The paper "Organisational Behaviour at Chris Motor Services Limited" is a perfect example of a business case study. The success of an organization is based on several pillars. One of the major pillars in an organization is the organizational behavior. The manner in which employees relate with is other determines the level of productivity of the organization to a large extent. Ideally, organizational behavior explains the state of an organization. The better the behavior is, the more productive the organization is. In the Chris Motor Services Limited case under reference, it is seen that Chris, who is the founder of the company had cultivated a good organizational behavior in the company.
Chris ensured that all the disputes which occurred in the company would be dealt with in the most appropriate means possible. Chris also acknowledges the importance of a competent labor force; which explains the reason why he upheld the retention of employees. However, then the opposite happened while Chris exited the management of the company. Things broke loose with the height of them being the division of the company’ s employees into two groups, one led by Paul who was the new managing director, and the other led by Steve, Chris’ son, who was the executive director of the company.
The following essay will make reference to organizational behavior with consideration to the Chris Motor Services Limited situation. The areas which will be covered in the essay are psychological contract, motivational gaps, and business communication strategies. The concept of the psychological contract has not been in practice since its formation in 1959 in the management field. However, over recent times, more and more managers are turning to it in order to be able to control the employer-employee relationships at the workplace, hence leading to the general success of the company.
The psychological contract involves a set of precise and informal laws that govern the relationship between the employer and the employee (Dadi 2012, p. 88). They are a set of practices and values which the employer and employee uphold. Therefore, the psychological contract is not a formal contract, instead, it is a virtual contract that exists in the mindset of the employer and employee, hence establishing and governing the mutual relationship between the two.
Therefore, at such a time when the relationship amongst the employees, between the two leaders Paul and Steve and between the employees and employees in Chris Motor Services limited is at stake; the adoption of the psychological contract in the company can do it a lot of good. The following section will discuss why the psychological contract can become a better fit for Chris Motor Services Limited, considering their management challenge. First of all, psychological contracts lead to an increase in the ability of the stakeholders involved which is employees and employers, to predict what the other party is going to do (Morrison 2010, p. 7).
Predictability enables each of the parties involved to foresee the future of their relationship. Ideally, predictability is an important aspect of human to human relationships. Every person wants to build a relationship with a person whose moves he or she can be able to predict. Taking a look at the Chris Motor Services Limited, it can be noted that Paul does not trust the moves of Steve; he sees as if he is trying to corner him out of the company.
On the other hand, there is conflict among the young and older generations in the company. Steve recommends that the older generation paves way for the talented young people whilst Paul is against this move. Lack of predictability leads to a loss of trust among the parties involved, which is the exact situation at the company in context. Therefore, if a psychological contract is adopted at the company, predictability will be regained and consequently trust; hence returning the company to the successful company is at the times of Chris.
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