How Does the Organizational Behavior Affect Employees Morale in the Workplace - Research Proposal Example

Organizational Behavior and Employee Psychology Name Institution Organizational Behavior and Employee Psychology Research Topic: How does the Organizational Behavior affect Employees’ Morale in the Workplace? Chapter I: Introduction Organizational behavior is one of the critical HRM terms, which provides the platform for understanding the individual, as well as group dynamics within the organizational setting and nature of the entity. In the course of interactions within the organizations, various or numerous factors come into play. From this perspective, organizational studies focus on understanding and modelling these factors. The organizational behavior is becoming more significant for the people and entities with diverse backgrounds and cultural values in the course of working effectively and efficiently. Organizational behavior provides the platform towards understanding the behavior of the employees in attempts to develop competencies in foreseeing how individuals are likely to behave. According to the HRM practitioners and researchers, organizational behavior proves to be essential in determining the performance and commitment of the employees, thus, morale or motivation of the workforce in pursuit of competitive advantage and sustainability. The research will aim at the exploration of the relationship between the organizational behavior and morale of the workforce in attempts to achieve the goals and targets of the business entities and corporations. Rationale/Justification of the Study Human resources continue to become one of an essential component in the operation of the contemporary organizations. From this perspective, corporations focus on the adoption and implementation of appropriate strategies and cultural values aiming at improving the morale and commitment of the employees. Evidently, organizational behavior tends to have enormous psychological implications on the employees in the course of executing their duties and responsibilities. The influence of the organizational behavior on the morale of the employees makes the topic of study an interesting feature, thus, the platform towards understanding the relationship between the two elements. Research Questions/Objectives The objective of the research paper is to evaluate the existing influence of organizational behavior on the employees’ morale at the workplace. In the course of addressing this research objective, the research paper will engage in the assessment of the following research questions: i. How does organizational behavior affect the employees’ morale at the workplace? ii. What are the positive and negative implications of organizational behavior on the employees’ productivity and performance levels? iii. Can organizations use their behavioral traits to manipulate the employees’ psychology and contributions? iv. What is the relationship between organizational behavior and employee psychology? Importance of the Research Performance proves to be a function of the interaction between employees’ motivation, ability, and the environment. In this equation, motivation or morale is one of the most valuable forces leading to the improvement of performance among the employees. Execution of the research on organizational behavior and employee psychology will be ideal in the exploration of how organizations can use their cultural values in the course of improving the performance of the employees through motivation. From this perspective, the study will play a critical role in informing the knowledge regarding the organizational behavior, as well as implications for the employee psychology. Similarly, the research paper will enhance understanding of the theoretical perspectives of organizational behavior and their influences on improving the efficiency of the employees in pursuit of competitive advantage. Chapter II: Literature Review Various research practitioners and HRM professionals have focused on the evaluation of diverse studies regarding the influence of organizational behavior on the activities and productivity of the employees. Permarupan et al., (2013) focused on the execution of an in-depth review regarding the influence of organizational climate on the employee’s work passion. The paper engages in the illustration of the argument on the potential causal link between good organizational climate and behavior on the employees’ work passion, as well as the level of commitment. It is essential to note that the modern workforces tend to work in various or numerous mind-sets. In the past few years, there has been numerous support regarding the human capital development, lifelong learning, and continuous attention on the soft skill development. These elements are valuable in the course of improving the performance and commitment of the employees in the contemporary society. Evidently, these components are aspects of the organizational behavior aiming at improving the influence and contribution of the employees in the course of attaining and satisfying the demands or needs of the consumers. On the other hand, Pitichat (2013) sought to examine and explore the influence of the smartphones in the workplaces as the changing elements of the organizational behavior, thus, the platform for the transformation of the future. This is an integration of the technological advancements on the organizational behaviors in attempts to oversee the rapid growth and development of the company. Categorically, smartphones continue to experience increasing integration in people’s lives for social use and professional us. According to numerous researchers and HRM practitioners, smartphones tend to have negative implications and consequences in the workplace. Some of these negative consequences include lowering productivity, separation of people from their realities, generation of stress from personal issues to work, and the creation of bad manners. From this perspective, there is a need for the organizational leaders to adopt and integrate mechanisms, which ensure that employees use their smartphones as tools for the increasing of the efficiency. In this context, integration of smartphones as the organizational behavior can be valuable for the organizations in three critical ways: promoting autonomy, strengthening relationships with co-workers, and improving knowledge sharing. These factors have enormous implications towards increasing employee job satisfaction leading to the desired efficiency in the workplace. Similarly, Bakker & Schaufeli (2008) focused on the evaluation of the influence of the positive organizational behavior in the generation of the engaged employees in the flourished corporations. In the contemporary society, managers and executives tend to agree on the role and influence of the employees in making a critical difference regarding innovation, competitiveness, performance, and success of the institution or corporation in focus. It is the obligation of the institution to engage in the adoption and implementation of the strategies to attract, as well as keep creative, dedicated, and thriving workforces to enable the organization to flourish in agreement with the desires and expectations of the consumers. Positive organizational behavior enables the organization to create valuable working conditions to inspire the engagement of the employees, thus, the platform the give their best and express motivation or the desired morale. Employees need to feel energetic and motivated in the course of executing their responsibilities and duties in pursuit of competitiveness. In the same context of the argument, Kinjerski & Skrypnek (2006) focused on the exploration of the need for the organizations to engage in the creation of the organizational conditions with the intention of fostering employee spirit at work. Categorically, the objective of the paper was to identify the organizational factors with the potentiality of fostering or developing the employee experience at the workplace. According to the findings of the study, inspired leadership did emerge as the central aspect towards influencing individual experiences of the sprit at work. This is through liaising with certain factors such as organizational foundation, organizational integrity, positive workplace culture, sense of community among workers, personal fulfilment opportunities, continuous learning and development, and appreciation of the workers in pursuit of competitiveness and sustainability. Additionally, Kaifi & Noori (2011) focused on the evaluation and examination of the organizational behavior while focusing on the influences on managers, employees, and teams. In this research paper, the authors demonstrate the influence of the technological advancement in technology and skill diversity to enhance workflow interdependencies. Chandrasekar (2011) focused on the examination of the workplace environment and its implications on the organizational performance in the public sector. According to this research paper, workplace environment, and organizational behavior tend to have enormous implications on the employee morale, engagement, and productivity from negative and positive perspectives. There is a need for the organizations to engage in the identification and implementation of the most appropriate strategies to create a work environment for the productivity of the employees. This is an illustration of the relationship between work, workplace, and tools of work in forming an integral part of work itself. The management has the ability and potentiality to dictate how to maximize the morale and productivity of the employees through focusing on the personal motivation and infrastructure of the work environment. Chapter III: Research Methodology Research Design and Appropriateness In the course of executing the study, the research will focus on adoption and implementation of the qualitative research design. This is because the study will be inductive in nature, thus, the platform for the assessment of the data, evaluation of the findings, and interpretation of the results in agreement with the emerging patterns or thematic issues. Qualitative research design proves to be valuable in the course of enabling the assessment of the aforementioned research questions and objectives. The adoption and implementation of the research design prove to be ideal for this study because of the flexibility and agility in the collection and analysis of data. It is critical for the study to engage in the exploration of flexible data collection instruments in the collection of quality data. Qualitative research design will also provide the platform for the utilization of the secondary data sources in the determination of the potential or existing relationship between the organizational behavior and the employee psychology concerning morale and motivation. In the course of collecting data, the study will consider utilization of the secondary data sources regarding the previous research articles on the issue of organizational behavior, as well as employee passion in addressing their duties and responsibilities. The approach will be valuable in the assessment of the theories of organizational behavior determining the passion of the employees in satisfying the needs and expectations of the consumers. Secondly, the study will adopt and utilize questionnaires and interviews in the collection of qualitative data in agreement with the aforementioned research questions. These approaches will consider the exploitation of flexibility in the collection of the qualitative data to determining the influence of organizational behavior on the employee performance, motivation, and morale in satisfying the needs of the consumers. In the third instance, the study will consider utilization of thematic analysis technique in the course of making meaning of the collected data. The approach will be ideal for the identification of the emerging trends and patterns in the study regarding the role and influence of organizational behavior on the performance and productivity of the employees. The approach will also exploit the previous data on the same topic to make adequate reference and argumentation of the concepts and theoretical perspectives on the organizational behavior. Evidently, the analysis technique proves to be feasible concerning efficiency and time in analysing the data. Relevance of the Study The study proves to be relevant because of the growing influence of HRM in the maximization of the revenues and profit levels at the end of each fiscal period in most corporations. Organizational behavior provides the platform for the institutions to engage in the identification of strategies to improve the performance of the employees. Evidently, the study will build on the existing knowledge to determine how organizational behavior can enable organizations to achieve competitiveness and sustainability in the highly competitive industries. The relevancy of the research paper is also evident in the growing desire for the motivation of the employees to maximize the revenues and reduce the costs of operation. Ethical Issues The study will consider utilization of the pseudo names during the administration of the questionnaires and interviews for the confidentiality purposes. This ethical aspect will aim at protecting sensitivity information in the collection of data. Secondly, the study will consider the integration of honesty and objectivity in the transmission of the data without distortion. The approach will aid the development of quality argument regarding the role and influence of organizational behavior on the motivation of the employees. Limitations of the Study One of the potential limitations of this study will be an inadequate number of research participants due to feasibility in the collection and analysis of data. This will limit the ability of the study to facilitate effective and efficient generalization of the research findings in agreement with the research questions and objectives. References Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154. Bodla, M. A., Afza, T., & Danish, R. Q. (2015). Perceived Organizational Politics and Employee Morale: Mediating Role of Social Exchange Perceptions in Pakistani Organizations. European Online Journal of Natural and Social Sciences, 4(1), 66. Chandrasekar, K. (2011). Workplace environment and its impact on organisational performance in public sector organisations. International Journal of Enterprise Computing and Business Systems, 1(1), 1-16. Kaifi, B. A., & Noori, S. A. (2011). Organizational behavior: A study on managers, employees, and teams. Journal of Management Policy and Practice, 12(1), 88. Kinjerski, V., & Skrypnek, B. J. (2006). Creating organizational conditions that foster employee spirit at work. Leadership & Organization Development Journal, 27(4), 280-295. Lockwood, N. R. (2007). Leveraging employee engagement for competitive advantage. Society for Human Resource Management Research Quarterly, 1, 1-12. Permarupan, P. Y., Al-Mamun, A., Saufi, R. A., & Zainol, N. R. B. (2013). Organizational climate on employees' work passion: A review. Canadian Social Science, 9(4), 63. Pitichat, T. (2013). Smartphones in the workplace: Changing organizational behavior, transforming the future. LUX: A Journal of Transdisciplinary Writing and Research from Claremont Graduate University, 3(1), 13. Read More