• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Organisational behaviour is the study of employees within an organisation and how they behave. This is so the company is able to see if the workers/employees are working at the correct standard

Extracts from this document...

Introduction

What is Organisational Behaviour? Organisational behaviour is "One of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organisations it is also one of the most central... its concern with individual and group patterns of behaviour makes it an essential element in dealing with the complex behavioural issues thrown up in the modern business world." (Financial Times Mastering Management Series 2) Organisational behaviour is the study of employees within an organisation and how they behave. This is so the company is able to see if the workers/employees are working at the correct standard and if so can it be improved and if not why not. Motivation plays a large part in organisational behaviour because it is a major element in improving an organisation. A basic framework of study is: The Fundamental recommendations put forward in the article concerning the motivation of employees can be split into four areas: a) A defined path for progress in a career based on training and development. b) Keeping the employees informed to give a sense of their personal significance in contributing to the success of the company where they work. This creates a stronger sense of involvement and self importance. ...read more.

Middle

The hospitality industry is a difficult one, to maintain consistent work and retains employees is difficult. Demands on the workforce can be intense and pressurised and workers tend to follow the work even if it means temporary employment with a range of employees. There is also a lot of competition within the industry as companies vie to get the best employees. The hospitality industry must learn to treat its employees better and answer the criticisms in the report, feelings of not being appreciated, uninformed, not valued, lack of respect for immediate supervisor - poor leadership and leadership techniques. Any company that can answer these points by taking the benefit of the motivational theory and applying them will gain an advantage over their competitors. Question 2 The recommendations are very worthwhile but there are inherent problems when they are applied across the industry. The hospitality industry is very disparate with small, medium and large players in the industry. Looking at the recommendations for a career development plan this is fine within a large or medium size business but often in small companies there is no opportunity for promotion or the money to fund training programmes. It could be that by the very nature of the business e.g. ...read more.

Conclusion

The Authority-Compliance manager (9.1 rating) Profit/Production motivates. Autocratic peoples needs come second to profit. The Country Club manager - (1.9 rating) People matter most. More interested in staff satisfaction and working at a steady tempo. The middle of the road manager (5.5 rating) Manager varies between need for profit and people needs swinging between the two as the situation dictates. The team manager (9.9 rating) Manager uses the dedication of the staff to fulfil their needs high concern for people and high concern for production. The management grid allows a manager to review where he is. The 9.9 manager is what the manager aims to strive for. Most managers have their own dominant style which they tend to use most of the time but have a back-up style they can revert to if their normal style is not working. I feel that the above explains why one given management style is inappropriate for all occasions. The good manager will shrive to achieve the most productive work and profit whilst according as many of his staffs needs and desires as he can but he also has to return flexibility which may mean adopting differing styles of management to the ever changing business scenarios. Books Mullins (5th Edition) Management and organisational Behaviour. Financial times. Pitman Publishing. ?? ?? ?? ?? Francesca Lewis Organisational Behaviour Mrs Beverly Wong 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    Tesco's organisational structure

    4 star(s)

    This act makes it illegal for an employer to treat a disabled person less favour than someone else because of his or her disability either physically or mentally but must be relatively long term for at least more than 12 months.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    The first own-branded products began appearing on UK store shelves in the late 19th century. Since then, own-brand, or private-label, products have grown to become one of the strongest areas within the retail industry. For many years, own-brand products were viewed as inferior, cheaper alternatives to the branded lines available in shops and supermarkets nationwide.

  1. The Boots organisation is a public limited company (PLC).

    The human resources manger needs to communicate with other departments in order to ensure efficient and good understanding between the departments. Recruitment and selection The first job of the HRM is to research and attract the best candidate for the job and then choose the most suitable candidate for the job.

  2. METHODS FOR MOTIVATING EMPLOYEES

    This type of profit sharing program provides immediate benefit and rewards for employees. When compensation is tied to performance, companies realize the benefit in the following way: "Financial rewards are also an effective motivator, and has the added advantage of being a 'need' that is generally never satisfied.

  1. Organizational Behaviour Assignment - Management.

    Employees tend to defy changes because fear of getting fired, getting a lower pay or just fear of the unknown (Robbins & Coulter 2001, pp. 345-47). Resistance to changes can be avoided if the changes are planned well and there is clear communication between management and employees.

  2. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    and benefits) working conditions) Tesco's annual awards and management bonus schemes provide recognition and rewards, and the emphasis it places upon internal recruitment and promotion provides the opportunity for advancement. 3.6bi Maslow's hierarchy of needs Maslow's work upon 'Motivation and Personality' is very closely linked to performance management.

  1. Customer service within the travel and tourism industry

    Quality Criteria for Thistle Hotel To produce good customer service, organisations must undertake procedures and strategies to meet the quality criteria. Below is a table showing the practices and procedures used by Thistle Hotel to meet the quality criteria: THISTLE HOTELS SERVICE GUARANTEE Customers are entitled to expect the following service standards from Thistle Hotels.

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    the time to time its spending back; allow more investment in product quality. Planning and monitoring will help Tesco aims and objective through a complex project, which can be completed in the shortest possible time. It also identified the activities that must be completed on time to avoided delaying the whole project, and also improves working condition.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work