Applying Organizational Behavior Theory: Addressing An Organ

Applying Organizational Behavior Theory: Addressing a Organizational Issue

This assignment requires selecting an organization with which you have past or present experience and identifying a current problem within that organization. You must justify the problem using industry-specific materials and/or personal communications with industry leaders, supported by peer-reviewed academic literature. The task involves applying organizational behavior theory to manage employee behavior effectively, aiming to bring about positive and constructive change. Additionally, you need to analyze the organization's cultural climate, types of systems involved, employee motivation factors, and potential employee satisfaction issues related to implementing a change plan.

Paper For Above instruction

In this analysis, I examine a manufacturing company's operational inefficiency caused by low employee motivation and poor communication. This organization has been experiencing declining productivity, increased errors, and reduced employee engagement over recent months. By identifying these issues, I aim to demonstrate their significance and apply relevant organizational behavior theories to devise effective strategies for improvement. The case emphasizes the importance of understanding organizational culture, climate, motivation, and systemic structures necessary for fostering a positive work environment conducive to change.

To substantiate the existence and impact of these problems, I draw upon industry reports, observations, and conversations with plant managers who confirm that employees feel disengaged and unclear about organizational goals. Academic literature, such as Herzberg's Two-Factor Theory, supports the assertion that intrinsic factors like recognition and growth opportunities significantly influence motivation. Furthermore, communication gaps have been observed as a core element exacerbating dissatisfaction, aligning with Shannon and Weaver's communication model emphasizing clarity and feedback as vital for effective information flow.

Applying organizational behavior theory offers practical avenues to manage employee behavior. Motivational theories like Self-Determination Theory suggest that fostering autonomy, competence, and relatedness enhances intrinsic motivation, which can be achieved through participatory decision-making and skill development programs (Deci & Ryan, 2000). Leader-member exchange theory emphasizes building strong relationships between supervisors and employees, fostering trust to improve engagement and morale (Graen & Uhl-Bien, 1995). Implementing these theories involves designing interventions such as recognition systems, mentoring, and transparent communication channels to cultivate a motivated workforce capable of embracing change.

Understanding the organization's cultural climate is essential. The industry-specific culture leans toward a hierarchical structure emphasizing stability, standardization, and efficiency, with a strong safety orientation. This climate shapes the types of systems necessary for change, including formal procedures, quality control measures, and systematic feedback processes—features typical of a mechanistic system (Birkinshaw, Hamel, & Mol, 2008). Considering the internal cultural dynamics ensures that change initiatives are aligned with existing values, thereby increasing their acceptance and sustainability.

Employee motivation within this context is influenced by both extrinsic and intrinsic factors. Extrinsic motivators such as performance bonuses and job security are prominent, but intrinsic motivators like skill development and meaningful work are often overlooked. Recognizing this, the change strategy involves incorporating opportunities for employee growth and participation, which can significantly boost motivation and commitment to organizational objectives (Deci & Ryan, 1985). Facilitating open dialogues, providing constructive feedback, and aligning individual goals with organizational vision can enhance motivation tailored to the cultural setting.

Employee satisfaction concerns relate primarily to how involved they feel in the change process. Developing a participative approach fosters ownership and reduces resistance. Training programs, inclusive planning sessions, and acknowledgment of employee contributions are vital in addressing potential dissatisfaction. Such involvement aligns with theories of participative management and change management best practices, which suggest that empowering employees reduces uncertainty and enhances commitment (Kotter, 1996). Transparent communication and consistent support are crucial elements in ensuring satisfaction during the transition.

In conclusion, the integration of organizational behavior theories provides a comprehensive framework for addressing the identified organizational problem. Emphasizing motivation, cultural alignment, and systemic considerations enables the development of a change strategy rooted in established academic principles. This approach not only targets immediate operational inefficiencies but also fosters a resilient organizational culture capable of sustaining continuous improvement.

References

• Birkinshaw, J., Hamel, G., & Mol, M. J. (2008). Management innovation. Academy of Management Review, 33(4), 825-845.
• Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leadermember exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219-247.
• Kotter, J. P. (1996). Leading change. Harvard Business School Press.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. Wiley.
• Shannon, C. E., & Weaver, W. (1949). The mathematical theory of communication. University of Illinois press.
• Additional peer-reviewed sources as needed to support theoretical constructs and application strategies.