Essays on Organisational Behaviour at ABC Consulting Assignment

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The paper "Organisational Behaviour at ABC Consulting " is a good example of a management assignment.   By choosing to join ABC and pass up the offer he had received from a Big 4 organisation, it is evident that George was motivated by much more than a good salary. He was hoping that his new job would provide him with a work-life balance. Motivation refers to the willingness or the intention by a person to put utmost efforts in work in order to attain identified goals, which the person believes would enhance their ability to satisfy specific needs (Evans, 1986, p.

204). In George, the cyclic process that marks motivation started with the need for a job that would afford him a work-life balance. He then chose ABC assuming that it would afford him his desires. He, however, experienced tension when his efforts did not measure up to the expectations of his team members, forcing him to put in extra hours, which undermined the very work-life balance he had hoped to attain when he joined the firm. Ultimately, his need for a satisfying job that could offer him a work-life balance was not met; additionally, his bonuses were postponed for a further three months, and in order to reduce the tension he felt, he decided to resign from the job.

His intention to dedicate efforts in his work, therefore, diminished with his continued stay at ABC until he ultimately made up his mind to resign. The emotional intelligence concept is also applicable in George’ s case, especially when viewed in relation to his work relationship with Janet. Douglas, Frink and Ferris (2004) define emotional intelligence as one’ s ability to observe, understand, assimilate, and manage their own and other people’ s emotions and feelings, and to behave in a rational and reflective manner (p.

3). Evidently, and from their relations, George and Janet had differing levels of emotional intelligence. While George was a highly learned person, he was quick in picking negative emotions displayed by Janet and working on corrective measures in order to improve his value in the group setup. On the other hand, Janet had a different personality altogether and made curt remarks about George’ s performance; she lacked altruism, and judging from how she handled George, can be said to have had poor emotional recognition, control and management as indicated by Chin, Anantharaman and Tong (2011, p.

112). Their different emotional bits of intelligence led to a situation where they could not join or stay and work together in the organisation (at least George felt he could not). George’ s performance was affected since he felt his contributions were not valued, and his innovations and the willingness to work hard were undermined. The control and stress modelling concept is also applicable in George’ s case, and especially Herzberg’ s motivational-hygiene theory.

The motivational-hygiene theory indicates that certain factors present in the workplace cause job satisfaction, while separate factors bring about job dissatisfaction (Hackman & Oldham, 1976, p. 253). In George’ s case for example, though he desired a good salary, he chose to forego the same in a Big 4 organisation in the belief that ABC Consulting would afford him better work-life balance. Reading George’ s case, one gets the impression that while the postponement of bonuses for a further three months was a major disappointment, his major source of dissatisfaction was the lack of fulfilment of psychological needs.

In the motivation-hygiene theory, the psychological needs are identified as advancement, responsibility, recognition, and other factors related to achievement and the work itself (Hackman & Oldham, 1976, p. 252). Evidently, George’ s efforts were not recognised or appreciated, and arguably, their absence denied him the motivation he would otherwise have got from the workplace. The postponed bonuses fall into the hygiene factors category, and though they would not have provided George with positive satisfaction, their absence brought him dissatisfaction.

The absence of both motivators and hygiene factors at ABC in George’ s context meant that he was unmotivated and dissatisfied.

References

Bharijoo, S. B. (2008). Behaviour modification: An efficacious tool of shaping individual behaviour productive and supportive to organisational goal attainment. The Journal of Nepalese Business Studies, V (1), 50-61.

Chin, S., Anantharaman, R. N., & Tong, D. (2007). Emotional intelligence and organisational citizenship behaviour of manufacturing sector employees: An analysis. Management 6(2), 107-125.

Douglas, C., Frink, D. D., & Ferris, G. R. (2004). Emotional intelligence as a moderator of the relationship between conscientiousness and performance. Journal of Leadership and Organisational Studies 10(3), 2–13.

Evans, M.G. (1986). Organisational behaviour: The central role of motivation. Journal of Management 12(2), 203-222.

Hackman, J.R., & Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organisational Behaviour and Human Performance 16(2), 250-279.

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