ORGANIZATIONAL BEHAVIOUR

MGT430
INDIVIDUAL ASSIGNMENT CASE STUDY

CASE STUDY OF BRIDGING THE TWO WORLDS AND PUSHING

PAPER CAN BE FUN

Student’s Name: NUR SYAZIRA BINTI BAHAROM

Matrix Number: 2022908219
Group: JAC2205E
Lecturer’s name: DR AMIR IMRAN ZAINODDIN
Date of submission: 7 MAY 2023
1.0 CASE STUDY 1 - BRIDGING THE TWO WORLDS

1.1 Main issue -

Based on the article, few problems have arisen in the organizations, which brought the main
issue such as lack of communication and existence of extreme gap among the teams. These
lack of communication and interactions has caused effect to someone’s behaviour. This main
issue can be a bigger problem due to its influences on various parties, such as to the firms,
employees, community, and management (stakeholders). Lack of communication in
organizations can have several negative effects on various levels. When communication is
lacking, employees may not have the necessary information, instructions, or feedback to
perform their tasks effectively. This can lead to misunderstandings, errors, and delays,
ultimately reducing overall productivity. Also, without effective communication channels,
teams may fail to align their work with the broader organizational goals causing collaboration
suffers, and the organization may struggle to achieve optimal outcomes. In terms of morality,
workers may experience a lack of clarity regarding their roles, goals, and expectations, which
can result in frustration and disengagement. This can lead to decreased morale, increased
turnover rates, and a negative impact on the organizational culture due to feeling disconnected
and undervalued.
Besides that, extreme gap also can lead to unpleasant interactions and misunderstanding. A
wide gap between upper management and co-workers can result in a lack of trust and
transparency within the organization. When employees feel disconnected from decision-
making processes or are unaware of the rationale behind management decisions, they may
become disengaged and less committed to their work. Important information may not flow
smoothly, leading to misunderstandings, rumours, and decreased collaboration.
Also, it highlights the challenges of altering organisational culture and values, creating mutual
understanding, and making good interaction to prioritise sustainability, as well as to provide
opportunities within the organization between different levels of employees. All these problems
are very related to the self-concept issues.

1.2 Analysis of issue -

As example, there are few privileges among the officer's workers compared to shop floor
workers. It is perks of management team that floor shop does not have. They have separated
room such as washroom and lunchroom. Thus, it will lead to extreme communication and
interactions gap, as they do not meet often. This has been shown when all the shop floor
workers are amazed seeing the new manager in the same lunchroom, and assuming the manager
does not learn the firm's culture yet. As result, the employees not accustomed talking to the
management. They only talk about demands and orders, and resulting to less effective
collaborations which causing inefficiency, delays and missed opportunities.
While in case of communication, the shop floor workers usually not involve in the daily
meetings. Instead, the superior, Mr George always sent information only by using memo as he
has issue with the machine's staff, Mr John. Unfortunately, the memo is too complex and too
lengthy, which can probably lead to miscommunication. Mr John and others production line
workers also face the same issue, where they felt upset on how the management team does not
care about the workers, except to care only on the jobs scope. Other than that, misunderstood
has occurred between John and George, when John has been informed that he should join the

1
training seminar. John thinking that he was not good enough when he had to join the seminar,
while from the manager and George's perspective, they send John to the seminar due he has
good performance.

1.3 Solution –
When working as a team, communication has become an important key element in
organization. Upper management need to have friendly interaction and culture’s transparency
with all the subordinates. Apart from that, they can also have activities together frequently to
create bonding among them. The least they should do is to decrease the gap between the upper
management and the workers. In short, upper management need involve the stakeholders in the
beginning. Lunch together is the best way to begin the interactions, thus as solution, upper
management can have the same room as the other workers instead of the separate rooms. When
the manager starts taking the initiative to often talk and listening to the staffs, the employee
will change their perspective on their jobs. In most cases, employee who get a good treatment
from their organization would love their job and would do their best in performance. This
relationship will give good effects to the organization and firms. As example from the above
article, John who was firstly being upset to the management has become the greatest
contributors in the firms after having good relationship with the manager.
Apart from that, to avoid misunderstood, upper management should choose a wise way to
delivered messages such establish a clear communication channel. The purpose of the messages
or actions need to be clear and be stated. It is better if the message is delivered by a manager
who has a good relationship with the subordinates. As John and George used to have unpleasant
relationship, it might take different perspective for both in receiving messages. A good
relationship basically can help people to know people better and avoid the misunderstanding.

1.4 Theory –
This case has related to self-concept theory. Self -concepts refers to an individual’s self-beliefs
and self-evaluations which will guide their decision and actions. The employees basically will
perceive themselves based on what they feel about themselves. A valued employees will see
themselves as a person who gives value to others, thus lead to positive actions. Meanwhile,
employees who feel unappreciated are more likely to perform poorly. In self-concept, they will
go through the phase of self-enhancement, self-verification, self-valuation, and self-concept to
make a consistence identity. A distinct multiple self can create well-being characteristic and
easily adapt to current situations, but low self-concept characteristics are more easily
influenced by others, experience more pressure, and feel more threatened by social forces
which will dominates their behaviour. In the above case study, the behaviour of the workers is
more likely influenced by the managers. They contribute more when manager is listening to
them.
All the theory mentioned above are due to the level of self-concept itself, which is individual
levels, relational levels, and collective levels. These three levels recognise human motives and
affects how they view themselves. Then, these self-concept influence motivation, stress, team
dynamics and leadership development in organizational behaviour. It is worked when we able
to recognize some senses through information received, and non-consciously our brain quickly
assesses whether it is relevant or not to us and indirectly create the emotional makers. These

2
emotional makers will create happy, sad, upset, excited and more moods that affects the
behaviour.
As example, John and other workers are upset to management behaviour, who are assumed
does not take care of employee welfare, but only focuses on work performance. Especially to
John who has conflict with George, will result to low motivation as he feels less trustworthy.
In case of misunderstanding, people are naturally having different interpretation due to
different perception. Thus, we can avoid it by making consistently characteristic which require
the identity to be similar with personal attributes. However, it is not easy as we think, as this is
kind of stereotyping that exist in non-conscious process.
For performance’s ability, it is influenced by the attribution theory. Attribution forms belief
based on behaviour or events. We determine whether the environment (external variables) or a
person's qualities (internal factors) are the primary causes of observed behaviour or
occurrences. In short, attribution process is crucial because understanding cause–effect
relationships enable us to work more effectively with others rather than to put blames or praises
to others. Thus, giving a freedom on making decisions in work based on different creativity are
essential to workers.

3
2.0 CASE STUDY 2 – PUSHING PAPERS CAN BE FUN

2.1 Main issue –

Based on the article, the problem occurred when no reward’s performance is provided to the
staffs. Rewards and recognition are often seen as positive reinforcements for employees' efforts
and achievements. Without these incentives, employees may feel demotivated and less inclined
to put in their best effort. The absence of rewards can create a sense of indifference or a lack of
appreciation, leading to reduced enthusiasm and lower productivity levels. This is because,
employees may experience a lack of clarity regarding what is expected of them and what
constitutes success. This ambiguity can result in confusion and a decrease in overall
performance as employees may not have clear targets to strive for.
Other than that, there is no interesting and challenging task in assigning the tasks thus making
it bored to be completed. Boredom can lead to a lack of motivation and enthusiasm, causing
individuals to lose interest in their work or tasks. When people are not engaged or challenged,
they may struggle to find the drive to perform at their best which they may find it difficult to
focus on their responsibilities, resulting in decreased efficiency and output.
Then, there is no proper training in fill out the forms as well as the job in streets which result
several negative impacts in completing tasks. Without adequate training, employees may lack
the necessary skills and knowledge to perform their tasks efficiently. This can lead to decreased
productivity and quality of work. Employees may struggle to understand the processes and
resulting to procrastination, mistake, time consuming matters.
These problems have led to main issue which is performance problem among the staffs. This
case may explore on how the management motivate employees to complete task in more
engaging and exciting ways. This relates to employee’s morale, productivity, and job
satisfaction.

2.2 Analysis of issue –

Due to several job problems occurring among the officers, they will probably lose more cases
due to poor reporting. This happens because of the officers are more likely to procrastinate in
doing their paperwork frequently. In result, they complete the reports inadequately and
incorrect, which brought trouble to them when in court. Even all the officers are very performed
in streets such as helping people out at fires, accidents, and emergencies, it is still not enough
to be good staffs.
Most factors behind this problem are when all the newly experienced staffs are having lack or
training. They do not have proper guide on how to complete the paperwork correctly. They
only get trained on job they do out in streets. Apart from that, no financial rewards have been
the second causes in lack of performance among the officers. They seem not interesting in the
paperwork task and feel bored on it.
Even some initiatives have been made due to the problems above, which is competition on
excellence reports, the officers are still demotivated due they do not have reason on the purpose
why they need to be exceled when there are no rewards provided.

4
2.3 Solution –
As solution, the organization must give training for the officers, so they will know what to do
to get better results in completing reports. With proper training and guidance, they will less-
clueless on how to make a correct report, and then make them avoid facing the time-
consumption problems. Employees that are highly trained and have greater freedom to conduct
their work are better at executing different tasks in new conditions. Seeking out opportunities
to growth through training can develop skills and create more interesting goals.
However, a good training is not enough as staffs also need them to feel valued on how they put
efforts, thus rewards are essential. An excellent officers must be rewards with valuable rewards
to boost their motivation. When they feel satisfied on work they completed, they will ensure a
good performance as a return. Organisations are more effective when they understand, manage,
and meet the demands and expectations of their co-workers, customer, and others.
2.4 Theory –
Organization behaviour can be described as a study of what people think, feel, and do in and
around organizations. In organizational, individual’s behaviour is relating to each other. They
work interdependently toward some purpose in a group of people consisting of human being
that require communication, coordination, and collaboration. Organization behaviour play the
important role to able a person working effectively in a team. Company’s performance has
consistently positive relationship with quality of leadership. Organizations receive feedback
regarding the value of their outputs through the information process in transforming the input
onto output. This process has involved human capital, which refers to the knowledge, skills,
abilities, creativity, and other valued resources that employees bring to the organization.
Thus, employees’ value is very important in build a successful organization. Lack of discipline,
skill and knowledge may bring a huge impact to organization’s survival and success. Luckily,
the MARS model can be a helpful framework for establishing how a work issue developed,
and a roadmap for implementing specific types of organisational change. MARS models are
represented as motivation, ability, role perceptions, and situational factors—in the acronym
MARS. These four variables are important in organizations’ performance, otherwise, if any of
them are low, it will result in poor quality performance. As example to the above case study,
the officers are missing the elements of motivation and situational factors, which is skills. As
result, they have produced a poor inadequate report.
Motivations are usually directed to achieving goals, as they will sustain their efforts until
achieve the goals. Goals can be influenced by the rewards factor; thus, it will be determining
the individual’s effort. Next for ability, it required a good skills and knowledge to achieve
effectiveness and efficiency. Meanwhile in role perceptions, it is depending on the individuals
on how they perceive their responsibilities and duties to their job. Forth, the situational factors
are referring to the physical environment, social norms, or organizational culture that influence
individual behaviours in the workplace.
Finally, the case study highlights the importance of valuing and empowering employees to
improve their engagement and motivation in the workplace. A correct style to motivate
employees can improve productivity. So, the officers must need all four elements which is
motivation, ability, role perceptions and good situational factors to obtain positive
performance. They finally could enjoy doing the paperwork if they enjoy the satisfaction in
completing the task.