1hames Va||ey

Un|vers|ty


CrganlsaLlonal behavlour



llnal 8eflecLlve 8eporL



5toJeot lu 21075065

1o She||a McCa||um
Irom A graduate student
Date 13
th
of Ianuary 2010

llrsL of all ln order Lo lnLroduce Lo Lhe reporL l would llke Lo Lell you and
brlefly explaln Lo you Lhe meanlng of whlch of Lhe organlsaLlonal behavlour
(C8) lssues l have ldenLlfled l have ldenLlfled moLlvaLlon groups and Leams
and leadershlp C8 lssues MoLlvaLlon ln slmple Lerms ls Lhe wlll Lo perform lL ls
baslcally Lhe lncenLlve or Lhe encouragemenL Lo perform or do a speclflc Lask
Croups and Leams baslcally refer Lo as worklng ln groups or performlng a Lask
ln Leam lL ls a ma[or feaLure of organlsaLlonal llfe and mosL acLlvlLles of Lhe
organlsaLlon requlre aL leasL some degree of coordlnaLlon Lhrough Lhe
operaLlons of groups and Leam worklng ln order Lo explaln leadershlp l would
only llke Lo repeaL whaL 8arron and Creenberg quoLed ln 1990 Lhe process
whereby on lndlvldual lnfluences oLher group members Lowards Lhe
aLLalnmenL of deflned group or organlsaLlonal goals
1here are many compeLlng Lheorles whlch aLLempL Lo explaln Lhe naLure of
moLlvaLlon 1hese Lheorles may be aL leasL parLlally Lrue and help Lo explaln
Lhe behavlour of cerLaln people aL cerLaln Llmes 8uL we wlll only be dlscusslng
Lwo of many Lheorles of moLlvaLlon and Lhose are Perzberg's Lwo facLor Lheory
and Maslow's hlerarchy of needs Lheory 1he LwofacLor Lheory baslcally
suggesLs LhaL Lhe prospecL of recelvlng lnLrlnslc rewards wlll be more llkely Lo
moLlvaLe lndlvlduals Cn Lhe oLher hand Lhe hlerarchy of needs Lheory
expresses Lhe vlew LhaL human needs are lnexhausLlble as one seL of needs ls
saLlsfled anoLher arlses ln lLs place he lnLerpreLed LhaL a person could be
moLlvaLed lf hls flve maln needs (physlologlcal needs safeLy needs soclal
needs esLeem needs selfacLuallsaLlon) are fulfllled As an employee l had
experlenced LhaL many of Lhe sLaffs who were worklng wlLh me had problems
wlLh Lhe managemenL and Lhey were demoLlvaLed by Lhe facL LhaL Lhere work
was noL appreclaLed by Lhe managemenL alLhough Lhey were hlghly pald sLaff
and Lhey even used Lo geL nonmonlLory beneflLs 1hls parLlcular experlence
reflecL Lhe LwofacLor Lheory of Perzberg LhaL recelvlng lnLrlnslc rewards ls
more llkely Lo moLlvaLe Lhe lndlvldual raLher Lhan lmproved salary or lmproved
worklng condlLlons whlch are llkely Lo be advanLageous on shorL Lerm buL
would have small effecL on susLalned moLlvaLlon ln Lhe workplace When l was
aL my school age l was very egolsLlc and wanLed everyone pralse me for my
sLudles whlch moLlvaLed me Lo work hard and geL known Lo everyone as Lhe
besL sLudenL whlch reflecLs Lhe esLeem needs from Maslow's Lheory So ln
order Lo glve some lasL words abouL moLlvaLlon l would llke Lo say LhaL Lhere
does noL appear Lo be one unlversally appllcable Lheory of moLlvaLlon as
moLlvaLlon ls a complex dynamlc and culLurebound concepL Clearly whaL
moLlvaLes people dlffer beLween lndlvlduals however my pasL experlences
have made me undersLand Lhe concepL of moLlvaLlon ln a beLLer way
ln order Lo explaln Lhe groups and Leams lssue of C8 l have selecLed 8ruce W
1uckman's Lheory lL descrlbed Lhe four sLages of group developmenL
(lormlng sLormlng normlng and performlng) and suggesLed LhaL a group
should experlence all of Lhe four sLages before Lhey can achleve maxlmum
effecLlveness So Lo undersLand Lhls Lheory l would llke Lo explaln all of Lhe
sLages brlefly
Iorm|ng lndlvldual behavlour ls drlven by a deslre Lo be accepLed by Lhe
oLhers and avold conLroversy or confllcL Serlous lssues and feellngs are
avolded and people focus on belng busy wlLh rouLlnes such as Leam
organlsaLlon who does whaL when Lo meeL eLc 8uL lndlvlduals are
also gaLherlng lnformaLlon and lmpresslons abouL each oLher and
abouL Lhe scope of Lhe Lask and how Lo approach lL 1hls ls a
comforLable sLage Lo be ln buL Lhe avoldance of confllcL and LhreaL
means LhaL noL much acLually geLs done
Storm|ng lndlvlduals ln Lhe group can only remaln nlce Lo each oLher for
so long as lmporLanL lssues sLarL Lo be addressed Some peoples
paLlence wlll break early and mlnor confronLaLlons wlll arlse LhaL are
qulckly dealL wlLh or glossed over 1hese may relaLe Lo Lhe work of Lhe
group lLself or Lo roles and responslblllLles wlLhln Lhe group 1o deal
wlLh Lhe confllcL lndlvlduals may feel Lhey are wlnnlng or loslng baLLles
and wlll look for sLrucLural clarlLy and rules Lo prevenL Lhe confllcL
perslsLlng
-orm|ng Pavlng had Lhelr argumenLs Lhey now undersLand each oLher
beLLer and can appreclaLe each oLhers skllls and experlence lndlvlduals
llsLen Lo each oLher appreclaLe and supporL each oLher and are
prepared Lo change preconcelved vlews Powever lndlvlduals have had
Lo work hard Lo aLLaln Lhls sLage and may reslsL any pressure Lo change
especlally from Lhe ouLslde for fear LhaL Lhe group wlll break up or
reverL Lo a sLorm
9erform|ng noL all groups reach Lhls sLage characLerlsed by a sLaLe of
lnLerdependence and flexlblllLy Lveryone knows each oLher well enough
Lo be able Lo work LogeLher and LrusLs each oLher enough Lo allow
lndependenL acLlvlLy 8oles and responslblllLles change accordlng Lo
need ln an almosL seamless way Croup ldenLlLy loyalLy and morale are
all hlgh and everyone ls equally LaskorlenLaLed and peopleorlenLaLed
1hls hlgh degree of comforL means LhaL all Lhe energy of Lhe group can
be dlrecLed Lowards Lhe Lask(s) ln hand
So ln order Lo explaln Lhls lssue and relaLe Lhls Lheory Lo my own personal
experlence l would llke Lo share my experlence of Lhe group posLer
presenLaLlon AL Lhe flrsL week for group posLer presenLaLlon we creaLed our
group as we knew each oLher and sLarLed Lo dlscuss Lhe case LhaL was provlded
Lo us aL LhaL Llme we were aL formlng sLage As our dlscusslon exLended our
confllcLs abouL Lhe ldeas came ln fronL and mosL of our ldeas were confllcLlng
wlLh each oLhers' ldeas we came Lo Lhe sLormlng sLage aL LhaL Llme So we all
used Lo dlscuss and Lrled Lo convlnce oLher group members abouL Lhe polnL
LhaL we ouLllne buL lL dldn'L work so well however we always used Lo agree
on a common ldea buL were noL really used Lo happy abouL lL and no one
appreclaLed each oLhers' work by Lhls Llme we should have been ln Lhe
normlng sLage buL were noL compleLely ln LhaL sLage Powever we declded Lo
perform Lhe group posLer presenLaLlon buL we were noL ln Lhe performlng
sLage of Lhe Lheory as our group was noL flexlble and noL everyone was Lask
orlenLed So we performed Lhe presenLaLlon buL lL was noL as good as was
expecLed by me and our group was broken up afLer Lhe presenLaLlon 1o
conclude Lhe groups and Leam lssue of C8 l would only llke Lo say LhaL we are
ln Aronson's (1992) words soclal anlmals" and ofLen need lnLeracLlon buL Lo
work as a Leam we should be LaskorlenLed and appreclaLlve and we should
know how Lo accepL our faulLs
llnally comlng Lowards leadershlp Lhe Lheory LhaL l have selecLed Lo explaln
leadershlp ls LransformaLlonal leadershlp approach whlch was lnLroduce by
!ames Macgregor 8urns (1978) and lL ls deflned as a leadershlp approach ln
whlch leaders creaLes valuable and poslLlve change ln Lhe followers Colng
furLher ln Lhls leadershlp approach Lhe leader enhances Lhe moLlvaLlon
morale and performance of hls follower group l had personally experlenced
leadershlp when l was Lhe school crlckeL Leam capLaln and was Lhe only one
who was appreclaLed for hls performance because Lhe players ln Lhe school
Leam were noL very good buL we won many of Lhe maLches played agalnsL Lhe
resL of Lhe schools Powever l mlghL have been a good player of crlckeL buL
was never a good leader as l was never able Lo undersLand Lhe Leam members
and could never geL Lhe besL ouL of Lhem l used Lo Lhlnk LhaL l am Lhe boss"
and whaLever l say Lhe Leam members should follow lL buL lL acLually
demoLlvaLed Lhem and l was never able Lo enhance Lhe performance of Lhe
Leam So ln order Lo conclude l would [usL llke Lo say LhaL leadershlp ls much
more Lhan managlng Lasks and dellverlng orders Lo oLher members ln order Lo
be a Lrue leader one musL be able Lo brlng ouL Lhe besL of Lhelr subordlnaLes
Moreover l would llke Lo add whaL !ames kouzes and 8arry osner boLh of
whom are besLselllng auLhors ln Lhe area of leadershlp belleved LhaL Lhere
are seven essenLlal elemenLs Lo leadlng Lhrough emoLlons 1hose seven
elemenLs are Lo seL clear goals expecL Lhe besL pay aLLenLlon personallze
recognlLlon Lell Lhe sLory celebraLe LogeLher and seL Lhe example

keferences
8rooks lan (2003) CrganlsaLlonal behavlour lndlvlduals groups and
organlsaLlon 3
rd
ed earson LducaLlon
8olllnson uerek (2004) CrganlsaLlonal behavlour and analysls an
lnLegraLed approach 3
rd
ed earson LducaLlon
! Mulllns Laurle (2006) LssenLlals of CrganlsaLlonal 8ehavlour earson
LducaLlon
kondalkar vC (2007) CrganlsaLlonal 8ehavlour new Age lnLernaLlonal
Colllns uavld (1998) CrganlsaLlonal change 8ouLledge