Problem faced by the organisation
Organisation behaviour is one of the important aspects of business development and administration. The major concern of this aspect is to highlight the situational position of the company and to align the productivity to make a sustainable position in the market. This is the major change that cultural aspect and business intensity builds in proper manner and employees have to adjust to the situation. The diverse situation in the organisation sometimes creates the diverse range of problem and that reason behind the problem is the differentiation between the perceptions of employees. The system of values, emotional intelligence, organisational cultures, job designs, work environment and operational process are the main aspects that set the major objectives of organisational behaviour. The impact of productivity and cultural difference is the major issue that retains good amount of customer in all the seasons. However, to retain this amount of customers, proper strategic planning is needed. There are some scopes are also present in the organisational behaviour cases (Wood et al. 2012). The impact of performance on the personality is important for the organisation behaviour. The influence of perception, individual behaviour, leadership, employee motivation, and change in management is the main concern of business administration and maintain a good flow in the business.
In this report, the concerning aspect of organisation behaviour in Morrisons is the key issue for discussion. The issues in employees satisfaction and leadership application is the key concern of this organisation. The concerning aspect of behaviour changes create the problem for the company and that is the reason strategic building approaches and use of re-designing methods are needed in that case. The development of work culture and benchmarking the situation and employees behavioural aspect is the key approach to behaviour concern.
Wm Morrison Supermarkets plc is commonly known as Morrisons is one of the largest chains of supermarket. In case of supermarkets, lots of employee engagement is needed for the formulation of business. The supermarket offers all the retail market accessories like foods and drink, clothing, books and magazines, daily accessories, clothes, CDs, and games and all. The main concern of the organisation is to serve the best quality products to their customer and goes in the ultimate level to serve the best satisfaction for customers. This is the major effect that imposed on employees (Morrisons.com 2018). The concerning aspect of quandary has come in that case as employees are not satisfied enough with the work process and culture of the organisation. To maintain a strong challenge in employee satisfaction issue, leaders’ intervention is also required in this case (Morrisons.com 2018). Leaders have to take charge of the situation and that is the reason most of the leadership proclivities are needed to be redesigned for the development of the organisation and to get proper employee satisfaction.
Organisational behaviour concepts, theories and models
The organisation has faced some issue of employee satisfaction when their internal information was leaked in 2014. 100,000 employees’ data had been leaked and that is the reason ethical consideration has been broken (Morrisons.com 2018). After the incident, Andrew Skelton was jailed for eight years in 2015, who was the Firm broadband manager of the head office. Employee satisfaction level has gone due to this process and for that reason; most of the employees are leaving the organisation.
Employee retention is one of the major aspects of business and organisation has to take care of such situations and motivation is the key factor that encourages employee motivation process for the retention of employees. In that case, Herzberg two-factor theory is the key issue that provides motivation in the workplace (Crommelinck and Anseel 2013). In case of the hygiene factor, all dissatisfaction issues have been discussed. The issues are quality of supervision, payment related issues, company unsatisfied policies, physical working conditions, and job securities are the concerning aspect of business policy and these are considered as dissatisfaction case of organisation movement that employees are the concern with (Alshmemri, Shahwan-Akl and Maude 2017). Another factor is the Motivation factor and all sorts of intrinsic and extrinsic motivation gained through the process.
Figure 1: Herzberg two factor theory
(Source: Alshmemri, Shahwan-Akl and Maude 2017)
Promotion is the key issue of motivation and that is the most important section in case of creates motivation. Individual growth and opportunity, power, and recognition are also important in that case, and organisation recognition is important for employees’ motivation as well. In most of the cases, extra responsibility is the concerning aspect of business and in that case, job satisfaction will extract.
Situation leadership is also needed in that case to motivate employees and have a sustainable position in the organisation (McCleskey 2014). The leadership involves the process where the leader has to critically think in a particular situation and deliver the best and suitable approach for the organisation. There are four stages of telling, selling, participating and delegating and leaders influencing behaviour is liable for that situation.
Figure 2: Situational leadership
(Source: McCleskey 2014)
In case of the acute situation in the organisation, the leadership process controls the whole scenario and controls the situation to prevent worse one. The change in behaviour and parameters of low and high are the crucial factor of this.
On a different note, to mitigate those data leak issue more secure process of dealing needs to be there and this is relevant to the contingency theory of leadership needs to be introduced (Fiedler 2015). The process is planning for the alternatives that might help the business or the company to survive the process.
Analysis of the problem
Figure 3: Contingency theory of leadership
(Source: Fiedler 2015)
This is a natural style of a leader is a set given and it is associated with leader traits characteristics. But in reality apart from of having a normal style a person’s leadership skill transform according to the condition. This is the concerning aspect of leadership as well (McCleskey 2014).
In Morrisons the influence of business understanding and employee satisfaction aspects is relevant and it needs to be done in an effective manner and needs to be mitigated. The main aspect of motivation process is delivered by the organisation and for that reason, 88.05% employee stability has come and that increase in 1.85% and this is the major change that comes in force of motivation factor. Rewards and recognition is a way to motivate employees and the company has introduced the “Big Tick year”, “Top 100 Employer of the Year”, and “Winner Employer of the Year” awards for the employee and that will deliver better engagement also. There are three factors like Say, Stay and Strive – that encourage employees to attempt hard and deliver their best in the diverse situation (McCleskey 2014). In case of situation leadership, it will be needed from the leaders as they have the problem in decision making so this is very natural to have a proper leader for the organisation who can take better decision for the organisation in a particular situation. In case of contingency process, the monitoring aspect of the leader needs to be best for the development of more closed-door security that no data leakage cases happen. These are the adverse situations that organisation may face and through the process of better dealing with contingency updated and revised function can be evolved.
Morrisons make the employees work hard for the retail stores and it impacts on the employees’ engagement and health. The health of the employees is affected due to the overwork and the mental satisfaction of the employees is affected. The employees in retail stores are suffering from musculoskeletal, mental and chronic health issues and it comes from the combination of wrong lifestyle choices. The risks generally come from the interconnecting the stress at the workplace and the poor diet of the employees. As stated by Omolo (2015), lack of employee satisfaction comes from the poor work-life balance and the poor pay structure. In Morrisons, the employees who work at sales executives; do not have the work-life balance and the employees do not get the flexibility of working hours. It results in the obesity issue and general deterioration of the health and the employee performance at the workplace. The motivation of the employees comes from the work-life balance, flexible working hours, less stress at the workplace and the pay structure. In Morrisons, the employees do not get the incentive at the proper time and the work demands lead to the employees’ performance and health. For the employees, the workplace has become the burning platform where they do not like to work for long. The survey of Chartered Institute of Personnel and Development (CIPD) revealed in 2016 that almost two-fifths of the employees within Morrisons faced the issue of stress and mental depression (Sandhu et al. 2017). Therefore, lack of employee satisfaction can lead to the high employee turnover for the organisation and Morrisons has started Employee Assistance Programme (EAP). The customers sometimes blame the sales executives that sales performance of the employees are degrading as customers post the behaviour on social media. In Two Factor Theory, Morrisons needs to provide the hygiene factors within the workplace as without these factors; the employees become dissatisfied (Shahzadi et al. 2017). Working condition needs to be good, co-worker relation can lead to employee engagement, supervisor quality should be good and salary and base wage must meet the industry standard.
Figure: Employee satisfaction factors
(Source: Zablah et al. 2016)
In addition, the organisation must have employee handbook where the organisation needs to ensure the responsibility of the employees. Employees will not share any organizational data as it is the beyond the organizational policy and ethics. As opined by Tang et al. (2017), organizational ethics are the values and principles that explain the business operation. The business ethics demonstrate the fairness, integrity, compassion and honour of the employees. At the same time, the employees must maintain the confidentiality of the employees. When the employees are not satisfied and the employees do not have a fair idea about organizational policy when the employees are not engaged with the fellow employees; the incidents like data leak or data breach happen. In last five years, sales have been increased by only 3% and the stores stock more than the products what the customers want to purchase. The organisation may face the issue of situational leadership where the leaders need to behave according to the designated condition. As opined by Moorthy et al. (2015), situational leadership allows the organisation to adjust the leadership according to the need of the organisation. The leaders within Morrisons do not allow the employees to share the thoughts. Therefore, the leadership is more, like autocratic in nature. The leaders within Morrisons must check the personality of the employees and the tasks. Therefore, if the leadership goes bad within an organisation; the employees will not follow the rule and the process of the group being led.
Provide fringe benefits to the employees: The employees must be given the fringe-benefits by the organisation. Fringe benefits are the compensation provided by the employers outside of the salary. The common example of the fringe benefits is sick leave, vacation pay, providing employee discounts, educational assistance, housing loan and travel allowance. These benefits motivate the employees and the employee become satisfied to continue the work within the organisation. The satisfied employees work better for the organisation and the sales executives need to satisfy the buyers with their behaviour and words.
Leadership training: The leadership styles of the leaders within Morrisons do not attract the employees. The leaders can be given training through Morrisons Training Academy. In this institute, Morrisons makes a partnership with many of the academic institution. Leaders can take the training to motivate the employees to work better, to control the employees and to deliver the excellence. Contingency leadership states about the general state of effectiveness of the leadership that depends on the numerous factors. The leadership of Morrisons use contingency where the leaders can behave according to the need.
Provide extrinsic motivation: The extreme pressure within the workplace and sales target of the employees within Morrisons make them tensed. The employees need extrinsic motivation so that they can work under pressure. An incentive plan is already there for the employees’ however, this does not motivate the employees. The management needs to reframe the incentive plan as the management can add more perks and bonus. The organisation can start a career plan that would benefit the employees to get fame, money and praise. Morrisons itself has the employee training programme and it needs to start the extrinsic motivation to bring out the best from the employees.
Modification of hiring policy: The HR executives should hire the candidates who would be effective for the organisation and in the person need to be fit in the effective role. The candidates should be organisation-fit, not the job-fit. The employees must be satisfied with what they are doing. The outcome of employee dissatisfaction can harm the brand image of the organisation and customer loyalty can be hurt.
Conclusion
It has been observed that Morrisons cannot manage the human resources in order to maximize the output of the individual members. The problem comes from the employees’ dissatisfaction as the employees’ responsibilities kill the work-life balance of the employees. In addition, the leadership style within Morrisons cannot motivate the employees to work for the organisation. The employees are not satisfied with the inflexible working structure, performance and the job structure. Therefore, Morrisons needs to provide the hygiene factors within the organisation and the employees must be given extrinsic motivation and the fringe benefits. The leaders can be provided training to manage the employees effectively.
References
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science Journal, 14(5).
Crommelinck, M. and Anseel, F., 2013. Understanding and encouraging feedback?seeking behaviour: a literature review. Medical Education, 47(3), pp.232-241.
Fiedler, F.R.E.D., 2015. Contingency theory of leadership. Organizational Behavior 1: Essential Theories of Motivation and Leadership, 232, pp.01-2015.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), p.117.
Moorthy, M.K., Seetharaman, A., Jaffar, N. and Foong, Y.P., 2015. Employee perceptions of workplace theft behavior: A study among supermarket retail employees in Malaysia. Ethics & Behavior, 25(1), pp.61-85.
Morrisons.com 2018 Morrisons retrieved from: https:// morrisons.com/ [Accessed on 8th May 2018]
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Omolo, P.A., 2015. Effect of motivation on employee performance of commercial banks in Kenya: A case study of Kenya Commercial Bank in Migori County. International journal of human resource studies, 5(2), pp.87-103.
Sandhu, M.A., Iqbal, J., Ali, W. and Tufail, M.S., 2017. Effect of Employee Motivation on Employee Performance. Journal of Business and Social Review in Emerging Economies, 3(1), pp.85-100.
Shahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S. and Khanam, F., 2014. Impact of employee motivation on employee performance. European Journal of Business and Management, 6(23), pp.159-166.
Tang, C., Liu, Y., Oh, H. and Weitz, B., 2017. Socialization tactics of new retail employees: A pathway to organizational commitment. Journal of Retailing, 90(1), pp.62-73.
Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S., 2012. Organisational behaviour: Core concepts and applications. John Wiley & Sons Australia, Ltd..
Zablah, A.R., Carlson, B.D., Donavan, D.T., Maxham III, J.G. and Brown, T.J., 2016. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context. Journal of Applied Psychology, 101(5), p.743.
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