Unit 20 Organisational Behaviour Assignment Sample

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Task A- Reflective Report Writing

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Introduction

Organization behaviour is the way teams and employees communicate as well as interact within the organization, that affects the company’s performance to achieve common goals. The report will discuss reflecting on my perception and personality as a leader to understand the way employees' differences influence and informs management theories and approaches. The key features of the report will highlight various content theories such as Herzberg two two-factor theory, McClelland's Need Theory and process theory of equity and goal setting theory to maintain efficient workforce. Throughout the report I will critically analyze the way these theories help in motivating employee and enhancing their job satisfaction at the workplace.

Main Body : Key Leadership Qualities and Personality Insights

A resilient, respectful, and self-aware leader who motivates teams through clear vision, compassion, and conscientiousness—leveraging the Big Five personality model to drive trust, diversity, and high team performance. A self-aware, compassionate, and resilient leader who motivates teams through respect, vision, and organization—guided by the Big Five personality traits to foster trust, inclusion, and high performance.

Characteristics and qualities of a leader

As leader I have courage, respect, compassion, resilience and self awareness. I have learning agile as well as flex within the influence of interacting the gratitude, vision as well as interactive efficiency. Self-awareness is the most focused trait that I believe in bringing changes in employee motivation (Adeani et al, 2020). To better understand myself, I have identifies my own weaknesses and strengths that define me as an effective leader. I treat employees with respect, which is the most significant thing to motivate them. This helps me to ease conflicts, promote trust as well as improve my effectiveness as a leader. I can create a culture of respect to build relationship with staff members at the workplace that support diversity, inclusion and equity. Compassion is the most significant and powerful act of leadership that can help me to seek and listen to employees. This will help me in building trust, boost collaboration as well as reduce turnover across company.

I can motivate my team of 50 members by ensuring connecting with them of daily tasks and I will guide them for the overall direction of the company. This can help them in increasing engagement, driving priorities as well as inspire trust. Communicating the vision can help the team to remember, understand and motivate them to accomplish goals. I can work with various co-workers with different locations, roles, social identities and experience that will help me to connect with team more efficiently. With such diverse team I can increase innovation, engage the workforce and create high performing team to accomplish the mutual goals that can provide benefit for both company and employees.

Big 5 personality trait model

Using big 5 personality trait model can help me to analyze my personal traits that can help me to lead the team more efficiently. These traits include agreeableness, conscientiousness, openness, extraversion and neuroticism. This theory can help me to describe the broad trait that assist in building blocks of personality. Among each of the personality trait, the most suitable trait for according to me is conscientiousness that is defines through high level of good impulse, goal-directed behaviour and better thoughtfulness. I am more organizing as well as mindfully of details that can help me to lead to team with more efficiently (Aichholzer and Willmann, 2020). I plan ahead by thinking behaviour of team members and can analyze how this will affect them. By planning ahead I can assist team by regularly staying in contact and checking on their wellbeing. I can organize around certain dates to meet team and communicate them on task to achieve effectively. I am good in spending time with team through planning training events on particular date. I have ability to finish tasks that are in priority list to pay attention on all details. I also enjoy having a set schedule that will help me to guide the team in better way.

Unit 20 Organisational Behaviour Assignment Sample

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I am more organized, take initiative as well as demonstrate persistence within team endeavours. Resilience is the capability to bounce back from barriers and setback to respond various challenges within the team and organization. Practicing resilient leadership will help me in project a positive outlook that will assist in maintaining emotional strengths committing to vision and courage to overcome challenges. I can focus on myself and also prioritize employee wellbeing to enable better performance that provides mutual benefit for both team and organization.

A conscientious leader I am highly reliable that allow my team to trust and get advance with the organization. I am very scheduled that allows me to provide quality to my team members and promote a sense of order at company. I have the awareness of the reactions of team members throughout the conversation as compare to leaders low in conscientiousness. I have ability to dedicate myself in the plan as well as put extra energy and time to accomplish the team task (Başoğul, 2021). This personality test helped me to gain a better understanding to the behaviours of my team members. This can assist me in understanding certain leadership responsibilities as well as ability to face challenges efficiently within the organization. The objective of this sort of self analysis is to gain an honest representation of myself and helped me to analyze the areas I need improvement on.

Explores key motivation theories—Herzberg, McClelland, Adams, and Locke—to enhance employee satisfaction, performance, and engagement through fair rewards, clear goals, social needs, and supportive management practices.

Content theories of motivation

This content delves into key motivation theories, including Herzberg’s Two-Factor Theory, McClelland’s Need Theory, Adams’ Equity Theory, and Locke’s Goal Setting Theory. It highlights how hygiene and motivational factors influence employee satisfaction and performance, emphasizing the importance of fair rewards, job security, achievement, power, and affiliation. Effective management practices enhance team engagement, morale, and personal development.

Herzberg's Two-Factor Theory

As a manager adopting Two-Factor Theory will assist in improving employee motivation and satisfaction. The two factors include motivation and hygiene factors. When team have high level of both factor are more highly motivated and engaged at the workplace. For me including hygiene factors is most essential for implementation of motivation at organization which includes suitable job role and benefits to each member.

Hygiene factors represent requirements that the people expected and wanted to be satisfied. These satisfy basic needs of employees such as fairness, working condition, needs as well as security. When these requirements are met, staff feels satisfied and comfortable within their responsibilities (Gensimore et al, 2020). As a manager I will pay equal and competitive salary to my employees. I can also make improvement in rigid policies such as dress code, flexible working hours, break hours and many more. As a manager, I will provide safe, clean and hygiene working condition to boost employee morale at workplace. I will ensure that employee status within the company should be retained and familiar to avoid any conflicts. I can maintain relationship with employees and provide job security to enhance job satisfaction. On the critical note, this theory implies me to stress upon ensuring the adequacy of hygiene factor to avoid staff dissatisfaction. I should ensure that work is stimulated and rewarded so that they are motivated to perform better with high motivation.

Motivational factors are the major job components that motivate employees to grow and stay within their job. These factors motivate workers for the efficient work to accomplish mutual gaols. I can provide advancement to employees that will help them to feel sense of accomplishment at the end of the task. The job role challenges and level of engagement can impact employee satisfaction (Nguyen, 2020). I can often enhance workplace satisfaction by simply having good communication with the team members to find out their needs and demands. I can also celebrate staff creativity within their career and by helping them to develop to their full prospective.

McClelland's Need Theory

This theory of needs is a kind of motivational theory that attempts to explain the procedure of motivation in individuals at workplace. This emphasize on three basic needs such as power, achievement and affiliation. The need of accomplishment is a desire to reach target. These objectives differ from person to person. Staff motivated through these needs thrive in various challenging situations (Quade et al, 2020). Employees with higher need for achievement generally keep away from low risk scenarios because of lack of many significant issues that makes any accomplishment less justifiable. On the critical note, employees are diverse so it is challenging for me to categorize them clearly by satisfying every employee.

The need for power is an employee’s need to control, authority as well as influence over other individuals. As a manager I have the power to alter employee’s feedback and actions to suit their own requirements. The need for affiliation is the need to have superior social connection with other persons and teams. Employees with this condition seek opportunities to function with others as well as enjoy maintaining relationships that is long term. On the other hand, employees with high requirement of affiliation are adhering to diverse social, cultural and workplace standards because of fear of negative responses. This theory allows me to assign team members goals that are appropriate to their motivation and character that enhance overall work (Ozgenel, 2020). However, theory of needs emphasize the need for things such as affiliation, power and achievement that accomplish that avoids satisfying basic needs to staff.

Process theories of motivation

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Adams equity theory

This theory of suggests that employees are motivated if they feel that they are receiving fair rewards and benefits for their job role. This is a fair balance among employee’s inputs and outputs. Inputs include skill level, hard work, enthusiasm and many more factors. Output include as intangibles, salary benefits, recognition and many more. Analyzing this fair balance can help me accomplish a productive and strong connection with the staff with high motivation. If employees are treated fairly at workplace they will be more motivated for their work. This theory plays a significant role in offering unique viewpoint on the way individuals observe the sharing of resources within the company (Soni, 2020). The theory has significant implication for me to be aware of the way my team perceive the distribution of resources. On the other hand, of workers feel that they are treated unfairly can lead to negative situation such as increase in turnover and reduce in productivity within the organization. However, the theory of equity does not concentrate on the way company can offer an impartial and fair environment for all employees.

Ratio plays huge role among two individuals, if one employee treated well that can reduce productivity in their work. Ratio is a major factor in analyzing the way employees are compensated and motivated at workplace (Zawadzki, 2018). As manager by understanding the significance of ration I can create more productivity and enhance performance of employees to achieve mutual objectives. Nevertheless, the theory does not take into consideration employees’ capability and willingness to achieve the task. The theory also does not consider employee’s individual values as well as goals. A person may be motivated by factor such as need to entire their individual objectives.

Latham Locke

Goal setting theory allows companies to accomplish enhanced success by applying measurable as well as specific goals for staff. The theory provides relation among conscious achievements and goals that lead to high performance at the workplace. The major principles of this theory signify that employees are more motivated by constructive reviews and well-defined goals. Staff work is more productive when they are provided with more challenging goals and objectives. As the target becomes more difficult, staffs work harder to develop their skills. The five major principles include setting clear goals, challenging tasks, engagement, feedback and small steps to accomplish targets (Vaida and Șerban, 2021). I should set clear instructions for employees regarding their role in achieving particular goals. I can schedule meeting with employees to explain the reasons for the work. This facilitates them to ask questions and clear queries related to work.

Before starting the work on a particular target, it is significant to create for me to analyze tools and time requirements. It is better thought to meet with the staff to make sure that they have everything they need to start work as well as fully recognize what I am expecting from them. I should meet frequently with employees to analyze the way they are performing as well as track their work (Wei and Ohland, 2021). Goal setting regulates employees as well as assists the company to work jointly which helps employees to accomplish tasks.

Conclusion

In conclusion, leadership principles are the set of actions that helped my in implementing success within organization by handling team efficiently. For the success of organization I should help employees in understanding the worth of their vision. It is challenging for the individuals to have trust within the thought of leader. I should work on myself to lead by example, so that my team members can see that I am dedicated as well as confident within my role. This will help employees to work with full enthusiasm and influence them to increase their productivity at workplace. By adopting various model and theory I can assist my team to be more efficient in completing the task by increasing their morale and self esteem.

References

Books and Journals

• Adeani, I.S., Febriani, R.B. and Syafryadin, S., 2020. Using reflective cycle in making reflections of literary analysis. Indonesian EFL Journal, 6(2), pp.139-148.
• Aichholzer, J. and Willmann, J., 2020. Desired personality traits in politicians: Similar to me but more of a leader. Journal of research in personality, 88, p.103990.
• Aichholzer, J. and Willmann, J., 2020. Desired personality traits in politicians: Similar to me but more of a leader. Journal of research in personality, 88, p.103990.
• Başoğul, C., 2021. Conflict management and teamwork in workplace from the perspective of nurses. Perspectives in psychiatric care, 57(2), pp.610-619.
• Gensimore, M.M., Maduro, R.S., Morgan, M.K., McGee, G.W. and Zimbro, K.S., 2020. The effect of nurse practice environment on retention and quality of care via burnout, work characteristics, and resilience: A moderated mediation model. JONA: The Journal of Nursing Administration, 50(10), pp.546-553.
• Nguyen, T.H., 2020. Impact of leader-member relationship quality on job satisfaction, innovation and operational performance: A case in Vietnam. The Journal of Asian Finance, Economics and Business (JAFEB), 7(6), pp.449-456.
• Ozgenel, M., 2020. The role of charismatic leader in school culture. Eurasian Journal of Educational Research, 20(86), pp.85-114.
• Quade, M.J., McLarty, B.D. and Bonner, J.M., 2020. The influence of supervisor bottom-line mentality and employee bottom-line mentality on leader-member exchange and subsequent employee performance. Human Relations, 73(8), pp.1157-1181.
• Soni, V.D., 2020. Importance and strategic planning of team management. International Journal of Innovative Research in Technology, 7(2), pp.47-50.
• Vaida, S.E.B.A.S.T.I.A.N. and Șerban, D., 2021. Group development stages. A brief comparative analysis of various models. Studia Universitatis Babes-Bolyai, Psychologia-Paedagogia, 66(1), pp.91-110.
• Wei, S. and Ohland, M.W., 2021, October. The Relative Importance of Team Dynamics in Predicting Effective Teamwork Behaviors. In 2021 IEEE Frontiers in Education Conference (FIE) (pp. 1-5). IEEE.