Organisation Behaviour Application of Employee Engagement

Question: Discuss about the Organisation Behaviour for Application of Employee Engagement. Answer: 1. Application of employee engagement theory to identify and discuss motivational elements that existed in old organisational environment and the elements that are removed during Fionas leadership Organisational behaviour involves a study of the interaction in between different individuals within a group. Organisational behaviour and employee engagement makes an adequate and perfect attempt to provide more efficiency within the business organisation. Organisational behaviour is responsible to develop the entire settings of an organisation, interface in between the particular organisation and human behaviour. According to Mowday et al. (2013), an organisation engages both the technology and humanity for achieving success and the targeted goal in future. Therefore, organisational behaviour suggests an important tool for the ultimate benefit of an individual. It also includes the appropriate application and study of relevant knowledge, which determine the fundamental action of an individual within the organisation. During the old environment of XYZ consultants, the operational structure of the organisation was completely different from the new environment in Fionas Leadership. XYZ Training Consultants although is medium sized organisation, which operates its functions in Malaysia and the founder Tim follows an open management system and style to promote every staffs to follow a perfect organisational behaviour as it supports the office structure of the company. In XYZ Training Consultants, the training schedule is low in level and the staffs enjoy working life in higher levels. However, because of the heavy work pressure, the staffs hardly get time for professional development. During Tims leadership, every staffs were encouraged to discuss any kind of problems with the management, which is dismissed during Fionas leadership. As the staffs were considered important for maintain the office structure in the old environment of XYZ Consultants, Fiona plans strategy and forces the training consultan ts to follow them. This process and practices creates a conflicting environment among the staffs. Fiona rearranges and refurbishes the organisation structure. Fiona placed the training consultants separately on the third floor with various facilities such as coffee machines, washroom and the HODs in the private office on ground floor of the company. However, the training consultant complained that they became tired of Fiona and her implemented rules as the yoga sessions of every week, which helps them to relax has been ceased and Fiona considered it as a waste of time. Employee engagement theory involves an emergent working state and condition as it clearly determines behavioural, emotional, positive and cognitive state, which makes a positive step towards the effective outcomes of an organisation. Employee engagement theory solely concentrates on the fundamental actions and behaviour instead of personal qualities, skills and knowledge of every employee of an organisation as it has huge impact on the business of the organisation. As opined by DuBrin (2013), this particular theory also makes an emphasis on the activities of the employees and motivates them to become an eminent individual or at least enjoy the position of leader within the organisation. Employee engagement theory is closely associated with the psychology of an employee as it explains the human behaviour of every individual, who performs roles and responsibilities with the concerned organisation (Gallistel 2013). Similarly, XYZ Training Consultants always tries to maintain proper orga nisational behaviour with a strict following of this employee engagement theory. Both Tim and his daughter Fiona have clear and thorough knowledge about the concept of organisational behaviour and they try to implement tasks according to the maintenance of employee engagement. XYZ Training Consultants strives for ultimate efficiency from every of its employees and the recent studies have been revealed that there are various types of workers and their relations with the manager, supervisor, colleagues and subordinates. Dent and Whitehead (2013) have mentioned that commanders may be perceived as aggressive and dominating, who performs assigned projects in tactful manner and is often bullied by the others within the organisation. Other kind of human behaviour involves drifter, attacker, performer, avider, achiever, analytical and the pleaser. All these mentioned human behaviour are normally available in the organisations. Employee engagement theory also suggests an art of believing the potentiality of an individual within an organisation while performing some important tasks. An employee, team and their group work are closely associated with an organisation and it is the major study of employee engagement theory. As opposed by Prochaska (2013), the higher management of an organisation always suggest effective methods and approaches to deal with every individual with different human behaviour. According to Cummings and Worley (2014), evidence-based methods and approaches include a perfect combination of individual practitioner expertise, which comes with appropriate external evidence for making ultimate decisions about presenting some problems from the customers. XYZ Training Consultants involves usable and relevant information in order to make advancement in the process of gaining knowledge since the initial stage of training process. 2. Using organisational justice and equity theory of motivation, explain and analyse the behaviour of training consultants Organisational justice and equity theory concentrates on the basic process of determination of the distribution resources, which have close relation to the rational partners. Adams Equity Theory of motivation balances measured and calibrated against the comparable references within a particular market place. Inputs and Outputs are involved with Equity Theory and if the input of an employee fails to match with the output or the desired result within the organisation, then there is de-motivational factors, which are operative. Inputs consist of commitment, reliability, flexibility, tolerance, effort, time and personal sacrifices, whereas, the outputs involve bonus, payment, perks, reputation, development, security, benefit and responsibility within an organisation. Interpersonal skills suggest the life skills, which are used by every employees of an organisation in order to interact and communicate with the other employees within the organisation. Brock et al. (2014) have mentioned that both the interpersonal and personal knowledge and skills are effective and adequate enough to manage own self and others within the organisation. The staffs, Tim, and Fiona have developed personal and interpersonal skills and knowledge in order to solve arrived problems in short period with potential communication and interaction procedures. Even XYZ Training Consultant helps their staffs with proper training for improving their interpersonal and personal skills and knowledge in order to interact with customers, clients and colleagues as both of these skills are not only important for organisation behaviour, however, the social lives of the employees can be benefitted also (Daft 2012). Fionas strategy is to provide better opportunities and work schedule for prom otion and training. However, the training consultants were a bit angry with Fiona because of heavy pressure and they started the older training packages in order to meet the requirements of the customers. Interpersonal and personal skills and knowledge engages clarification, positivity and relaxation techniques in order to improve various level of communication among the colleagues and higher management of an organisation. Argote (2012) has determined that the significance of interpersonal skill actually helps an employee to gain a perfect awareness in order to deal with the tasks within the organisation. As XYZ Training Consultancy arranges training program for the staffs, therefore it is required to maintain both the personal and interpersonal knowledge and skill for better communication. According to Watsonà ¢Ã¢â€š ¬Ã‚ Manheim et al. (2012), another behavioural problem suggests the avoidance of the employees in the workplace. These employees avoid communication with other employees and maintain distances in certain meetings. Some employees also fail to behave according to the organisational structure of the concerned organisation. Same things happened with XYZ Training Consultant, as the training consultant could not agree with the decision of Fiona and resigned from the company. There are also some problems regarding the conflicts among individual employees and team related problems. All these problems can be resolved with potential and effective plans in strategic manner (Argote 2012). However, Tim and Fiona also tried to resolve the existing problems with proper interpersonal skills. As 50%, consultants have resigned from the concerned company, therefore, the management should perceive effective strategies to resolve those issues as it influence the business of the organisation. In order to resolve the problems, Tim, Fiona and the training consultants are highly involved with the every aspect of this business. Even a completely new grading system has been promotes in order to measure the performance and activities f the consultants. Tim revised the policies and procedures of the organisation in order to improve the decision making power with the reduction of autonomy. Other staffs of the organisations should come up with effective solutions to the problems related organisation behaviour although they are not part of the problem. All the problems should be resolved n short period in order to attain the targeted position in the market of Malaysia. References Argote, L., 2012.Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Brock, D.M., Leblebici, H. and Muzio, D., 2014. Understanding professionals and their workplaces: The mission of the Journal of Professions and Organization.Journal of Professions and Organization,1, pp.1-15. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Daft, R., 2012.Organization theory and design. Nelson Education. Dent, M. and Whitehead, S. eds., 2013.Managing professional identities: Knowledge, performativities and the'new'professional(Vol. 19). Routledge. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Gallistel, C.R., 2013.The organization of action: A new synthesis. Psychology Press. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Prochaska, J.O., 2013. Transtheoretical model of behavior change. InEncyclopedia of behavioral medicine(pp. 1997-2000). Springer New York. Watsonà ¢Ã¢â€š ¬Ã‚ Manheim, M.B., Chudoba, K.M. and Crowston, K., 2012. Perceived discontinuities and constructed continuities in virtual work.Information Systems Journal,22(1), pp.29-52.