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The case study taken for this essay is "Samsung evolves benefits strategy", Samsung is focusing over the innovations right from their organisation and culture has become the key for evolution and shaping their employee's benefits strategy. One of the Samsung's primary organisational objective is engagement as it help in recruiting and retaining employees and in this section they get benefited with the technology as it helps in building employee engagement. Samsung become the global leader in digital technology industry and they always find better way to serve their customers as well as better for their employees (Robert, 2014).
The objective of this essay is to focus over the four factors in Samsung such as Emotions, Personality, attitude and motivation of the employees within Samsung (Robert, 2014).
1.3 Case issues
Case issues are how an employee maintain positive emotions, attitude and motivated for a longer period of time. how he improves his personality by remaining in one organisation. In Samsung employees get effective support in order to perform their activities and their management are working over satisfying the needs of their employees (Robert, 2014).
1.4 Case justification
Case include live examples related to enhancing personality, maintain positive emotions, attitude and remain motivated for a longer period of time. With the help of different factors Samsung management become capable enough in order to satisfy their employees and make them grow with organisation (Ranjbarian, et. al., 2011).
It is summarised that Samsung follows effective organisational behaviour that helps in retaining employees, helps in satisfying and motivating them in effective manner. This case study focuses over the engagement of their employees in order to compete with the competitive environment and remain effective. With the help of this essay all the set objectives in context to Samsung get achieved in successful manner (Ranjbarian, et. al., 2011).
Section 2 - Literature review
2.1 Literature based on best Organisational behaviour practices
The best organisation behaviour practice is employee engagement and Samsung is focused over it. Now-a-days it become very important that employees need to show their high level engagement as it helps in getting competitive advantage over their competitors. Their Vice president of human resources "Mr. Tess Smillie" stated that with the help of the wide portfolio of people and business they attract great talent from different places but then also we lost staff to competitors (Robert, 2014). Then also we have to build attractive proposition in which people get engaged to do their best. Samsung perform their activities in order to remain competitive in their market as well as they provide benefits to their employees and with this effect 95% of their 1,600 employees logged into its online flexible benefits portal. Before its launch they suffered to engage their staff with benefits. Their different department employees get different benefits and all get paid under same pension scheme (Robert, 2014).
The launch of online flexible benefits change the employees mindset that their organisation is also rendering something extra more than good salary. Their management maintain fair environment and all employees get benefited with package as their employees get flex allowance (Ali, et. al., 2011).
2.2 Review the OB model
The OB model followed by the Samsung management in their organisation is Supportive model. This model is based over "Principles of Supportive Relationships". The leadership and other processes of organisation must ensure the maximum probability of interactions and relationships with the organisation as the employees experiences supportive nature (Ali, et. al., 2011). There are some features of OB model that get adopted by the Samsung are as follows: -
1. Supportive model focused over leadership instead of power or money. Samsung management create favourable working environment in which their employees get proper and adequate support to attain greater capacities and maintain compliance with organisational goals.
2. Samsung leaders assumes that worker take responsibility in order to contribute and improve themselves. Leaders render adequate support to their employees for become self directive and creative (Schmitt, et. al., 2010).
3. Employee get support their employees in performing their job's and enhancing their skills and benefits.
4. Management become aware about psychological needs of their employees along with subsistence and security needs. This helps in increasing the satisfaction level of their employees and keep them motivated.
5. This model helps the management in order to create friendly superior-subordinate interaction. This helps in satisfying their employees that make them satisfied as Samsung management is focused over meeting their psychological need, and all (Schmitt, et. al., 2010).
It is summarised that Samsung is focused over benefiting their employees and for this purpose they are working very hard. They realise it very clearly that in order to attain success they need to satisfy their employees. Once their employees become satisfied they perform their activities in adequate manner and helps in attain competitive advantage. The OB model followed by them is "Supportive model". By following this model they focused over rendering adequate level of support to their employees and take care of their needs. With the help of this model their management realise it is necessary to satisfy employee as it helps in creating strong and effective team of satisfied employees that helps in attaining the set organisational goals. Their leaders render adequate level of support to their employees to enhance their job performance and motivate them in order to become self-directive and creative (Kwon, et. al., 2012).
Section 3 - Analyses and development
3.1 Basis for the design a OB plan for the case organisation
As a OB plan Samsung management focused over employee's benefits as it helps in motivating and enhancing their employees creativity and job performance. As a OB plan they render adequate level of benefits other than their good salary. Samsung management come up with benefits package that help them in getting flex allowance. It renders more choice to their employees and maintain effective level of fairness. Along with this Samsung is passionate over rendering great workplace environment to their employees. They tries to render safe and ethical working environment and in order to strengthen their efforts they attain advanced monitoring systems that helps in preventing workplace accidents, and in order to make continuous improvement they have compliance team at their workplace (Kwon, et. al., 2012).
Their management also get engaged into analysing corporate responsibility risk as they make analysis of various data with the help of their internal management system. With the help of it they make early identification of workplace-related risk, ensure consistent implementation of their standards, safety of employees, business ethics and others. Their management also launches "Samsung Electronics Code of Conduct" and it servers as reference to their compliance and business ethics expectations. It also based over the Electronic industry citizenship coalition's code of conduct. In order to ensure safety and ethical working environment for their employees they make it mandate for operating employees educational programs and conduct regular audits over their operational sites. Their management team is become responsible for managing workplace environment, compliance standards meeting up local standards, and support to various departments. Their management take care of their employees by providing them effective legal working environment, deploy compliance team for managing issues and conflicts and helps in maintaining legal working environment, render them effective benefits for job done by them and many more results into satisfying as well as motivating them in effective manner. This results into preparing an efficient and motivated team that helps in attaining competitive advantage over their competitors (Kwon, et. al., 2012).
3.2 Identify requirements and Challenges in the OB strategy
There are various requirements and challenges get identified in OB strategy as there is effective need of focusing over the benefits rendered to their employees. There are various benefits rendered by the management but employees are not able to get out of these rendered benefits. For example: As a benefit management offered gym allowance to their employees that get utilised by employees in order to cover up the costs of their membership. But after sometime it get analysed that not everyone is using this service because in order to avail the benefit of receiving allowance they need to provide membership proof. This become an challenge for their management to provide benefit to their employees as it also create problem for them and results in dissatisfaction among them. Their management work over make it easy and beneficial for them and replace the allowance facility with GymFlex under which they render discounted gym membership for their respective employees under their flex plan along with this they also offer on-site gyms at some of their locations. Their motive is not to take everything but they wanted to make it more personal and render their employees more choice (Kim, et. al., 2013).
With the effect of it they effectively shift their offline benefits to their online portal and also restructure their communication procedure. They enhance their communication system in order to boost up their employee engagement. By adopting this shift it is realised that employees feels that this shift enhance their overall benefits package. With the help of online portal their employees get to know about the investment made by them in order to render them benefits. Their management effectively communicate the shift of benefits to online portal.
Samsung introduce new benefits branding and render gifts to their staffs such as Frisbees, pedometers and piggy bank that represents different aspects such as: health (pedometers), wealth (piggy bank) and lifestyle benefits (Frisbees) (Kim, et. al., 2013).
They also make use of their technology in order to boost up the employee engagement and integration and usage of their online benefits portal. In order to ease the online benefits portal Samsung make their employees to utilise their Samsung mobiles that helps in getting instant access to their flexible benefits schemes. It also helps in connected their employees with each other and make maximum out of it in order to meet employees expectations (Kim, et. al., 2013).
It is a major challenge that employees expect benefits and technology need to be quick and responsive.
It is summarised that there are few challenges are faced by them and with the help of their effective management techniques they cope-up with their challenges. They make use of their technology and products to get maximum out of their plans in order to support their employees. With the effect of it they shift to online portal and by making employees using their Samsung mobiles they make it easy to get access of their online benefits portal (Shin, et. al., 2012).
Section 4 - Recommendations and conclusion
Samsung management is performing in an effective manner but then also there are various factors over that they can't put effective focus. These factors are necessary to be focused in order to attain the desired success in the market. There are few recommendations are made in order to satisfy their employees such as: -
1. Samsung need to widen the scope of their benefits such as they need to include healthcare and wellbeing of their employees.
2. They need to enhance their online benefits portal and with the use of feedbacks they make effective enhancements in their portal.
3. They need to put emphasis over received feedbacks in order to minimise complaints and welcome the suggestions (Choi, et. al., 2016).
4. There is effective need of introducing new benefits under flex plan such as soft loan facility at zero rate interest for a short period of time, movie tickets, redeemable and transferable reward points, discount dining cards.
5. It is necessary to add new benefits in online benefits portal in order to enhance the employees value and make them feel benefited.
6. They need to introduce effective benefits to their employees in order to make them feel that management is focused over caring them in different ways.
7. They need to run different events and activities such as family connect, team outing and others in order to increase the engagement with them and make them feel like considered.
8. They need to arrange training and development sessions that helps in enhancing their capabilities which helps them in become competitive enough to deal with the upcoming competition (Kim, et. al., 2015).
9. They make effective communication for the purpose of improving employee's education over pensions in order to increase their engagement within benefits.
10. They need to keep on modifying the benefits in order to render them most effective and attractive benefits to their employees so that they keep on motivated and satisfied in order to remain with them only and grow with their growth.
11. Along with the benefits there is effective need of fulfilling the objectives such as support the health and wellbeing of their workforce, become cost effective and remain updated with technology in effective manner.
12. There are various basic benefits need to be continued by them in effective manner such as subsidised canteens (in which their employees get two time meal at the cost of £2), Birthday vouchers (in order to make them feel special on that occasion), separate staff discounts over their specified products (Kim, et. al., 2015).
13. They need to provide them effective number of holidays that results into more satisfied and motivated employees as they get free time to spend with their families and friends.
After the whole discussion over the benefits policy introduced by the Samsung for their employees become effective in order to get positive attitude of their employees and helps in motivating them. Their various programs help their employees in enhancing their personality and get attached emotionally. Initially they launch offline benefits for their employees but soon they and their employees face problems in executing activities under new benefits. These problems get considered seriously and with the effect of it these benefits get shifted over online benefits portal and make proper and effective communication related to it among their employees. The shift towards online portal results into easy and simple processing in order to avail the benefits. Samsung management make use of Supportive Model of OB which focused over supporting their employees in order to take best out of them. Leaders render adequate level of support to their employees in order to execute their assigned tasks and make them feel that they are considered as they welcome their suggestions and recommendations. Before getting benefits the effective need of employees is to get support from their leaders.
The support and benefits rendered by the leaders and management results into motivating and satisfied employees. Once the employees become satisfied and motivated there is effective enhancement is noted down in their performance and they focused over their work. These kinds of motivated employees helps in attaining the organisational goals and remain competitive within their market. The basic support rendered to employees helps in meeting the physiological needs of employees as they feel secure. Samsung render different benefits to their employees such as Pension, healthcare and wellbeing, group risk, wealth benefits, lifestyle benefits and many more in order to make their employees satisfied and motivated. Samsung engaged over meeting their employees basic need that helps in motivating them for a long period of time. In context to this they render them safe working environment, implement compliance in order to remove conflicts and other issues for their employees.
With the effect of these it get realised that Samsung is effective enough in order to take care of their employees and with the help of it they attain leading position in their competitive market. Their organisational behaviour is effective enough in order to get the success in their respective industry.
Ali, M., Muhammad, A. & Park, K. 2011, "A spiral process model of technological innovation in a developing country: The case of Samsung", African Journal of Business Management,vol. 5, no. 7, pp. 2874.
Choi, S.B., Kim, K., S M Ebrahim Ullah & Kang, S. 2016, "How transformational leadership facilitates innovative behavior of Korean workers: Examining mediating and moderating processes", Personnel Review, vol. 45, no. 3, pp. 459.
Kim, S., Egan, T.M., Kim, W. & Kim, J. 2013, "The Impact of Managerial Coaching Behavior on Employee Work-Related Reactions", Journal of Business and Psychology, vol. 28, no. 3, pp. 315-330.
Kim, S., Hahn, H. & Lee, J. 2015, "Organizational Attitudes as Precursors to Training Performance", Human Resource Development Quarterly, vol. 26, no. 4, pp. 409-429.
Kwon, K., Chung, K., Roh, H., Chadwick, C. & Lawler, J.J. 2012, "The moderating effects of organizational context on the relationship between voluntary turnover and organizational performance: Evidence from Korea", Human Resource Management, vol. 51, no. 1, pp. 47-70.
Ranjbarian, B., Abdollahi, S.M. & Khorsandnejad, A. 2011, "The Impact of Brand Equity on Advertising Effectiveness ( Samsung and Snowa brand names as a case study)",Interdisciplinary Journal of Contemporary Research In Business, vol. 3, no. 5, pp. 229.
Rao, P.S. 2010, Management and Organisational Behaviour, Himalaya Publishing House, IN.
Robert Crawford, 2014 ,"Samsung evolves benefits strategy", Employee benefits
Schmitt, A., Probst, G. & Tushman, M.L. 2010, "M@n@gement in Times of Economic Crisis: Insights Into Organizational Ambidexterity", vol. 13, no. 3, pp. 128.
Shin, D.W., Hwang, S.S., Oh, J., Kim, J.H., Park, J.H., Cho, J., Cho, B., Jung, K.T. & Park, E. 2012, "Variations in pain management outcomes among palliative care centers and the impact of organizational factors", Cancer, vol. 118, no. 22, pp. 5688-5697.
1) What is ‘organisational behaviour’ and what does the field study?
It is the study over the interaction of people within groups. It is an scientific approach that get applied over management of workers and in order to create more efficient and effective business organisation. The field study stated interface among human behaviour and organisation. This study segregate into three levels such as micro level (organisational individuals), meso-level (working groups) and macro level (Organisations behave) (McShane, et. al., 2016).
2) What are the components required for an effective, comprehensive workforce program that encourages diversity?
The components required for an effective, comprehensive workforce program that encourage diversity are as follows such as: -
a. Fair treatment
b. Improve representation among management
c. Teach managers and employees about legal framework
d. Equal employment opportunity
e. Teach managers and employees over the benefits of the diversity as it helps in capturing diverse market (McShane, et. al., 2016).
3) Discuss the three components of an attitude.
The three components of an attitude are: -
Cognitive component: Focuses over opinion or belief segment under attitude
Affective component: Focuses over emotional or feeling segment under attitude
Behavioural component: Having intention to behave in certain way towards someone (McShane, et. al., 2016).
4) What are the major causes of job satisfaction?
There are various causes behind job satisfaction out of which some of the major causes are listed below such as: -
a. Job security
b. Effective supervision
c. Equal and adequate opportunities
d. Rewards and recognitions
e. Positive working environment
f. Organisational culture
g. Interesting and challenging work
h. Low stress (Kalliath, et. al., 2014)
5) Identify the five key traits in the Big Five personality model.
The five key traits in the Big Five personality model are as follows such as: -
Openness: It reflects the degree of intellectual curiosity, creativity and preference for novelty and variety attain by a person (Kalliath, et. al., 2014).
Conscientiousness:It reflects to be organised and dependable, shows self-discipline, aim for achievement and many more. High conscientiousness results into stubborn and obsessive whereas low conscientiousness results into flexible and spontaneous but often sloppy and unreliable.
Extraversion/introversion:Individual having energy, positive emotions, assertiveness and talkative. High extraversion often perceived for domineering and attention-seeking whereas Low extraversion reflects reserved personality (Kalliath, et. al., 2014).
Agreeableness:Individuals having tendency of compassionate and cooperative instead of suspicious and antagonistic towards other individuals.
Natural reactions:It refers to the degree of emotional stability and impulse control. It make inclusion of experiencing unpleasant emotions such as anger, anxiety, depression and vulnerability (Kalliath, et. al., 2014).
6) Explain the differences among the following terms: affect, emotions and moods.
It is the experience of feeling an emotion
Can be expressed
Can't get expressed
It remains for a short period of time
It remains for a moderate period of time
It remains for a long period of time
It change the reactions of individual
Emotions get expressed to someone else.
Moods can't get expressed to others
It is English word mainly utilised as verb
Emotion derived from French Emouvoir
It get derived from Old English word Mod
7) Define the concept of perception and why it is important in the study of OB.
Perception is organising, identifying and interpretation of sensory information in such as way to represent and understand the organisational environment. It is important in the study of OB as it helps in understanding the need of organisation and their employees in effective manner (Robbins, 2011).
8) Discuss goal-setting theory and its implications for managers. (Hint: Read Edwin Locke)
Edwin Locke and Gary Latham render goal-setting theory in which they stated that it is important to set goals in order to attain the set objectives. Setting goals results into motivate employees. Its implications are: -
Clarity:Setting goals helps in rendering effective clarity in order to perform the work accordingly (McShane, et. al., 2013).
Challenge:Goals are challenging in nature as it helps in motivating performance.
Commitment:Managers assign goals to employees and employees shows commitment towards achieving their goals (McShane, et. al., 2013).
Feedback:Employees require feedback in order to measure their performance so that they enhance their capabilities in order to achieve their set goals.
Task complexity:Managers need to support their employees in order to make them relax and boost up their confidence level (McShane, et. al., 2013).
9) Differentiate between formal and informal groups.
These groups are created by Organisation.
These groups are created by employees only.
They formed deliberately.
They formed voluntarily
They are large in size
They are small in size
These groups are well defined
These groups are ill defined
Importance is rendered to position
Importance is given to the person
There is professional relationship among group members
There is personal relationship among group members
Communication made in set direction
Communication made in any direction
(McShane, et. al., 2013)
10) What is the difference between leadership and management?
They administers the process
They innovate the process
Manager maintain the team processing
Manager develop the team processing
They focuses over the structure and systems
They focuses over employees
The managers relies over control
Leaders inspires the trust
Manager make the things right
Manager perform the right thing
11) How is ‘power’ defined?
Power is the ability or capacity in order to do something or execute in a particular manner. It influence the behaviour of others. It is the rate of doing work or an amount of energy consumed per unit time (Wood, 2010).
12) What is organisational structure?
It is such structure that define how activities get performed such as its allocation, coordination and supervision for the purpose of the achieving organisational set objectives. There are different kinds of organisation structure such as: line organisational structure, staff or functional authority, line organisational structure, committee organisational structure, divisional organisational structure, project organisational structure, matrix and hybrid organisational structure (Rosenthal & Berg, 2015).
13) Distinguish ‘dominant culture’ from a ‘subculture’.
It express the core values shared by majority of organisational members
It segregate the culture between different department, designations and on the basis of geographical separation.
It renders distinct personality to the organisation.
Develop among large organisations and reflect common problems, situations or experienced.
(Rosenthal & Berg, 2015)
14) List the six specific forces for change.
The six specific forces for change are: -
1. Nature of workforce
3. Economic shocks
5. Social trends
6. World politics (A, 2013)
15) What are some of the potential environmental sources of stress?
The potential environmental sources of stress such as: -
2. Poor quality of air
3. lack of privacy
4. Commenting stress
5. Poor ergonomics
7. Poor lighting
8. Clutter (A, 2013)
A, M. 2013, Organisational Behaviour, 2nd edn, Global Professional Publishing Ltd, London.
Kalliath, T., Brough, P., O'Driscoll, M.P., Manimala, M.J., Siu, O. & Parker, S.K. 2014,Organisational behaviour: a psychological perspective for the Asia-Pacific, 2e. edn, McGraw-Hill Education (Australia), North Ryde, NSW.
McShane, S.L., Olekalns, M. & Travaglione, A. 2013, Organisational behaviour: emerging knowledge, global insights, 4th, Asia-Pacific edn, McGraw Hill Australia, North Ryde, N.S.W.
McShane, S.L., Olekalns, M., Newman, A.H. & Travaglione, A. 2016, Organisational behaviour: emerging knowledge, global insights, 5e, Asia-Pacific edn, McGraw-Hill Education, North Ryde, N.S.W.
Robbins, S.P. 2011, Organisational behaviour, 6th edn, Pearson Australia, Frenchs Forest, N.S.W.
Rosenthal, M. & Berg, D. 2015, "Teaching medical students organisational behaviour", The Clinical Teacher, vol. 12, no. 2, pp. 133-135.
Wood, J.M. 2010, Organisational behaviour: core concepts and applications, 2nd Australasian edn, John Wiley & Sons Australia, Milton, Qld.