BUS 1007 Organisational Behaviour

Employees are an important asset in any organisation. Therefore, it is important to ensure that employee behaviour is effectively managed to ensure successful operations. Explain the impact of employee behaviour on company performance and describe the challenges are likely to face in the process of managing employee behaviour. Suggest any five solutions to the challenges you have identified.

The practice of analysing and maintaining employees’ behaviour in an enterprise is considered as organisational behaviour. The management can improve the productivity and job satisfaction of workers by evaluating their behaviour in the company. The positive behaviour of employees is necessary for a company’s growth because it directly influence firms’ performance. Therefore, the employees are determined as an integral part and assets of an organisation. The challenges faced by modern corporations while maintaining their employees’ behaviour includes motivation, dispute, communication and diversity issues. This report will evaluate the impact of employees’ behaviour over a corporation’s performance. Various challenges face by enterprises while assessing and maintaining their employees’ behaviour will be discussed in the report as well. Further, the report will recommend solutions to the problems faced by management while managing their employees’ behaviour.

Employee Behaviour Impact on a Company

The employees are considered as a soft asset in the organisation. According to Nelson and Quick (2017), organisational behaviour is the process of analysing and sustaining the conduct of employees in a company. The management collects the interaction and feedback of employees to formulate regulatory policies which assist in the achievement of corporate goals. The organisational behaviour strategies are a scientific approach which can help in the prediction of future opportunities and benefit in a company.

As per Kehoe and Wright (2013), the behaviour of employees has a considerable impact on the performance of an enterprise; a corporation can achieve exceptional growth by improving their employees’ conduct. Establishment of positive and reliable organisation culture is the primary requirement for enhancing employee’s productivity. The impact of organisational culture directly influences the customer satisfaction in a company. For example, if a company is marketing their services as “world class” but the employees are not performing their best to fulfill their customer’s requirement then the reputation of such organization will decrease in the market. Therefore, to improve customer satisfaction rate, it is necessary that employee is performing with the best productivity.

The decision taken by top-level managers to improve the performance of a corporation is essential to apply for business activities. As per Avey et al. (2011), employees with negative behaviour can resist the implementation of the top level manager’s policies which can be detrimental to a company. It is necessary that a positive and substantial culture is established in a corporation to ensure the implementation of top-level managers’ policies. The negative behaviour of an employee can reduce the performance of other employees as well. For example, if employees have a negative attitude towards his/her job, and they also criticise the decision made by top-level managers, then the performance of other employees can be affected by the same behaviour.

Challenges in Maintaining Employee Behaviour

Negative Attitude of Employees

Some of the employees have a negative attitude which can adversely affect other employees’ behaviour and reduce their productivity. As per Reisel et al. (2010), the negative employees are difficult to identify from a group of workers, but their attitude has a significant impact on the company’s performance. The negative attitude employees spread rumors and gossip regarding other employees who can reduce their reputation, and it leads to dispute between the employees. The policies established by the top level management are criticised by the negative workers who make it difficult to apply such changes to the business operation.

Lack of Motivation

Most of the employees are not passionate towards their work, and they did not have any reason to work besides collecting a salary. Eyal and Roth (2011) provided that the lack of motivation in employees can be detrimental to company’s growth because it stops any innovation in the business. Many modern managers find it challenging motivating employees by monetary rewards which adversely effect on the behaviour of such workers.

Problems in Communication

Communication is the key to success in any organisation, it is necessary that each entity in a company can say their problem or ideas to the appropriate authority. According to Colquitt et al. (2011), lack of communication can lead to a different challenge in business include trade disputes, unmotivated workers, and a decrease in productivity. If employees are not able to share their opinion or feedback to an appropriate authority than it can adversely influence their attitude. They did not feel a part of an organisation if they are unable to share their concerns with the managers. Slow communication channels have a similar impact on the behaviour of employees because their problem did not get solved within adequate time.

Resistance to Diversity

Many organisational employ talented workers from different countries to improve their performance. As per Stahl et al. (2010), the employee from different nations faces difficulty while settling according to company’s structure and resistance from other workers can reduce their moral to work in such business. Many employees did not like foreign workers because they believe that such people have taken their job. Making racist comments and discrimination in a workplace can lead to serious mental health issues, and it reduces the productivity of works.

Retention Issues

The modern organisation is employee oriented because the demand for qualified employees has increased significantly. Competitor companies pay high salary packages and benefit to attract qualified employees of other corporation. High employees turnover adversely affect employees behaviour because they did not feel a part of the stable culture. If employees have a negative response towards the company, and they are waiting to join another enterprise, then it can adversely influence other employees to work as well.

Effective Motivation Strategy

The productivity of motivated employees Benefit Company by improving its performance, it is necessary that employees in a company are motivated towards their work. One of the primary reasons for motivation is a future opportunity, lack of prospects leads to the discouragement of employees. The company can provide better future opportunities to their workers to improve their working. According to Mai (2016), another reason for unmotivated behaviours of employees is due to non-fulfillment of needs if the requirements of employees are not fulfilled by their job than they will have a negative attitude towards their job. The managers can implement Hierarchy Need Theory to analyse the requirement of their employees. This strategy divide needs into five groups which are biological, security, belongings, respect and self-actualization. Managers can evaluate their employee’s needs and fulfill them to improve their behaviour in the company.

Formal Communication Channels

The management should implement communication channels which are fast and directly connect employees with the appropriate authority. The ability to share ideas and problems with the proper authority will improve the behaviour of employees because they feel their worth in the company. The communication strategy also includes regular staff meetings, one-on-one meeting, and open door strategy. These policies assist in improving employee management relationship and also reduce trade conflict in a company (Kandlousi, Ali and Abdollahi 2010).

Handling Negative Behaviours

Negative behaviour of employees should be managed carefully by the management. The managers should conduct a one-on-one interview with the employees to learn the reason behind their negative attitude. If the employee is facing any issue, then the manager should try to solve their problem by providing them financial or emotional assistance (Webb, Miles and Sheeran 2012).

Strong Culture

The management is requiring establishing a strong corporate culture to retain qualified employees in the organisation because it makes them feel a part of the corporation. A supportive culture can improve the behaviour of employees towards each other and towards top level management. The value and beliefs of a company must include employee development because it assists in improving their productivity.

Diversity Structure

The organisation should make diversity a core part of their business culture to avoid any problems relating to the subject. The diversity structure should provide policies regarding foreign employees to make their transition more comfortable in the business environment. The management should strictly punish the racist and discriminating behaviour of employees. Recently, Google fire their senior software engineer ‘James Damore’ due to his racial memo over diversity because Google has a strict regulation regarding diversity policy (Romano 2017).

Conclusion

From the above report, it can be concluded that employees’ behaviour has a significant impact on a corporation’s performance. Modern managers face various problems while managing their employees' behaviour such as diversity issues, lack of communication, negative attitude, discouraged workers and retention problem. There are various strategies which can be applied by the management to address issues regarding organisation behaviour such as effective motivation strategy, strict diversity regulations, strong culture, and diversity structure and handling negative attitude of employees. These strategies benefit the company by improving worker’s productivity and overall performance of the firm.

References

Avey, J.B., Reichard, R.J., Luthans, F. and Mhatre, K.H., 2011. Meta?analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), pp.127-152.

Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin.

Eyal, O. and Roth, G., 2011. Principals' leadership and teachers' motivation: Self-determination theory analysis. Journal of Educational Administration, 49(3), pp.256-275.

Kandlousi, N.S.A.E., Ali, A.J. and Abdollahi, A., 2010. Organizational citizenship behavior in concern of communication satisfaction: The role of the formal and informal communication. International Journal of Business and Management, 5(10), p.51.

Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.

Mai, J.E., 2016. Looking for information: A survey of research on information seeking, needs, and behavior. Emerald Group Publishing.

Nelson, D. L. and Quick, J. C., 2017. ORGB 5: organizational behaviour. 5^th ed. Boston MA: Cengage Learning.

Reisel, W.D., Probst, T.M., Chia, S.L., Maloles, C.M. and König, C.J., 2010. The effects of job insecurity on job satisfaction, organizational citizenship behavior, deviant behavior, and negative emotions of employees. International Studies of Management & Organization, 40(1), pp.74-91.

Romano, A., 2017. Google has fired the engineer whose anti-diversity memo reflects a divided tech culture. Vox. Retrieved from < https://www.vox.com/identities/2017/8/8/16106728/google-fired-engineer-anti-diversity-memo

Stahl, G.K., Maznevski, M.L., Voigt, A. and Jonsen, K., 2010. Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of international business studies, 41(4), pp.690-709.

Webb, T.L., Miles, E. and Sheeran, P., 2012. Dealing with feeling: a meta-analysis of the effectiveness of strategies derived from the process model of emotion regulation. Psychological bulletin, 138, p.775.