Organizational Behaviour: Importance And Modern Approaches

Employee Demands and Job Satisfaction

Discuss about the Relation between trust attitudes toward automation.

Organizational behaviour is the study of groups or individuals within the workplace. Study of organizational behaviour helps to develop effective and better understanding the behavioural pattern followed in the organization as well as behavioural patterns of other people. In order to improve organizational behaviour, modern approaches, innovative techniques, etc. factors have been adopted by the companies. Apart from this, multinational companies have adopted advanced measures in order to strengthen their human resource department. HR department is responsible for analysing and fulfilling needs of the employees (Bauer & Erdogan, 2012). Providing appropriate knowledge to the employees about the work procedures, ethics and the policies of the organization is also performed by the HR department. This helps the organization to uplift its performance along with developing an effective organizational behaviour within the workplace.

This report will include sundry aspects related to the organizational behaviour. The first part will focus on the employees’ demand, job satisfaction, and importance of job satisfaction and the factors which affect the job satisfaction. Advantages and disadvantages of Myers-Briggs Type Indicator will also be covered in the first part of the report along with Hofstede’s principles of national culture. Second part of the report will focus on significance of communication amongst the employees within workplace between working hours, relationship amongst leadership, power and power dependency. In addition to this part, five ways to resolve the conflicts amongst workplace will also be covered.

Most of us do jobs for fulfilling our needs as well as to develop and maintain a sustainable life. According to various authors, philosophers and researchers, it has been evaluated that job satisfaction is most necessary element for an individual. It helps the individuals to perform the duties assigned to the job in an effective manner along with the positive interest in the job. But the truth is no job is so perfect which may satisfy an individual. But the harsh reality is Individual mold themselves as per the job description and requirements of the companies in order to fulfil their needs and requirements (Buckman, Crawford, LePine & Zhang, 2015). This is because some jobs offer monetary benefits with high pressure while some jobs consist of fewer opportunities to grow and prosper. In order to make balance between job satisfaction, benefits of job and opportunities to grow further, individuals choose relevant jobs as per their talent, skills, and knowledge and mold themselves on the basis of

the company’s requirements with the objective of fulfilling own goals (Skaalvik & Skaalvik, 2017).

It has been observed various times that some jobs offer attractive monetary benefits along with fewer opportunities which may lead to enhanced growth-related attributes. Whereas on the other hand, there are various jobs which are perfect according to the skills, knowledge and expertise area of an individual and he also enjoys working in the job but has poor monetary and other sorts of benefits. This leads to job dissatisfaction and it has various side effects for the employees as well as for the organization. Dissatisfied employees are negative sort of asset for an organization and it will affect the organizational performance in negative manner. As there is no job which is perfect, hence, individuals prefer to get the job which matches with their profile as well as those which provide satisfactory benefits. But after a certain period of time, individuals get bored performing unwilling duties which affect the growth of an individual as well as of an organization (Purpora & Blegen, 2015).  As per my opinion, organizations need to adopt and execute certain advanced measures in their functionalities in relation to the employee retention objective. With the help of advanced measures such as interactive sessions, regular activities which lead to building bond between employees and management as well as rewarding and directing them on the basis of their good and bad performances respectively.

Advantages and Disadvantages of Myers-Briggs Type Indicator

These measures will help the organization to make employees feel satisfied with the jobs which will reduce labour turnover for the organization. Ultimately it will boost up the performances of the organization along with increasing the job satisfaction for employees (Horrigan, 2015).  Definition of job satisfaction is how much people like or dislike their jobs. It includes various aspects which are concerned with the monetary benefits, position of work and various other factors such as responsibility plays crucial role in the job satisfaction.  From my point of view, there are various factors which play crucial in employee job satisfaction, for example I have taken various loans which is why monetary benefits of any job take precedence over other factors.  As per this scenario, I prefer higher monetary benefits over other factors and switching jobs for more monetary benefit will be easy for me irrespective of other factors such as workplace environment, organizational behaviour, etc. While reviewing the traditional definitions of job satisfaction, it has been observed that job satisfaction relates to only designation and the monetary benefits.

While in modern work environment where huge number of jobs are available for every type of candidate in every field, definition of job satisfaction is totally different from the traditional approach. The primary objective for an individual in relation to job satisfaction is enjoyment while working. According to my scenario, job satisfaction for me is monetary benefits, reputation at workplace, fair treatment at workplace and opportunities to grow. But these factors differ from person to person and on the basis of their needs and requirements.

Finding a perfect job is a myth in the same way finding the perfect satisfaction in life. Reality is every job has its own bad and good impacts. There is no job that will make you feel like you are not working all the time. It has been observe that when people talk about loving jobs, they usually do not mean it. Their main aim is to talking about profession. As per the philosophers and researchers, loving job is when an individual love every minute of every day of his job. It has also been observed that people usually say that they love their jobs except certain facets. In this context, the best two terms which could be fitted are employee satisfaction and job satisfaction. Manager’s primary motive is to fulfil its employees’ requirements so that the desired goals could be attained for the organization.

Job satisfaction and related attributes could easily be attained without being engaged within the job. But employee engagement has been considered as the most crucial element rather than being content with pay and level flexibility at workplace. Thus, it could be said that job satisfaction is an effective factor for employee retention but it does not guaranty for increased productivity. However, employee engagement is the factor which directly leads to enhancement in the productivity of the organization.

The statement “One job may pay well but provide limited opportunities for advancement or skill development. Another may offer work we enjoy but have poor benefits” is directly linked with the job satisfaction and employee engagement. An employee who is totally involved in his work is known as an engaged employee. Factors of employee engagement and job satisfaction are unique because the factors which are included in employee engagement are autonomy, growth, connection and impact whereas job satisfaction factors are adequate pay with appropriate benefits. Basis and foundation of employee satisfaction is based over employee engagement. Companies with genuine employee engagement have innovation, better customer relations, enhanced productivity, etc. Thus, organizations should consider the employee satisfaction as a significant factor in order to make employees feel engaged in their jobs.

Hofstede’s Principles of National Culture

In modern world and based on modern day approaches of job satisfaction, companies prefer satisfying its employees more than just providing them attractive salary packages and other benefits. Employees are crucial resource for an organization and it helps them to attain desired goals and objectives. Keeping employees happy is a big challenge for the management of an organization as it plays crucial role in the success and growth for organization. Job satisfaction is crucial for an organization in following manners:

• Decreased labour turnover: HR department is always concerned about the hiring and retention of effective employees. Keeping employees happy in every possible manner is the best and most appropriate resolution for decreasing the labour turnover ratio.

This also helps the organization to decrease their cost which will be incurred over hiring new candidates. Retaining of existing and effective employees is another aspect of decreasing labour turnover and it could be done with the help of making them happy through fulfilling their needs and requirements along with appraising them rapidly on the basis of their performance.

According to experts, it has been observed that decreasing labour turnover and retaining potential employees are in the control of the organization only and it is proven that likelihood of leaving the job by a satisfied employee are much less (Khamisa, Oldenburg, Peltzer & Ilic, 2015).

• Increased productivity: Productivity of an employee cannot be decided by the experience, skills and the pay grade of employees. It can only be analysed with the help of their satisfaction level, the more employees will be satisfied; higher will be the productivity.
• Enhanced profits: With the help of employees’ job satisfaction, organization could easily enhance its revenues along with increasing the rate of return over investments made in the business.
• Loyalty: When organization takes for its employees in all possible aspects, employees’ level of loyalty increases towards organization which indicates positive results for the organization. It also helps the organization to attain appropriate outcomes in relation to their expectations for a longer period of time.

There are various factors which lead to job satisfaction from the perception of individuals. These factors help the organization to enhance their performance just by making the employees satisfied and happy. Following are such factors:

• Achievement: Achieving something makes the people satisfied. Achievement of a crucial project in the work-life helps in the same manner and organization should take certain steps through which employees feel part of the particular achievement.

• Feedback: Getting feedbacks over performances helps the employees to realise the significance of their efforts and it also helps them to realise the areas of improvement in their performances.

• Control: Managers are responsible for showing path to the employees to walk upon in order to attain desired goals and objectives. For this purpose, if managers are pointing out its employees in relation with directing them to the adequate path is great. It has also been observed that autonomy and control are two crucial factors which lead to employee satisfaction. As per psychologists, without control over jobs, employees are found unsatisfied with their jobs and more stressful.
• Daily hassles: Daily hassles are some of the sensitive factors which affect employees’ job satisfaction. Daily hassles factors are unnecessary busy work or irrelevant administrative tasks. Apart from this, performing irrelevant tasks is another factor which affects job satisfaction in negative manner. Bullying from senior employees, unfair practices, etc. are some of the factors which makes an employee feel irritated at workplace. In order to resolve these types of issues within workplace as well as to make employees comfortable with the workplace environment, allocation of task to the appropriate and desired candidate is necessary. This will reduce daily hassles within the workplace which will lead to the employee and job satisfaction.
• Recognition: Recognition of employees’ work is the most crucial segment of enhancing organizational productivity and for motivating employees. If managers and team leaders will not recognize its employees’ performance, it will develop a perception amongst the employees that top level management does not care about what they do. Apart from this, recognition is necessary for both sides i.e. for positive as well as for negative side because if negative outcomes will be communicated without recognizing accomplishments enough, it might discourage teammates from taking risks.

Apart from these factors, there are lot of factors such as control over job, support from organization, recognition, workplace environment, etc. play crucial role in job satisfaction.    

It can be concluded that the jobs satisfaction is crucial element for both employees as well as for organizations. Thus, it is necessary for an organization to adopt and practice advanced measures to keep the employees happy and satisfied within the workplace. This will help the organization to retain its potential candidates as well as to decline labour turnover and cost of hiring and training new candidates.

The Myers-Briggs Type Indicator (MBTI) model is a type of questionnaire which analyses the psychological preferences of people how they observe the external world and take decisions in their life. This model is based on the conceptual theory of Carl Jung, who had speculated that humans experience the world using four principal psychological functions – intuition, sensation, feeling and thinking – and that one of these four functions is dominant for a person most of the time. With the help of MBTI model, normal populations’ preferences could be determined along with determining their interest, values, needs, and motivation. This model can also be used as the tool to determine behaviour and personality of an individual. This tool does not include the category of tests. This was researched by Carl Jung in order to determine the preferences of various types of people in the world and their state of mind while making decisions (Furnham, 2017)

Personality has following categories:

• Take in Information
• Orientation to world
• Make decisions
• Take in information and decide

These four categories are classified into following sub-categories:

• Orientation to World
• Extroverts: they are energised by others
• Introverts: they are energised by their ideas, emotions, and memories
• Take in Information
• Sensing: uses five senses
• Intuition: uses instincts
• Make Decisions
• Thinking: uses logic
• Feeling: consider other before taking any decision
• Take in Information and Decided
• Perceiving: gathering information
• Judging: analyses information to take a final call

From the above unique combinations, 16 possible personality types could be extracted and each personality type has its own advantage and disadvantage. This helps the individuals to get the most appropriate and desired job as per their nature and observations. It will lead to job satisfaction to the individuals if they chose most appropriate job on the basis of their skills, knowledge as well as on the basis of personality type.

Significance of Communication Amongst Employees

MBTI model is made for normal population and determining the value of naturally occurring differences. Assumptions of this model are that everyone has specific preferences in which populations construct their experiences and on the basis of these preferences, people’s interests, values, needs and motivation could be underlined. This theory is based over the perceptions of individuals along with certain qualities which describe their intuitions, senses, behavior and traits. Thus, it is not based on scientific studies and its basic origins are clinical observations, anecdote and introspection. Anecdote is an inconclusive method which is used in the modern field of scientific psychology.

MBTI typology theories have four cognitive functions i.e. thinking, sensation, feeling and intuition. Each cognitive function has two polar orientations (extroversion and introversion) which conclude eight dominant functions. This model is based over these eight dominant functions along with some differences in expression from Jung’s model. In MBTI model, the terms used are extraversion and introversion where extraversion means outward-turning and introversion is related to the inward-turning. Extraversion and introversion are two terms used in MBTI approach and these are often known as attitudes. Each cognitive function could be operated in external world as well as in internal world. External world relates with the behavior, people, action, and things and all other extraverted attitudes whereas internal world describes ideas and all other introverted attitudes.

This tool is known as the scientific tool to analyses behavioral pattern and preferences of individuals but various companies have misused this tool as a head count reduction technique. According to the theoretical aspect, if everyone will choose the jobs on the basis of their preferences then there will be less scope for multitasking. People will fear to face challenges and the capability of cross-function amongst the employees will also be reduced. HR assigns jobs to the employees on the basis of employees’ preferences and behaviour in order to accomplish the tasks in an effective manner (Furnham & Crump, 2015).

For instance, an extrovert will be good at interacting with other students in a class and on the other hand, an introvert will be good at scoring good marks. Students with senses will be able to analyses the significance of syllabus but they will fail to deal with abstract ideas. In order to learn this in better way, these types of students need to reference real-life instances in order to make better understanding in relevance with the theoretical models (Rice, 2015).

Apart from these types of students, intuitive students will not pay attention in the class and their interest will be less in reading the whole question in one attempt. But the fact cannot be denied that intuitive students are more innovative than others and they will find the better and unique method to answer the same question. Thinking students find logic and reasons behind every decision. Their opinions and arguments are quite strong in comparison to other students in a classroom. Feeling students majorly believe in making effective relations with professors and teachers in school in order to get good marks (Sample, 2017).

Relationship Between Leadership, Power and Power Dependency

People with judgemental type of thinking are close minded and organised in better manner. They prefer to meet deadlines while performing tasks. With lack of flexibility to change, they are spontaneous but take sufficient time to take decision. They can manage various tasks at a time and they have the unique ability to handle last minute pressure.

• Main advantage of this tool is that it is could be used as a self-assessment and tolerance of others (Yang, Richard & Durkin, 2016).
• It helps individuals to analyse self-awareness which will result in better self-management.
• With the help of this tool, behaviour trends can be determined that have positive outcomes.
• This tool is used for self-assessment and tolerance of others.
• It helps individuals to understand themselves completely along with their tendencies and preferences.
• It also helps the individuals to work with others by analyzing other people’s understanding and personalities.
• An extrovert in the classroom will be able to understand the things in better way because of being interactive with other students and this will help him to clear all of his doubts related with the topic.
• Intuitive people do not pay attention but they may be innovative while people with effective senses will be able to determine alternative ways to tackle the problems.

• This approach limits the self-development efforts of individuals.
• People with fun loving nature will find difficulties in the professions where discipline is much required.
• Lack of reliability (Gilotra, Okwuosa, Shpigel, Tamrat, Flowers, Skarupski & Russell, 2017).
• MBTI model has debatable validity, thus, it is banned for using as the hiring purpose.
• People predict other behavioural pattern and then make uncertain perceptions.
• Estimates other people’s nature and personality.
• MBTI model is not much reliable
• Different outcomes will be originated with every test
• In addition, the MBTI doesn’t seem to match the results of other personality tests except in the areas of introversion and extroversion.
• Results obtained from MBTI model are questionable because it does not extract same outcomes
• This cannot be used as the legal process for hiring process and it is considered as pseudoscientific.

Hofstede’s cultural dimensions theory is developed by Geert Hofstede and it is a tool which describes cross-cultural communication. With the help of this tool, the effectiveness of society’s culture along with its impact on society’s members can be identified. Primary aim of this tool is to analyse the values of employees across the globe. Original framework proposed four dimensions in order to determine cultural values. Uncertainty avoidance, individualism-collectivism, power distance and masculinity-femininity are four dimensions while the fifth dimension was analysed in between the independent research conducted in Hong Kong i.e. long-term orientation. This was added to the Hofstede’s cultural dimensions in order to cover all aspects of values which were initially not covered from previous four dimensions. Later on, in 2010, the sixth dimension was also added i.e. indulgence versus self-restraint (Fatahi & Moradi, 2016).

This theory is majorly used in cross-cultural fields and for analyzing other aspects of culture for example: social beliefs. This theory was initially established for determining the aspects of cross-cultural psychology. Apart from this, research was conducted amongst the fields related to international business and communication. Now, it has been used in many fields such as paradigm for research, cross-cultural psychology, and cross-cultural communication and in international management. This theory is majorly being used for determining the unique aspects of the cross-cultural fields and its impact over the social beliefs, values, and other aspects of culture.

This theory is majorly used in cross-cultural fields and for analyzing other aspects of culture for example: social beliefs.

Differences between cultures on the values dimensions

With the help of Hofstede’s six-dimension model, comparison between international cultures could be done which is also known as comparative research.

• Latin and Asian countries, Arab World and African countries have got high scores in terms of power distance index. Whereas Anglo and Germanic countries have got very low scores in terms of power distance index.
• The cultural dimensions’ quantification enables to make cross-regional comparisons and creates an image not on country basis but on the basis of entire regions. For example: Mediterranean countries’ cultural model is dominated by various levels of acceptance of inequalities along with disliking with the influencing of choices.

Cultural difference awareness is essential as it helps to gather information about different groups of people and their cultures which are unique from each other. But it is the fact that all people are same if we separate their culture and region from them. Apart from this, if there is no information available in relation with the various countries’ cultures, there is a scope to minimize the cultural differences. Due to this, misunderstandings and misinterpretations generates between people from different countries.

In modern world of technology where most of the work is being done with the help of technology and people’s daily life is dependent over various technological devices, still cultural differences exists and these are increasing day by day. This factor still plays significant role in increasing diversity. Thus, for making respectful cross cultural relations, awareness amongst the cultural differences is necessary. And Hofstede’s cultural dimension theory is very useful in analyzing these types of differences. Appropriate knowledge regards to the cultures and expectations of groups from various cultures from different countries could be analyzed.

Five Ways to Resolve Conflicts Amongst Workplace

While application of this theory in international business, it helps the companies to analyze their candidate’s cultures and their differences. Cultural sensitivity may affect the business’ performance in negative manner and it helps the people to work more effectively with their co-workers from different cultural background and from different countries. While performing the business activities, it has been observed that communication is one of the primary measures to convey the information as to get interacted with each other. Thus, people who work in international business and interacts with various people in order to perform the business functions in an effective manner, Hofstede’s theory plays crucial role in order to gather sufficient information regarding the other cultures. Even cross-cultural communication is necessary because it helps to evaluate various cultural differences because what may be considered perfect in one country, it could be considered as the confusing and offensive in other country. This could lead to generate disputes and ultimately, it will affect organizational performance in negative manner.

Following are Hofstede’s dimensions of national culture:

• Power Distance Index (PDI): Power distance index has been defined as the amount to which the distribution of power amongst the members of the organizations is biased. It is analysed from the perception of less powerful employees of the organization. This dimension is based on the inequality and the distribution of power which is perceived from followed or from the lower level. According to higher degree index, hierarchy has been established clearly along with this, its execution is also done in the appropriate manner without any fail. As per the lower degree index, people generally raise their voice over miss-utilisation of powers and authority, hence, they ask for distributing amongst the whole society in an effective and appropriate manner (Mazanec, Crotts, Gursoy & Lu, 2015).
• Individualism vs. Collectivism (IDV): This dimension helps to identify the degree to which people are integrated amongst groups in a society. Purpose of this index is to identify the difference between the values of an individual from a family and amongst the values of the whole family i.e. “I” vs. “we”. Collectivism says that people are integrated into a group and it helps them to face various situations collectively and the reasons behind tightly-integrated groups are relationships in the extended families. It helps the people to handle conflict and dispute related scenarios in an effective manner while an individual will face various challenges in handling the same scenarios alone (Bakir, Blodgett, Vitell & Rose, 2015).

• Uncertainty Avoidance Index (UAI): This index is defined as the society’s tolerance for ambiguity. This index identifies till which extent society’s members can cope up with the anxiety level along with the minimising the uncertainty level. Perception of the members of the society has been discussed in this index in relation to the uncertainty things. This index compares one country to another in the form of level of uncertainty avoidance. This index indicates that people who score low as per uncertainty avoidance index are comfortable with ambiguity, successfully entrepreneurial and less dependent. While the people with high score have more stability, better social norms and does not feel comfortable to take risks (Rallapalli & Montgomery, 2015).

• Masculinity vs. Femininity (MAS): Masculinity in this dimension defines the preference in the society in relation to the achievement, assertiveness, and reward for success. Apart from this, this dimension also relates to the modesty and for improving the quality of life for incapable people (Khlif, 2016). Another part of this index relates to women. They are big part of societies and have different values. In the societies which are mostly feminine, these societies are modest and have the equal contribution in sharing ideas as compared to men. In masculine societies, women are also treated in a fair manner and their value is more competitive and emphatic but as compared to men, it is bit less. Gap amongst the treatment with men and with women could easily be analysed in masculine type of societies (Chien, Sycara, Liu & Kumru, 2016).
• Long Term Orientation vs. Short Term Orientation (LTO): This index of the cross-cultural psychology identifies the relation with past, current, and future challenges. According to short term orientation, traditions are kept and honoured but commitment is valued. Long term orientation societies see the situations like problem-solving, adaptation, and circumstantial as necessity. In relation to these indexes, poor countries tend to improve their economic conditions and to get developed while rich countries constantly work upon maintaining their status of being a developed country (Hur, Kang & Kim, 2015).

• Indulgence vs. Restraints (IND): This dimension defines the level of happiness amongst people and it also identifies whether joys are fulfilled or not. Indulgence defines that the societies relate their joy level and happiness level with satisfaction of needs and basic desires. While societies who controls gratification of needs and desires tend to face strict social norms. Indulgence societies believe that they control their lives and emotions while restrained societies’ lives and emotions are being dictated by other factors (Yacout & Hefny, 2015).

Communication amongst the employees in between their working hours is being noticed in every institution, an organization, etc. In an organization, people are being hired from different places, locations, cities, etc. Employees do not know each other at their joining time but as they spend time in the organization, certain level of connection is being developed amongst the employees which leads to form a small group and further to grapevine. It has been observed with the help of surveys that people working together in the same organization slowly and gradually develop certain sort of relations with each other.

During working hours, employees communicate with each other and this cannot be stopped because imposition of control over this may lead to decrease in efficiency of the organization. This is because employees talk to each other to share various types of information which may be linked with the organization or it may be a personal talk. Sometimes, major reason for communication between employees is to share details for the task assigned from the team leader and sometimes, it is for personal reasons.

For example: team leader has assigned a group project to 4 people from organization and the project requires huge research. To execute research and for collecting data and for discussing the project, employees needs to communicate with each other. Along with this, when employees discusses projects, certain sort of bond develops between them which leads to form small group networks. Then the communication held in that group will lead to the grapevine under which all sorts of topics will be discussed irrespective of the nature of the talk.

Sometimes, it has been observed that small groups affect the whole organizational productivity and the main motive of this group is to create negativity within the workplace and that is why these types of groups are known as anti-organizational groups. In order to enhance organizational productivity as well as to maintain the decorum of the organizational behavior, it is necessary for the management to take certain steps so that these types of groups could not spread negative vibes amongst the new or amongst the existing candidates.

It has been identifying that employees often communicate with their co-workers during their working hours. This may affect their individual productivity, create disturbance in the workplace as well as it decreases the efficiency of other workers which affects the organizational behaviour of an organization. Major reasons behind communication between working hours are issues faced by one of the employee, gossip or rumour in the workplace, etc. This type of communication is known as informal type of communication and sometimes, this type of communication generate positive outcomes for the organization. It helps the management to analyse the issues faced by the employees along with the reason of the same could also be analysed (Phutela, 2015).

Communication is necessary and it plays crucial role in relevance with the functionalities of an organization. The primary objective of adaptation and implementation of various communication channels into workplace is to share the information from upper level management to lower level management or vice versa in an effective manner. Apart from this, this also plays crucial role in order to identify the issues, challenges and other types of bugs faced by the employees. Adopting effective communication channels help the organization to maintain decorum, as well as the codes of conduct and policies of the organization, could easily be transferred to the employees (Holmes, 2017). There are two types of communication channels such as formal and informal. Formal channels of communication are established by the organization in order to transmit the messages and other information to the employees.

While informal communication channels are self-established by the employees and it is majorly used for transmitting personal or social messages within the organization (Moore & Morton, 2017).

• Effective control over members’ behaviour
• It acts as the substitute for motivation and it also helps to understand what exactly needs to be done
• It releases emotional expression
• Crucial information is being transferred to the right place which is an essential element to make significant decisions.

People communicate during their working hours with the help of informal communication type. This type of communication includes various mediums such as oral, written and non-verbal. Oral communication is fast and this is mostly used by the employees to communicate with each other doing working hours. A major disadvantage of using oral communication method is distortion of the message and this leads to conflicts and disputes amongst the team members which ultimately generate negative outcomes for the organization. Another sort of communication type is written communication.

This type of communication is majorly used as the formal communication channel. Its advantage is that it is tangible and the information shared through this medium can be verified. This helps the organization to make effective decisions along with determining the accuracy of shared information through written communication medium. Major disadvantage of using this communication type is that it is bit time to consume in comparison to the other sort of communication mediums (Hirst, Van Knippenberg, Zhou, Quintane & Zhu, 2015).

Apart from these two communication mediums, employees sometimes also use nonverbal type of communication. This medium cannot be used for large communication and chances of misunderstanding are bit high in nonverbal communication type. Body movement, facial expression, etc. are certain methods included in the nonverbal type of communication (Boning, Guyton, Hodge, Slemrod & Troiano, 2018).

Formal group within the workplace could be hundred, dozen, half-dozen, etc. number of people. This will lead to various complexities for the organization as well as it will be a complicated process. In order to simplify this process, these networks are formed into three small groups of five people in each group. Three small groups are wheel, chain and all-channel and each group have its unique quality.

Chain strictly follows formal chain of command. This network identifies the communication channels suitable for a three-level organization. While the wheel act as the common figure for all types of groups’ communication and it relies on the central figure. This type of network should be adopted by the team with a strong and an effective leader. The all-channel network could be adopted and implemented in any type of team and in this network; every member of the team could contribute on their part and in these groups, no person acts as the leader. This is mostly practiced by self-managed teams. Concerned dependent variable is the primary factor through which effectiveness of each network of communication could be identified. Chain network is suitable for getting accurate outcomes, wheel network helps the leader to rise in critical scenarios and the all-channel network is helpful while generating positive outcomes with high member satisfaction (Castells, 2015).

Apart from a formal system of communication in an organization, requirement for the informal system also exists and that is known as grapevine. Grapevine is an informal type of network and it is out of control for the management but still, it is a significant source of information. For example, it has been observed that more than 75% employees are informed about the matters of the organization through rumours on grapevine. Its reliability is more in comparison with the formal system amongst the employees. And being an informal source of information, it holds the equal significance level as of a formal system. There are majorly three characteristics of a grapevine. First, this system is not controlled by management. Second, its reliability amongst the employees is much high in comparison with the formal systems issued by the top level management. Third one is that it is largely used in order to serve the self-interest of people within it (Enuoh & Inyang, 2016).

Leadership and power are two essential aspects of an organization which plays vital role in order to accomplish the desired goals and the objectives. Both these terms could also be termed as the two sides of the same coin. Both techniques are used for getting the work done from other in the desired direction by the management with the objective to gain desired goals (Goleman, 2017). Leadership is an action of leading a group of group within the organization and it is also defined as the ability of a person i.e. leader to lead the group of individuals in one direction. There are several types of leadership which describe the quality and pattern of performing tasks of a leader. In leadership, leader influences its teammates to perform the task in the same manner as expected by him. Convincing power of a leader is the primary source of analysing the skills of an effective leader.

Primary focus of leadership is achievement of goals and objectives in relation to the success of an organization. Leadership also requires compatibility amongst its subordinates as it helps to generate positive outcomes (Frankel & PGCMS, 2018). Leaders are generally known for doing rights things as well as to get the right things done from others. Leadership is dynamic, inspiring and exciting which is implemented within an organization to perform the certain significant tasks collectively by a team in an effective manner. They set directions for others to walk on the path and also utilise management skills to guide their subordinates to reach to the desired destination in an effective and efficient manner

For instance, Jeff Bezos, CEO of Amazon Inc. is known as the most emerging and efficient leader in the market. This is due to his unique and distinct leadership skills and this has helped him to achieve what he dreamt of. Today, Amazon Inc. is known as the leading online retailing company across the globe and Jeff Bezos is included in the list of top 30 richest men in the world and this at the age of 48 only. Jeff Bezos is a great leader and an efficient manager. He initially started trading in a garage which later on converted into the leading online retailing brand in the global market. The major reason behind this is the leadership skills and the power techniques used by Jeff Bezos to get the work done from other as well as to convince them in an effective manner to perform as per his wish.  These techniques proved him to be an effective, efficient and a great leader with unique leadership styles (Phondej & Yousapronpaiboon, 2015).

Power is an element used by the top level management in order to get the work done from others forcefully. There are various types of powers with a leader through which tasks are done in an efficient manner. It is used as an effective source of attainment of goals for organization. Power is used to influence others in order to gain something upward or laterally. Utilisation of authority and position in terms of accomplishing the task in an effective manner is known as the power to convince the others (Johnson, 2017). There are numerous type of power exists through which one person can force or convince the other to perform the desired task.

Coercive power: This type of power is used by a leader in order to get the consent from its subordinates on his decision. Leader could also use punishment and threatening type of activities in relation to getting the consent from its subordinates (Flemes, 2016).

Legitimate power: This type of power is used by the leaders to influence others to move in the direction which is showed to them. This will help the leaders to get the positive outcomes as per their will and on the basis of their expectations (Wrong, 2017).

Reward power: Leader uses incentives, bonus, and rewarding techniques in order to convince its subordinates to perform in the same manner as described by the management (Sousa & van Dierendonck, 2017).  

Expert power: This is the technique which is practiced by the experts through their experience, knowledge, and skills to guide other employees so that positive could be originated as per the management’s expectations (Smith, Gavrilets, Mulder, Hooper, El Mouden, Nettle & van Vugt, 2016).

For instance, sometimes unequal distribution of power leads to various unsolicited situations in the workplace. One of the major issue faced by workplaces are sexual harassment and this has been observed that majorly this activity has been observed from the end of powerful authorities. Sexual harassment is an unwanted activity in relation to sexual in nature which impacts an individual’s performance within the workplace. This also leads antagonistic environment at the workplace. Overt actions such as unsolicited actions by the powerful people, etc. are included in sexual harassment. Harassment can damage the well-being of an individual, organization and work group.

People with power could implement overnight policies within the workplace without taking consent from its employees. Decision making process is considered as the top level management’s process but for generating positive outcomes as well as to develop relations with the employees, it has been observed several times that employees are asked to share their opinions in order to get the most appropriate decision. But the final call will always remain over the person who is holding the authority.    

For example: Steve Jobs, founder of Apple Inc. was thrown out of the company by the CEO Peter Sculley due to failure of Macintosh 2 and lisa. In this scenario, Steve Jobs was held whole and sole responsible for the failure of this computer. At that moment of time, Peter Sculley was holding the power and using that power, he terminated Steve Jobs. 

Relationship between power and dependency is closely linked. In an organization, generally power exists with top level management while lower level management employees and middle level management employees are dependent on top level management. In other words, the greater will be the power with one people, a large number of people will be dependent on him. Control over scarce organizational resources also makes a manager powerful. Dependency could easily be measured where resources are significant, scarce, and have no substitute. Apart from this situation, dependency also exists in critical scenarios, where all employees are dependent on the decision of top level authority (Phondej & Yousapronpaiboon, 2015).

For example: middle level management is considered as the puppet of top level management. This is because they cannot section or implement any decision within the workplace without taking approval from the top level management. Thus, in this situation, authority is given to the middle level management but the power is not given to implement such policies. In these types of scenarios, middle level management is dependent over the approval of senior level management. But in cases of failure of decision, top level management declares middle level management as scapegoat for the failure. In this situation, middle level management cannot raise voice against the top level management because the whole power is with them through which any policy or decision could be implemented within the workplace without providing any prior notice.

In order to prevent the employees from these kinds of behaviours and activities, organizations develop policies. These policies help the employees to raise voice against unethical and other types of situations which are not related to the work procedures of the organization. It is necessary for the management to investigate each and every aspect of employee complaints or raise voice against any issue. Certain companies have developed zero tolerance policy with regards to these types of actions and practices in order to prevent the rights of individuals as well as to enhance workplace environment.

It is necessary for every organization in order to develop an ethical workplace environment to attract individuals towards organization along with retaining them for a long period of time. Leadership, power, and politics are interlinked with each other and all these aspects affect the organizational behaviour and the workplace environment. Apart from these aspects, there is another aspect which also affects individual performance along with the whole organizational performance. It is dependency, the more powerful person will be, and the higher his effectiveness will be in the workplace. This also leads to dependency of rest of the organization over him and sometimes power-dependency also leads to unethical behaviour and unsolicited practices which may affect workplace environment in negative manner. Organizations these days have developed zero tolerance policies and another type of policies against such practices in order to prevent employees’ interest within the organization. This helps the management to develop positive attitude for organization in employees’ mindsets’ (Romager, Hughes, Trimble, Verburg, Camp & Jones, 2017).

Disputes, conflicts, and related situations are part of the workplace and personal lives nowadays. It leads to change in the procedures in order to improve the workplace environmental conditions. Resolving conflicts is very necessary for improve organizational performance whereas unresolved conflicts lead to various negative situations such as dissatisfaction, hopelessness, depression, etc. As a result, employees leave the jobs, as well as their trust over management, also gets decreased. Primary reasons which lead to generation of conflicts are misunderstanding, unfair treatment, uneven distribution of resources, etc. Apart from these reasons, one major factor is communication. This factor is the generation of the conflict as well as it also leads to resolution of the same. Organizations have adopted communication as the primary remedy for resolving conflicts. Companies have adopted various strategies and techniques in order to generate positive results within the workplace. It is necessary for organizations to understand the effectiveness and significance of communication in relation to resolving conflicts (Baillien, Bollen, Euwema & De Witte, 2014).

Companies have enhanced its human resource department so as to develop strong bond amongst the team members. Human resource department requires analysing the needs and requirements of the employees along with determining the factors which are affecting their performances. Apart from this, introduction of various communication channels in the workplace has also helped the organization to interact with the team members and this technique is also helpful in developing interaction amongst the team members. Most often, old techniques of communication and conflict resolution need to be replaced with the advanced techniques and the modern approaches. The workplace environment is also considered as dynamic in nature and majorly conflicts arise because employees communicate each other, customers interact with employees and due to suppliers’ interaction with employees. Human resource department is also responsible for recognising and addressing the factors which play crucial role in arising conflicts. This will help the organization to develop appropriate strategies in relation with those factors along with extracting positive results for the organization in relation with enhanced productivity and better workplace environment (Baillien, Camps, Van den Broeck, Stouten, Godderis, Sercu & De Witte, 2016).

Following are certain crucial ways through which conflict and its related scenarios could easily be resolved:

• Communicate with the challenged person
• Identifies the reason for which conflict was raised
• Both the parties to the conflict should be heard carefully
• Scenarios should be determined appropriately especially the point of agreement and disagreement should be identified
• Areas of conflict need to be prioritised
• Appropriate and effective plans should be developed so as to resolve conflicts
• Plan needs to be executed
• Develop strategies so that same conflict cannot be repeated in future (Danielsson, Bodin, Wulff & Theorell, 2015).

Embrace Conflict: When conflict and its related situations arise, that needs to be faced appropriately rather avoiding or keeping on hold to get it resolved automatically. With passing time, conflict will only get worse through which organizational performance will be affected in negative manner. These situations should be dealt on urgent basis along with applying modern and advanced techniques of conflict resolution. Conflict amongst the employees should be resolved as soon as possible so that positivity amongst the workplace could be developed. There are certain steps involved through which embrace conflict’s situations could be resolved:

• Understand the motive of conflict for both the parties
• Empathy should be practiced
• Curiousness should be practiced to gather relevant information regarding the facts
• Active listening should be practiced
• The person who has given responsibility to resolve conflict should share his own point of view over the conflict situation.

For example: In the workplace environment, an employee has habit of coming late and after recognizing, he was given various warnings by the HR team to come on time at the office premises. Employee was not able to obey the warnings issued to him and instead of tickling him every time, HR decided to mark a leave or half day every time when he comes late at office. This leads to resolution of conflicts in a fair and better manner and from that time, employees are coming on time and leaving on time from office.

Discrimination issues: It could be the major issue through which organization may face several challenges linked with unfair treatment. These types of issues arise due to personal prejudgments of employees (Li, Li, Gao, Zhao, Fan & Han, 2014). At international level when businesses are executed, people are required to perform with various people with different cultures and values. This leads to generate cross-cultural differences amongst the people and in order to understand the differences of cross-cultures, it is necessary to implement Hofstede’s cultural dimension theory.

For instance, employees from minority category feel that they are constantly assigned to the menial tasks which make them feel that they are treated in an unfair manner. In order to treat the employees in an appropriate as per organizational policies, it is the duty of managers to resolve this conflict amongst the employees who are facing such issue along with the employees who are executing these types of differences within the workplace.

Performance review conflicts: Employees are covetous for getting rewards and appreciation for their performances and efforts. If they will not get appropriate appreciation and rewards as per their performance basis, it will affect demotivate them and a sort of negativity will be filled in their mind-sets’. Recognition of employees’ performance plays crucial role in enhancing organizational performance in the market. If mangers and above that recognizes only negative performances and does not appreciate outstanding performances of employees, it will lead to spread demotivation amongst the employees as well as they will feel like there is not one caring about what they are doing. In relation to this, performance review is must in both types of circumstances i.e. positive or negative.

Management needs to take care for these types of situations and while appreciating and rewarding employees, their performance must be treated as vital factor and personal issues with the particular employee should be ignored during the review period (Folger, Poole & Stutman, 2017).

For instance, in an organization evaluation program is being executed under which all employees who have completed one year in the organization will be promoted. One of the employees of the organization, who has performed significantly well in relevance to the expectations of the organization in his tenure but he fails to develop positive relations with his superiors. Ethically, this should not be considered during appraisals but due to this, his appraisal was not done as per his expectations. This will lead to conflict situation within the workplace and if this will not be resolved, an employee will feel frustrated which will result in dissatisfaction. Ultimately, it will affect organizational performance as well as reputation (Wallensteen, 2015).

Conflicts with customers: It has been considered various times that sales representatives and customer representative generally face customers and this leads to face them conflict situation on regular and fairly basis. A common conflict experienced by salespeople is a dissatisfied customer who feels personally defrauded by an individual salesperson.

For instance, a salesman has sold a car without providing sufficient information regarding issues in the car. When buyer will get to know about the issues in the car, he will feel dissatisfaction and in this situation, buyer may ask for the refund from salesman. Positive resolution for this situation and to resolve this conflict positively, best and appropriate resolution will be providing refund to the consumer.

For example: It has been reviewed that every customer has its own style communication, behavior, etc. Thus, technique to tackle every customer is also different. But sometimes, it leads to generation of conflicts amongst the employees and customers and the major reason behind this is lack of patience level amongst the employees. To resolve these types of conflicts, it is necessary for the organization to train its employees so that they could handle customers in an effective manner. 

Leadership Conflicts: Conflicts amongst subordinates, managers and other superiors generates due to personality clashes and these clashes lead to various interpersonal ranges of conflicts. Lower level employees sometimes feel bullied or assigned to menial level tasks. This could be due to personal clashes while it could also be a matter of fun only. In order to resolve these types of situations, managers need to follow policies and standards developed by the management to develop effective workplace environment. It is required for the organization to develop relations with the employees so that desired goals and the objectives could easily be developed.

For example: Apart from personality clashes and other reasons, there is a major reason for leadership conflicts is unequal distribution of power amongst the employees. If an employee is given more power and authority at the same level, and others are asked to work under him without any promotion, it will lead to create conflicts amongst the employees on the basis of partiality. To resolve this type of issue, leaders should be taken care so that these types of issues could not affect organizational performance.

Conclusion

From the aforesaid information, it can be concluded that organizational behaviour is crucial element in order to accomplish tasks as well as to attain desired goals and the objectives. Under this report, various aspects of organizational behaviour have been discussed. Apart from organizational behaviour, it is necessary for the management to examine and evaluate the factors which are acting as an obstacle for employees in order to perform well. After examining the issues, certain crucial factors have also been discussed in this report which will improve organizational performance along with this, it will also play crucial role in increasing employees’ satisfaction. MBTI model, Hofstede cultural dimension and various other concepts in relation to workplace environment and organizational behaviour have been discussed in this report.

References

Baillien, E., Bollen, K., Euwema, M., & De Witte, H. (2014). Conflicts and conflict management styles as precursors of workplace bullying: A two-wave longitudinal study. European Journal of Work and Organizational Psychology, 23(4), 511-524.

Baillien, E., Camps, J., Van den Broeck, A., Stouten, J., Godderis, L., Sercu, M., & De Witte, H. (2016). An eye for an eye will make the whole world blind: Conflict escalation into workplace bullying and the role of distributive conflict behavior. Journal of business ethics, 137(2), 415-429.

Bakir, A., Blodgett, J. G., Vitell, S. J., & Rose, G. M. (2015). A preliminary investigation of the reliability and validity of Hofstede’s cross cultural dimensions. In Proceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference (pp. 226-232). Springer, Cham.

Boning, W. C., Guyton, J., Hodge, R. H., Slemrod, J., & Troiano, U. (2018). Heard it Through the Grapevine: Direct and Network Effects of a Tax Enforcement Field Experiment(No. w24305). National Bureau of Economic Research.

Buckman, B., Crawford, E., LePine, J., & Zhang, Y. (2015). A meta-analytic investigation of job engagement’s role in the transformational leadership–job satisfaction–job performance relationship. In Annual Meeting of the Southern Management Association, SMA 2015.

Castells, M. (2015). Networks of outrage and hope: Social movements in the Internet age. John Wiley & Sons.

Chien, S. Y., Sycara, K., Liu, J. S., & Kumru, A. (2016). Relation between trust attitudes toward automation, Hofstede’s cultural dimensions, and big five personality traits. In Proceedings of the Human Factors and Ergonomics Society Annual Meeting (Vol. 60, No. 1, pp. 841-845). Sage CA: Los Angeles, CA: SAGE Publications.

Danielsson, C. B., Bodin, L., Wulff, C., & Theorell, T. (2015). The relation between office type and workplace conflict: A gender and noise perspective. Journal of Environmental Psychology, 42, 161-171.

Enuoh, R. O., & Inyang, B. J. (2016). Appropriating the Grapevine Communication Channel In The Organization. Sustainable Human Development Review, 2(2).

Fatahi, S., & Moradi, H. (2016). A fuzzy cognitive map model to calculate a user’s desirability based on personality in e-learning environments. Computers in Human Behavior, 63, 272-281.

Flemes, D. (Ed.). (2016). Regional leadership in the global system: ideas, interests and strategies of regional powers. Routledge.

Folger, J., Poole, M. S., & Stutman, R. K. (2017). Working through conflict: Strategies for relationships, groups, and organizations. Routledge.

Frankel, A., & PGCMS, R. (2018). What leadership styles should senior nurses develop?. Risk, 10, 03.

Furnham, A. (2017). Myers-Briggs Type Indicator (MBTI). In Encyclopedia of Personality and Individual Differences (pp. 1-4). Springer International Publishing.

Furnham, A., & Crump, J. (2015). The myers-briggs type indicator (mbti) and promotion at work. Psychology, 6(12), 1510.

Gilotra, N. A., Okwuosa, I. S., Shpigel, A., Tamrat, R., Flowers, D., Skarupski, K. & Russell, S. D. (2017). Description of Heart Failure Patients’ Myers-Briggs Type Indicator Profiles. Health Behavior and Policy Review, 4(2), 189-198.

Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.

Hirst, G., Van Knippenberg, D., Zhou, J., Quintane, E., & Zhu, C. (2015). Heard it through the grapevine: Indirect networks and employee creativity. Journal of Applied Psychology, 100(2), 567.

Holmes, P. (2017). Intercultural Communication in the Global Workplace, Critical Approaches. The International Encyclopedia of Intercultural Communication.

Horrigan, J. M. (2015). Good peer relationships can attenuate the negative effect of horizontal violence on job satisfaction. Evidence-based nursing, ebnurs-2015.

Hur, W. M., Kang, S., & Kim, M. (2015). The moderating role of Hofstede’s cultural dimensions in the customer-brand relationship in China and India. Cross Cultural Management, 22(3), 487-508.

Johnson, C. E. (2017). Meeting the ethical challenges of leadership: Casting light or shadow. Sage Publications.

Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666.

Khlif, H. (2016). Hofstede’s cultural dimensions in accounting research: a review. Meditari Accountancy Research, 24(4), 545-573.

Li, Q., Li, Y., Gao, J., Zhao, B., Fan, W., & Han, J. (2014). Resolving conflicts in heterogeneous data by truth discovery and source reliability estimation. In Proceedings of the 2014 ACM SIGMOD international conference on Management of data (pp. 1187-1198). ACM.

Liu, F., Lim, E., Tan, C. W., & Xiao, B. (2017). Passing down the Experience: Exploring the Effects of Online Customer Reviews on Service Diagnosticity.

Mazanec, J. A., Crotts, J. C., Gursoy, D., & Lu, L. (2015). Homogeneity versus heterogeneity of cultural values: An item-response theoretical approach applying Hofstede’s cultural dimensions in a single nation. Tourism Management, 48, 299-304.

Moore, T., & Morton, J. (2017). The myth of job readiness? Written communication, employability, and the ‘skills gap’in higher education. Studies in Higher Education, 42(3), 591-609.

Phondej, W., & Yousapronpaiboon, K. (2015). Linking Female Leaders’ Personality Traits to Motives, Powers and Behaviour Competencies: Women in Executive Level Positions. World Review of Business Research, 5(3), 247-258.

Phutela, D. (2015). The importance of non-verbal communication. IUP Journal of Soft Skills, 9(4), 43.

Purpora, C., & Blegen, M. A. (2015). Job satisfaction and horizontal violence in hospital staff registered nurses: the mediating role of peer relationships. Journal of clinical nursing, 24(15-16), 2286-2294.

Rallapalli, K. C., & Montgomery, C. D. (2015). Marketing strategies for Asian-Americans: guidelines based on Hofstede’s Cultural Dimensions. In Minority marketing: Research perspectives for the 1990s (pp. 73-77). Springer, Cham.

Rice, J. W. (2015). Using Myers-Briggs Personality Type Indicators to Predict High School Student Performance in an Educational Video Game. University of North Texas.

Sample, J. (2017). A Review of the Myers-Briggs Type Indicator in Public Affairs Education. JPAE, 979.

Skaalvik, E. M., & Skaalvik, S. (2017). Motivated for teaching? Associations with school goal structure, teacher self-efficacy, job satisfaction and emotional exhaustion. Teaching and Teacher Education, 67, 152-160.

Smith, J. E., Gavrilets, S., Mulder, M. B., Hooper, P. L., El Mouden, C., Nettle, D.  & van Vugt, M. (2016). Leadership in mammalian societies: Emergence, distribution, power, and payoff. Trends in ecology & evolution, 31(1), 54-66.

Sousa, M., & van Dierendonck, D. (2017). Servant leadership and the effect of the interaction between humility, action, and hierarchical power on follower engagement. Journal of Business Ethics, 141(1), 13-25.

Wallensteen, P. (2015). Understanding conflict resolution. Sage.

Wrong, D. (2017). Power: Its forms, bases and uses. Routledge.

Yacout, O. M., & Hefny, L. I. (2015). Use of Hofstede’s cultural dimensions, demographics, and information sources as antecedents to cognitive and affective destination image for Egypt. Journal of Vacation Marketing, 21(1), 37-52.

Yang, C., Richard, G., & Durkin, M. (2016). The association between Myers-Briggs Type Indicator and Psychiatry as the specialty choice. International journal of medical education, 7, 48.