Organisational Behaviour refers to the behaviour of the organisation, as in, the behaviour of both the employers and employees. It is a subject that helps understand how to deal with various problems that affect the business and mainly, the employees. Students pursuing business and management courses often seek organisational behaviour assignment samples in order to write their academic documents related to this field. The assignments of this subject are of many forms – be it a report, a project, an essay or even case studies. However, most samples that are available online are sometimes not enough to cater to the exact need of the student, and may even be outdated due to the regular amendments in the pre-existing theories. Hence, it is better to get the assignment written by a subject expert.
What Is The Need For An Organisational Behaviour Sample?
Organisational behaviour is a course that helps students understand the dynamic nature of human beings in a business. It helps to identify the various factors that help an employer tackle the issues faced by an employee to grow in an efficient and effective manner. An organisational behaviour course covers all these things. This is why students often turn towards an online organisational behaviour assignment sample, as these are pre-solved questions and help students in solving issues they may face in understanding the theories and practices.
However, sometimes the writer of the sample may not have adequate knowledge of the subject or of the advancements in the theories. Hence, they may provide incorrect or invalid answers. Therefore, it is better to always check the method adopted by the writer and see if it is the same as what you require. Given below is an example of an organisational behaviour assignment that was given to the experts at My Assignment Services.
Online Organisational Behaviour Assignment Sample
The online organisational behaviour assignment sample provided here is based on the prevalence of the “gig economy”, which simply refers to freelancing and part-time jobs in millennials. It talks about the implications of the gig economy on the internal factors of an organisation and its relevance to Huczynski and Buchanan’s Field Map of Organisational Behaviour. The possible impacts of this form of employment in terms of the organisational dilemma were also discussed in a comprehensive approach. Let us have a look at the sample.
The gig economy is gaining popularity due to development of the number of online business and desire to bring work-life balance for the individual. This provides an online platform for an employee to work independently on the basis of flexible working schedule (Brown, 2009; Coonerty and Neuner, 2013). This present report shed light on the implication of growth of gig economy on four internal factors provided by Huczynski and Buchanan’s Field Map of Organisational Behaviour (2013). In this regard, one example of each factor has been provided in a detailed manner. Apart from this, the implication of engaging with ‘gig economy’ has also been explained in term of the ‘organizational dilemma.
Identifying the discussing one implication of the growth in the ‘gig’ economy for every four internal factors contained with Field Map of Huczynski and Buchanan’s
Huczynski and Buchanan’s Field Map of Organisational Behaviour (2013) consists of four factors such as individual, group, structured and management process which tends to affect the organizational effectiveness and quality of working life (Huczynski and Buchanan, 2013). The explanation related to each factor has been provided as follows-
The individual factors consist of motivation and perception that are affected by the growth of gig economy. In this regard, the employee with the temporarily fixed-term working also requires motivation in term of pay and social needs. This can be proven with the help of motivation theory proposed by Maslow’s who stated that man is the social being and his motivation is supported by sequential urges (Koltko-Rivera, 2006). For example, the first and foremost need related to food, the shelter should be accomplished by increasing the desire for safety. In this manner, with the satisfaction of basic level needs employee get the motivation to accomplish their higher level of needs. However, gig economy might not provide the high level of motivation to employees because they choose to work online on the basis of single motivation in the form of money (Adler and Chen, 2011). On a critical note, a person desires to socialize may not get satisfaction with the higher rate of return. In this manner, full-time employment contracts are preferred by the individual required to accomplish their socialization needs and targeting to achieve the highest level of motivation. On the contrary, an individual struggling to get fulfil the physiological and safety needs will be satisfied with the growth of gig economy. However, gig economy does not provide motivation in term of offering the job security which affected the working of UBER drivers. Moreover, individual handling multiple tasks can also be beneficial with the growth of gig economy. For instance, the student who is completing their masters gets the chance to earn money with the growth of gig economy. In this manner, the individual factor is affected in both the positive and negative manner.
The group work is another crucial factor proposed in the field which consists of teamwork, group dynamics, social needs and organizational culture (Huczynski and Buchanan, 2013; Joshi and Roh, 2009). These factors are considered under the full term employment contracts. The temporary contracts related to freelancing offer opportunities for individuals to work at home via online sites. However, this does not provide opportunities for the employee to work in the group so they do not get benefit out of it. In this regard, the growth of gig economy can be ensured with the promotion of teamwork and providing the incentive for them. Furthermore, organizational culture is set to pattern and belief of management which is adopted by the employee in order to work in the direction of growth and development of the business (Schein, 2010). It is the organizational culture which facilitates employees to maintain the quality and deliver the good quality of products and services to customer or clients (Cameron and Quinn, 2005). Corporations value for the cultural diversity by establishing an appropriate culture of the business so as to accomplish the long as well as short-term objectives (David and Fahey, 2000). However, by working as an individual people do not get chance to understand the requirement or culture of the business which might lead to provide the negative return for the business.
Organizational structure is the key to maintain decorum in the company and assisting an employee to achieve specific objectives (Huczynski and Buchanan, 2013; Gibson and Birkinshaw, 2004). These factors consist of span of control, communication, chain of command talent management and complexity etc.. The selected example is talent management which is little typical under the gig economy because management cannot offer on the job training to employees. However, they have design online learning program for employees in order to make them understand about the work. In this regard, companies having temporary or freelancing employment relationship should check the competencies of hired employees and its capabilities to grasp through the online learning so as to cope up with the changing scenario. This is because talent management is important to the success of the business and continuous development of the employees. This leads to retaining personnel with the firm because they find the scope of their continuous development along with the earning. On the contrary, freelancing contract might not provide them good opportunities for learning. Owing to this, the issue of employee turnover can be faced by the businesses. In this context, flat organization structure can be applied with the short chain of command for ease of management and employees.
Management process factors
The management process factors consist of control, supervision, retention, recruitment, communication and balancing the organizational needs with the employees etc.. The balancing organizational needs with the individual one is complicated under the gig economy. This is because companies like UBER select the gig economy for the purpose of saving the time and cost of recruitment. However, flexible working condition bothers employee and they demand their platform as happened in the case of UBER. In this regard, terms and condition of employment should be made clear to the hired employees and corporation should ensure the motivation among personnel. This proves to be effective in deriving the valid outcome and increasing the long as well as short-term objectives of the business (Cooke-Davies, 2002). On the other hand, the employer might face issue during the peak load wherein employees might say no to workload due to their enrolment as the part-time employee. At this juncture, retention becomes critical in case workforce are suffered from workload without any kind of incentives. Owing to this, it is crucial for management to build the good relationship with the personnel and balance the need for the organization with the employees.
Impact of engaging with ‘gig economy’ in term of the ‘organizational dilemma’
With the effect of gig economy companies can easily approach individuals during the peak time without increasing much recruitment cost. In this context, employees are provided flexibility regarding the assigned jobs (Williamson, 2003). However, the loyalty of employees matters a lot because they might switch in case of high workload. In this regard, companies operating online need to incur the huge cost of providing the incentives and offering the training for part-time employee or freelancers who can accomplish the given job in an effectual manner. On a critical note, the focus of companies toward the part-time employment might affect the motivation level of the team working for full time. At this juncture, the aspect of loyalty and efforts of the company to retain them work well.
The quality of working life is crucial for contingent workers because they work for short time span with the promise to deliver good quality of work. However, still, they get less in comparison to full-time employment as they do not job security. This might affect the quality of work life and influence manager to incur the additional cost so as to motivate employees. Apart from this, sometimes contingent workers face an issue in bringing the work-life balance because they start devoting their huge time in order to get the desired money. This might affect their work-life balance and accordingly, management might face the issue in the work quality delivered by the respective employee. Due to such kind of issues management have to ensure right control over the employees and they need to set the additional set of rules through which work can be delivered in the desired manner (Cabrera and Cabrera, 2002). In this manner, gig economy tends to bring both positive and negative outcome for the business which should be considered in order to ensure the successful operation.
The aforementioned report concludes that gig economy is beneficial for the businesses because it saves the time and cost with the employment of skilled and competent personnel across the globe. However, the organizational dilemma associated with the gig economy affect the performance as management need to incur a huge cost in the adverse situation and contingent employees also face the issue in managing their work-life balance in certain situations.
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