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Organizational Behaviour Assignment: Scenario Of Bold Park Community School


Organizational Behaviour Assignment: Task 1
Think of a story/scenario about an incident/event/problem which has occurred or is currently occurring in your working life and/or organisation (which may include experiences working/attending charity, school and sporting organisations) and in which the concepts of attitudes and perception; motivation, and team dynamics are relevant.

Write this story/scenario down (in no more than 500 words). Be sure to include the titles/descriptions of key people/actors and descriptions of relevant situational variables (who? what? where? why? how?).

Task 2
Analyze the scenario/event/problem by critically discussing the following organizational behavior issues as they pertain to the scenario:

Task 2.1 (600 words)
Critically discuss what impact the events/incidents/problems in this scenario are likely to have on the attitudes and perceptions of the people identified in the scenario.

Task 2.2 (600 words)
Critically discuss the impact that the motivational problematic evident in this scenario (as outlined in your scenario) had on the motivation of the key player(s) in the scenario. In your analysis, draw on two theories of motivation and their application in the scenario. Draw on additional sources to support your analysis.

Task 3 (600 words)
Critically discuss the impact that the problematic team dynamics had on the team and its performance in the scenario. Draw on additional sources to support your analysis.

Task 3
Make recommendations: Draw up a table and summarise what actions could be taken to manage the (1) attitudes and perceptions and (2) motivation of the people identified in the scenario and what actions could be taken to improve the (3) group dynamics/functioning in the scenario (Maximum 2 pages). Your recommendations need to be a logical extension of the discussion in Task 2. This means you need to include a rationale for each recommendation that draws on the theories you discussed in Task 2.


In my previous organisation, I was working with Mr. Joseph Wembly, the managing director of bold park community school, which stands for the framework of excellence in education located in St, Powis Australia. Mr. Joseph Wembly had undertaken to complete a successful transaction of 5 million (AUD) service from another renowned school in Sydney, Australia. The service was to produce an elite education, formation of structure, and compilation of syllabus. In the last 3 years, this order was the only biggest that the organisation has gotten. However, it was seen that they faced serious competition against other education faculty developers located in Sydney and other parts of Australia.

To safeguard this negotiation, Bold park community school had guaranteed to deliver the latest trend of innovatively developed study material within 1 month and an average amount of shipments for around a thousand and 9 completion of 70% syllabus within 3 weeks. By promoting this scenario bold park community school developed various difficulties not only for the teachers and non-teaching staff working in the school but also for the overall development of the organisation. Even at extreme activity, the bold park community school could only produce and satisfy the requirements of these demands by experiencing a loss of 75% of the present profit it is holding. Bold park community school also required the implementation of innovative technical machines such as whiteboard and online teaching materials required for the development of the products and a computer with the latest design system would be applied in the task to bring light to the latest design and style to produce the expected result. The required machinery was bought at a huge price. However, the difficulty arose when there was no teacher or employee with the knowledge of how to execute the machine or develop the apparatus in order to satisfy the requirement of the clients which has resulted in a huge workload for the employees working in Bold park community school, therefore, internal conflict and was seen among the members, that in turn produced a poor team dynamics due to the fact of negative attitude and perception displayed towards the organisation.

The school arranged a conference meeting where we all were invited explaining us the necessity of the new designs and how novice we are in terms of training and that we have to learn to function properly so that we can produce the desired result that will provide the company with a benefit of profit. Thus to learn about the latest techniques We started working from 9 am in the morning to 10 or 11 pm at night working for so long to meet the given order was taking a toll on our health resulting in poor and faulty production adding rework on our schedule. Some of the employees revolted for giving overwork and not ensuring their safety expressing desire to leave the company once they get a new job, displeasure is raised due to the leadership style and how the manager treated the workers, poor motivation to complete the work, bickering, and conflict was commonly seen resulting in poor group cohesiveness.

Task 2 Evaluating the scenario and logically explaining the following organisational behaviour problem as mentioned the scenario:
Task 2.1 Identifying content of attitudes and perceptions that are relevant the scenario of Bold park community school.
According to Hill, (2017, p .359), attitude is said to be the way an individual feels or thinks about something in a settled manner. According to Hoffman, (2018, p.19), on the other hand, perception is said to be a sensory experience for everything that is around them. It involves the recognizing of the motive or impulse of the environment and also includes actions in order to respond to those particular impulses. Therefore in this report, the focus is on managing organisational behaviour in Bold park community school in order to bring a sense of harmony and peace or how can Mr Joseph implement strategies that can produce positive attitude towards the organization. Attitude can be of both aspects such as positive and negative therefore the difference between a negative attitude and a bad mood is that it depends on how good or appropriate days a person is going. As for the given scenario in bold park community school, negativity can impact the workplace and have a major influence on how the school tends to function. It can affect the performance of the staff and students. There is a sense of unwillingness to work in collaboration and work together as seen in their expression to quit the job after getting a new one. A negative attitude can also make the energy levels of the teachers less and help them to develop depressive feelings due to the negative surrounding as for the employees' bold park community school. It can have a direct impact on the product or service and reduce the quality as well as the quality of the work product. On the other hand, a positive attitude can have a better influence on the workplace by increasing productivity as well as improving the morale of the organisation and helping to lower the turnover aspect when it comes to the employees as well as well meeting the demand of the order as taken by Bold park school (Walsh, and Magley, 2020, p .2175). Perception is about how the employees of the workplace recognize their impact on their workplace environment which tends to have a direct influence on their work productivity.

As per the view of Gunnarsson et al., (2017, p. 42), Attitude and Perception impact significantly the employee’s performance that in turn affects the performance of the organisation. Attitude is one of the crucial factors that would provide the benefit for achieving organisational success. As mentioned that the company has bought an expensive technical machine but have not hired the dedicated staff who can train the existing staff. The organisation has not also considered providing training to its staff member and makes them aware of the new machine. Therefore, the attitude or the viewpoints of the employee should be considered by the management to meet the goals of the organisation. According to the view of Wen et al., (2019, p. 220), the good attitudes among the employees would enhance their morale. Thus, it can provide organisational success. It was missing among the employees of the bold park school. It had led to conflict among the internal team members. The bad attitude among the employees had impacted the growth and loss of the organisation. The employees were feeling stressed as they were not aware of the use of machinery and that had led to conflict among the internal teammates. Thus, the mindset of an individual shows their attitude and that impacts the growth of the organisation. However, perception is related closely to the organisation. As per the opinion of Sar? et al., (2018), the employees may have the perception of being liked and preferred by some of the supervisors and disliked by the others. This negativity among the employees would lead to creating negativity in the workplace. Thus, the management must conduct a meeting with its entire employee at least twice a month to understand the scenario and the circumstances of their office.

Task 2.2 Identifying content of motivation that are relevant the scenario of Bold park community school.
As mentioned in the above context that motivation is essential for the person to achieve success in their life. Therefore, the managers of an organisation deal and behave in a proper manner with the employees so as to boost the productivity of the organisation. Thus, motivating employees would push them to work with commitment and great enthusiasm. In case of Bold Park school employees were working overtime without receiving increment or appraisal from the management which was seen in their expression to leave the job due to this overwork, faulty production , rude behaviour, rigidity to cooperate with the management increased absentism, . According to the view of Hopper (2019, p. 2019), the manager of the organisation that is Mr Joseph needs to ensure that the team members are motivated. The two theories for motivation are Maslow’s hierarchy of needs and Hertzberg's two-factor theory.

Maslow’s hierarchy of needs
Maslow postulated that the employees can feel motivated if their needs are satisfied. Thus, Maslow’s hierarchy of needs is divided into five parts.

Maslow’s in organizational behaviour 1

Figure 1: Maslow’s hierarchy of needs
(Source: Oved, 2017, p. 538)

Physiological needs: It is the basic needs of an individual that can motivate a person to work. As opined by Poirier and Devraj, (2019), the basic needs required to help a person to survive are food, rest, clothing, shelter, etc. Therefore, the employees always focus to fulfil their physiological needs in achieving this need.

Safety needs: After the physiological needs of a person are satisfied, they focus on achieving their safety needs. According to the view of Stewart et al., (2018, p. 71), this need is free from any physical danger & the fear of losing shelter, property, job, etc. It is essential for the person to get physical safety against fire, murder, accident, etc. Therefore, the bold park community school needs to install safety devices for its staff and can also start an insurance plan, pension scheme, etc to ensure safty of the workers

Social needs: In Bold park community school, the employees often form groups to exchange their ideas leading to group cohesiveness. However, if the management supervises them closely it can lead to conflict among the employees.

Ego needs: According to the thesis of Fallatah and Syed, (2018, p. 41), this need is concerned with self-confidence, recognition, self-respect, etc. Therefore, the bold park community school should satisfy these needs of their employee to bring power, control as well as confidence among their employees so that they function well in the school

Self-fulfilment needs: As stated by Hale et al., (2019, p. 110), the individual develops themselves and focuses on their growth. The opportunity was given to the employees of a bold park community school to develop their personality, learning, and face challenges. It is the highest need that can be acquired by an individual.

Herzberg's two-factor theory
This theory is divided into two categories such as motivating factors and hygiene factors. As per the view of Chiat and Panatik, (2019, p. 12), the need for hygiene factors is necessary to ensure that the employees must not be dissatisfied. As mentioned in task 1 that the employees of Bold park community school is not satisfied as they have to bear extra workload due to the inefficiency of the management expressing their desire to leave the job and working poorly. The management had bought the machinery in order to gain profit without understanding the need to provide training to the employees. The essential training would reduce the workload and the employee’s motivation. The extreme workload would affect the performance of the employees.

Maslow’s in organizational behaviour 2

Figure 2: Herzberg's two-factor theory
(Source: Kotni and Karumuri, 2018, p. 29)

According to the view of Alshmemriet al., (2017, p. 12), Motivation factors are vital for ensuring the satisfaction of the employees. The motivation of the employees would enhance their performance. Therefore, the motivation factor would help in boosting the organisational function.

Task 2.3 Critically discussion of the impact due to problematic team dynamics
According to Kolbe, and Boos, (2019,p .1478), team dynamics are said to be the insensible or unintentional psychological forces that tend to affect the direction of a team's behavior and their performance in an organisation. Due to poor team dynamics bold park community school faced problems such as conflict among team members, poor production, problem in decision making, poor coordination, continuous rivalry among members, not obeying team leaders were frequently seen. Hence when they work together as a group and it is very essential that everyone knows what the goal is exactly is in order to help them achieve and make decisions in order to attain the objectives. As opined by Delice, et al (2019, p.1324) another problem is seen in trust and openness. Team members of an organisation need a sense of safety when it comes to selling any sort of information and ideas with opposite companions with any sense of fear or embarrassment. Therefore trust is an element that can open out a better layout of being more creative and sharing ideas with each other and in concern to meeting the deadlines as well as doing the work properly without any mislead. According to Wakeman, and Langham (2018, p.110), Unwillingness to correct mistakes is also considered to be an important aspect as a factor of problem. Therefore an individual should accept the knowledge of acknowledging the mistakes that the individual has made and correct them as well.

We can also recommend some methods that can help in resolving the issue of poor team dynamics such as diversity and inclusion can help the employees and the teams of a bold park community school in becoming a winner by helping them to achieve their goals. This makes the teams of the organisation come up with more innovative and creative solutions in order to tackle their issues. As opined by Charani, et al.(2019, p.16), Interdependence and a sense of belongingness as well can help when it comes to each team member of an organisation and exactly knowing what their part is in carrying out the objectives and attaining the goals. They should have a sense of value and responsibility as well as know what their job is. Consensus decision-making also can help them to gather the power of the team in order to have a result when it comes to innovation and has ideas that are out of the box and unique in their way. Having more people included in the decision making factor can help them to come up with more creative ideas and have multiple lines in coming up with a particular decision that can help them benefit.

Lastly, participative leadership also can help them in attaining the goals as well as having better results. Participative leaderships tend to step back and give the authority to the members in order to work in their own space instead of having a control aspect over the groups as well as guidance.

Advantages of team dynamics
As opined by Chen, et al (2017) companies that are very successful often recognize the benefits of dynamic teams which help them to work together in achieving their common goal of the organisation. Strong team dynamics can help to produce higher quality results as well as help to solve the organisation’s problems faster as for bold park community school it can help them tackle their issues and reach a conclusion appropriately. It helps to have a result of the diversity of knowledge as well as experience which helps in resulting in a better aspect of customer service as well as having a response which is faster in comparison to the rest.

Disadvantages of team dynamics
As opined by van de Brake, et al (2020, p.1520), the disadvantage of team dynamics is that there can be weak leadership. Due to the presence of a lack of proper direction, there can be wrong objectives followed. There can be differences in authority as well. Over here the members or employees tend to only agree to what their leaders think and have no opinion of their own. There can also be evaluation apprehension in the workplace. It means that the employees feel like they are being judged by others which causes a sense of discomfort among them in the workplace and makes them feel unsafe.

Task 3: Recommendation

(1) Leadership approaches


According to Galli, (2019, p.762) Leadership is a social construct that involves the capability of a person to inspire, guide, or direct others; it is implemented in various constructs such as organisation and group in order to achieve the desired goal. Leadership approaches that help in the achievement of organisational goal may involve

The trait Approach-This approach consists of personality, mental, physical characteristics that effective leaders have in them. This is one of the oldest approaches of leadership including mostly six fundamental traits in relation to leadership they are related to the task, physical, personality, social status, ability, and intelligence.

Situational Approach- This is the new approach in the field of leadership that suggests how leaders should act according to the situations such as goal completion, bonding of leader and follower, commitment, motivation, and similar others

Relational Approach- This approach emphasizes not on functions, features or traits, of leaders and followers, but the kind of bond that formed among followers and leaders.

Transformational Approach- This approach utilizes the process of connection to increase the motivation for achieving the goal.

 However, for the present case situational approach of leadership has proven to be the most beneficial.


  (2) Approaches to dealing with power and politics

As outlined by Nightingale (2017, p.15), Organisation provides a fundamental power suppliance to the people working in an organisation particularly in terms of income advantage. Due to various events taking place in the organisation sometimes problems like competition and scarcity of resources, the dissatisfaction of clients, authority, internal conflicts, poor power relations with other organisations, and similar others are seen to exist in mitigating the desired goals. Therefore, Bold park community school should use several approaches such as adequate problem-solving strategies are applied, technical and socially equipped systems are introduced, providing efficient reward systems to the employees on desired performance, providing employees with the knowledge of group dynamics, and so on in order to deal with the power and political issues.


(3) Conflict management approaches

As opined by McCabe (2017, p.102), Approaches of conflict management that is used in organisation for maintaining a harmonious relationship between the employees and management may include-

Accommodation- This approach is used when one alliance expresses their wish to move away from the position such as when one of them prioritizes the relationship over their argument.

Compromise – when both the group involves equal loses and achievement through communication and adaptation. Both the parties achieve by giving up something this approach is used when both allies have the same position.

Avoidance – in this approach both the groups experience a lose/lose situation. Thus the conflict remains unresolved when the result of dealing with the situation is detrimental to the involved groups then this approach is used.

Competition -In a serious case when other approaches did not work and a rapid, immediate, and logical activity is required then this approach is used where both the groups either face a win or loss.Bold park community school mostly uses this approach to resolve their conflict.

Collaboration- This situation involves a win for both the parties and requires interaction and faith for solving the issue this approach utilizes experiences from different backgrounds.


(4) Approaches to manage organisational culture

As suggested by Elsbach and Stiglani (2018,p.2275), Organisational culture is defined by the integrity, value, and code of conduct an organisation maintenance while promoting its products and services in order to manage the culture of an organisation two approaches are usually served


Typological approach- This approach consists of innovative, supportive, and bureaucratic culture suggesting what type of culture is best depending on the situation.


Trait approach-This approach involves the dimensions that culture holds including their employees, style of leadership, habit, activity, values norms, and similar others.


Therefore, to manage organisational culture bold park community school should employ both approaches depending on the situation and objective of the organisation.


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