Organizational Behavior Assignment Sample

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Part A: Reflective Report Writing

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Introduction: Organizational Behavior and Leadership

Organizational behavior refers to a study of how people and groups within the organization are interacting and how these interactions directly influence the performance of the company towards the goals and objectives. Analysis of organizational behavior is beneficial for the organization because it helps in enhance its culture and educate the mangers about the way culture contributes towards employee retention and productivity (Buchanan and Huczynski, 2019). Strong organizational behavior helps the organization in improving customer services, encourage creativity and innovation, promoted effective leadership, enable effective teamwork, assess employee job performance and create the positive working environment for workforces. Apart from this, the current reflective report will highlight the beliefs, qualities and characteristics of leader or manager of Sainsbury’s plc. Additionally, this report will also confer the application of content and process motivation theories of motivation.

Main Body: Personality & Perception in Leadership

Explore how effective leadership at Sainsbury’s boosts employee motivation through personality traits, perception management, and proven motivational theories. Discover how Maslow’s hierarchy, Herzberg’s two-factor, Adam’s equity, and Vroom’s expectancy theories inspire teams, alongside intrinsic and extrinsic motivation strategies. Learn how leaders foster engagement, job satisfaction, and productivity through positive reinforcement and inclusive workplace practices.

1A: Individual Difference Personality and Perception

Being a leader within Sainsbury’s it is crucial for me to have effective beliefs, qualities and characteristics from that capable to influence and improve the motivation of the motivation of team members. If the leader have beliefs than they are capable to direct and supervise its team members regarding achieving the desired goals objectives. It is vital for the leaders to capable the balance the vision and execution, showing respect, accepting the accountability and deliver the inspiration to the employees from which they feel motivated and encouraged (Pearson Kalogiannidis, 2021) As a leader I also have a belief of delivering the inspiration to the employees to increase their motivation. In addition, it is significant for the leaders to have the self-awareness, integrity, respect, courage, integrity and resilience.

As a leader I also have wide range of characteristics from which I capable to motivate and influence the employees from which they feel motivate and encourage to do work. I also can influence the employees from which they feel encourage and happy to accomplish the tasks. If the leader is influencing its employees in proper manner then they are put more efforts to achieve the business goals and objectives. In addition, as a leader I also have the characteristic of encouraging the risk-taking and innovation to enhance the motivation of workforces within Sainsbury’s. Experimentation is significant to establish and maintain the competitive edge of the business (Kuswati, 2020). I am capable to provide training, motivating, inspiring and managing the workforces with the help of my diverse qualities. One of my the significant quality is having effective communication skills. Due to efficient communication skill I am competent to interact with the employees and build the strong relations with them from which they feel encourage and influence. 

If the leader has positive strong relationships with the employees then it helps in boosting the morale of employees which ultimately positively impacts their and organization’s performance as well as productivity. Respect is another significant quality that is possessed by all the leaders within their business to bring the positive changes in the employee motivation (Paais and Pattiruhu, 2020). To motivate and influence the team members i also treat those with respect because it helps in promote trusts and resolve conflicts which help in build the strong relationships.

To influence and improve the motivation of the team it is crucial for the leader of Sainsbury’s to have personal traits, perspectives and attributes. To motivate the employees it is crucial for the leaders to have the diverse perspectives such as Nomothetic and ideographic perspectives (Paais and Pattiruhu, 2020). To improve the motivation of the employees I follow nomothetic perspectives because it is a scientific method and is more reliable and controllable. With the help of this perspective I am competent to produce general predictions and laws about the behavior of human. This perspective has significant impact on the motivation of employees within Sainsbury’s because it assist in providing the border understanding of general trends, patterns and universal principles. Apart from this, it is crucial for the leaders to have wide range of personalities such as extroversion, conscientiousness, agreeableness, in order to provide training, openness to experience and emotional stability.

According to trait theory I follow openness to experience in order to positively influence and improve the motivations of team. My personality is directly link with the job roles and performance, team working and leadership capabilities. This personality of leader demonstrates how it is willing to try the new things and competent to engage in the complex ideas. With the help of this, personality I am capable to encourage the workforce to complete their psychometric assessments in order to increase their awareness. Having this personality is beneficial for me as a leader in Sainsbury’s because I capable to take the decisions regarding selection and promotion of the employees. Through this personality I am capable to determine and understand the emotions of employees which help in build the strong relationships and achieve the tasks and goals. To motivate the leaders I also employ psychometric test for the establishing training needs, selection and promotion of the employees. With the help of this test I am competent to evaluate the cognitive capability and the personality of the employees. Training and development is significantly benefited from the application of psychometric tests (Ali and Anwar, 2021). I use this test in process of training and development which derive better results.

Organizational Behavior Assignment Sample

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Apart from this, there are various factors that influence the perceptual set of the employees such as personality, expectations, past experiences and learning. If the leader expects employees to behave in certain methods in definite circumstances so it influences how they perceive with them and their roles. Expectations have direct effect the perceptions of the people. This factor is directly related with the state of expectancies of particular behaviour of individual. Perception and behaviour of the leader has direct relation. The perspective of the leaders is shaped by the emotions, values, personality and feelings team members which will shape their behaviour (Aichholzer and Willmann, 2020). 

Apart from this, perpetual error is a capability of the leader or manager to judge things, humans and circumstances fairly and correctly. If the leader has perpetual error then it directly impacts the organizations successfully and it also hampers in potential decision-making skill while recruiting employees, reviews, performance appraisals and feedback. Perpetual error has several types such as selective perceptions, Halo effect, stereotypes, contrast effect etc. I also have selective perception perpetual error from which I am competent to judge my team members on the basis of their backgrounds, interest and ideas. It is crucial for the leaders to have clear understanding of diverse cultural norms, customs and communication style while providing training and influencing the employees. Communication and exclusive workplace cultures are the significant factors that misconstrued the cultural differences (Bergner, 2020).

2A: Motivational Theories

It is crucial for the leaders to implement content and process theories of motivation in order to create and maintain the effective employees. It is vital for the leaders to increase the motivation of the employees to increase the productivity and profitability of the business. The content theories of motivation include Herzberg’s two-factor, McClelland theory of need, expectancy theory, Maslow hierarchy theory etc. On the other hand, the process theories of motivation consist of Adam’s Equity theory, Skinner’s reinforcement theory, Locke’s goal setting theory and Vroom’s expectancy theory (Yang et al, 2020). Maslow Hierarchy of needs is considered as one of the significant content theory of motivation that is implementing by most of leaders in their business to motivate and encourage the employees. I as a leader, I also use this theory to motivate my team members from which they put all the efforts in order to accomplish the goals and objectives that results in enhance the effectiveness of Sainsbury’s. This theory includes five phases of human needs such as safety, physiological, love and belonging, self-actualization and esteem.

With the help of this theory I capable to fulfil the all needs of the employees from which they feel motivate and encourage performing their work. All the humans have basic physiological needs such as food, shelter, clothing etc. If the leader meets the physiological needs of the employees then it helps in boosting their morale which ultimately positively impacts the efficiency and performance of business. To motivate my employees I create the positive working environment where they feel safe and protect. It is vital for the organizations to fulfil the social, esteem and self-actualization needs of the workforce to encourage and motivate them (van Tuin et al, 2020). Adaption of this theory is useful for me because it has significant impact on the employee motivation as well as organizational performance. Adaption of this theory can be beneficial for the business because it helps the employees to feel secure and safe at work as well as inculcates the team spirit.

Apart from this, Herzberg two factors is also regard as one of the significant theory for the companies to motivate the employees. This motivation theory states that definite elements within the place of work which leads to job satisfaction, on the other hand, other leads to dissatisfaction. I also implement this theory to create and maintain the effective workforce within Sainsbury’s. This theory is consisting of two factors such as motivating and hygiene. Motivating factors encompasses recognition, achievement, job advancement and growth opportunities, while hygiene factors include company policies, relationship with peers, salary, job security, supervisions etc (da Cruz Carvalho et al, 2020). Implementing this theory is valuable for me because I am capable to motivate the employees by providing incentives and opportunities to them. With the help of this theory I am capable to enhance the motivation of employees and working environment which results in lower staff turnover rates. Through this theory I easily solve the dissatisfaction of employees from which they feel encourage and motivate to perform their work.

To create and maintain the effective workforce within Sainsbury’s, I also use Adam’s equity theory. This process theory of motivation suggests that the individuals are maintaining the impartial relationships between the rewards and performance in contrast to others. As critically said by Khan et al. (2022), application of this theory is beneficial for the leaders it assist in motivate the employees and design the strategies to improve their motivation and job satisfaction at work. Adoption of this theory is useful for me because I capable to spot the methods to enhance the motivation level and job satisfaction of the workforce. This theory help me in create the equitable and fair working environment that attracts and retain the skilled and qualified employees which ultimately positively impacts their performance and business productivity (Numonjonovich, 2022). This theory helps me in promoting fairness in the organizational practice and reward system that fosters positive relationships among workers.

Apart from this, I also use Vroom’s expectancy theory in order to motivate the employees within Sainsbury’s. This process theory states that, in every business the employees believe in achieving the tasks by putting all the efforts into it. This theory consists of three elements such as instrumentality, expectancy and valence. As per the view of Min et al (2020), execution of this theory is advantageous for the business to frame the strategies to improve the job satisfaction and motivation at work. Adaption of this theory is valuable for the business because it majorly put emphasis on the results which people expects at the time of working instead of focusing on basic requirements or security aspect. Execution of this theory is useful for me because through this I am competent to support the expectations of employees from which they work hard with honesty that leads to accomplishment of Sainsbury’s goal and objectives. 

Additionally, the leaders also motivate the employees through intrinsic and extrinsic. intrinsic motivation is one of the significant way to motivate and influence the employees. In intrinsic motivation the behaviour of the individual get motivate from the internal desire to accomplish the target goals and objectives (Watters, 2021). On the other hand, extrinsic motivation the workforces are motivated through external forces. According to Kuswati (2020), intrinsic motivation majorly focuses on action while extrinsic motivation put emphasis on outcomes. The intrinsic motivation includes joy, achievement, and sense of competence, reassurance, and relief. In contrast, extrinsic motivation consists salary, provide feedback, bonuses and time off. I also motivate my employees through intrinsic motivation. With the help of intrinsic motivation I easily increase the satisfaction and engagement of the employees from which they feel encourage and influence to do work which ultimately positively impacts the company’s productivity and efficiency. Motivate the employees through intrinsic motivation is beneficial for the organizations because it act as a reagent for employee commitment and morale. It is crucial for the leader to design the strategies to improve job satisfaction and motivation of the employees because from this they are more persuaded to go beyond and above and willingly devoting more efforts and time to their duties (Paais and Pattiruhu, 2020).

To increase the productivity and efficiency of the business it is crucial for the leaders to increase employee job satisfaction, motivation and engagement. These concepts are interconnected. The leaders can enhance the motivation, commitment, engagement and job satisfaction among the workforces by promoting the positive work environment that provides opportunities for job satisfaction, supports intrinsic motivation and influence engagement (Ali and Anwar, 2021). For increase engagement and job-satisfaction of employees within Sainsbury’s I also use several strategies such as career development opportunities, recognition and rewards and provide feedback. Moreover, to modifying the on-the-behaviour of the employees the leaders are use reinforcement initiatives. In every business, the leader change or influence the behaviour of the workforce through punishments, reinforcement and extinction. To influence the behaviour of my team members by positive reinforcement that includes compensation and bonus. Adaption of this reinforcement initiative is beneficial for me to motivate the employees because it helps in encourage them to keep practising the desired behaviour. 

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The employees who demonstrate low and high motivation they are more inclined to put efforts in order to accomplish the desired goals and objectives which ultimately positively impacts the productivity. To motivate the workforces, most of company are also use Hackman and Oldham Job Characteristics Model. This model is consisting of five characteristics that positively influence the employee performance and satisfaction (van Tuin et al, 2020). The characteristics include task significance, skill variety, task identity, autonomy and feedback. Adoption of this model is beneficial for the organizations because it helps employee in developing their professional and personal career and improving their engagement. To meet the high level needs of the employees it is crucial for the leaders to empower them from which they feel motivate and encourage performing their duties in effective manner.

Conclusion

From the reflective report, it has been concluded, as a leader I perform all the responsibilities in effective manner to provide training, motivating, inspiring, and managing the employees. To make and maintain the effective employee I implement mallow hierarchy and Herzberg two two-factor content theory as well as Adam’s equity and Vroom’s experience theory. With the help of my perception I easily determine the personality of my employers. With the help of motivational theories, I am capable to motivate the employees and frame the design to improve their job satisfaction at work.

References

• Aichholzer, J. and Willmann, J., 2020. Desired personality traits in politicians: Similar to me but more of a leader. Journal of research in personality, 88, p.103990.
• Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
• Bergner, S., 2020. Being smart is not enough: Personality traits and vocational interests incrementally predict intention, status and success of leaders and entrepreneurs beyond cognitive ability. Frontiers in psychology, 11, p.204.
•  Buchanan, D. and Huczynski, A. (2019) Organisational Behaviour. 10th Ed. Harlow: Pearson
• da Cruz Carvalho, A., Riana, I.G. and Soares, A.D.C., 2020. Motivation on job satisfaction and employee performance. International research journal of management, IT and social sciences, 7(5), pp.13-23.
• Kalogiannidis, S., 2021. Impact of employee motivation on organizational performance. A scoping review paper for public sector. The Strategic Journal of Business & Change Management, 8 (3), 984, 996(3).
• Khan, A.J., Ul Hameed, W., Iqbal, J., Shah, A.A., Tariq, M.A.U.R. and Bashir, F., 2022. Green HRM and employee efficiency: The mediating role of employee motivation in emerging small businesses. Frontiers in Environmental Science, 10, p.1044629.
• Kuswati, Y., 2020. The effect of motivation on employee performance. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 3(2), pp.995-1002.
• Min, H., Tan, P.X., Kamioka, E. and Sharif, K.Y., 2020. Enhancement of study motivation model by introducing expectancy theory. International Journal of Learning and Teaching, 6(1), pp.28-32.
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• Watters, E.R., 2021. Factors in employee motivation: Expectancy and equity theories. Journal of Colorado Policing, 6(1), pp.4-8.
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