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Organizational Behaviour Milestone 4

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Mіlestone Four of уour fіnаl рrojeсt is now based on a workplace analysis. You should use your previous milestone submissions regarding the case study to inform your workplace analysis. This milestone considers actual work experience and asks you to conduct a detailed and in-depth version of the root cause analysis applied to your own workplace experience. 
Prompt: This milestone will cover Sections IV, Parts A, B, and C of the final project and should include the following critical elements: 
IV. Workplace Analysis 
a) Explain actual workplace organizational issues drawing from your own experience. 
b) Analyze root causes from a human behavior perspective and validate the analysis with supportive research evidence. 
c) Examine the impact of poorly aligned and administrated human behavior theories and concepts. 
Guidelines for Submission: Your paper should be submitted as a 3–4-page Microsoft Word document with double spacing, 12-point Times New Roman Font, one-inch margins, and all sources cited in APA format. Use in-text citations beyond Newstrom’s text. Avoid overdependence on direct quotes.
Critical Elements Proficient (100%)
Workplace Analysis: Organizational Issues Explains actual workplace organizational issues
Workplace Analysis: Root Causes Analyzes root causes of workplace organizational issues from a human behavior perspective and validates analysis with supportive research evidence
Workplace Analysis: Impact Examines the impact of poorly aligned and administrated human behavior theories and concepts
Articulation of Response Submission has no major errors related to citations, grammar, spelling, syntax, or organization. 
Validate, grammar and punctuation. You can use references more than 3 but you must validate the reference with an example.


Organizational Behaviour Milestone 4




1.0  Workplace organizational issues

The diversification of organization has increasingly resulted in the intensification of workplace-related problems; and so, the management of organizations typically faces various levels of conflict in terms of organization-wide, team or employee issues. According to Newstrom (2013), organizational behavior problems are notably caused by the use of faulty organizational structure, lack of open and flowing communication. Indeed, organizations compound problems by avoiding the adoption of a clear channel of a command path concerning communication.

In principle, organizations face employee related issues; as such employees are faced with supervisor issues, personal trauma, or company structure oriented as well as personality traits. Undeniably most of the organizations faced by employees’ issues must work towards finding the root cause of the problem so that to avoid affecting the motivation of the employees. According to Bednarik (2016), unresolved employee problems result in low productivity levels as a result of low satisfactory levels that negatively impact on performance thus reduced overall return. For employees to remain dedicated and focused on organizational objectives and mission, they need to be motivated.

Likewise, team problems are among the various organizational issues at workplaces, depicted by the continuous personal disconnect among team members, resulting in non-functional teams. It is very significant that organizations focus towards establishing high performing teams that are dedicated to achieving a common goal. Team problems in organizations result from management or organizational communication breakdown that consequently affects the team and personal objectives. For that reason, it is important that team managers offer constant feedback so that to foster cohesiveness.

2.0 The root causes of known organizational issues from a human behaviour perspective

            From a human behavior perspective, the root cause of known organizational issues is well explained by four principles of coordination by Mary Follett. Mary Follett argues that effectiveness at the workplace is highly dependent on the ability to enhance coordination that will subsequently get rid of the probability of unfairness and mistrust between the management and employees thus promoting equality. The four principles of coordination dictate that continuity at the workplace provides an organization with high levels of consistency and trust between the management and the employees. Additionally, the theory affirms that constant interaction complemented by the promotion of reciprocal relation creates effective work-related relationships (Bednarik, 2016). In reality, concerning Engstrom Auto Mirror Plant most of the organizational problems result from lack of coordination between the employers and the employees for instance, during the discussion of remuneration packages such bonus calculation ratios, thus creating room for distrust. As a consequence, Engstrom Auto Mirror Plant fails to actively involve the employees in discussions relating to major decision making. Concerning discussions on remuneration plans, employees should be fully involved right from the planning phase so that to avoid the trust issues in the organization.

            Besides, regarding the situation at Engstrom Auto Mirror Plant, the workplace analysis is supported by Elton Mayo's, Hawthorne...


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