TASK – Organizational Behavior
Using concepts and readings from the module, critically analyse a problem you are experiencing (or have experienced) at work.
Follow the step-by-step procedure to case analysis described below.
Your assignment should consist of two parts:
Part A. Case Description
This section (about 600-700 words) should identify and outline the central problematic case you are focusing on. Introduce the key protagonists and issues. Give enough background related to your organisation so that the problem can be situated in a broader context. Overall, the case must be described in a way that is informative.
Here are some of the questions you can use to make sure you are going in the right direction:
What is going on? Describe the problem. Ensure that the problem is framed as an ‘organisational behaviour’ problem (i.e. not a strategy problem or an operational problem or marketing problem etc.).
For whom is it a problem for i.e. for you, for your group, your line manager, your department, your firm? Try to keep the problem manageable i.e. don’t try to address the future limitations of an entire industry in a 3,500 word assignment.
List some of the symptoms of the problem so we can see that the problem exists. For example, open conflict, high staff turnover, absenteeism, poor or low morale, group or team conflict, management of change issues related to new projects, new premises, new clients, new boss, etc.
Who are the main protagonists and how do they behave? For example, you could write a little story, which exemplifies the symptoms and details what is happening.
What is the context? Give us some basic information about the organisation, what it is, where it operates, some information on the structure and environment and whatever is relevant to outline and identify the problem. Please be sufficiently detailed so that an outsider can understand what was going on.
Part B. Case Analysis
This part of the essay is the bulk of the essay. It is dedicated to the analysis, the final diagnosis and alternatives/ recommendations/plans of action.
Please answer the following questions:
Through which theoretical lenses/frames are you analysing this problem and why?
What key OB concepts and theories are you mobilising as significant to explore the frames chosen? And why are they relevant?
Where is the evidence in the case that points to the theories you have identified?
Page 2 of 4
What is your final diagnosis of the underlying cause(s) of the problem in the case? Does your analysis logically flow into and explain the final diagnosis?
What alternative solutions to the problem are possible and what final recommendations and plan of actions to solve the problem are you offering? And why these final recommendations? Does your analysis and final diagnosis logically underpin the final recommendations?
| Number of words | 3,500 words – this is a strict limit |
Solution:
Organization Behavior
Student Name:
University Name:
Introduction:
The essay focusing on the concept of organizational behavior in order to analyze the kind of impact it can made on the path of progress of any company. The essay will be focusing on the impact of leadership behavior on the organizational effectiveness, human resource management and organizational structure. In the essay, the focus will be on the Coca-Cola Company, as the organization is currently facing issues with its leadership management style. In addition, as the business environment is continuously evolving, decision-making style of leadership has become an extremely important factor that drives organization forward. Therefore, the easy will focus on the in-depth analysis of the leadership style of Coca-Cola so that it can able to evaluate the processes by which the company can able to minimize the behavioral issues of the organization. Furthermore, as the concept of leadership is huge, the essay will try to utilize several theories and conceptual framework so that it can able to conclude.
Part A:
Description of the problem:
Coca-Cola is one of the top organizations of the entire world. The company deals in the soft drink industry for more than hundred years now. In 2015, the brand Coca-Cola declared as the third most valuable brand of the world. From the beginning, the company has able to grow rapidly with its unique leadership style. Traditionally, the management of Coca-Cola has able to provide huge amount of benefits including health insurance to all the family members, which helps the organization to maintain the motivational level of the employees to a different level. The benefit structure and leadership styles has played crucial role in maintain the huge workforce of the company focused towards their work. However, as the company has grown rapidly all over the world, there are several issues has arises regarding the leadership style of the organization.
Most effected personnel caused by the problem:
The management of Coca-Cola is facing lot of issues to manage the emotions and perspectives of the employees. Specifically, as the competition is increasing in the soft drinks industry, management of Coca-Cola is primarily focusing on the maintaining its position in the market (Coca-colacompany.com 2016). Hence, the focus of leadership is somewhat diverts from well-being of the employees. As a result, the motivational level of the employees is affected somewhat. Specifically, in the Middle East countries, the company is facing challenges to keep the motivational level of the employees intact. It is observed that leadership style of Coca-Cola does not allowing the employees to be a part of the organizational decision-making processes. Therefore, many employees are feeling left out by the management. In addition, Coca-Cola is among the major organizations of the world. Therefore, it has its presence in different parts of the each country. Hence, leadership style of the company demands an effective communication process. However, as the competition is increasing, management has to take immediate decisions without informing the executive level of employees.
Symptom of the problem:
The above issue has its main affects on the bonding of the employees with the management is getting affected. It is increasing the dissatisfaction level among the executive level of employees of Coca-Cola (Workforce.com 2016). Therefore, the company is experiencing high employee turnover rate. Many employees are also taking unnecessary leaves with affecting the organizational processes.
Main protagonist:
From the above discussion, it can be identified that the main protagonist of this issue is the leaders or the management team of the Coca-Cola Company. Since, few recent cases have highlighted the fact that management of Coca-Cola is behaving insensitively with its executive level of employees. As a result, the company is having trouble in keeping the executive level of employees associated with the organization.
Basic context:
Leadership approach has a key influence in the motivational level of employees. Therefore, it has the potential to make or break any businesses. Hence, it has come up as the prime internal issue of the organization that is affecting the organizational processes. However, overall organizational structure of Coca-Cola is highly focused on the well-being of the employees (Coca-colacompany.com 2016). Over the years, the company has taken several steps so that the employees are able feel satisfied and a significant part of the organization. Still, the above situation highlighted the fact that Coca-Cola will have to focus more on its leadership perspective so that it can able to fulfill the requirements of its employees.
Part B:
Theoretical lenses:
As asserted by Armstrong and Taylor (2014) several theories of leadership can have major affect the success of the organization. Many studies have also identified that employees can only be motivated if their personal requirements are fulfilled. On the other hand, many researchers have also identified that employees can be motivated through developing strong bond or relationship between employers and employees. There are many theories that have made serious impact on the employee performance. For instance, managerial theories have established its effectiveness regarding organizational performance. These theories include several features that can have major impact in managing organization. Features like employee specialization that every organization has to consider before assigning them any particular job. Since, allowing employees to work within their specialization can have major positive impact on the motivation and satisfaction level of the employees (Northouse 2013). Hence, Coca-Cola managers also will have to consider this feature to use in the organization in a more effective way so that it can able to regain its employee’s motivation. Giacalone and Rosenfeld (2013) highlighted that leadership style of providing continues feedback regarding the performance of the employees can also have major impact on the motivational level of the employees. However, this requires effective communication system within the organizational structure. As the issue in Coca-Cola highlighted the fact that the company is facing challenges regarding to utilize effective communication process which increasing the dissatisfaction level of the employees. Hence, it highlighted the fact that management of Coca-Cola also has to develop effective communication process between all level of employees not only to minimize misconception among the employees but also to improve their motivational level towards their work. According to Clarke (2013) salary or benefits is another important factor that the managers of the organization will have to look at in order to improve the satisfaction level of the employees. As benefit or salary structure have major role in fulfilling the personal requirements of the employees, it allows them to work more freely and concentrate more on their works, which eventually creates positive impact on the performance level of the employees (French et al. 2012). However, Coca-Cola is among the top organizations of the world regarding the employee benefits. Still, there are few areas left to resolve for the companies. Specifically, the managers of the organization will have to look at the benefit structure of the lower level of the organization. The company also has to focus on its leadership development approach to minimize the negative impact on the motivational level of the employees.
Key organizational behavior concepts and theories:
According to the Great Man theories, leadership is an attribute that primarily possess by the male or particularly military leaders. The theory highlighted the fact that the leaders are born with certain specific attributes. The theory also highlighted the fact that leaders have to have charisma, skills, intelligence, confidence etc. As per the article by Rice (2013) leaders with the mention skills, have the higher possibilities to maintain the satisfaction level of the management. It highlighted the fact that Coca-Cola might not select those personnel for the management position that has the ability to influence others. Trait theory of leadership also highlighted the same thing that people develop leadership qualities by born. Therefore, training an individual to manage the employees might not have same amount of effectiveness. Trait theory highlighted six individual traits such as intelligence, extraversion, adjustment, self-efficacy, openness to new opportunities and conscientiousness that every successful leader has to follow (Biddle 2013). Now, as Coca-Cola is finding difficulties in handling its executive level of employees, it had to focus on whether the managers of the company do possess these skills or not.
As per the behavioral theory of leadership, behavioral attributes have major impact on the satisfaction level of the employees (Tourish 2014). Since, behavioral pattern of leaders have the potential to create huge amount of impact on the mind of the employees. The behavioral theory highlighted three types of leadership styles. Autocratic leadership reflects the leadership style where leaders try to dictate things on the employees (Sniehotta, Presseau and Araújo-Soares 2014). Therefore, it does not allow the followers too many chances to share their views or perspectives. Hence, it actually increases the dissatisfaction level of the employees. This is similar to the case of Coca-Cola, as employees are feeling left out by the management. However, autocratic leadership also has certain benefits but for the companies like Coca-Cola that are doing business almost in every country of the world, this type of leadership actually increases the confusion in the work place. As a result, overall effectiveness of the company got hampered. On the other hand, participative leadership theory allows management to form a leadership culture in which every employees can able to share their views (Beenen 2016). This type of behavioral is extremely effective for the employee motivation process as it allows employee to share their views to the management. It also allows management to identify any type of dissatisfaction occurring in the organization.
` Skill theory reflects that acquired skills and learned knowledge is significant factors for an effective leadership style. Hence, this theory actually describes the opposite of the trait theory. It also highlighted the fact that learned knowledge and skills are key to the success of the organization. Hence, managers of Coca-Cola will have to acquire leadership skills and knowledge in order to increase the satisfaction level of the employees. According to Clegg and Dunkerley (2013), satisfaction in workplace is positively correlated with motivational level of the employees. Hence, management of Coca-Cola will have to create an organizational culture in which every employee will feel motivated towards his or her work. Contingency theory of leadership highlighted that leadership style highly affected by the environmental variables also. As per the article by Nicolini (2012) this theory established the fact that there is no general type of leadership that can be applicable for all situation rather it heavily depends on particular situation. Hence, assessment of the cause of issue is necessary before implementing any leadership strategy. Otherwise, it might fail to fulfill its objective.
Evidence:
As per the article by Kautonen, Van Gelderen and Tornikoski (2013), motivational level of the employees is one of the important factor in context of organizational behavior. The word motivation comes from a Latin word “motives” which means a moving cause. It reflects the process of influencing the psychology of an individual. In organizational behavior context, there are several theories related to employee motivation. According to Maslow theory of motivation, organizations will have to fulfill a series of need of the employees in order to maintain their motivational level. This theory elaborated five needs that organizations will have to provide in order to increase the satisfaction level of the employees. The first step reflects psychological need of the employee. It highlighted that organizations will have to provide enough time for the personal life of the employee. Safety need reflects the need of safety or security of the employees. Hence, to fulfill this need organization will have to provide additional benefits like health security and job security so that employees can able to work freely. Love and belonging need demand excellent bonding among all level of employees so that they can able to think themselves as a part of the organization. To fulfill the esteem need, organization will have to provide deserved increment and promotion to all level of the employees so that they can able to motivate themselves towards the work. According to Francis, O’Connor and Curran (2012) job motivation can be describe as a psychological drive that gives an indication of the behavioral direction of the employees in an organization. The motivation level of the employees within the organizational structure depends on the three factors such as level of persistence, level of efforts and direction of behavior. The degree of performance of the employees measured on the kind of effort they are making to fulfill the requirement of the jobs. The behavioral direction of the employees evaluated by the degree an employee decides to perform on the slated task and the persistence level of the employees depends on the kind of effort they making to overcome the obstacles in the assigned task (Lussier and Achua 2015). Hence, it reflects that motivation is a significant factor that plays a key role in enhancing the performance level of the employees. Especially, in this highly competitive business environment, every organization is looking to utilize its internal resources to its fullest so that it can able to gain competitive advantage in the market. Coca-Cola also will have to develop a leadership style that has the potential to induce all its employees to give their best effort so that organization can able to fulfill its objective.
Final diagnosis:
In organizational behavior context, motivation level of employees is divided into two categories, extrinsic motivation and intrinsic motivation. According to Northouse (2015), intrinsic motivation reflects self-generated motivation. This only happens when employees feel happy in engaging into a job that they feel comfortable and happy. Therefore, it highly depends on the skill and knowledge level of the employees. Since, the more the knowledge or skills an employee has the greater possibilities of feeling comfortable in a particular job. Hence, management of Coca-Cola has to provide enough training facilities so that employees can able to feel comfortable regarding their responsibilities. On the other hand, extrinsic motivation reflects that motivation level of the employees is also highly depended on the several external factors of the organization. These include praise, promotion, salary, security, bonus, incentives and other benefits of the organization. According to Nohria and Khurana (2013) promotion is a factor that highly depended on the level of previous performances made by a particular employee. Hence, management of Coca-Cola also has to measure performances of all the employees so that it could able to select right individual for the promotion. Otherwise, it can have huge amount of negative impact on the motivational level of the employees. Managers of Coca-Cola also have to communicate the particular factors or reasons they are selecting an employee to promote. Otherwise, it might send wrong message to those employees whom are also working hard for the organization (Dinh et al. 2014). The management of Coca-Cola also have to communicate the kind of future that an employee can able to receive by providing their best effort for the organization. This will not only help to improve the motivational level of the employees but also will create positive impact on the performance level of the organization.
As per the article by Dvir et al. (2015), organizational structure also has huge amount of impact on the motivational level of the employees. Since, organizational structure has impact on the grouping and coordination among the employees. Management of organizations will have to consider six factors such as formalization, specialization, chain of command, span of control, decentralization and centralization in order to manage its internal resources effectively. In organizational behavior, three basic organizational structures are mentioned that is used in most of the company. Simple structure of organization reflects of wide span of control, low level of formalization and low level of decentralization (Avolio and Yammarino 2013). This structure is primarily used in the small size businesses, as it allows the organization to implement quick decisions. The bureaucracy structure characterized by highly routine task, high level of standardization, centralized authority and limited span of control. The majority of MNC has used this type of organizational structure, as it allows to maintain huge workforce effectively. Hence, leaders of Coca-Cola also have to utilize the organizational structure to improve the motivational level of the employees. In fact, the focus of managers of Coca-Cola will have to identify whether organizational structure has impact on the present issue of the lower level of motivation of the employees.
Many researchers have also identified that differences in culture also has its impact on the organizational effectiveness. Specifically, companies like Coca-Cola that has employees from several parts of the world. In fact, Coca-Cola is also among the top organization that utilizes expatriates employees for increasing the effectiveness of the organization. Hence, it does possess people from all parts of the world, which makes the role of the leaders or the managers even more critical. The explicit theory of culture and effectiveness recommended four cultural traits that can have impact on the effectiveness of the organization. These traits are involvement, consistency, mission and adaptability (Schriesheim 2015). Hence, management of Coca-Cola will have to utilize all the four factors so that the employees of the organization can able to feel satisfied towards their work. In addition, the leadership of the company will have to create an atmosphere where employees can able to share their knowledge effectively. Since, people from different culture will have different perspective to a particular issue. It will develop a well-structure learning culture for the organization. Hence, it will help the organization to implement best possible strategy for the company. Therefore, it will also create a positive impact on the organizational leadership strategy.
Another major factor that can have impact on the current issue facing by Coca-Cola is team development. Since, a well-organized team allows every member to communicate much more freely. It also allows organizations to introduce much smoother communication process along the different level of the organization. According to Antonakis and House (2014), leaders or managers have the prime role in developing an organization. As trait theory, highlighted leaders must have to have some inborn traits, which will influence people around it. For team development, an individual with specific types of traits is extremely important for team development. Since, without any leader no team can able to develop properly. This again signifies the important of leadership development within the organization. Hence, Coca-Cola management also has to focus on the overall development of the team so that it can able to improve its organizational process. The leadership strategy of Coca-Cola also will have to focus on whether or not the employees are working as a team or not. In many instance, employees of an organizational team or department creates their own groups within the department according to their preferences. This not only hampers the overall bonding of all the team members but also has huge amount of impact on the organizational internal process (Alimo‐Metcalfe 2013). Hence, leadership strategy of Coca-Cola also have to implement in such way that could able to induce all employees to develop a strong bonding among each other so that it can able to work to its fullest efficiency. This will also have positive impact on the present motivational level of the employees.
Alternative Solution:
Decision-making process of the leadership for the overall development of the organization is also a crucial aspect regarding the success of the organization. As per the article by Parris and Peachey (2013) decision-making is a significant factor that every successful organization utilize effectively. As mentioned earlier, the management of Coca-Cola has recently have taken few major decisions regarding the organizational process. As a result, many employees feel that the management of the organization overlooked them. Therefore, the motivational level of the employees has affected hugely, which created negative impact on the organizational process. This highlighted that management has to be extremely careful regarding its decision-making process. However, there is no clear-cut suggestion regarding what kind of decision-making strategy can have best impact on the organizational process, as it often has to face several uncertain and new challenges from the unfamiliar sources (Aaker and Joachimsthaler 2012). This demands superior knowledge from the management level of the organization so that it can able to face new challenges in an effective way. In addition, as the management of the organization provides help or guideline to meet new challenges, it increases the respect and loyalty among the members of the organization. This eventually helps to build a well-structured team within the organization, as employees will become more focus towards the work.
Conclusion:
The above discussion highlighted the fact that the Coca-Cola Company has an organized structure that induces employee involvement in management decision. As a result, the company has able to manage the motivation and satisfaction level of the employees effectively for long period of time. However, decision-making strategy of the Coca-Cola has faced criticism many times because of its lack of vision that the kind of negative impact it can made on the involvement level of the employees. In addition, the above case has mentioned that the decision-making strategy by the leaders of the organization does create huge amount of negative impact on the employee’s motivation level. Hence, the management of the organization will have to reconsider about their decision-making strategies in order to maintain a proper organizational behavior. Thus to conclude, it can be state that leadership has huge amount impact on the organizational effectiveness. Therefore, every organization will have to formulate their leadership style carefully.
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