Organizational Behavior and leadership

i want you to write about organization behavior and about what in the document also i want a conclusion about the summary and what i understand from this document -half page for an introduction and half page for conclusion . in SIMPLE language please and zero plagiarism. thank you.

 

  1. Examples of the forms of corporate social responsibility in the UAE.

Corporate social responsibility (CSR) is where a company gives back to the society in the form of donations to charity organizations and contributes towards improvement and maintenance of a healthy eco-system within the environment it works in.

In UAE there are many ways in which corporates contribute to improving and adding value to the society. For instance, “Dress One Million Needy Children” campaign is one way many companies in UAE are giving back to society. Many companies have contributed to the campaign through the donation of clothes or money to purchase clothes for the needy children in the society. This concept of corporate social responsibility in UAE is viewed as an effort by both the government and private investors to promote social welfare through different initiatives that are focused on achieving a well-balanced social life and economic stability of its society.

NEOSYS is one of great technology company in the UAE that deals with software development and equipment installation in the technology industry. The company environmental friendly. Its practices and procedures are environmental friendlies in such a way that it uses clean and green technology in its production for serving the environment. For instance, the company has start a new technology where its buildings are covered with solar wallpapers that supply energy to its electronic equipment. This is one of the technology initiative that safes the environment from harmful fuel energies. The company also promotes the well-being of its employees through sponsoring their education in many majors of study and providing free health services to their families (Al-Jenaibi, 2017).

Dubai Care is one of the many government initiatives that was started by, HH Sheikh Mohammed Bin Rashid Al Maktoum, in 2007 for serving the society in many different ways. It was a channel through which companies were to donate and support the needy in the society. The main objectives of the program were to reduce poor and promote education in UAE partner countries. Many poor children have great benefited from this initiative from the government. (Farouk &Fauzia, 2018).

Other examples of the forms of corporate social responsibility in the UAE, Sheikh Khalifa Bin Zayed Humanitarian Foundation that helps the needy to purchase food items at a subsidized price (low price) and Sheikh Zayed Housing Program that providing housing to UAE local people.

 

  1. Examples of how organizations in the UAE apply theories of motivation.
    • Motivational Theories and their Implementation in ADCB

Motivation is between the most important motivation for productivity. It is a tool that most successful organizations use to gain much sought after competitive advantage. Compelling motivation, depend on how active a business applies some of the existing psychological theories of motivation such as the Herzberg’s Two Factor and Maslow’s Hierarchy of Needs theory, among others.

Abu Dhabi Commercial Bank (ADCB), one of the most successful organizations in UAE have shown that effective used of motivational theories in a workplace is the important key to organizational success. there are five motivational methods, which are the Herzberg’s Two Factor and Maslow’s Hierarchy of Needs, the Expectancy theory, McClelland’s theory of needs, and the ERG principle and disclose how ADCB has use them in its system and how managers can enforce desirable behavior positively.

  • Maslow’s Hierarchy of Needs

According to Collings et al. (2018), Maslow’s hierarchy of needs is a motivational theory by Abraham Maslow that tell the primary needs that ought to be satisfied when motivating employees. It talks about five needs, namely; psychological, safety, love, esteem, and self-actualization. These needs are present in a hierarchical pyramid format based on their level of significance to employees. At the base are the psychological needs, which comprise of food, safe water, and shelter. Next, are the safety needs such as financial wellbeing and sound health conditions. These are followed by love wish such as family and friendships and then respect needs like respect from friends. At the top are the desires for self-actualization, which are concerned with what an employee want to be.

The management of ADCB take this motivational theory in understanding the needs of its employees such as safety, and health conditions which translates to improved efficiency and productivity. The company registered number of zero work-related death from 2010-2017 which highly motivates its staff (ADCB, 2017).

  • Herzberg’s Two Factor

Herzberg’s Two Factor theory was formulated by Frederick Herzberg to address the two key sides likely to make employees feel satisfied or motivated. The first ones are the motivator factors like career identification, enjoyment, and progression. The other one comprises of hygiene factors such as wages, workplace regulations, and interactions, which must be present to affect or convince workers According to Hersey et al. (2007), leave of motivation factors does not necessarily result in employee dissatisfaction as it is the case with a lack of hygiene factors.

ADCB applies Frederick Herzberg’s two-factor theory in adjust the motivational level within its workplace by providing a hygienic environment such as promotions and stable salaries, which increases employee satisfaction (ADCB, 2016).

  • The Expectancy Theory

This is a process motivational theory by Victor Vroom that focuses on how the nature of motivation and the process controls behaviors. The law claims the magnitude of the look for rewards or punishment is often reflected in the efforts employees put in their assigned duties. The expectancy principle asserts that the manner through which rewards or punishments is likely to match with the actions adopted by workers. According to Hersey et al. (2007), this theory exists in three perspectives; namely expectancy, valence, and instrumentality. The expectancy reveals that the actions of people are driven by the kind of rewards they are expecting while valence claims that the same actions will be determined by the significance place on an awaiting reward. The instrumentality framework argues that people will put extra efforts if they are certain that their performance will be compensated.

ADCB adopts the expectancy theory from the manner in which it rewards or chastises its staff. Workers who observe work ethics in the organization and at the same time attracting and maintaining the highest number of customers are promoted to higher positions while others enjoy increased salaries. The company also recognizes talent and promotes it (Glassdoor, 2019).

  • McClelland’s Theory

From Collings et al. (2018), McClelland’s theory of needs is a motivational principle formulated by David McClelland in 1960. It focuses on three of the six basic needs discussed by Maslow’s hierarchy of needs law, which include power, achievement and affiliation. McClelland’s theory argues that these three needs might not exist but ought to be developed with time. For example, the theorist affirms that managers should seek to train or teach their employees to assist them in satisfying their needs for achievement. From this theory, it is advisable that apart from issuing positive remarks concerning a given workplace accomplishment, managers should also focus on creating the needs for achievement, especially by availing coaching facilities. Further, by the help of McClelland’s principles, ADCB ensures that employees are monitored well to help in creating their needs, for example, by offering ample career coaching facilities.

 

 

  • ERG Theory

The ERG, which is Clayton Alderfer motivational theory, postulates that human beings aim to satisfy their needs for existence, growth and relatedness. Based on, Collings et al. (2018), the three desires seem to incorporate all the needs addressed in Maslow’s theory. For example, the existence needs encompass the psychological desires like food and water and safety desires financial wellness found in Maslow’s law while the growth needs include his self-actualization and esteem wants. Equally, the relatedness needs comprise of love, and self-esteem desires. Just like Maslow’s theory, the ERG affirm that unsatisfied needs are the reasons for motivation and individuals will always seek to satisfy them based on their order in the hierarchy. However, according to Hassan Al-Tamimi et al. (2007).

A closer look at ADCB’s management reveals that the business entity utilizes these five theories effectively to motivate its workforce. For example, under the guidance of Maslow’s theory, ADCB offers its employees excellent compensation packages, sponsors their health as well as that of their families, provides leisure facilities, especially gymnasiums services and designs flexible working hours (Hassan Al-Tamimi et al., 2007). Equally, the company applies the two-factor law by forming supportive workplace relationships, promoting equity in task allocation and employee promotion and giving positive feedback to employees yearning for growth (Hassan Al-Tamimi et al., 2007). Through the Expectancy theory ideas, the company embraces integrity in its job promotion programs to cultivate the much-needed motivation among its laborers whereas, by the help of McClelland’s principles, ADCB ensures that employees are monitored well to help in creating their needs, for example by offering ample career coaching facilities. ADCB often keeps its workers motivated after it employs the ERG concepts to fulfil their low and high-order needs indiscriminately.

  1. How managers in the UAE apply reinforcement theory to positively influence employee behavior?
    • Managers Can Positively Reinforce Desirable Behavior

Managers should to increase useful behaviors in their workplaces since they increase productivity. Based on Hersey et al. (2007), most employers use employee identification and rewarding as ideal system to increase helpful traits. Behavioral reinforcement usually focuses on employee needs and developing ways of compensating high performing employees.

ADCB managers can positively motivate their employees by promoting justice in the workplace. This can include ensuring that workers are supported based on their performance or their achievement. This can increase positive behaviors, which will in the end improve the total performance of the organization. The managers can also promote favorite characters by give out challenging tasks to employees who are search to fulfil their self-actualization. This should, however, be followed by lead such employees and giving them positive feedback whenever they have achieved something. promoting job security in the workplace have also been noted to increase popular characters. For instance, conducting regular employee training, more especially on technological applications, can minimize number of employees fears among employees and increase their loyalty to the organization.

 

 

  1. Describe the process of 360-degree Feedback.

Feedback systems play important role in the success of every organization. In most instances, managers depend only on customers to provide their views. One of the related advantages is that this process makes it possible for employees improve their work. For example, employees at TESCO (super market) are receptive to 360-Degree Feedback. Additionally, the concept is effective since it usually uses secret method. Another advantage is that employees do not have to worry about their reputation because the 360-Degree Feedback method involves a worker’s colleagues, managers, and direct reports, unlike in the normal approach where customer give their views. Finally, it is a useful model for continuous improvement as show in the case of TESCO whose management helps workers to improve for the benefit of the company.

Additionally, the concept of 360-Degree Feedback increases productivity in many ways, especially the attainment of essential abilities. Horng and Lin find a positive link between this strategy and improvement of an employee’s ability since the concept identifies a staff member’s weaknesses, not for exploitation but improvement purposes. The identification of shortcomings culminates in improved abilities. Moreover, the 360-Degree Feedback idea motivates employees since it is also focused on highlighting the strong areas, as it is applied at Boohoo (online shopping website). However, some of the weaknesses of 360-Degree Feedback relate to the reliability of the process since employees may not keep the secret absolute. as well, the concept is boring. As Horng and Lin explain, it includes the identification of the targets, selection of raters, solicitation of Feedback, monitoring of the process, and evaluation of the target’s results should follow in that order.

 

 

  1. The importance of interpersonal skills in team building.

Team building and interpersonal skills provide is important foundation on which a company’s long-term success. Several traits are used to describe interpersonal abilities, but the main ones include problem solving, effective communication, active listening, flexibility, responsibility, and teamwork (Feldman 87). Employees that shows the mentioned principles achieve organizational objectives more effectively than others that struggle with them active listening and communication support a friendly environment in which everyone is free to show their own ideas.

The inculcation of such values facilitates effective team building. team building could be described as the process of motivating and change individuals into a strong group that is collaborative and in one hand to ensure the achieve goals and objectives. The principles of building such an employees are all related to interpersonal skills.

The interpersonal skills help in the team building process by creating a sense of ownership and friendship. When team members meet together, individual strengths are used for the sake of any project. these lead workers to believe that they own work they are order with completing. Due to the uniqueness of each person’s contribution, personal feelings and acts of altruism and kindness characterize such formations.

 

 

Conclusion:

 

 

Reference:

  • Farouk, Sherine, and Fauzia Jabeen. “Ethical climate, corporate social responsibility and organizational performance: evidence from the UAE public sector.” Social Responsibility Journal 14.4 (2018): 737-752.
  • Al-Jenaibi, Badreya. “Corporate Social Responsibility: Case Study in UAE Organizations.” International Journal of Knowledge Society Research (IJKSR) 8.4 (2017): 85-100.
  • https://gulfnews.com/uae/government/dress-one-million-needy-children-campaign-gathering-momentum-1.1213733
  • Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
  • Hassan Al-Tamimi, H. A., & Mohammed Al-Mazrooei, F. (2007). Banks’ risk management: a comparative study of UAE national and foreign banks. The Journal of Risk Finance, 8(4), 394-409.
  • Hersey, P., Blanchard, K. H., & Johnson, D. E. (2007). Management of organizational behavior (Vol. 9). Upper Saddle River, NJ: Prentice Hall.
  • Feldman, Harriet R. “Identifying, Building, and Sustaining Your Leadership Team.” Journal of Professional Nursing, vol. 34, no. 2, 2018, pp. 87-91.
  • Horng, Jeou S., and Lin. “Training Needs Assessment in a Hotel Using 360 Degree Feedback to Develop Competency-Based Training Programs.” Journal of Hospitality and Tourism Management, vol. 20, 2014, pp. 61-67

 

 
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