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Organisational Behaviour Assignment: Demonstrating Issues Regarding OBM in Lloyds Bank


Organisational Behaviour Assignment task

Practitioners of OBM focus on identifying problematic situations in the workplace, analysing the factors in the environment that could be causing or maintaining the performance problems (e.g. lack of: task clarity, goal-setting, resources), then changing behaviours by using ‘re-enforcers’ (such as feedback, praise, monetary and non-monetary incentives), with the goal of improving performance at the individual, group, or organisational, systems/process level. A critical success factor, therefore, for an organisation is the contribution made by employees and the factors that can, and often do, influence this contribution.

Task requirements
You are to write a 2,500 word report (+/- 10%) which investigates the complexities of human behaviour in the workplace and the impact that this has on the success of the organisation. You will achieve this through the research of 1 or 2 topics from the module (Weeks 1 to 8 only) and primary research. Special consideration must be given to individual, group and organisational levels, and the role that culture plays throughout the organisation.

This investigation must be supported by appropriate literature, academically credible sources, theory and primary research.

Each member’s work allocation, contribution, and attendance of any meetings must be formally logged in the appendices and signed by all parties.


Executive Summary

The organisational behaviour assignment report is regarding organisational behaviour and its effect on a specific company. For this report, Lloyds Bank is chosen to demonstrate their issues regarding OBM, which are employee motivation and leadership personality. Three managers have been questioned to get answers regarding the importance and initiatives of employee motivation and leadership personality. At the end of the report, two recommendations have been analysed, which are important for Lloyds Bank to mitigate the issue.


Organisational behaviour is considered as the learning of both group and individual accomplishment and working in a company. The OBM examines the impact of social and environmental elements that impact the pathway workers or teamwork. For this report, Lloyds Bank has been chosen to demonstrate their OBM to identify their problematic situations in the workplace. The main purpose of this report is to demonstrate the details of employee motivation and personality of the leaders of Lloyds Bank. In addition to this, the primary research and discussion and recommendations are going to be discussed. Three respective managers of Lloyds Bank have been chosen.

Topic 1 Motivation

Motivation is considered as a method that begins, leads and handles target-oriented behaviours. As stated by Rožman et al. (2017), many organisations nowadays give importance to the motivation and satisfaction of their workers. Motivation is known for its importance because of attracting workers, reserving workers and the usual levels of the manufacturer in a business. Motivation is very important in the workplace because if workers are properly motivated, they are more likely to do excellent work rather than work hard. Motivated employees are more likely to be decreasing to work rather than fending off. 

Lloyds Bank fellows some initiatives to motivate thor employees who are as follows,

Consistent leadership:

Lloyds Bank is following consistent leadership to motivate its employees properly (, 2021). The consistent leaders are giving examples of any success stories of renowned people to motivate their team members. They guide their employees with clear communication, which explain their businesses' mission, ethics, and values. Bevan et al. (2018) evaluated the regulation within personality traits follows that consistent leadership. The consistent leaders make evident leadership via disclosed communication and an administration culture. Lloyds Bank creates some time, to begin with, their team members and share news regarding their progress of businesses and notice on their employees who are constantly putting up to its evolution. 

Expand employees’ talent:

Lloyds Bank is enhancing the ways of expanding their employees' talent. Their leaders are trying to know every employee, and they will be capable of supporting them. Similarly, this kind of support also helps the employees to get their career targets together with them. As opined by Pandita and Ray (2018), talent management and employee engagement are impact talent retention. Lloyds Bank’s supportive leader dispatches training chances and career development for their employees. This guides to excellent workings for the business and a complete skilful workforce. 

Lloyds Bank has followed a most effective motivational theory, which is Theory X and Theory Y. In this particular theory, theory x is referred to as authoritarian, and theory y is referred to as participative. As contradicted by Oluwakayode et al. (2017), this particular theory helps the employees to manage their workings by following a specific management style. By applying theory x, Lloyds Bank generally incorporates micro handling of their employees' work to ensure it is done properly. On the other side, Lloyds Bank managers trust their employees to grab possession of their work and do it successfully by themselves by following theory y.


Figure 1: Theory X and Theory Y

(Adopted by Oluwakayode et al. 2017)

Lloyds Bank follows the strategy of Maslow’s hierarchy of needs which is utilised to learn how humans inherently consume in behavioural motivation. As stated by Cui et al. (2021), with the help of Maslow’s hierarchy needs theory, the organisations initiated their employees' motivation. Similarly, Lloyds Bank structured a person's requirements into a pyramid that incorporates their employees’ physical, safety, belonging or love, esteem and self-actualisation requirements. As per the view of Maslow, Lloyds Bank needs to convince last-level requirements in prior directing needs that happen higher in the pyramid.

Topic 2 Personality

The personality of a leader could be anything like they can be charming, extrovert, friendly and accessible. They can talk with anyone in a calm, respectful and appealing pathway. Both leaders and employees desire to work for and follow the organisational mission, vision and value. As Vergauwe et al. (2018) stated, organisations are needed to understand charismatic personality and leader effectiveness. An effective leader must examine the strengths and weaknesses of each employee to ensure the most organisational success. Research has demonstrated that a person's personality is associated with their style of personality. An effective leader gives to how excellently someone acknowledges the style of leadership.

Lloyds Bank is running an effective business that needs an excellent product, a successful strategy, powerful leadership, and the capability to make dissimilar decisions. 

Decision making:

Lloyds Bank needs some time to create more effective decisions now than ever in prior. They were required to change their business styles, move customer practices, and increase knowledge as time passed. In this case, Lloyds Bank was forced to take some of its decisions outside of its comfort zone. Coates and Clerke (2020) opined that many organisations are provided with some training for their employers to make effective decisions. Taking any effective decision, Lloyds Bank’s leaders need to remember not every decision is final or unrepairable. In this case, the leaders need to grab some time to refer to several pathways that could happen and evaluate while each decision is honestly desperate for their business. 

Effective leader:

While making decisions is considered a prime component of being a successful business leader, it is significant for Lloyds Bank to make effective leaders in each portion of their role (, 2021). In the exact pathway that businesses of Lloyds Bank must acknowledge changing the exterior factors quickly, the leaders of Lloyds Bank are required to modify their styles to any constructional changes. As contradicted by Mayfield and Mayfield (2017), with the help of effective leaders, the employees can easily get motivation towards their work. For instance, the progress towards enhanced working from home was previously a tendency affecting how leaders manage. The establishment of social distancing has only advanced it. In contrast, most leaders favour person to person interactions and search for them to be the excellent pathway of handling and stimulating their employees. 

Lloyds Bank has applied this trait theory of leadership which provides positive details regarding leadership. Persons at every level can put it in in all kinds of companies. By applying this, employers can use the details from the theory to examine their place in Lloyds Bank and evaluate how their place can be created powerful in their company. Wyatt and Silvester (2018) contradicted that the trait theory of leadership follows political ethics to get some success. They can acquire a thorough acknowledgement of their recognition and the pathway they will impact others in Lloyds Bank.


Appendix 3: Trait theory of leadership

(Adopted by Wyatt and Silvester 2018)

Primary research findings and discussion

1)Primary research 

Understanding the organisational behaviour of Lloyds Bank UK, primary research has been conducted. Telephonic interviews have been carried out to understand the motivation level, personality of employees, their perception, and behaviour to work together. Three managers have been selected to carry out Telephonic interviews to collect data regarding their perception of the organisational behaviour of Lloyds Bank. The interview transcription is as follows: 

Question 1: Can you tell me how motivation determines organisational behaviour at Lloyds Bank? 

Response of manager 1

Response of manager 2

Response of manager 3

I think motivation increases the interest of workers towards their work and foster positive behaviour towards others. 

Motivation makes employees feel valued by their organisation that increases productivity to serve their purpose. 

Lloyds Bank maintains strong motivation for their employees to engage for a long time and establish loyalty in the workplace. 

Table 1: Response of first interview question

(Source: Developed by author)

Question 2: Do you think that motivation helps your employees to improve productivity? 

Response of manager 1

Response of manager 2

Response of manager 3

Yes, motivation is the primary thing that can only increase the productivity of our employees. Our Consistent leadership style allows them to get inspired and work hard for the achievement of organisational goals. 

As per my thinking, motivation establishes a better connection between employees and management that benefits organisational productivity. 

I think productivity comes from the skill and developmental facilities provided by motivators like leaders in Lloyds Bank. 

Table 2: Response of second interview question

(Source: Developed by author)

Question 3: Tell me how the personality of leaders and managers influence the behaviour of employees of your bank? 

Response of manager 1

Response of manager 2

Response of manager 3

I think employees follow the principles and norms shown by their leaders and managers. Lloyds leaders and managers within Lloyds Bank show huge respect to their employees irrespective of diversity that help establish a positive work culture. 

I can say that modest leaders in the bank have polite and humble behaviour that helps them understand employees' needs and make employees feel free to talk regarding any issues and conflicts. 

Supportive behaviour of managers and leaders within the bank helps employees manage a high workload and even establish a better relationship with other employees and the management board. 

Table 3: Response of third interview question

(Source: Developed by author)

Question 4: What do you think is the most important factor for fostering a positive work culture at Lloyds Bank? 

Response of manager 1

Response of manager 2

Response of manager 3

I think the behaviour of employees and leaders are the primary factor that determines positive work culture at the bank 

I think leadership style determines the culture of an organisation whether employees are cooperative and supportive or not 

I can say that leadership motivation is most crucial for employees in a financial sector where pressure is very high for the development of positive work culture 

Table 4: Response of fourth interview question

(Source: Developed by author)

2)Finding and discussion 

From interview session one, it has been identified that motivation is the primary factor determining an organisation's productivity and success. According to Ciobanu et al. (2019), employees' motivation is strongly related to their productivity. First managers have said that motivation increases the interest of workers that help them to increase their organisational productivity. According to the manager, motivation establishes a better connection between employees and management. As per the third manager, Lloyds Bank manages strong motivation by following consistent leadership to engage customers for a long time.

In the second interview session, the first manager said that consistent leadership allows employees to hear about the success stories of other leaders. As opined by Fiaz et al. (2017), employees feel valued by their organisation when leaders are supportive. As per the second manager's response, connections between employees and management are improved via motivation and communication. The bank provides skill development facilities like training that helps to increase the productivity of employees. As a result of this, employees show a positive attitude towards their working environment. 

As per the third session of the interview, there is a strong connection between the personality of leaders and the behaviour of employees. Positive and supportive leaders can gain respect from their employees (Martin, 2018). According to the first manager, leaders and managers within Lloyds Bank respect their employees irrespective of diversity, creating a positive work culture. The second manager said that the polite and humble behaviour of leaders within the bank could understand the needs of their employees. The third manager has said that leaders help employees manage stress and high workload within the bank and allow them to handle work processes smoothly. 

In the fourth session of the interview, the first manager said that the individual behaviour of employees and leaders decides the type of culture the bank follows. As Nuckcheddy (2018) mentioned, personality is the most important factor that determines the performance and productivity of employees. According to the first manager, a positive work culture at the bank came from employees and managers' supportive and humble behaviour towards each other. The second manager and third manager have said that leadership style and leadership behaviour determine the overall organisational behaviour of the bank. 


The organisational behaviour is referred to as a subdivision of administration workings disturbed with acknowledging, anticipating and stimulating individual attitude in the organisational settings of Lloyds Bank. In this particular topic, the OBM is concentrated in this specific organisation to identify their problems. These problems are examined by the climate factors that could be reasoning or handling the issues of performance like clarification of job, goal-setting and assets. In that case, it is recommended to Lloyds Bank apply the same strategies to mitigate their issues. The issues are related to less employee training and motivation. Along with this, this particular bank also needs an effective change management strategy. For the primary research, the most reputed three managers of Lloyds Bank have been chosen to know about their initiatives and employees’ experience regarding motivation and leaders’ personality traits.


The Lloyds Bank is facing problems in its finance and organisational behaviour nowadays (, 2021). In this bank, their employees are cooperative, but sometimes they get minimal work regarding training to upgrade their skills. Their employees are also facing issues of getting more motivation from their leaders. This particular banking company is required to organisational change like feedback, praise, monetary and nonmonetary incentives. 

Employee training:

It is recommended to Lloyds Bank increase their employee training which is referred to as a program that is decorated to enhance the skills of technical, knowledge, planning and value creation to do any particular job in a much excellent pathway. As Rodriguez and Walters (2017) evaluated, the significance of training and evolvement is affected on employee performance and evaluation. It assists in the evolution of a worker together with the entire expanse of this particular banking company. Thus, it is suggested to Lloyds Bank to increase their employee training required for the set of skills.

Change management

It is recommended to Lloyds Bank a structured approach to distribute with the transformation or change of the company's targets, methods or technologies. The main purpose of this change administration is to execute strategies for impacting change, handling change and assisting persons in modifying to change. As evaluated by Rosenbaum et al. (2018), many organisations plan to change their entire administration to keep them upgraded. Hence, it is suggested that Lloyds Bank evaluate and acknowledge the requirement and effect of change. This particular banking organisation lines up assets between the businesses to provide support for the change. With the help of change management, Lloyds Bank can handle the diverse price of change, and apart from these, the employees can grab some motivation from those changes. They can provide their support to their employees to assist them to acknowledge the change method.

Reference list

Bevan, P.A., Gosetto, I., Jenkins, E.R., Barnes, I. and Ioannou, C.C., 2018. Regulation between personality traits: individual social tendencies modulate whether boldness and leadership are correlated. Proceedings of the Royal Society B, 285(1880), p.20180829.

Ciobanu, A., Androniceanu, A. and Lazaroiu, G., 2019. An integrated psycho-sociological perspective on public employees’ motivation and performance. Frontiers in Psychology, 10, p.36.

Coates, D. and Clerke, T., 2020. Training interventions to equip health care professionals with shared decision-making skills: a systematic scoping review. Journal of Continuing Education in the Health Professions, 40(2), pp.100-119.

Cui, L., Wang, Y., Chen, W., Wen, W. and Han, M.S., 2021. Predicting determinants of consumers' purchase motivation for electric vehicles: An application of Maslow's hierarchy of needs model. Energy Policy, 151, p.112167. 

Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4), pp.143-156., 2021. 7 ways to motivate your people. Available at: [Accessed on 25th October, 2021], 2021. Learning to make big decisions as a leader. Available at: [Accessed on 25th October, 2021].

Martin, J., 2018. What do academic librarians value in a leader? Reflections on past positive library leaders and a consideration of future library leaders. College & research libraries, 79(6), p.799.

Mayfield, J. and Mayfield, M., 2017. Motivating language theory: Effective leader talk in the workplace. Springer.

Nuckcheddy, A., 2018. The effect of personality on motivation and organisational behaviour. Psychology and Behavioral Science International Journal, 9(2), pp.1-5.

Oluwakayode, O., Clinton, E., Stanley, A. and Subi, J., 2017. A review and application of McGregor’s theory X & theory Y in business research. Organisational behaviour assignment Theme:“Entrepreneurship and the Knowledge Economy”, p.245. 

Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training., 2021. Lloyds banking facing near-perfect storm of challenges, say analysts. Available at: [Accessed on 25th October, 2021]. 

Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), pp.206-212. 

Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management

Rožman, M., Treven, S. and Cancer, V., 2017. Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy, 8(2), pp.14-25.

Vergauwe, J., Wille, B., Hofmans, J., Kaiser, R.B. and De Fruyt, F., 2018. The double-edged sword of leader charisma: Understanding the curvilinear relationship between charismatic personality and leader effectiveness. Journal of Personality and Social Psychology, 114(1), p.110.

Wyatt, M. and Silvester, J., 2018. Do voters get it right? A test of the ascription-actuality trait theory of leadership with political elites. The Leadership Quarterly, 29(5), pp.609-621. 


Appendix 1: Primary research question 

Question 1: Can you tell me how motivation determines organizational behavior at Lloyds Bank? 

Question 2: Do you think that motivation helps your employees to improve productivity? 

Question 3: Tell me how the personality of leaders and managers influence the behavior of employees of your bank? 

Question 4: What do you think is the most important factor for fostering a positive work culture at Lloyds Bank? 

Appendix 2: Maslow motivation model 


Appendix 2: Maslow’s hierarchy needs theory



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