Professional Documents
Culture Documents
Attempt: 1
ANGLIA RUSKIN UNIVERSITY
Assignment Coversheet
STUDENT DETAILS
Student Number:
1641504
ASSIGNMENT DETAILS
Module Code / Occ / Year MOD001120
Module Title Organisational Behaviour
Module Element 011- Assignment, 2200 Words
Madam
Submission date (by
To be marked by Ananthalakshmi 12/08/2016
2p.m.)
I understand that the piece of work submitted will be considered as the final and complete
version of my assignment of which I am otherwise the sole author. I understand both the
meaning and consequences of plagiarism and that my work has been appropriately
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Mitigation forms are available from the iCentre or on-line at www.anglia.ac.uk/mitigation.
WORD COUNT 3,495 Disk included (tick)
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ORGANISATIONAL BEHAVIOUR
___________________________________________________________________________
1.0 Introduction 3
1.1 Context 3
1.2 Company 3-4
5.0 Analysis 9 - 11
6.0 Recommendation 11 - 12
7.0 Conclusion 13
8.0 References 13 - 16
1.0 Introduction
1.1 Context
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worker motivation. They shape institutional procedures including their execution and
effectiveness. Leaders can show up at any level of a instituition and are not restrictive
to management. Effective leaders do, nonetheless, have something in common. They
impact everyone around them so as to harvest greatest advantage from the
association's assets, including its most indispensable and expensive: its employees.
The issue in the case study will be correlated to leadership traits and behaviour
theories to better understand and find solutions to overcome the leadership
deficiencies and improve overall employee performance and motivation.
1.2 Company
Mutiara Etnik Sdn Bhd (MESB) was established on 17 th February 2005 as a company
specialized in providing end-to-end solution in Dry Bulk Material Handling. MESB
scope of work includes design, engineering, construction, commissioning, operations,
maintenance and logistics of Dry Bulk Material. The incumbents have over 30 years
of combined experience in the conveying and storage of bulk material for the solid
fuel power plant, cement, quarry and mining industries.
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In today's organisational level of authority settings, a leader is the person in command
of ensuring that subordinates have a clear idea of organisation strategies and goals
through technique and giving direction and inspiration to them to work towards
executing on the methodology. As a Human Resource Practitioner, I will need to
analyse and evaluate the overall superior subordinate relationship deficiencies and
overcome the shortcomings.
3.0 Methodology
That methodology will follow the recommendation of Yin (1994) and has four stages:
i) Case Study Design,
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A leaders behaviour is critical as it demonstrates how a leader acts his act and how
he does it. There is a solid relationship amongst's behaviour and style with regards to
portraying and comprehension of leadership hypothesis. Like the word concept, and
other entirely unclear terms, the word conduct/behaviours should be illuminated
where it is imperative to comprehend its utilization.
The above three functions are demonstrated by the three interlocking circles, as shown in
Figure 1 below.
The model outlines that leaders must be able to equalize the methods that they project
for all three main functions should they require the team to perform successfully. All
the functions are interdependable; should the leader show more emphasis on one
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particular function and disregard the other two, there will be issues faced by the team
members.
In 1964 the Blake-Mouton Managerial Grid was published and it advocates the
people-oriented style which focuses on organising, supporting and developing
subordinates. The participatory styles emulates excellent teamwork initiatives and
creative collaboration. With a people-oriented style, you concentrate on sorting out,
supporting, and building up your subordinates. This participatory style empowers
great cooperation and innovative coordinated effort. With task arranged leadership,
you concentrate on taking care of business. You characterize the work and the parts
required, set up structures, and arrange, sort out, and screen work. As per this model,
the best style to utilize is one that has both a high sympathy toward individuals and a
high sympathy toward the task it contends that you ought to go for both, as opposed
to attempting to balance one against the other. Unmistakably, this is a vital thought.
(Blake-Mouton 1964)
The new era leadership model that is the Hudson Leadership Model was introduced
on an advancement of thoughts rising up out of the long history of initiative models as
opposed to on any single hypothesis or development that may have been well known
at one point in time or place. It is composed particularly to concentrate on what is
required of leaders in today's unverifiable business environment and is supported by
experimental examination and worldwide consulting knowledge.
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Ken Blanchard (1985) refined the model and changed the term Situational
Leadership Theory to just Situational Leadership. In his model, authority is
the demonstration of giving the right measure of supervision (Directing
Behavior) and excitement (Supportive Behavior), which thus, produces the
best learning and formative environment as appeared in the model
beneath
Directing - Provide a lot of direction (learner does not know how to perform)
and a little measure of reinforce (you would lean toward not to over-
weight learner - see excitement).
Coaching - Decrease direction (with the objective that employeee can learn by
experimentation) and development support (needs energetic backing in
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light of the fact that of some mistake).
Supporting-Decrease direction much all the more (with the objective that worker can
get the opportunity to be independent and self-supporting) and turn down
support.
Leadership philosophies of insight depend on what the individual values, and what
they anticipate from their subordinates. The identity of the leader and in addition the
circumstance and kind of followers can likewise influence leadership philosophies.
Out of the five main leadership philosophies which is authentic leadership, ethical
leadership, french and raven sources of power and value-based leadership, the
servant leadership is most appropriate as such leaders pay attention and focus on their
subordinate and organisation. They ensure that they stay engaged with the team
members work together on solving team members problems.(Robert Greenleaf
1977/2002 p. 27))
The pathgoal theory (House, 1971) argued that effective leaders motivate followers
by trying to make the paths to payoffs easier for subordinates. Leaders may
accomplish this by adjusting to situations by shifting from one leadership style to
another (Mello, 1999).
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styles proposed by different creators, that can be shown by pioneers in the political,
business or different fields. (Daniel Goleman 2000)
The Fred Fiedler shows the hypothesis of Fiedler leadership possibility model
hypothesis in which he suggested that effective employees performance relied on the
correct match between a leaders' capacity to lead is dependent upon situational
variables that incorporate the leaders' abilities, favored style, and conduct and
competency of employees. This hypothesis propounded that leaders ought to embrace
that style which best to the circumstance and instantly stimulate the employee
performance. (Fred Fiedler 1958)
5.0 Analysis
MESB is experiencing various employees performance issues such as lack of direction, de-
motivation issues, low confidence, degraded morale, lack of trust, lack of respect towards
superior, lack of ownership, disengagement issues relatedness(or purpose), autonomy and
empowerment. The reason for the subordinates overall discontentment is due to various
deficiencies in the leaderships styles in the workplace.
Poor leadership in good times can be hidden, but poor leadership in bad times is a recipe for
disaster according to Zenger and Folkman (2009).
Clear indication of the mission, vision and objectives are not conveyed to the
employees a resultant of which employees have no clue of Company business
objectives, direction and goals
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The employee morale and motivation is at a all time low due to the poor leadership
traits. The leaders are not interested in observing and identifying employee
behavioural traits in terms of low esteem, morale leading to demotivation.
Poor leadership inhibits the development of synergy. There is no two way process of
communication between the leader and employees in terms of idea sharing and
communication.
6.0 Recommendation
Leadership is a key segment of all organisations yet its scope and capacity are getting more
confounded with expanded inclusion in globalization and innovation improvement (Punnett,
2004).
There is a need to develop competent leaders with the skills required to sufficiently handle
organizational issues and this has been a challenge for most organizations (Amagoh, 2009).
In order to salvage the situation in the Company, the leaders have to analyse the issue and
practice or adopt the following methods:-
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develop action plan to adjust their leadership style. (Beth
Armknecht Miller, CMC)
ii) Leaders need to empower, connect and communicate with their subordinates to
ensure that the direction of organisation work is mutual to ensure that objectives,
mission and vision are met. (Terry "Starbucker" St. Marie)
iii) Leaders must equip their subordinates by making sure the right tools, equipment
and other resources in order for subordinates to be efficient in the delivery of
assigned tasks. This is hypothetically characterized through Bandura's (1997) idea
of self-efficacy that when directed by the accessibility of resources and backing of
the organisation gets to be "means efficacy" which is a piece of general self-
efficacy.
vi) Leaders must look into reward and recognition methods to ensure that
employees are consistently motivated ultimately leading to high productivity
levels in the organisation.
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7.0 Conclusion
It is imperative that leadership skills approach includes the knowledge and abilities that the
leader possess. A leader can take in specific abilities and transform himself into an efficient
one. Researchers have concentrated on leadership skills and capabilities for various years.
To accomplish the effective leadership the leader has to analyze the advancement level of
subordinates in an undertaking of tasks and show the accepted leadership style that matches
that circumstance (Northouse, 2007, p.110). To accomplish the effective leadership initiative
the leader ought to analyze the improvement level of subordinates in an assignment
circumstance and display the recommended leadership style that matches that circumstance.
8.0 References
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6. Beth Armknecht Miller, CMC (2014) Looking Inwards: How Self-Reflection
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