed by Big Energy

Describe about the Organizational Behaviour in the organization?

Organizational Behaviour (OB) is the study of people’s behaviour in an organization. It helps in directing employees’ skills, knowledge in achieving the goals of any organization. According to the given case study, Big Energy being a giant in the private sector, acquired XYZ Energy, a major government own energy company. This particular study is emphasizing in knowing the impact of the integration model followed by Big Energy in acquiring XYZ Energy on the overall attitudes, values and behaviour of the individual as well the groups exists in the Big Energy organization. It is used to study the behaviour of both groups as well as the individual performance in the organization. This particular study has been executed following the below mentioned steps –

  • Analyzing the impact of integration model followed by Big Energy in acquiring XYZ Energy on the overall attitudes, values and behaviour influenced by individual personality;
  • Providing recommendations to help in motivating employees as well as help in developing good team or groups.

After absorption of Big Energy and XYZ organization all employees were impacted in negativas well as positive manner (Subba Rao, 2010). The working culture, strategies, policies were also changed by big energy organization so that all new and old employees are comfortable in the environment (Eason, 2001).

The main focus of Big Energy was managing their employees. Integration in Big Energy is the process in which different culture people work together in one place. The organization like Big Energy, there is huge number of people with different culture, demography or places. Everyone working is having its own style of working, beliefs, concern for their work. So, to work properly the Big Energy should manage their workforce who belongs to different culture and demography. As per the macro OB theory, every organization needs to emphasis on the process of work of within the organization and their policies, strategies. So, the attitude of the management of Big Energy should have to be such way that considers the strategies as well as policies of XYZ Energy. But, in this case Big Energy fails to do so. Here, the major challenges which the organization has faced are the management of workforce diversity in order to improve their productivity and quality of work as well as the product.

The innovation or changes internally or externally should be made by the organization. If the organization is making changes in their policies, rules or regulation the employees should be made aware of it and while changing employees, stakeholders of the organization should be considered. Therefore, values are the The people first choice to work is when the organization is having well managed rules, regulation and the working environment. The challenged faced by the organization is making the work environment well networked. Well networked means that the organization should maintain their hierarchy of work culture (Somech and Drach-Zahavy, 2004). The environment of the organization should always be positive so that the employees should like working there. The Big Energy organization should always try to maintain the positive and peaceful environment which will automatically influence the workforce to work properly and maintain the peace in the workplace (Somech and Drach-Zahavy, 2004). The ethical behaviour of the workforce in the organization should be in favour of the organization. The ethics should always be maintained by the workforce of the organization to increase the productivity of the organization.

Attitude

As per the micro OB theory, it is very much necessary to give emphasis on the individual as well as group behaviour present in XYZ organization. Understanding behaviour of the employee is important as it helps in analyzing the action as well as personality of individual in the organization (Editorial Board, 2013). It helps the managers to motivate their subordinates to do work or increase their work effectively. In this particular case, it helps the manager of the Big Energy to know the behaviour of their subordinates and make them work according to it. The study of behaviour of existing employees indicates that there is an issue faced by the organization in maintaining the relationship between individual and the organization, as when organization is aware about the individual’s behaviour, beliefs and personality then maintaining the professional relation will be easier. As it helps in maintaining the level of job satisfaction of the employees present in the organization and helps in developing the behaviour related to the work, there is requiring identifying the way to resolve this specific issue.  It also helps the managers to motivate their subordinates to work according to the level of expectation. The managers are also motivated by their lead to work properly and make their subordinates work. As per the integration model, industrial relationship of the organization can be maintained by the help of organizational effectiveness. It helps in increasing the behaviour related to the function of the organization. The functional behaviour of the organization can be maintained with the help of it. Therefore, to maintain the level of productivity, effectiveness, efficiency of the organization, Big Energy must have to resolve behavioural issue rose due to such integration (Galaskiewicz, 2007).  

It is also the fact that during integration there is requiring considering behavioural aspect of both the organization. For that, it is essential to enhance the managerial skills of the managers of Big Energy. Specifically, the self development, personality development skills of the managers in the organization is important. This will ultimately enhance the interpersonal skills of an individual or the team head of the organization. Interpersonal skills are like leadership, motivation, team building and etc. It helps in improving the coordination among the team or group present in the organization (Lamertz, 2006). There are different groups present in the organization who are having people with different culture, so to maintain the coordination the study of their behaviour is important. The changes or innovation if required in the organization policies, rules or anything else can be done on the basis of the ob (Dulaimi, Ling and Bajracharya, 2003).

The bases on which the Big Energy performs the study of XYZ staff members are as follows:

Psychology of the employees of XYZ – It is used to study or analyze the behaviour of an individual. But the result shows that employees, who came from XYZ, did not match with the existing strategy. So, it creates adverse impact on the employee.

Sociology study– It helps in knowing the behaviour of the different groups present in the organization. This study shows that there are different behaviours experienced for XYZ as well as Big Energy. Thus, this also creates issue in the long run.

Values

Social Psychology study – It is used knowing the affect or impact of one another present in the organization. Since, the study evidenced different behaviours in both group of employees, it ultimately creates pressure on the employee’s itself. So, in the long run, it affects the the culture of the Big Energy. This study also helps in knowing the behaviour of an individual in the political environment of the organization.

Conclusion and recommendation:

The main focus of integration model of Big energy was on competitive advantages which help in increasing their long term profit. Its aim is to increase the rate of integration. Big energy after absorption process was unable to get proper innovative process for operation which de motivated their employees. Big energy should analyze their behavioural model of efficiency so that they can examine the behaviour of group or individual present in organization. Organization is made by the employee’s attitude towards their work, culture and their values. Management of Big Energy should focus on the needs, attitude and also the problem which remaining employees are facing. Big Energy should focus on the morale of the remaining employees so that they are motivated to work. The study of OB in Big Energy helps in understanding the issues involved here. Here, the organization needs to follow the below mentioned strategies to diminish the issues faced by the employees. First of all, there is required to conduct study at individual level i.e. Micro level. The individual level is to be conducted by making study on the behaviour, beliefs, personality of an individual working in the organization. Secondly, there is requiring employing specific strategy, so that people can work in groups. Here, the work group means the team or group present in the organization. Suppose there is a group of ten people in the organization who are working for common goal, so the personality, action of work, methods of performing work and etc will be different of everyone. To study everyone’s behaviour ob is helpful. It will help in increasing the level of job performed by the group or team. By the case study it is clear that due to integration the morale of employees were going down so the management of XYZ organization should be transparent and try to increase the value system and examine correctly the behaviour. It will help to increase the coordination among the employees after absorption.

In order to address the attitude issue, the organization have to encourage their employees to work up to the expectations, there should be such initiatives that influence them to work within the organization. For this, they have to examine the behaviour of their employees properly on a frequent basis.

Here, the models which can be used by the organization are:-

Supportive model – Supportive model of ob in the organization focuses on leadership. In this model the manager has to encourage their subordinates to do his job in proper manner to increase the productivity of the organization (Buchanan, 1995).

Autocratic Model – Autocratic model will focus on the power or authority of the employees in the organization. This model describes the power of different people in the organization like the power or authority of manager is to control their subordinates and motivate them to do their job.

Collegial Model – This model can be used to describe the team work of the organization. It is used to identify the level of coordination among the team members or the group members. The level of coordination defines the level of work performed if the level of coordination is good or high among the members then the quality of work performed will also be good.

Custodial Model – This model of ob can be used by the organization to describe the economic resources available in the organization. In this model managers motivate by giving different faculties or benefit to the employees which make them work individually to increase the monetary benefit separately.

System Model – System model will help in describing the trust, motivation level, performance of the employees working in the organization. The level of trust of employees on the organization is very important for the organization because if the employees are not having trust on the organization they cannot be motivated to work (Adhikari, n.d.).

Further, the organization can also utilize the Quantitative method is used to analyze the behaviour on the bases of statistics. The quantitative in simple words means that the research is based on the numbers, figures which is obtained by using different statistics models. To analyze the human behaviour who are working in the organization different statistics methods are used like:

  • Time- series analysis
  • Multiple regressions
  • Meta analysis
  • Correlation
  • Analysis of Variance(ANOVA) and etc

Every statistical method can be used to analyze the behaviour but there ways of performing is different from each other.  Organization uses the quantitative method to do the systematic research of the behaviour with the help of statistical, mathematical and numeric.

References

Adhikari, H. (n.d.). Organizational Change Models: A Comparison. SSRN Journal.

Buchanan, D. (1995). Desanitizing Organizational Behaviour. Organization, 2(1), pp.165-167.

Dulaimi, M., Ling, F. and Bajracharya, A. (2003). Organizational motivation and inter-organizational interaction in construction innovation in Singapore. Construction Management and Economics, 21(3), pp.307-318.

Eason, K. (2001). Changing perspectives on the organizational consequences of information technology. Behaviour & Information Technology, 20(5), pp.323-328.

Editorial Board. (2013). Nonlinear Analysis: Theory, Methods & Applications, 80, p.IFC.

Galaskiewicz, J. (2007). Has a Network Theory of Organizational Behaviour Lived Up to its Promises?. Management Organization Review, 3(1), pp.1-18.

Lamertz, K. (2006). Organizational Citizenship Behaviour as Performance in Multiple Network Positions. Organization Studies, 27(1), pp.79-102.

Somech, A. and Drach-Zahavy, A. (2004). Exploring organizational citizenship behaviour from an organizational perspective: The relationship between organizational learning and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 77(3), pp.281-298.

Somech, A. and Drach-Zahavy, A. (2004). Exploring organizational citizenship behaviour from an organizational perspective: The relationship between organizational learning and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 77(3), pp.281-298.

Subba Rao, T. (2010). Time Series Analysis. Journal of Time Series Analysis, 31(2), pp.139-139.

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