Organisational Behaviour Assignment Sample

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Introduction - Exploring the Evolution of Management Practices: From Historical Foundations to Contemporary Realities 

Organizational behaviour (OB) refers to study of ways of how individuals behave within the companies, the relationships between human behaviour and company as well as how it helps in enhance practices of leadership and management. In current times, the overall growth and success of the company is totally depends upon talented and skilled human resources (Knights and Willmott, 2017). OB is an incorporative field that evaluates the communication among employees and organization process in order to cultivate operative and pleasant work environment. In addition, OB is relied on various fundamental principles such as causality in behaviour, individual uniqueness, entirety of person, respect for people’s dignity, organization as social entity and holistic concepts.

In the context of nature, OB helps in recognizing diversity, motivation, adoptability, leadership, productivity, communication and innovation which ultimately positively impacts on the overall operation and functions of the company (Mullins, 2019). OB distinguishes the unique differences among people, valuing diversity in skills, background and perspectives as a source of innovation and strengths within organizations. This analysis is reflective of a high-quality Organisational Behaviour Assignment Sample. In addition, effective leadership is considered as keystone of OB because the leaders are put all the efforts to shape the vision and culture as well as provide directions to workforces towards accomplishing of goals and objectives in effective manner.

Additionally, the key aim of Organizational Behaviour (OB) in business is to increase productivity by optimizing a positive work environment. For the success of an organization, it is crucial to have effective OB because it helps in improving performance, increasing employee satisfaction, leadership development, change management, organizational culture, conflict resolution, and team dynamics, which eventually directly impact overall effectiveness. Having effective OB is valuable for organizations because it helps improve worker performance by providing feedback, setting clear expectations, and executing techniques of performance management. Furthermore, by inspiring employees, optimizing processes, and promoting a positive culture, OB can lead to higher levels of productivity within companies. This content is especially useful for students seeking assignment help in understanding how organizational behaviour principles enhance business effectiveness and employee engagement.

 Effective OB is important for companies because it helps in encouraging open collaboration, teamwork and communication among departments and workers which leads to enhance problem-solving and smoother workflows. OB is important in the tourism sector because it aids in creating positive culture and environment where the employees feel encourage and motivate to provide better services to visitors. In addition, the aim of the essay will be reconnoitring the evolution of the management practices from historical foundations to modern realities. The objective of this essay will understand changing management practices from early 20^th century, significant concepts and theories of OB and impact of organizational culture and structure.

Main Body

Management is deliberate in commercial academics subsequently previous times and it is regard as an essential portion in order to comprehend the business operation and process. Individuals have been varying and reshaping the companies for periods. In addition, though the 20th century it is considered in history as an ‘Era of scientific management’ still it does not designate that the strategies of management were not utilised from many years. Many studies specified that the theories of management are changed with bureaucratic and scientific management that are used by the companies for procedures, measurement and routines as the basis for operations. The historical overview of management practices is a fundamental requirement for the Organisational Behaviour Assignment Sample. In the Early 20th century, the assessment of effective management can be considered into various parts such as pre-scientific (before 1880), classical (1880-1930), neo-classical (1930-1950) and modern management era (1950-onwards). Classical management theories are consist of administration management school, scientific management school and bureaucracy management (Deguine et al, 2021). In addition, modern management encompasses decision theory, social system, quantitative management contingency management and system management school.

Organisational Behaviour Assignment Sample

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In addition, classical is considered as first approach of management that is adopted by the companies. Classical management theories were introduced in between 1880-1930. The scientific administrative and bureaucratic management are recognized as significant approaches of management. This depth of theoretical background is expected in a thorough Organisational Behaviour Assignment Sample. Scientific management (SM) is recognized as one of the significant theory of management that assess and make workflows with the objective of enhancing the productivity of labour (Wren and Bedeian, 2023. At the beginning of 20^th century, this theory has significant impact on the overall business industry. Determination of tasks, modification of business, planning, proper selection and training of employees etc., are essential elements of scientific management theory. harmony, cooperation, science, not the rule of thumb, not individualism, no discord; mental revolution and development of every individual are their greatest efficiency are considered as significant principles of scientific management theory (Witell et al, 2020). In organizational settings, adoption of this theory is useful for the organizations because aids in improved production, capability to control, create positive work environment and reduce in production time as well as costs.

On the other hand, administrative is another classical approach that majorly emphasis on supervisor and roles of management. The key objective of this administration is to illustrate the philosophy and process in efficient way. Henry Fayol is recognized as one of critical theory of management that is adopt by the organizations because it helps in increasing productivity by focusing on human behaviour and organizational structure. Application of this theory is helpful for the organizations because it aids in increase productivity and efficiency, enhance decision-making, reduce costs, increase employee morale, enhance organizational performance and customer satisfaction which ultimately positively influence on overall effectiveness. The 14 principles of management are discipline, division of work, unity of command etc.

Apart from this, bureaucratic management helps in foster effective system because of clearly brought out roles, expectations and responsibilities. In real world organizational setting, emphasis on bureaucratic management is beneficial for the organizations because it enables predictability, uniformity, stability and operational efficiency (Tripathi and Kalia, 2024). In current times, the tourism companies are also emphasis on modern management approaches that includes behavioural, human relations, system etc. The behavioural approach of management is focuses on understanding the human aspect to employees and treats them as significant assets in order to accomplish desired goals and objectives. On the other hand, human relation approach of management majorly focuses on achieving organizational goals and objectives by recognizing significance of employee’s interpersonal relationships, attitude, leadership styles and group dynamics.

In current times, the management plays various roles and have significant functions which help in accomplishing the growth and achievement of the companies. For shaping the organizational outcomes and managerial practices the organizations are emphasis on implementing several contemporary theories. Management is considered as significant process of planning and organising the operations, resources and workflows to accomplish desired goals and objectives in effective and efficient manner. Effective management is important for the success and growth of the organizations because it assist in accomplishing group goals and increase efficiency (Yadati et al, 2020). In addition, effective management helps in provide common direction to people’s efforts and directs them towards accomplishing desired goals and objectives. Effective management helps in increase productivity and reduce costs which sphere the overall work of the business. Top, middle and operational are considered as important levels of management which oversee all the functions and work of the companies.

Furthermore, planning, organising, staffing, directing and controlling are essential functions of the management. The key purpose of planning function is determining in advance what is fictional to done and who has to do it. This management function specifies desired goals and objectives in advance as well as fostering a manner in which they accomplish successfully. Organising is another important function of management that specifying grouping tasks, duties and designating resources which required carrying out specific system (Perusso and Baaken, 2020). Moreover, staffing is another function and it is finding the best resources for the right job and duties. On the other hand, directing includes inspiring and encouraging the workforces to complete the task within allocated time. Controlling helps in regulate organizational achievements towards intentions.

Apart from this, according to Mintzberg the managerial roles are characterized into three categories such as interpersonal, informational and decisional. In the context of informational, managers are performing roles of figurehead, leader and liaison in which they motivate and leads team members. The roles of managers are to monitor, spokesperson and disseminator in which they are building and maintain external and internal relationships with others. Additionally, the decisional roles of managers include disturbance handler, entrepreneur, negotiator and resource allocator. The managers with decisional roles include making the effective decisions regarding overall management of operations and functions. 

For shaping the organizational outcomes and managerial practices, the companies are implementing various contemporary management theories. Adoption of contemporary theories is valuable for the business because it aids in directing individuals efficiently. System is recognized as one of the critical management theory that is implementing by the contemporary theories because it helps in managing the functions and performing roles effectively and efficiently (Musheke and Phiri, 2021). According to system theory, the decisions of one organizational area directly influences the another areas. Open and close are the significant systems of the successful company. Open system of the business directly connects with the atmosphere while closed system of management does not have direct connection with atmosphere. Adoption of system theory is valuable for the organizations because it helps in designing managerial practices in successful manner.

For shaping the performance and behaviour of the employees it is vital for the tourism organization to emphasis on individual differences, personality traits and motivation. Personality traits are relatively steady patterns of feelings, thoughts and actions in which each people are different from others. Personality traits play a significant role in OB because it directly affects the employee job satisfaction, motivation, communication patterns, leadership effectiveness, organizational culture and teamwork. According to big five personality model, every people have different personality traits such as conscientiousness, openness to experience, extraversion, Neuroticism, extraversion and agreeableness. Openness personality trait is related to curiosity and imagination. In the tourism companies the employee who have high openness personality trait then they have wider range of interest and eager to discover new experiences and ideas (Peiró et al, 2020). For example, the employees of Travelodge are highlight openness so they have capability to think innovative and creative ideas to provide better services to the travellers and mange overall operations. 

Conscientiousness refers to being good at staying disciplined, organising and working towards the goals and objectives. In the organizations employees with high conscientiousness are pay close attention and make effective decisions to gain the success.

 In addition, extraversion is another personality trait which helps in shaping the performance and behaviour of the workforces. Generally people with this personality trait are talkative, friendly, lively from which they are confident to make informed and effective decisions. People with high agreeableness are generally helpful, friendly from which they make stronger and positive relationships with others.

For sharing the behaviour and performance of the employees, the organizations within tourism sector are emphasis on individual differences. Individual differences are dissimilarities in person’s abilities, characteristics, traits and arrogances within the professional atmosphere. Individual differences encompass perceptions, career choices, personality, skills, capabilities, attitude and values. In every business, all the people are belong from diverse culture so they have different skills and perceptions which directly affect the way of working and management. It has significant influence on the overall behaviour and operation of the business because it influences leadership style, work performance, conflict resolution, interpersonal relationships (Anuyah et al, 2023). Moreover, respecting individual differences is beneficial for the companies because it aids in creating competitive advantage and increasing productivity of work. Individual differences play an essential role in determining the performance and behaviour of workforces because it impacts several aspects of organization’s operations from the process of hiring to team performance and collaboration.

Aside from this, to improve job satisfaction and employee engagement, it is crucial for the companies to increase their motivation. To boosting motivation, the tourism companies are implementing various theories such as Maslow’s Hierarchy of needs and others. Adoption of this theory is useful for the companies because it aids in boosting inspiration to complete the task in efficient manner (Susman, 2024). To increase the motivation, job satisfaction and engagement of workforces TUI also adopts this theory. According to this theory, tourism companies can increase motivation, engagement and job satisfaction of the employees by satisfying their various needs such as safety, physiological, security, self-esteem, love and belonging as well as self-actualization (Ali and Anwar, 2021). Along with this, the physical needs of the workforces include shelter, hunger, thirst, sleep etc. If tourism organizations are meet the physiological needs of the workforces then they feel valued and inspired as well as increase their interest to perform the tasks. On the other hand, to inspire and increase engagement of the workforces the tourism organization are also implement Herzberg’s two factor theory. According to this motivation theory, the satisfaction and dissatisfaction of the employees at work are encouraged by two elements such as motivators and hygiene (Koncar et al, 2022).

In the context of OB, culture includes shared beliefs, values, behaviours and attitudes that characterize the business. Organizational culture influence the way of employees makes decisions, interact and communicate as well as perceive the company. For improving the OB it is central for the companies to have supportive culture because it assist in boosting engagement of employees, improve performance and productivity as well as promoting adoptability and innovation. Having strong organizational culture is important for the companies because it aids in improve health and wellness of employees, increase productivity, increase customer satisfaction, reduce turnover and absenteeism rates and improve employees’ retention and engagement rates (Ntalakos et al, 2022). For example, TUI develops positive and strong culture of its operation from which its employees feel encouraged and motivate to provide better and high-quality of services to the tourists.

Along with this, organizational culture has significant impact on behaviour, attitude and values of the employees. Positive culture plays an immersive role in shaping employee’s behaviour within the organizations. Effective culture helps in increase job satisfaction, increase productivity and innovation which help in improving behaviour of the workforces to give better performance. Apart from this, for recognizing the influence of organizational culture on workforce’s behaviour and attitude, tourism companies are emphasis on adopting various models such as Hoftstede’s cultural dimensions, Schein’s cultural iceberg model etc. As per this model, the every company’s culture is divided into three levels such as artefacts, espoused values and beliefs as well as basic underlying assumptions (Pradana et al, 2022). Execution of this model is beneficial for tourism organizations because it aids in developing strong foundation, improving decision-making, enabling adoptability and promoting alignment which ultimately positively influence on organizational behaviour.

 Organizational structure (OS) is an effective system that plans the manner of directing the activities in order to achieve goals in successful manner. Having effective OS is helpful for the organizations because it helps in ensures multiple business locations, facilitating faster decision-making, better employee performance, enhances operating efficiency, removes repetition of work and reduces employee battle which positively influence on the overall operation and effectiveness of business. Generally, functional, divisional, matrix and flat are significant types of organizational structures (Gaspary, Mourav and Wegner, 2020). For example, Travelodge is one of popular tourism organization and it maintains its OS in effective way which helps in reduce conflict among workforces, increase productivity and improve employee performance. Furthermore, OS has significant impact on the employee’s behaviour, communication and decision-making. OS has deep influence on the behaviour of the workforces because it helps in develop loyalty at workforce’s level and inspires them to work harder to achieve objectives. Having OS is valuable for the companies because it helps them to implement the process of decision-making in effective and efficient manner. By assigning and allocating the specialised roles and responsibilities to the lower level of workers companies make better and faster decisions.

Managing people from diverse culture and background is complicated task for the tourism companies because they have different perception, competencies and attitude. At the time of managing the diverse employees, tourism companies are experiencing various challenges such as cultural differences, language and time zone differences. Language is common challenge that is face by the tourism companies at the time of handling diverse employees at globalized level. In any place of work, having the effective communication is crucial for managing the employees with diverse culture and backgrounds. In every business, workforces are belonging from diverse cultures so they are utilizing different languages to communicate with others (Inegbedion et al, 2020). In addition, employees who speaking different languages face challenge to communicate and interact with other individuals that lead to increase misunderstanding and mistakes. Due to different languages, the workers are incapable to comprehend their parts and accountabilities from which they are unable to achieve the task in effective manner.

 Another challenge is varying working style that is face by tourism companies at the time of managing the diverse group teams. The people who are belong from diverse culture and background have different styles of working which increases the chances of raising conflicts among them which leads to decrease employee productivity and organizational profitability. Additionally, another issue is different time zone that is face by tourism companies at the time of managing diverse groups and teams (Tamunomiebi and John-Eke, 2020). This problem generally arises on remote working because they are living in other countries and have different time zones from which managers are unable to understand them about roles and responsibilities which results in negatively impacts on effectiveness and productivity.

Apart from this, with the issues the tourism organizations also have several opportunities such as innovation, creativity, broader market research and improve customer service. If the companies are managing the diverse group effectively then they have opportunity of creativity. The people with diverse culture have different perspectives, skills and attitude so they are capable to think about innovative and unique ideas to provide the services to the tourism. This opportunity positively impacts on the overall growth and success of the tourism business because it helps in attract and retain more customers for long duration. Additionally, cultural diversity in the workplace also helps in fostering innovation which aids in increase efficiency and productivity (Mousa, Massoud and Ayoubi, 2020). People with different culture and background are working collaborate so they share their unique and different viewpoints and opinions to provide innovative and unique services.

Diverse groups comes from varied opinions, interests, arguments and diverse type of performances as well as difference feedback so it results in improve decision-making which leads to better and increased profits. Managing diverse groups are beneficial for the companies because it helps in destroying societal bias. From which the employees are learn from their strengths and weaknesses as well as encourage to do work in group.

Learning organisation is an entity that promotes continuous learning and knowledge creation at all the phases. It is considered as one of the significant organizational paradigm that considers the significance of adopting change, leveraging insights and acquiring new knowledge in order to accomplish strategic goals and objectives as well as enhance performance. The organization which emphasis continuous learning are engaged in acquiring, sharing and implementing knowledge for collaboration, innovation and competency to reacts speedily to opportunities and challenges. Building continuous learning culture is beneficial for the organizations because it helps in fostering open collaboration, communication and reflection which eventually positively influence on the overall efficiency and effectiveness of workers (Da Veiga et al, 2020). In addition, usually learning organizations have characteristics of structure shared vision, mental models, personal mastery, team learning and system thinking. In contemporary times, developing the learning culture is important for tourism companies because it enables growth, better customer relationships, enhance efficiency and gain competitive advantage.

In the context of tourism sector, employees who are committed and engaged to learn new methods of doing things and awareness of external pressure as well as technologies that helps in gaining competitive edge in the competitive markets. Additionally, learning companies are better prepared to connect the resources with the needs and requirements of the customers. For example, Jet2Holidays is creating the culture of learning in its operation which helps its employees to increase knowledge and skills in order to provide better and high-quality of services to the travellers. If the companies are commits to continuous learning and development than it helps in increase productivity and efficiency (Kools et al, 2020). From this the workforces are up to date with the professional techniques and latest skills that are essential to perform their tasks. The tourism companies with learning culture helps in increase interest of the employees in their work as well as commitment to their accountabilities and overall growth and success.

Tourism is rapidly changing sector so it is important for organizations to embrace the culture of innovation and continuous learning in its operation to stay competitive in front of competitors. Adoption of innovation and continuous learning culture is helpful for the tourism organizations because it helps in boosting satisfaction and commitment of the employees as well as improve organizational behaviour (Farida and Setiawan, 2022). For embracing the continuous learning and innovation culture, the tourism organizations can need to emphasis in leverage latest and emerging technologies. In the technical atmosphere, majority of the workforces are facing issues due to lack of knowledge and skills. So with the help of technologies organizations can conduct training and development for them which helps in increase their understanding and enhance skills and knowledge. Apart from this, for building innovation and learning culture tourism organizations can offer continuous feedback and performance reviews (Whatfix, 2022). Adoption of this strategy is beneficial for the companies because it aids the workforces to improve their weak areas by providing sufficient level of knowledge.

Conclusion

 In the end it has been concluded for growth and success as well as gaining competitive advantage over competitors it is crucial for the companies to improve their behaviour. Before 20 the century, scientist developed wide range of management approaches such as pre-scientific management, classical management etc. The classical approach includes scientific, administrative and bureaucratic management. In current times, companies are emphasis on adoption of modern theories in order to increase productivity, efficiency, profitability and manage overall operations and functions. For enhancing OB it is crucial for the companies to have effective management. Planning, staffing etc., are important management functions within the business. In every organization, the mangers are performing interpersonal, informational and decisional roles to administer overall operation. For shaping the organizational results and managerial practices, the tourism companies are implementing system management theory. In addition, for shaping the performance and behaviour of the workforces, tourism companies can emphasis on their personality traits, individual differences and motivation. For improving job satisfaction and employee engagement, tourism companies can implement various motivational theories like Herzberg Two-factor etc.

In addition, for cultivating the organizational behaviour it is crucial for the tourism companies to develop positive culture and structure. To evaluate the influence of organizational culture on values, attitude and behaviour of the employees, the tourism companies can implement Hofstede's cultural dimension and Schein's cultural iceberg model. Apart from this, managing diverse employees is challenging task for the tourism companies because they face several challenges such as language barrier, cultural differences, and time zone differences as well as varying working styles. Tourism companies also have opportunities from managing groups and teams such as creativity; improve customer service, innovation and broader market research. On the other hand, for enhancing OB it is significant to create the innovative culture of business because it helps in raising skills and knowledge of employees from which they are competent to do work in effective manner.

References

Books and Journals

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• Tripathi, A. and Kalia, P., 2024. Examining the effects of supportive work environment and organisational learning culture on organisational performance in information technology companies: The mediating role of learning agility and organisational innovation. Innovation, 26(2), pp.257-277.
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Online

• Susman, D, 2024. Maslow’s Hierarchy of needs. Online. Available through: < https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760>
•  Whatfix, 2022. Learning organization. Online. Available through: < https://whatfix.com/blog/learning-organization/>