Case Study: Organization Behaviour Essay

1.0What do you think caused Deborah react in such(prenominal) manner towards Melinda? Do you think these reactions be fullified? organisational agitate is the alteration of the way in which people argon organized (Dessler Gary, 2002). This stinker be some(prenominal)(prenominal)thing as simple as an transcription restructuring itself in intercourse to resources, for example human resources as the case whitethorn be. However the lodging industry association in Brisbane brought slightly an organisational form relational to the human resources in the comp each by promoting the 2-twelvemonth-old go bading faculty in the comp whatsoever to be the Executive support manager. By and large, spay in an organisational setting is somewhat hard basic whollyy on the f all(prenominal) apart of employees in the organization as it seems hard to alter habits, attitudes, and ethics at spend a penny in response to organisational objectives. qualify in the mise en scene of an organi zation is defined as persuasive limit, where all aspects ar subjects to ceaseless change of one form or an opposite. (Mullins, 2005, p.909).Melindas promotion in the organization created a problem for Deborah who because of the attitudes towards jobs failed to be promoted. This has actually caused her to react in many bad ways such as bad-mouthing attitude against Melinda to different module in the organization and making some derogatory remarks around her to other staff in the company through the use of untroubled critics that she is an egotistical slave-driver with no respect for the people who are creation supervised. Personally, it passel be inferred that Deborah was caught in a change protection. Organization change resistance threa gos structures of power with members resisting and questioning the object being changed. (Smith, C. A. 2003). In this case theatre of operations it ass be established that change resistance crept in the organization through two ways. Fir stly, she flavours that way because she thinks its unfair to project promoted Melinda having fitting springed few years, hairsplittingly two years in the company.She feels like she has spend fifteen years in the company and has accrued experience and skills that matches any promotion. Secondly, Deborah resisted the change in the structure inside the facet of the organization because of her sustain selfish acts, specifically freedom to do whatever she likes in the company. She precise much escorts that the new office that is created for Melinda leave alone closely monitor all the staff and that means that she will not at liberty to do those things again. From the case bring, it is learnt that Deborah misuses her office in allocating to a smashinger extent than one minute, to be precise two hours for the break while at work and she closes always at work one hour before the normal closing hour with the reason that she would be picking up the kids for home. All these are a in reasons for Deborah and are those that are behind her resistance to the new structures of the organization which elevates Melinda. Moreover, she feels more threatened that the laziness in her at work will be corrected by a two-year old working staff in the company, a phenomenon which she really frowns at. It evict be argued that none of Deborahs reactions are seriousified in any forms.From the case field of force, it can be assumed that Melindas appraisal at work is interesting and supporting to chip in been recommended for such position at such early year of service in the organization. It is in like manner an assumption that the whole staff is in the know of Deborahs bad attitude at work and for that, at that place is a need to make her redress. If she is causeing very great, or famously swell, thusly she wouldnt have felt threatened at work. It is also understood that if Deborah is recommended for the task, she will not be able-bodied to perform well in line with t he duties and responsibilities which she herself is a failure. Therefore, for an organization like HIA to run well, there is a need for a positive and good attitude staff to run the affairs. 2.0What could Melinda have done to better result this issue with Deborah? Melinda perceived that Deborah has been acting so bad at work and realized the grandeur of resolving the issues with her.She established a meeting with her informally at a coffee shop where she made her understand the government agencys and responsibilities unto which her office is tied to and her commitment to carry them out religiously. This is considered as a communicating in resolving issues and its very great in declaration. However while doing this she could have compromised a little bit perhaps by giving her choices just to settle the dispute betwixt them. Some of the choices could be rotating her job responsibilities and arduous to be flexible on her work periods. It is understood that she uses more formali sed time for herself and family and she can work these time out on some other days, preferably weekends in order to compensate for the lost ex officio time. Melinda could have compromised her stand on insisting that Deborah should not do things in her ways in a bid to better resolve the issues. Although this seems de-motivational for other staff that have the understanding that Deborah has been indolent in the organization.But on the note of resolution, Melinda could have granted the deal that Deborah worked and peace would have reigned in the organization. Since it is in the best interest of the organization to settle the scores, then Melinda should have negotiated and worked out some leverages on her at least to make the work go on. Negotiation theory and practice have a great strength in easing organizational problem as it offers a two-way street. (Dessler, Gary. 2002). It is my opinion also that this issues could have been reported to the management who understand all the affai rs of the organization. Usually, this case is best handled by the management who will find out the sources and the causes of the problem so at to be able to better resolve the issues between them. Managers matter in dispute resolution within the framework of an organization enhances resolution through proper communication and negotiation skills. (Greenberg J &Baron A.R 2003).Organizations have ways and procedures of resolving conflicts within organizational members in quest for smooth work blood. The ways select by every organization could be different depending on the issues. involution resolution can be employed through the use of the combine of strict and stringent measures among conflicting members in an organization. (Robbins, S.P 2000). Such theory and impression can be applied to the case between Melinda and Deborah. Also, Melinda should have deceased for negotiation in order to better resolve this issue between them. She should have adopted good negotiating skills and offered many choices of things to take from perhaps it may go well with her. This is because effective negotiation brings about happiness at work in employees and employer relationship. (Dent Edward, 2003). Furthermore, Deborah understands she is a long-time serving staff and deserves respect about especially from junior staff like Melinda.Following this, to better resolve the issues, Melinda could have condescended herself while discussing the issues with Deborah. That could have made Deborah changes her mind against insisting on her ways. 3.0Is organizational change more stressful for aggroup members or for group booster cableers? Identify the possible stressors for organizational members experiencing change in the work as depicted in the case study. In every organization, the role of team leading are not changed and are elaborate in assisting the team members in identifying key work tasks, supporting as they perform these tasks while team members are just members of the te am who are motion all the tasks relative to the common goals of the team.( Bass, B.M, et.al). Because team leading just lead the team in assisting the team members to realize the goals, it is very easy for them to see, feel the organizational change and and then less stressful for them. Team leaders are seen to be directing and supervising the tasks not really penalise them. (Lax, D.A. and Sebenius, J.K.,(2006). For this fact, organizational changes are easily understood by them.Because team leaders are usually one person, it is less stressful for them to adapt to any corms of organizational changes that comes their way. (Hersey, P.2006) Who are the doers of the team tasks? Who are responsible for the team tasks? It is the tariff of the unmarried team members within a team. Because of the be which ranges from three to ten depending on the size of the project or task, it is very much uncorrectable to arrest these stresses. If taken for example, one of the team members react negatively to the team task relative to the organizational change, then the outcome of the team performance will be failure. Because team members are made up of individuals, then it is very much difficult for them to adapt to any organizational change that comes their ways as compared to the leader who is only one entity that will just act accordingly to the organizational change. In a nutshell, team members because of their numbers and their respective tasks in the team feel more stressful to bear the organizational change in the organization. (Howard, L.W. 1998).One of the possible stressors for organizational members who are experiencing change in the body of work as highlighted in the case study is overloaded workload on the path of the members of the organization. All organizational members are constantly encouraged to stay back in the organization to work some hours after the completion of the official hours. This is in line with the organizational structure of that the HIA has just adopted. This has created a lot of stress and thus has enabled them to be passing some assaults unto each other. Members of the organization after being stock(a) at work can be seen assaulting other members in the organization. other stressor that cannot be overlooked is the lack of social support from others at workplace and the work home interface which can also be regarded as work/non-work conflict which is concerned with management of the relationship between the individual roles and responsibilities both on the job and off the job. (Howard, L.W. 1998).An example of this is shown by Deborah who is seen to be insulting Melinda for making her to stay after working hours. Another stressor that can still be noticed is bad relationships among coworkers. The organizational structural change in HIA organization has caused organizational members to experience poor interpersonal relationship with each other. An illustration of this is seen from the attitude of Deborah in the organization towards other members of the organization. Deborah is seen to be very moody and always keeping to herself at work and roughly times expressing reluctance to interact with members who fails to share her own point of view.4.0How ability the situation be influenced by organizational or national level culture? organisational culture is one of the principal factors in assessing the success of an organization in managing the work stress. This is reflected in the attitudes of the organizational member, their shared beliefs about the organization, their shared value systems and common and accepted ways of behaving while at work. (Deutsch, M., 2008).It can be established that organizational culture has strength in recognizing organizational problems and how they can be solved. It has influence and can affect what is undergo as stressful, how the experience translates into health difficulties, how both stress and health are reported in the organization and how the organizatio n shows their response into such reports being made. (Clifford, James 2000).In view of this all organizational members with inclusions to the managers must therefore be conscious of the organizational culture and make exploration in relation to the work stress management. Because there is a great influence coming in the path of organizational culture on the overloaded work situation of the members of the organization, it is very much necessary and important that all hands must be on deck in harming in culture change activities as it is an essential part of change the management of stress at work. (Alvesson, M. 2000) The situation can influence the organizational systems and procedures. The simplest definition of culture is thats the way we do things around here. organisational routines and processes can become so inserted that they are considered as part of the culture, and ever-changing the culture demands that the routines be changed too. (DiBella, A. J. 2006).An organization t hat has the culture of having meetings weekly and monthly can therefore become more formalized and cumbersome based on the organizational change. Therefore, changing the culture to improve communication in the organization can possibly be the made realistic by changing the procedures of the meeting or eliminating the meetings completely. The situation might be influenced by organizational or national-level culture through change the working conditions of the organizational members in the organization. (Dent, J. F. 2001). Improving the work conditions through organizational culture will undoubtedly humiliate any forms of stress at work and it has involvement of identifying any stressful parts of work. (Iivari, N. 2002).For example as it has been highlighted in the case study extreme workload, and warring members in the organization. This strategy will definitely reduce or eliminate the identified stressors in the organization. The advantage of this influence by organizational cult ure combats the sources of the stress at work. Sometimes, the managers disagree with this technique because of its involvement in altering the routines of work or schedules of productions, or changes in the organizational structure. Any tasks to reduce all the mentioned stressors in the organization should be presumptuousness top most priority to organizational change in improving the organizational working conditions. (Kappos, A. Croteau, A. 2002).5.0ReferencesBass, B.M. and Avolio, B.J. (2000). Transformational leadership and the organizational culture. Public Administration Quarterly, 17, 112-122. Bass, B.M. and Avolio, B.J. (1994).Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA. Sage. Howard, L.W. (1998). Validating the competing values model as a representation of organizational cultures. International ledger of Organizational Analysis, 6(3), 231-250 Trice, H.M. and Beyer, J.M. (1992). The cultures of work organizations. Englewoo d Cliffs, NJ. Prentice abidance. Stoner James A. F., Freeman R. Edward, and Gilbert, Jr. Daniel R. (2003) Smith, C. A. (2003). Commitment to organizations and occupations supplement and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538 551 Management (New Delhi Prentice-Hall of India), Sixth Edition. Greenberg J &Baron A.R (2003) Behaviour in Organisations, Prentice Hall, Vol. 8, pp. 188- 215.Dessler, Gary. (2002).Personnel management Modern concepts and techniques. Reston, VA Prentice-Hall familyRobbins, S.P (2000) Organization Theory structure, Design and Application, 3rd ed London, Prentice Hall International Inc.Dent Edward, (2003) challenging resistance to change Journal of Organizational Change Management. Hersey, P.(2006) Management of Organizational Behavior Leading Human Resources eighth Ed, New Delhi Prentice-Hall of India Lax, D.A. and Sebenius, J.K., (2006). The Manager as Negotiator. Free Press, New York, USA.Deutsch, M., (2008). Organizational culture, Journal of Organizational behavior, 2 265-279. Clifford, James (2000) The Predicament of Culture. London Harvard University Press. Alvesson, M. (2000) On the Popularity of Organizational Culture. Acta Sociologica 33(1). Pp. 31-49 DiBella, A. J. (2006) Culture and Planned Change in an International Organization A Multi-Level Predicament. The International Journal of Organizational Analysis 4(4). Pp. 352-372. Dent, J. F. (2001) Accounting and Organizational Cultures A Field Study of the Emergence of a New Organizational Reality. Accounting, Organizations and hostelry 16(8). Pp. 705-732. Iivari, N. (2002) Analyzing the Role of Organizational Culture in the capital punishment of UserCentered Design Disentangling the Approaches for ethnical Analysis. Judy Hammond, Tom. Gross, Janet Wesson (Eds.) Usability Gaining a Competitive Edge, 226 Kluwer. Pp. 57-71 Iivari, N. (2002) Analyzing the Role of Organizational Culture in the Implementation of UserCentered Design Disentangling the Approaches for Cultural Analysis. Judy Hammond, Tom Gross, Janet Wesson (Eds.) Usability Gaining a Competitive Edge, 226 Kluwer. Pp. 57-71 Kappos, A. Croteau, A. (2002) Organizational Change and Culture Insights on BPR Projects. Proceedings of the 8th Americas Conference on education Systems. August, 9-11, Dallas, USA. Pp. 2076-2084.