Introduction

Organisational Behaviour

Table of Contents

Introduction. 3

Analysis and influence of employee behaviour 3

Influence of structure and characteristics of organisations on decision making by managers. 3

Analysis of effective relationships with managers and stakeholders. 3

Techniques to communicate effectively to a culturally diverse range of stakeholders. 4

Use of three naturally occurring data. 4

Analysis of personal strengths and weaknesses as viewed by self and others. 5

A critical assessment of placing or misplacing within the organisation. 5

Discussion of self-improvement 5

Conclusion. 5

Reference list 6

Introduction 

The relationships that are formed between employees and the organisation are referred to as employee relations. Employee relations are defined as the creation of a favourable working environment for employees as well as the engagement and loyalty of employees to the organisation in order to achieve organisational goals and objectives. It is also important to maintain effective communication in the organisation. The purpose of this report is to analyse employee behaviour, the influence of organisational structure. Also the assessment of naturally occurring data, personal strengths and weaknesses and self-improvement.

Analysis and influence of employee behaviour

The development of a business relies heavily on organisational behaviour. The development of a business relies heavily on organisational behaviour. It is a branch of study that aids in the positive management of employee behaviour. It must be understood at work in order to please employees and boost an organisation’s production. It aids in the provision of improved training and development for employees by gaining a better understanding of several behavioural characteristics such as learning, motivation, attitude, perception, and personality (Žuľová, Švec & Madleňák, 2018). The organisational behaviour would aid in recognising job-related abilities, improving performance, bringing transparency to communication, and developing leadership. Organisational behaviour paves the way for an organisation’s growth as well as employee career advancement in order to create a long-term business model and techniques of communication also maintain effective relationships. 

Influence of structure and characteristics of organisations on decision making by managers

An organisation has several characteristics and structures which ought to be followed by employees of the organisation. If the organisational structure is very hierarchical then it causes the employees or the management to not make any decisions of their own (Anggraeni, 2020). In this type of structure, the supervisors or the top management are the ones always making the decisions. This causes managers to make decisions since they need to come from top management levels. 

Analysis of effective relationships with managers and stakeholders

The range of stakeholders include customers, owners, managers, employees, government, society, investors, and suppliers. Anyone who is related to the company is a stakeholder. The influence that a manager can have upon motivating, managing and leading are the employees of the organisation. 

The manager can introduce employee-friendly programs to help them motivate or to encourage them to work and perform better. The Manager can also send out surveys in order to understand the employees and on reviewing them the manager can have one to one conversations to help them in any way (Shaik & Dhir, 2021). These are the ways the manager can maintain effective communication with the employees in the organisation. 

Techniques to communicate effectively to a culturally diverse range of stakeholders

Any group of community that is related to the organisation directly or indirectly and is being able to affect them is known as stakeholders. Therefore the stakeholders of the organisation are very much culturally diversified (Ryan & Deci, 2020). To maintain effective communication a series of standards must be met. 

The organisation must identify the stakeholders and categorise them to understand their cultures or ways of communication. The organisation should also understand how they are to be communicated. This can help organisations to maintain effective communication. After identification, the organisation must create messages to get their attention and accordingly set up a channel to reach them. 

Use of three naturally occurring data

Employees must ensure they are able to use any user data related to their work or the organisation that will help them in their growth and work productivity. The employees must use data like conversation, emails or knowledge to use in their favour to help develop themselves and increase their knowledge bases. Personal grooming is important for an employee to help themselves well suited towards the organisation for which it requires content communication (Pfutzenreuter, Lima & Frega, 2020). Recognizing job-related talents, enhancing performance, introducing transparency to communication, and building leadership would all benefit from the organisational behaviour. Organizational behaviour lays the path for an organization’s growth as well as employee career progression in order to build a long-term business model and successful communication tactics.

Analysis of personal strengths and weaknesses as viewed by self and others

It is important to understand personal strengths and weaknesses since it allows an individual to help themselves and make self-improvements (Pfutzenreuter, Lima & Frega, 2020). It should be understood by feedback. 

My personal strengths are that I have communication skills and high creativity skills. I tend to be socially comfortable in communicating with others and I am confident in it. I also possess the qualities to be very innovative at work. 

My personal weakness is that I have a difficult time managing time and often like motivation. I tend to often have difficulty in managing time and this is something I should work on. 

A critical assessment of placing or misplacing within the organisation

As the personal SWOT analysis developed by me, I should evaluate that and work on the weakness to improve myself. For further improvements, I will use my strengths to enhance them and work on my opportunities so that the threats that I might face will not bring me down. I will participate in activities and in learning programs for my personal growth and development. 

Discussion of self-improvement 

As the personal SWOT analysis developed by me, I should evaluate that and work on the weakness to improve myself. For further improvements, I will use my strengths to enhance them and work on my opportunities so that the threats that I might face will not bring me down. I will participate in activities and in learning programs for my personal growth and development. 

Conclusion 

In conclusion, employment relations refer to the interactions that occur between employees and the organisation. Employee relations are described as the creation of a positive working environment for all workers as well as employee engagement and loyalty to the organisation in order to meet the goals of the organisation. Maintaining excellent communication inside the organisation is also critical. The goal of this research is to look at employee behaviour as well as the impact of organisational structure. Also included are natural data analysis, personal strengths and weaknesses, and self-improvement.

Reference list 

Anggraeni, A. (2020). Executive role in the use of information technology in public organisations. Arthatama, 4(1), pp.17-32. Retrieved from: https://arthatamajournal.co.id/index.php/home/article/download/31/25
Pfutzenreuter, T.C., Lima, E.P.D. & Frega, J.R.. (2020). December. Building high performance teams. In International Conference of Production Research–Americas (pp. 251-264). Springer, Cham. Retrieved from: https://wwww.easychair.org/publications/preprint_download/Cn86

Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, 101860. Retrieved from: https://selfdeterminationtheory.org/wp-content/uploads/2020/06/2020_RyanDeci_IntrinsicandExtrinsic.pdf

Shaik, A. S., & Dhir, S. (2021). Dynamic modeling of strategic thinking for top management teams and its impact on firm performance: a system dynamics approach. Journal of Management Development. Retrieved from: https://www.researchgate.net/profile/Sanjay-Dhir-3/publication/354450540_Dynamic_modeling_of_strategic_thinking_for_top_management_teams_and_its_impact_on_firm_performance_a_system_dynamics_approach/links/6138f1b4349f12090ff19873/Dynamic-modeling-of-strategic-thinking-for-top-management-teams-and-its-impact-on-firm-performance-a-system-dynamics-approach.pdf

Žuľová, J., Švec, M., & Madleňák, A. (2018). Personality aspects of the employee and their exploration from the GDPR perspective. Central European Journal of Labour Law and Personnel Management, 1(1), 68-77. Retrieved from: http://yadda.icm.edu.pl/yadda/element/bwmeta1.element.desklight-3c3e4a80-8451-4432-8f1f-fc04ed40e47a/c/zulova.pdf