Organizational Behaviour: Integrating Individuals And Groups Essay

Question:

Discuss about the Organizational Behaviour for Integrating Individuals and Groups.

Answer:

Introduction:

Organization behaviour deals with the process people interact with other individual or group of individual within the corporate atmosphere (Miner, 2015). It includes all the activities associated with the internal and external operation process of the business. Effective utilization of organization behaviour theory and framework, businesses can identify the best possible way to fulfil all the requirements of the market. The focus case study has highlighted the kind of challenges Alison is facing as the manager of long established inner city restaurants. The case study has emphasizes the fact that the focus restaurant has able to maintain strong collaboration among the employees. Still, the operation cost of the restaurant is too high, which is affecting the overall profit level of the organization. It has induced Alison to make certain significant changes in the operational procedure in order to keep the cost at the optimum level. The study will assess the impact of initiated strategies of Alison on the organizational behaviour perspective.

Fundamental Issues Presented in the Case Study:

The case study has illustrated the fact that the focus restaurant provided too much emphasize on keeping the workforce happy and satisfied. For instance, the management of the focused restaurant is ready to close the operation just to provide dinner and lunch service to all the employees. Thus, it actually is reducing the operation time of the restaurants in an effective manner (Robbins & Judge, 2012). Therefore, it is likely to provide less opportunity for the restaurant to maintain desired revenue level. However, it has allowed employees to understand each other perspectives, which has created positive impact on the communication procedure. On the contrary, the management of focus restaurant does not try to include different advance technologies for enhancing the effectiveness of the operational procedure. As a result, it increases the waste level for the focus restaurant, which again likely to reduce the profit level even further. In addition, the owners of the restaurant has not shown interest in investing money for developing online booking services along with regular update of the website. For that reason, the focus restaurant is facing continues decrease in the profit level. As a result, it has become essential for Alison to make necessary changes on the organizational structure and communication process in order to reduce the cost associated with the operational process. Now, Alison also has not focused too much on understanding both employees and employer perspective before the initiation of changes. Therefore, Alison had made specific rapid changes on the organizational structure that is likely to create adverse impact on the business process in long-run.

Demonstrated Key Theories:

The case study has mentioned that the initiated strategy of Alison has reduced the cost of operations. Now, Alison has made structural changes by reducing the number of permanent staffs with temporary staffs. Thus, it highlighted the kind of impact structural changes can have on the business procedure. As per the article by Pinder (2014), several theories like scientific management approach, Weber’s bureaucratic approach and Henry Fayol’s administrative theory from organizational behaviour has highlighted the significance of developing strong organizational structure. Moreover, different organizational structure like horizontal, vertical and matrix are identified that can transform the operational process of the organization (Moore et al., 2012). Now, these theories have mentioned that temporary staffs are not likely to be motivated enough to give their best at the workplace. Hence, it will create issues related with ineffective knowledge, lack of skills and absenteeism (Greenberg, 2013). On the other hand, effective utilization of permanent staffs is likely to help developing strong organizational culture, which is likely to increase the satisfaction level of the customers. As illustrated by DuBrin (2013) maintenance of organizational culture is critical in order to position business uniquely from all the competitors. It allows all potential customers to identify or recognize the provided quality of the service and products effectively. Hence, it is likely to create positive impact on the overall revenue level of the organization. Moreover, healthy organizational culture also allows new employees to adjust with the organization appropriately, as it happens in case of Alison. Now, in this study, Alison has primarily focused on increasing the number of temporary staffs in order to ensure restaurant have to pay lower wages. As per the article by Wagner III and Hollenbeck (2014), changes in organizational structure will induce restaurant to make specific changes in the operation process. As a result, it will induce employees to learn new skills and knowledge to for providing additional support to the business procedure. Moreover, initiation of roster system has reduced the earning of the staffs hugely. In fact, it has forced employees to work every minutes of job for earning. For that reason, it will definitely increase the stress level among the restaurant staffs. Therefore, it eventually de-motivates employees to work for extra hours to ensure success of the restaurants.

Specific Communication Issues:

The case study also illustrated communication issues of Alison’s leadership strategy. Alison also has not focused too much on the effective utilization of communication strategy for providing required information to the staffs. Information theory of communication has emphasizes the fact that messages should be transferred with accuracy in order to ensure no confusion within the operation process (Bolino et al., 2013). However, Alison has made changes without conducting any meeting with the staffs for assessing the best possible way to communicate business objectives. As a result, it increases the rate of employee resignation in a massive way. In fact, the restaurant has almost lost its entire original resources completely. In addition, head waiter Marcus who is associated with the restaurant for around 10 years also decided to left job due to lack of communication between the employees. It highlighted the fact that sudden changes in the organizational structure with the inclusion of temporary staffs have affected organizational culture. Hence, it breaks the bonding among the staffs prior to joining of Alison. Moreover, Alison decision of not using lunch and dinner services for reducing cost has minimizes the opportunity of healthy conversation among the employees (Hogg & Terry, 2014). Hence, it is also likely to create adverse impact on the provided service quality of the restaurants.

Recommendation for Creating Different Situation:

From the evaluation of the case study, it can be assessed that the focus restaurant needs to utilize different other strategies for accomplishing long term goals and objectives. Firstly, Alison will have to assess the perspective of both owners and staffs simultaneously. It will help Alison to have an idea regarding the best possible way to keep both the stakeholders happy (Nelson & Quick, 2013). Secondly, effective assessment of both the perspective will helps Alison to identify the significance of introducing advance technologies for remaining competitive in the market. In the present time, almost all the restaurants have opened online booking system so that it can able to reach maximum level of potential customers. For that reason, Alison will have to highlight this opportunity to the owners regarding the kind of positive impact initiation of online booking system can have on the overall profit of the organization (Champoux, 2016). In addition, Alison will also have to provide owners an idea regarding the way initiation of online booking will help to gain competitive advantage. Thirdly, Alison will have to focus on developing effective communicational network in order to ensure all the employees can able to understand the significance changing organizational structure. Fourthly, Alison will have to focus on identify alternative options to stopping of dinner and lunch service for ensuring communication among the employees remains intact. For instance, Alison will have to arrange small tours including all staffs, which will enhance the collaboration among the employees. Hence, it will help Alison to reduce the adverse impact on organizational culture due to changes in business procedure. Fifthly, Alison will also have to focus on maintaining a balance between permanent and temporary staffs. Depending too much on the temporary staffs can increase the risk of provided quality of hospitality services (Nahavandi et al., 2013). Hence, Alison needs to focus on maintaining balance between permanent and temporary staffs for achieving consistent success in the market.

Conclusion:

The illustration of case study highlighted the fact that managers need to assess perspectives of both staffs and owners before initiation of any strategy. Otherwise, it might not able to create desired amount of impact on the business process. However, the case study has highlighted that Alison is happy for successful minimization of operational cost. Still, the above analysis has emphasized the fact that too much shifting in short period of time will create adverse impact on the business procedure. The study has mentioned that too much dependency on temporary staffs will eventually provide no good to the organization in long run. In fact, Alison needs to focus on identifying best possible strategy for enhancing the knowledge and skill level of the employees for lowering the cost related to operational procedure. Moreover, the study has also emphasized on developing strong communicational network to avoiding any adverse challenges associated with the business procedure.

References:

Bolino, M. C., Klotz, A. C., Turnley, W. H., & Harvey, J. (2013). Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), 542-559.

Champoux, J. E. (2016). Organizational behavior: Integrating individuals, groups, and organizations. Routledge.

DuBrin, A. J. (2013). Fundamentals of organizational behavior: An applied perspective. Elsevier.

Greenberg, J. (Ed.). (2013). Organizational behavior: The state of the science. Routledge.

Hogg, M. A., & Terry, D. J. (Eds.). (2014). Social identity processes in organizational contexts. Psychology Press.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Moore, C., Detert, J. R., Klebe Trevi?o, L., Baker, V. L., & Mayer, D. M. (2012). Why employees do bad things: Moral disengagement and unethical organizational behavior. Personnel Psychology, 65(1), 1-48.

Nahavandi, A., Denhardt, R. B., Denhardt, J. V., & Aristigueta, M. P. (2013). Organizational behavior. SAGE Publications.

Nelson, D. L., & Quick, J. C. (2013). Organizational behavior: Science, the real world, and you. Cengage learning.

Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.

Robbins, S. P., & Judge, T. (2012). Essentials of organizational behavior. Essex: Pearson.

Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive advantage. Routledge.

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