The Essay On Importance Of Organizational Behaviour: Case Study Analysis Is Insightful.

Understand fundamental concepts and principles of management, including the basic roles, skills, and functions of management
Describe the interactions between the environment, technology, human resources, and organisations in order to achieve high performance and explain the components and complexities of an organisation's culture and its impact on the manager
Understand the nature of change in the organisation and explain the ethical dilemmas faced by managers and the social responsibilities of businesses
List the elements and steps in the rational decision making process and discuss decision making, including group decision making, as it currently is practiced, identifying the constraints that exist
Discuss the various theories of motivation, develop useful guidelines in motivating employees and evaluate the alternative leadership styles to make a decision regarding their appropriate use

Leadership and Managerial Style Differences

Organizational behaviour is considered as the study of the approach where people communicate within groups (Oswick, Grant, Marshak and Wolfram Cox, 2010). Generally, This study practically tries to develop more efficient business organisations There are number of organizational behaviour theories that can be used within the organization for the purpose to increase the results from individual group members. This assignment will focus on the case study in order to elaborate the importance of organizational behaviour. In this case, managerial and leadership style will discuss and the difference between leadership style and managerial style will elaborate.

Changes within an organization for the purpose of increasing the productivity in the business is the good intention but it is necessary for the leader to evaluate each factor related to the employees before implementing any kind of changes.

The main objectives of this assignment are elaborated below:

• To elaborate the factors that affect the organizational behavior of fancy’s shoe store.
• To analyze the issues within the organization that impacts the productivity of the business.
• To evaluate the concept that being the major cause of resignation of old employees.

There are many factors that should have been understood by Kesmer in order to make an improvement within the organization. According to the case study it has been found that Kesmer has recognized a number of things which enforce him to bring changes within the organization. It has been found from the case study that the leadership style of Max Worthy was centralized and he has the behavior of autocratic where the employees are not allowed to make decisions on their own. it is the major factor that has been noticed by Kesmer that the gap has developed from the employees of the company. Max Worthy belonged to the non-collaborative school of management, where belief of him was different in than the employee of the organization should partake in any management role.  The employee was not considered as the part of the organization and they were not allowed to participate in the decision-making process of the company. These things were noticed by Kesmer and she endeavoured to implement the changes within the business. According to the traditional management perspective, the aspect of scientific management showed that the employees must be given an upper level of standardized and repetitive work in order to develop the concept of work specialization. This kind of management principle cannot be real for the majority of the creative oriented industries, though, in the reference of a shoe manufacturing company, this kind of management style can be effective (Lipman, 2013).

After considering these aspects related to the case study, it was apparent that Kesmer should have noticed the factor of comfortability of the employees. Traditional ways of management were being liked by all of the employees of the company, and they feel more comfortable and satisfied with that (Aydin, Sarier, and Uysal, 2013). It would not be easy for the older people to adopt the changes within the organization as they were not ready for any kind of changes.

Employees' Comfortability with Traditional Management Practices

It has been observed by Kesmer that the same working style has been adopted by workers in completing the task. The employees of the company were not interested in bringing change within the orgnziation and it has been found that sudden changes in the organization impact their comfort zone. They resigned their designation due to sudden changes.

It has been found from the case study that Kesmer had spent most of her time walking with employees and bringing changes within the organization but she forget that changes within the organization are not as easy as it is required for the business to understand the desire of the employees as well (Huczynski, Buchanan and Huczynski, 2013). To understand the requirement of changes and implement them, she should have implemented the Lewin’s change model in which three parts of such model is unfrozen, change and freeze could have helped her to set the situation within the organization without hurting any one’s desire and dignity.

Kesmer was aware of the pitfalls of sudden leadership that are barking out orders, cutting personnel and destroying morale, but she was interested in participative management and always ready to involve in the decision making the process for the company with taking help of all employees. The main problem in such a situation was the implementation of the changes in the ongoing life of the employees (Sinha, 2009). The employees of the company were happy with their position no matter what changes can take them on a higher position, they just wanted satisfaction and comfort-ability with their job. the thinking criteria of Kesmer was different as she started to involve employees in the decision making process and took meetings, Kesmer generated a worker productivity group, a suggestion of the week” committee an environmental group, a worker award group, a workers’ rights group, a gender diversity group and a management relations group. Each group held two meetings a week, one without and one with Kesmer. It has been analyzed from the case study that improper strategy and application of continuing technique in order o bring changes within the organization were being the major cause that led to the problems.

It has been analyzed from the case study that employees of the organization were not happy with the implemented changes and they started to think to give resign from the position as they could not continue with this environment. Along with that, it has been found that unlike Max worthy, Kesmer does not have relevant experience of senior management position to manage the workforce of the company. There is a number of workplace freshmen such as challenges and creativity, they have a number of responsibility and passion and they do not desire to be improved with older employees. In the context of bringing change within an organization without eliciting a negative reaction from the workers, she can develop a fresh group, teach them, adapt to each other, and make amendments in the old concept. Along with this it was necessary for her to implement the new policy for the organization step by step, and evaluate the desires of the employees’ values, perception, needs and opinions (Medley and Akan, 2008). It has been found with the help of the case study that there was a number of employees who have great experience in this field. Kesmer should have distributed the task as per the position, seniority, and experience, it could be important for them as their dignity could not get hurt. Old ways should be replaced with new ways which will be able to perceive new things and adopt new changes.  It has been observed that the implementation has been done by the new manager but she did not notice the comfortability of the employees with old policies. It was required for her to implement them step by step which could help them to understand the need for the change within the organization. as it has been mentioned that Kesmer should have focused towards the change management model of Lewin which entails three aspects such as unfreeze, change and freeze. Unfreeze is the situation where the leader can elaborate the issues within the organization and propose the change for the purpose of the growth of the organization. Change is an aspect of the model that describes the number of techniques of transition that facilitates to make amendments in the organization in an adequate manner like by involving and communicating with them. Freeze is the step in which the leader can observe the change and after considering the expected change, she can freeze the situation and maintain the process in an efficient manner.

Strategies for Change Management and Future Growth

With respect to preventing future problems, the suggestion can be given in the terms of the management practice, staff motivation and leadership style which can bring changes in the organization in an efficient manner.

In this case study, it was apparent that Max Worthy has implemented an effective scientific and systematic approach to management that was able to attract employees towards him and way of working. However, it can be seen that this management practice was not correct for the growth of the business and that is why Kesmer followed the humanistic and collaboration based strategies. These strategies were proven as failed strategies in developing the growth of the business. It is recommended to the manager of the organization to adopt the practices of teamwork, a delegation of work as per the capability of workers, design economic incentives so employees at all levels can benefit from them (Mitchell, 2013). it is required for the management of the organization to give respect to the workers, in addition to the job they do. Training is the process that can help the employee to understand the change within an organization in an efficient manner. it is required for the manager of the organization to conduct a training for the new implementation within the organization (Clarke, 2013).  

Employee motivation is the major aspect for the growth of the business. It is considered as the method to motivate the employee which is an internal drive to put forth the required efforts and activities for the work-related activities. There should be smaller weekly goals because this strategy help employee to understand each changed goal in a better way by which they can perform in more efficient manner. It has been observed through a case study that Kemer was focused on teamwork and group meeting. It is concluded that instead of focusing on group work, Kesmer should focus on an individual’s task. It has been suggested in the context of staff motivation the management should align incentives which is the true way to make sure everyone on a team is asking for the common goal (Cadwallader, Jarvis, Bitner and Ostrom,  2010). The management should focus on the work-life balance which can motivate the employee towards working in an effective manner. Rewards and recognition program should be developed by the management in the organization which would be helpful for the organization to increase the productivity of the business in a more efficient manner. Along with that, it is required for the management of the company to focus on the performance evaluation technique so that the employee of the organization can get what they deserve (Dobre, 2013).

Preventing Future Problems

For the future perspective, it is necessary for the management of the organization to apply an effective leadership style as it is a vital to process to handle the operation of the company. There is a number of leadership style that can affect the entire business of the organization (Cummings et. al., 2010). According to the case study, it has been found that Mr. Worthy was applied autocratic leadership style and Kesmer was applied participative leadership style in their working style. However, the approach of Kesmer towards leadership style was efficient but due to lack of knowledge about the growth of the business of the employees. An employee of the organization was not ready to adopt this kind of leadership style in their working zone (Chiang and Jang, 2008). It is essential for the manager of the organization to evaluate the pros and cons of leadership style before implementing it on the working style of the organization. It has been suggested to the manager of the organization to apply the democratic leadership style for future perspective. The main advantages of a democratic leadership style are that it helps in creating employee satisfaction and motivation and creative solutions to organizational problems (Roos and Van Eeden, 2008).

Conclusion

It can be concluded from the above discussion that the role of the leadership style is necessary for the organization as it helps in developing the growth of the business. It is necessary for the business to implement an effective strategy but after evaluating the desires and needs of the employees. it has been found that the employee of the organization was not ready to implement the change as they were happy where they are, they did not want any growth or promotion because they did not know the benefits of it. It has been found from the above analysis that Kesmer was unable to describe the benefits of the proposed changes within the operation of the company. The factors have been elaborated under this paper which should have alerted Kesmer to the problems. It has been found that the employees were not taken interest in the change which was the biggest indicator for him that employees were not happy about what was going on. The suggestion in the context of the motivation, leadership style management practices has been given under this assignment.

It has been recommended to the management of the organization to focus on the management practice in which they can increase the productivity of the business. however, it is required for the management of the organization to implement the strategy in the business after evaluating the needs and desires of the customers (Bratton and Gold, 2017). It has been found from the case study that the employees of the fancy footwear had resigned from their position because they were not ready to adopt the change that is why it is recommended to the leader of the organization to focus on the change management model before implementing change within the organization.

References

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