Question:
Write an essay about the Organizational Behavior.
The development of organization has become important and necessary to develop and expand. The mangers need to take the initiatives for the growth and development of the organization. They have to undergo through number of significant challenges and opportunities to initiate a growth in the organization. The mangers act as the most crucial part for taking the decision as and involving the employees into it. The presence of globalization initiates the challenges and the opportunities in the organizational behavior. The mangers need to concentrate on the problems so hat hey can improve the performance of the employee. It in turn will help to contribute in the growth and the expansion of the organization. The mangers are confronting to meet the challenges of the specific requirement of the customers. Decision making in the organization occurs in all levels (Greenberg 2013). Organization’s decision structure initiates the internal structure enables to create the degree of stability or the instability in the external environment. The decisions of the mangers need to establish in the objective to overcome the bias towards actions and the fear of being indecisive. Intervention is necessary to establish the performance with the decisions.
Motivation in the organization enables to create the intensity, direction and the persistence towards achieving goal. Leaders need to actualize the potentiality and the enabling the way to empower them in employees. The motivation of the employees would help to encourage them to increase the level of confidence. The level of confidence would further help them to increase the level of communication among themselves. The employees would enable to generate their own ideas and initiate in the process of decision. It in turn enables to create a better performance of the employees. Communication enables to create a goal and develop the plans towards the realization. The flow of communication in all levels which enables to guide, motivate environment for the employees. Mangers need to make the employees understand about the stress management. The organization can evolve strategies through giving training for reducing the stress of the employees (Miner 2015). Groups and teams in the organization go through the process of maturation which should be included in the life-cycle situations. It needs to include all the humans, organizations and the products into the process.
The interview conducted with the leadership teams of Dhiraagu. The interview was conducted to focus on point’s organization’s employee management and growth. The question asked was given focus on the motivation of the employees, communication with the employees and the customers, stress management initiatives for the employees and the groups and team. The interview conducted with the Chief Executive Office and Managing Director Ismail Rasheed, Isbelle Hajri, Chief Marketing Officer and Ahmed Mohamed Didi who is the Director, Human Resource.
Ismail Rasheed Chief Executive Officer and Managing Director
Questions:
Isbelle Hajri, Chief Marketing Officer
Ahmed Mohamed Didi who is the Director, Human Resource
Decision Making is the integral part of the organization. It involves selecting or choosing the alternatives available in the situation. The discussion of Herbert A. Simon involves the process of decision making which can be categorized into phases. The phases involved are intelligence activity phase, design activity phase and the choice activity phase. The leaders make clear about the various decisions they makes in the organization. According to them they first indentify the problem then develop and analyze the course of actions and then chose tee best option among the available courses. The three phases revolves around the same concept. Rationality in the decision making process involves the appropriate towards accomplishing the objectivities (Pettigrew 2014). The leaders in the interview further notified that they apply the decisions in their work depending on the frequency of the occurrence of decision making situation. They accordingly deicide if they need to adopt programmed or non-programmed decisions. The leaders further contributed that Dhiraagu continues to be the market leader with 79% of its contributing to the mobile and the broadband services (DuBrin 2013). The decisions in the organization depend on many levels. Strategic decisions, tactical decisions and the operational decisions are the levels of communication which successful organization adopts. The interview showed result that Dhiraagu revolves on these three types. The strategic decision making process involves on the top management teams. They decide on the merger with another company and the new product line that need to include. The tactical decisions are mainly taken by the mangers of Dhiraagu (Dhiraagu Telecommunication 2016). It involves the market of the new product line. It also includes who should let go when the company goes downsize. The other questions are on the operational decisions which involves in the employees throughout the organization. It involves how often they need to communicate with the coworkers (Yu 2013).
The organization further makes the rational decision-making model which involves the decisions on maximizing the quality of the outcomes. They further explained that the company first identifies the problem then they establish the decision criteria. Further they weigh the decision criteria (Nahavandi et al. 2013). The next steps they will follow are to generate and evaluate the alternatives and choose the best option among them. Then they implement the decisions and evaluate the decisions. The training programs for the employees implement the learning’s of the rational decisions-making models into it and the importance of creativity (Pettigrew 2014).
The company further includes the creative decisions in the process. They explained that they include the importance of creativity ensures new and imaginative ideas. The creativity and innovations in the decisions enables them to ensure realistic planning and follow-through. The organization enables to ensure the steps on the creative decision-making process (Dhiraagu Telecommunication 2016).The inclusion of creative decision-making process includes the problem recognition then immersion. Then the company adopts the policy of incubation and illumination. Finally the company needs to apply verification and application (Solomon 2014).
Motivation is the psychological feature, which helps to achieve the desired goal of the organization. The interview with Ismail Rasheed the Chief executive Officer and the managing director it got clear that they encourage the employees for motivation which in turn would enable to generate performance of the organization. He further explained that ability and the knowledge required for the performance can better initiate from through motivating and encouraging them. Employees can reach their target through reaching the target and the excellence of the work. He further explained that the performance is the motivation, ability and the environment in which the employees need to work (Wagner and Hollenbeck 2014). Dhiraagu encourages motivating and building the sense of inclusiveness in them. The company addresses the needs of self actualization that employees gain from the experience of the work. During the interview as been discussed the leaders were asked questions on the company’s values (Pinder 2014).
Isbelle Hajri who is the Chief Marketing Officer to maintain the organizational structure and prides itself as its transparent further discussed the importance of motivation. He further explained that the company has more than 600 employees (Dhiraagu Telecommunication 2016). They are leading towards better satisfaction and benefits according to the quality of their work. He further explained that the company provides attractive benefits such as the employees are getting the full health-care coverage and the compressed workweek (Weiner 2013).
Figure 1 showing Maslow’s Hierarchy Needs
Source (DuBrin 2013)
The interview gives a clear understanding about the leaders use and inclusion of motivation in the organization. Isabelle Hajri further explained that the motivation of the employees needs to encourage through the needs of the individuals. Abraham Maslow who is the prominent psychologists of the twentieth century describes the hierarchy needs for the mangers. The theory revolves around five basic needs. Among this the basic needs is the physiological and the safety needs (Pinder 2014). The other needs can be classified under growth needs, this would include social, esteem and self-actualization. The interview further points out the interactive effects depends on Demands* Control on the stress levels. The relationship of the control and demand would show from the figure 2.
Figure2 showing the job demands-job control model
Source (Greenberg 2013)
The interview with the leaders of the Dhiraagu involved the development program so that it caters both the basic and the growth needs. The leaders explained that the growth would help the helps to expand in their career horizons. It includes the opportunities to learn and self-directed through involvement of various training (Pinder 2014). The company offers attractive packages and the inclusion of high rate of bonus. Both the leaders further ensured that the inclusion of rewards motivates the employees to a great extend. The various benefits enable the employees to get motivated. The company further ensures growth needs through various recognition awards with acknowledgement and appreciation. They provide sense of challenges and achievement for the employees (Truss et al. 2013)
The interview with the leaders shows the company involved in the motivation process through various initiatives. They encourage the employers through training and development programs. the company follow the theory of hierarchy in their process. They introduced program which satisfy their basic needs. This includes psychological needs as they provide recreational club or events for the staff and the families. They also provide equal opportunities for all its staffs with the supportive work environment (DuBrin 2013). Further in terms of safety needs the company provides leave and medical benefits. The company further appreciates the growth of the staff through providing the responsibility and the creativity (Dhiraagu Telecommunication 2016).
Effective communication is important for implementation in the organizational; strategies for managing the people. Communication is the understanding is the symbolic elements, which are embedded in the process. Communication has the behavioral component, which emphasizes the role of the behavior (Storey 2016). Formal communication in the organization needs to categorize as vertical or the horizontal communication. Vertical communication leads the hierarchy management, which needs to include in the upward and the downward communication. It includes the flow of communication from the upward or downward between the superior and the subordinate. Functional communication within the department comes in this category. Horizontal communication is the cross function communication, which refers to the mechanism of the formal statement of horizontal communication (Cornelissen 2014). The communication appears to tale lace within the organization are interpersonal when it appears between two person. On the other hand it becomes interactive when more peoples are involved into it. The interview with the leaders of Ahmed Mohamed Didi who is the Director of the Human resource of Dhiraagu included the fact that effective communication fosters s positive and the employee relation between the climates, position of the organization. Dhiraggu is effectively involved in much communication process. The communication process initiates many training and coaching programs for the employees to communicate effectively among themselves (Dhiraagu Telecommunication 2016).
The communication process revolves around two phase the transmission phase and the feedback phase. The sender needs to sends the message encodes it and delivers it top the receiver for decoding it. The communication when goes from the sender to the receiver it is known as transmission phase (Alvesson 2012). While in the feedback phase involves the message transmitted from the receiver from the sender. Here, the receiver sends the message encodes it and sender decodes the message they got from sender. Similar process is applicable in the organization. The interview gives details about the communication process where flow involves from transmission to feedback phase. The company reaches to the customer’s thorough using the verbal as well as non-verbal communication (Castells 2013).
The interview with the leader is further focused on the enhancement of the job satisfaction. They believe in the communication between the mangers and the subordinates. The Chief Executive Officer and the Managing Director pointed out that brand loyalty and trust enabled to appear because of it in the organization (Siegman and Feldstein 2014). He further explained that communication enables to increase the productivity of the organization. The company further explained that the organization need to communicate with each other’s and communicate with the activities. Figure 3 shows the types of communication in the diagram.
Figure 3 types of Communication
Source (Burgoon et al. 2016)
Dhiraggu provide services for its customers in relation to communication. They try to maintain it through the internal as well as external communication with the employees and the customers. The company tries to gives the best possible ways of communication through providing 24*7 live chat with its customers. It ensures to provide the customers with a effective service in customer service. The company provides service to the customers through establishing the verbal and non verbal communication within the industry. The verbal communication includes its customer service via telephone and face to face and the complaint policy used by the sector. The non verbal communication as the customer does can get the guidance through the website of Dhiraagu (Dhiraagu Telecommunication 2016).
Organizational arrangement needs to adopt the policy for prevention, reduce and relieve the stress at the workplace. It needs to make proper arrangement of the working conditions within the organizations through the design of the job and creation of healthy workplace. The leaders need to understand the condition and create satisfying conditions for it. The leader’s points out further that organization stress of the employees can lead to absenteeism, escaping from the responsibilities of work arriving late or leaving early, it can also lead to decoration on the work performance or decoration in health (Driskell and Salas 2013).
The company focuses on stress free environment and takes actions to reduce the stress. They further mentioned that stress in the workplace reduce the productivity. The leader is further added to reduce the stress they adopted measures like recreational club. The company ensures to establish the recreational club, which enables them t, refreshes their mind from the work stress. Stress does play a hypothesized role in exhausting the body’s immune system. This is known as General adaption Syndrome (Dhiraagu Telecommunication 2016).
Figure 4 showing the ways to manage the stress
Source (Cartwright and Cooper 2014)
The organizations arrangement on the prevention, reduce and relive of stress at the workplace would make the favorable conditions within the organizations. The stress can be the because of many problems in the workplace. It can become a threat for the health, quality of life, self-esteem and personal development (Seaward 2013).
Dhiraagu leaders explain that the prevention of stress and management of stress is require in the organization to initiate the growth and active participation of the employees. The organizational interventions can range from various types. It can range in the structural which includes the staffing levels, work schedule, physical environment etc. The range is psychological which can range from the social support, control over work and participation. Dhiraagu ensure some benefits for the employees so that they can reduce the stress. The measures of the reduction in stress include programs such as recreational club and the events. They even ensure the sense of pride and belonging for the employees so that they feel motivated and remain stress free to handle station. The company also initiated activities Fun Friday and Family Picnic. The employees even share a Dhi E-Club most enjoying the indoor activities. The activities help them to refresh their mind and stress free (Dhiraagu Telecommunication 2016).
The groups are the two or more people who interact with the individuals to share the norms and the goals,which have common identity. The size of the group depends upon the possibilities of the mutual interaction and awareness among themselves. The groups can be defined as formal and informal groups (Turner 2014). The formal group of the organization is formed under the supervision of the manger to help to organization to accomplish its goals. The formal groups meet the two basic functions organizational and the individual. While on the other hand the informal group exists this has the purpose for getting together as friends and the common interests. The interview of the leaders points out that the informal groups can lead to productive teamwork. The company however focuses more on the formal group formation however, the company helps to make a strong bonding between the employees. The interview enables to focus on points, which involve the belief in teamwork and extend the environment, which would enhance the soft skills, improve and develop through understanding the ties among each other. The company focuses on teamwork, tolerance and appreciation for the diverse character and the perspectives. The interview further focus on that the leaders concentrate on the group development process (Galegher et al. 2014). The company believes working together would enable a better and enjoyable life within the family. The groups and the teams of the organization find n the life-cycle situation, which includes the humans, organizations and the products. The development process involves the five-stage model in the development of groups. The first stage is he forming stage. The interview gives details that in this stage the group members tens to be anxious and uncertain about their role. The leaders of Dhiraagu assist the employees so that they get a goals and objectives of their role. The second stage is the storming, where the employees test the leader’s policies and assumptions. The third stage is the norming stage, which involves a feeling of team spirit as the members experienced their proper role. Group cohesiveness involves into the situation which effects on the performance. It helps to bind the employees together. The fourth stage is the performing stage, which involves solving the task problems. The stage involves performance without conflicts and disputes on job boundaries. The adjoring stage is the final stage many teams reaches in this stage. Here the teams get disbanded in the organizing restricting (Egolf and Chester 2013).
The leaders in the interview mentioned that the employees of Dhirragu go from each stage of the development group. The CEO Ismail Rasheed further added that every groups when enter into the organization goes from the stage. However, through their training a development procedure they ensure the employees not to go disband and have any negative rumors against the employees. They identify the stage of the team and establish clear objectives for them. They further implement policies where the reviews the team and adjust the behaviors of the mangers and the employees according to that through discussion (Dhiraagu Telecommunication 2016).
Figure 5 showing the stages for Group Development
Source (Scannell et al. 2012)
The team approach maintains a diverse impact on the organization and on the individual employees. Team includes small number of people who same purpose, goals and objectives for which they enables them hold mutually accountable. The leaders of the management ensure that the team needs to follow some criteria. They need to ensure the quality of leaders and needs to ensure participate in the activity (Gold et al. 2013). The individuals in the team need to shift the accountability from the individual to collective. The team needs to develop their purpose and mission. The effectiveness o the team need to measure through the outcomes and the products of the team. Teams can be classified into several types. The first one is the problem-solving team which relies to solve the organizational problems. The members provide the ideas and suggestions that can be improved. The second type is the self-managed teams they select their own members and evaluate the performance of the other employees. The third is the cross-functional teams. It allows the teams to allow people from diverse areas through implementing new ideas, solve problems and coordinate the complex projects. The forth type is the virtual teams which allows people to collaborate through online (Wilson 2013).
Conclusion
The organization need to adapt measures so that employee’s growth and needs would be there priority. The organization need to adopt measures for it. They need to initiate measures so that employee’s feels motivated and stress free environment. The organization need to understand the importance of both external and internal communication. Interview has been conducted with the leaders of Dhiraagu. It is Maldives largest telecommunication centre. The interview pointed out the measures that the organization follow for its establishment of the employees growth. It also gives an overview their communication with the customers which helps them to establish better communication process.
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