People dynamic (assingment 1)

1. SCHOOL OF ARCHITECTURE, BUILDING
AND DESIGN
PEOPLE DYNAMICS IN MALAYSIAN
ORGANIZATIONS
UCM60303U3
Individual Task: Case Study
Title: Difficult Transitions
Name: Lee Shze Hwa
Student ID: 0320053
Course: Bachelor of Quantity Surveying
Section: Section 2
Lecturer: Dr. Shanthi Bavani

2. Question 1
Identify several concepts and characteristics from the field of organizational behaviour that
this case illustrates.
From this case study, there have several characteristics and concepts from the field of
organization behaviour had exemplified. First and foremost, one of the characteristics is the
system model. The system model refers that every employee in an organization have different
goals. For employees, they not only need a pay check and job security from the company but
they also require a positive social system. In the case study, the organizational behaviour of
Reece Enterprises is the system model. Reece Enterprises was a bigger and more bureaucratic
organization compared to O’Grady Company. However, Tony felt difficult to fix in due to the
negative social system at Reece Enterprises. For example, the never-ending political games
among each of the employees, Tony’s colleagues treated him polite indifference and some of
his colleagues even resented him. The managers of Reece Enterprises should manage and
communicate well with their employees to balance the goals of the employees and the goals
of organization, therefore everyone feel that they are a part of the organization.
Furthermore, O’Grady Company had illustrated the supportive model and the collegial
model. The supportive model depends on leadership instead of power or money. The boss of
O’Grady gave a sufficient support to his employees and also guided them when they need
helps. It shows the leadership of the boss on managing and control his employees in order to
achieve the organization goals together. The collegial model is based around teamwork. The
corporate culture in O’Grady had allowed every employee to get involve in the organization.
With an open communication among the organization, a positive social system and energetic
working environment had created. In the case study, Tony often went to lunch with others
three managers and played golf with them very Saturday. It shows the good relationship
between Tony and his colleagues and it helps them to perform better when they work as a
team and achieve a same goal.
Moreover, the concepts of organizational behaviour illustrated in the case study are the
nature of people and the nature of organization. Nature of people is the quality of a person.
The factor that affect the nature of people in the case study is the individual differences. For
example, Tony’s colleagues at Reece Enterprises treated him as an outsider and treated him
frigidity because he from different background and just joined to their company. Another

3. factors that affect the nature of people is the motivated behaviour. Tony had met his personal
goals and expectations when he worked at O’Grady. Due to his hard work, the company had
offered promotion to him and increase his pay as motivation. With the motivation, Tony able
to perform better and achieved a higher goal. Within the ten-year period that Tony worked at
O’Grady, he had total received three promotions and many more pay increases. While for
nature of organization, the two factors that affected are social system. Social system refers to
the internal and external environment of the organization. The behaviour is influence by the
people of the organization. For example, the employees at Reece Enterprises were very self-
protective so they treated Tony which was a new employer with a bad behaviour and treated
him with polite indifference. On another hand, the behaviour of the employees at O’Grady
were friendly and willing to share had create a corporate culture which enable all the
employees to work as a team and perform better.
Besides, Tony fulfilled his job satisfaction when he worked at O’Grady. His work was
appreciated and recognized and he able to meet his personal goals and expectations. The
social system within employees is good and the communication was open. Their boss also
able to guide, motivate and support his employees in order to achieve the organization goals
together.

4. Question 2
What advice can you give Tony? How would this advice be supported or tempered by
behavioural concepts and processes?
In my opinion, I will advise Tony to resign for his current job at Reece Enterprises. The
working environment at Reece Enterprises did not fulfil the intrinsic work values that Tony
expected. There was no autonomy to the employees and every decision that make should get
the approval from the top managers in the company. From the case study, all the top
managers were too busy to see anyone. It shows there is lack of communication between the
managers and the employees. The employees may feel that they are not involved in any
discussion of making an important decisions and contributions to the company.
Furthermore, Tony will not receive any job satisfaction when he continues work at
Reece Enterprises. Tony had just entered Reece Enterprises and it seem that it was hard for
Tony to receive any opportunity and promotion from the company. The top managers at
Reece Enterprises did not promote and give opportunity to the employees depend on the
strength and how well they able to perform, but they depend on the period that the employees
stay at the company. It was unfair to Tony even he works very hard to perform better.
Besides, the supervisors and managers at Reece Enterprises did not lead their employees very
well. A good leader should communicate, understand and knows everyone’s strength,
weaknesses and potential and able to put the right person at a right position, thus lead them to
achieve the organization goals together. However, the managers at Reece Enterprises did not
guide and support their employees. For example, it was hard for employees to make a
decision because they need to get the approval from the top managers and it was very hard to
see their manager. The employees could not receive any support from their managers which
cause them feel depress and no motivation to work hard. Moreover, the co-workers and office
mates at Reece Enterprises treated Tony with frigidity and couple of them resented him as an
outsider. For example, Tony’s colleagues treated him polite indifference and not willing to
play golf with Tony. Based on Maslow’s Hierarchy of Needs Theory, love or belonging is
one of the needs for a person. It includes the friendship, love, intimacy and affection. When
come to an organization, a good interpersonal relation among the employees is required and
should have no conflict element present. Therefore, the conflict between Tony and his
colleagues will slowly lead Tony feel no motivation to work at Reece Enterprises.

5. When Tony did not satisfy with his job, he will have a negative working moods. For
example, he may feel distressed, fearful and jittery during his work. It leads Tony avoiding
any social activities within the organization, feel no motivation and lazy to work and lastly he
will decide to leave the organization. Therefore, I advise Tony to leave Reece Enterprises and
find a more suitable job which can fulfil his needs and job satisfaction.

6. Question 3
It is possible to find an “ideal” place to work? Explain.
In my opinion, it is impossible to find an “ideal” place to work. Maslow’s Hierarchy of
Needs Theory had identified the needs for a person such as basic physiological which is the
most required needs, follow by safety and security, belonging and love, esteem and self-
actualization. The needs that identified had separated into hygiene factors which consists of
basic physiological, safety and security and belonging and love and motivator factor which
consists of esteem and self-actualization. Hygiene factor is the physiological needs of an
individual, it is about what an individual want and their expectation. On another hand,
motivator factors are the things that can give motivation and support to an individual. For
example, promotions, reward, recognition and responsibility.
A company can offer their employees a high salary and job security to fulfil the needs
of physiological and safety of their employees but the company may have a negative social
system. The interpersonal relations within the employees and managers was bad and there
was no open communication. It may cause job dissatisfaction because it did not fulfil the
belonging and love needs among the employees. For another example, a company which able
to provide a high salary, job security, the social system is good within the employees and the
managers were good to guide the employees. However, some employee may feel dissatisfy
because there is no opportunity and promotion for the employee who perform well or their
work may not recognize. The company may fulfil the hygiene factor of the employees need
but they do not fulfil the motivator factors of some employee which they require esteem
needs. A person’s expectation or their “ideal” work place will change accordingly due to their
needs. For example, you enter your “ideal” work place, a company which able to pay you
high salary, provides job security, have a good social system and provides sufficient
opportunity and promotion to well perform employees. After few years, you may found that
you did not satisfy with your job because you need more challenge and you want to learn new
things for you to growth needs and improve yourself.
Conclusion, it is impossible to find an “ideal” work place. This is because the
expectation or the “ideal” work place of a person will change accordingly in order to fulfil his
or her needs at every stage of life.

7. References
Internet sources
"Five Models of Organisational Behaviour | My Organisational Behaviour
Notes".Myorganisationalbehaviour.com. N.p., 1920. Web. 3 Oct. 2016. Website:
http://www.myorganisationalbehaviour.com/five-models-of-organisational-behaviour/
"Organizational Behaviour Concepts". www.tutorialspoint.com. N.p., 2016. Web. 3 Oct.
2016.Website:https://www.tutorialspoint.com/organizational_behavior/organizational_behavi
or_concepts.htm
Book source
Sarah, S. A. et al (2013) Organizational Behaviour, Oxford University Press.