Research Essays for Organisational Behaviour - myassignmenthelp.com

Question: Write about theResearch Essays for Organisational Behaviour for Attitudes. Answer: The study of organisational behaviour (OB) focuses on the subject of how organisational people interact within teams in a corporate environment. The approach of organisational behaviour and the theoretical concept has been implemented by the contemporary managers to influence and manage the workforce (Tong and Wang, 2011). Primarily, the theoretical concept of OB is aimed to enhance the performance output of the human resources. In the particular study, different models and theoretical concepts related to organisational behaviour have been addressed that can be applied in an organisational setting. Based on the previous literature and models, the research essay examines a number of factors determining attitudes influencing the behaviour of individual employees and groups at work. In the study, the circumstances influencing attitudes to determine the behaviours at work have been analysed. Furthermore, the role of attitude for an individual at work has been elaborated by providing theoretical concepts and arguments. By considering the OB theories of renowned authors, the study essay examines the factors determining either job satisfaction of the human resources or organisational commitment (Toga, Khayundi and Mjoli, 2014). Lastly, the essay reviews the influence of organisational commitment on the staffs associated with a firm. Evidently, to identify the employee engagement, modern managers must evaluate how much-committed employees are with their given job responsibilities. In the contemporary management status, the research area of organisational behaviour includes a number of philosophical and theoretical models influencing job performance, the attitude of the human resources determining behaviours, job satisfaction of employees, staff commitment, and promoting innovation within the human resources management. In the review of the literature, Brown (2011) suggested that attitude cannot always predict behaviours. Precisely, there are a number of circumstances that must be evaluated influencing attitudes. Most importantly, intention to act can be identified as one of the variables in which attitude can forecast behaviours. Furthermore, the strength of attitude, as well as the situational aspects, shapes evident circumstances that can help to determine behaviours using attitude. In another review, Kuba (2013) described that attitude could not be inferred from behaviour. Clearly, assumptions of human attitude cannot be used to predict behaviours. In a wor kplace, the perceived control of individuals action must be identified to determine the behaviour of an individual through attitude. In the meanwhile, organisational behaviour has concentrated on a number of subjects. The behaviour of the human resources can be evaluated under the term cause and effect of relations with managers (Toga, Khayundi and Mjoli, 2014). In general, managers of modern firms have tried to predict the effect of a decision or activity on human behaviour. In order to draw the correct behaviour of the human resources, the managers must develop systematic knowledge related to the behaviour of human resources. The theoretical concept of human relations approach will be evident in this regard. According to the concept, researchers have evaluated that significant factors of human resources can develop group norms exerting a substantial effect on the performance of workforce (Loughlin and Barling, 2011). Understandably, attitudes are important for an individual as well. Attitudes influence a persons behaviour in both positive and negative way. It is important to note that an individual may not be always aware of their attitude and the impact of attitude on behaviour (Maynard and Parfyonova, 2013). Furthermore, a person with positive attitude towards co-employees and organisation such as friendliness and contentment will create a positive environment at the workplace. The positive attitude is manifested in an individuals behaviour. The positive environment created by a person at workplace through positive attitude will influence other people around them. Moreover, a person with positive attitude will be more active towards their job and render higher level of productivity in the organisation. However, a person with negative attitude such as boredom and discontentment will create a negative environment in the organisation (Maynard and Parfyonova, 2013). An individual with negative attitude will affect others performance and lead to reduced effectivene ss and efficiency at organisation. Hence, it is important for a person to understand self attitude and maintain positive attitude at workplace to influence the efficiency and productivity of the workforce. On the other hand, attitude is a key factor that influenced a persons behaviour that further manipulates job satisfaction and organisation commitment. Apparently, the study of the factors determining job satisfaction and organisational commitment must be discussed to identify the impact of the same on organisational behaviours. In the meantime, there are a number of factors affecting the job satisfaction of the employees promoting employee engagement at the highest order. Sasser and Sorensen (2016) identified some of the factors determining job satisfaction of human resources increasing productivity and performance. First and foremost, working conditions under which an employee spend substantial time can be termed as the leading factor to enhance job satisfaction. A favourable working environment including modern facilities and communication set up can efficiently deliver job satisfaction. On the other hand, monetary compensation and career develop opportunity provided by a company can increase the standard of job satisfaction among corporate employees. For instance, employees will be highly satisfied with the job if there is scope for career development. Every employee wants higher compensation by proving their worth towards the management. Hence, organisations must encourage staff members to attain new skills to accomplish the career objectives and goals (Passarelli, 2010). Thus, advancement opportunity in a job can deliver job satisfaction to the human resources. Notably, heavy workload and stress can create adverse effect on employees. Even dedicated employees can find it difficult to handle excess workload contributing towards lower job satisfaction. Meanwhile, attitude of the supervisor and managers can be considered as other factor influencing job satisfaction as well (Sasser and Sorensen, 2016). When employees receive applause and recognition for a job, ability and satisfaction level of the employees are increased. Effectively, a satisfied workforce can reduce the employee turnover rate as employees want to stick to the existing companies for a long time. According to Zheng, Sharan and Wei (2010), the success of an organisation is determined by the performance of the staffs. Furthermore, the performance of the staff highly depends upon their commitment towards the organisation. There are several factors that influence organisational commitment of the employees. For instance, job satisfaction, organisation climate and leadership style are the key factors that makes the employees committed towards the organisation. It is the role of the managers to ensure, implement and monitor the factors the factors that influence organisational commitment (Melhem, 2004). Employees with higher organisational commitment will render better performance and productivity. The managers must play the role of a leader in order to check the working conditions, workplace environment, compensation packages, job security, promotion opportunity, and relationship with and among employees to enhance job satisfaction of the staffs (Einolander, 2016). In order to develop a better working environment, the managers must observe the behaviour of their subordinates. For instance, it is important for the managers to understand what the staffs think about their work and how do the employees performance in the job. Additionally, the managers need to maintain good relationship with the workers to understand their needs (Passarelli, 2010). A proper understanding of the staffs commitment towards the organisation helps the managers to in develop the workplace conditions and apply different techniques to improve employee motivation and satisfaction. Furthermore, the managers can make use of the motivational theories such as Maslows Hierarchy of Needs, Hertzbergs Two Factor theory and other theories to motivate the employees and increase their commitment towards the organisation (Herminingsih, 2017). Hence, it is important for the managers to take care about how committed their staffs are in order to maintain a better workplace environment and improve organisational performance. On the basis of the above analysis, certain recommendations are made for the managers to improve organisation behaviour in order to enhance the productivity of the workforce. It is important to note that in all circumstances, attitude do not represent the behaviour of a person. Attitude is just one of the factors that influence the behaviour of the employees. Hence, it is recommended to the managers to develop systematic knowledge related to the behaviour of the human resources in order to manage the workers effectively and develop a positive environment at workplace. However, the attitude of a person is an essential factor that influences his or her behaviour. Therefore, it is recommended to the manager to maintain positive attitude at workplace in order to influence the behaviour of other employees. Furthermore, it is important for the managers to have proper knowledge of the factors that determines either job satisfaction and organisation commitment to increase the productivity an d performance of the employees. Application of knowledge in the real life scenario can be helpful for the managers to motivate the employees and increase their job satisfaction level. With higher level of satisfaction, the organisational commitment becomes strong that enhances the performance of the workforce. Finally, the managers must take care of the commitment level of the staffs towards the organisation. By applying various motivational theories, the managers can get aware of the employees needs and develop the workplace environment to increase their job satisfaction. Conclusively, the application of the Organisational Behaviour theory in real life scenario can be helpful to maintain corporate culture at workplace and influence the employees to give their best in the job. References Brown, I. (2011). Privacy Attitudes, Incentives and Behaviours.SSRN Electronic Journal. Einolander, J. (2016). Organizational Commitment and Engagement in Two Finnish Energy Sector Organizations. Human Factors and Ergonomics in Manufacturing Service Industries, 26(3), pp.408-423. Herminingsih, A. (2017). The Influence of the Organizational Justice and Trust to the Leaders on Employee Engagement with Job Satisfaction as Intervening Variable.Archives of Business Research, 5(2). Kuba, Y. (2013). Congruence and incongruence as human attitudes.Person-Centered Experiential Psychotherapies, 12(3), pp.200-208. Loughlin, C. and Barling, J. (2011). Young workers' work values, attitudes, and behaviours.Journal of Occupational and Organizational Psychology, 74(4), pp.543-558. Maynard, D. and Parfyonova, N. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values.Journal of Occupational and Organizational Psychology, 86(3), pp.435-455. Melhem, Y. (2004). The antecedents of customer?contact employees empowerment.Employee Relations, 26(1), pp.72-93. Passarelli, G. (2010). Employees skills and Organisational Commitment.International Business Research, 4(1). Sasser, M. and Sorensen, O. (2016). 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