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A Report on Research Analysis

Abstract:

This report aims to analyze organizational behavior at the organization Bhagwan Singh’s Hardware and Steel Industry Limited.

The organization has expanded itself dimensionally from the age-old hardware store to a modernized household dream shop, unforgettable Christmas shop that became highly recognized. In the current phase, the organization is positioned all across the country, easily visible as well as accessible.

This report is a research analysis that reflects upon the conditions of organizational behaviour at the mentioned organization, what organizational problems exist there, and those that can be mitigated within the organizational environment.

The analysis is based on the research method using questionnaire where available information is gathered from the employees about their opinions and feelings on organizational structure, culture, or performance. After analysis the key problems have been identified that often led to employee dissatisfaction and grievance.

Several theories have been described that are inter-related in the concept of organizational behavior. At the end of the research analysis, a conclusion is drawn, and along with it, some recommendations have been suggested to solve the organizational issues.

Introduction:

This report aims to analyze organizational behavior at the organization Bhagwan Singh’s Hardware and Steel Industry Limited.

The mentioned organization is this case is a reputed hardware and steel industry limited is largely recognized across borders with good progress. To highlight the organizational behaviour of an organization, an internal study of the organization is required to gain detailed information about aspects related to organizational behaviour.

Human resource management is an integral part of every organization, and that this area of business requires adequate managerial strategies and leadership qualities for leaders and managers to control and manage situations.

The culture of an organization determines the specific leadership type, communication, or group dynamics in organization.

This is perceived by the organizational members as work life quality that directs their extent of motivation. This has final outcomes of individual satisfaction, performance, personal growth and development. These elements combine to develop a structured framework where the organization operates.

Organizational Background & Problems:

In the year 1960s Hubert & Helen Bhagwansingh had acquired a small piece of land I Port of Spain where they had started their hardware operations that presently grown to large dimension strategically in across the country.

With facing of several corporate challenges over the years the company has successfully reached to a stable position with major focus upon business expansion and profitability (RayChaudhuri & Datta, n.d.).

They also focused on employee welfare and contentment. This provided them the impetus to move forward progressively. The organization is strongly committed towards its employees and the entire society as a whole. It is now named Trinidad and that of Caribbean, Netherlands Antilles, and Latin America.

It currently carries an inventory of more than 50,000 products with a modernized inventory management system. With advancing years, the organization has expanded itself dimensionally from the age-old hardware store to a modernized household dream shop, unforgettable Christmas shop that became highly recognized. In the current phase, the organization is positioned all across the country, easily visible as well as accessible.

Organizational behavior has become an increasingly important concept with respect to organizational progress and success. The concept includes organizational structure, culture, management relationship with employees, organizational leadership and many more.

All factors are in fact intertwined and affect each other (Santos, Bronzo, Oliveira & Resende, 2014). The mentioned organization is this case is a reputed hardware and steel industry limited is largely recognized across borders with good progress.

To highlight upon the organizational behavior of the organization, an internal study of the organization is required to gain detailed information about aspects related to organizational behavior.

In the mentioned organization it was identified during the research analysis that organizational members particularly those were newly employed were not adequately trained to take up their respective operations (Shivers-Blackwell, 2006).

It was assessed that the employees were dissatisfied because of some fact reasons. These reasons are inadequate employee training, ineffective internal communication system, lack of proper flow of knowledge, and inadequate leadership qualities of the organizational managers or leaders.

Besides, almost all major organizational decisions are taken by the higher authority without much participation of the organizational members.

Literature Review:

Organizational behavior encompasses the study as well as application of adequate knowledge regarding organizational individuals, or groups. This is done through system approach. This interprets the relationship that exists between the organizational management and that of the employees.

The base of an organization lies upon the management values, philosophy, goals, and vision. This actually drives the internal culture that is composed of formal as well as informal organization, also social environment (Zheng, Yang & McLean, 2010).

The culture of an organization determines the specific leadership type, communication, or group dynamics in organization.

The industrial Revolution had given rise to the increased specialization as well as division of labor. Simultaneously, it formed new categories of human organization.

Several researches in human behavior within organizations have revealed that hard as well as soft dimensions exist in organizational performances, and also that quality of overall outcome is largely dependent upon the quality of workforce along with utilization of their performance effectiveness (Pawar, 2008).

The traditional theory of organizational behavior emphasized on how efficiently jobs could be done. This was named as scientific leadership. Here, the organizational objectives were determined at the very beginning (Zheng, Yang & McLean, 2010).

Then, followed by performance standards for replacing traditions thumb rules. Employees were assigned to specific responsibilities and those were performed determining time as well as motion studies. According to the type of job requirements, employees were selected and trained in the standard work methods.

Scientific leadership laid less emphasis on the workers. Another theory in this respect is human relations approach (Gibson, 2011). It was developed by Hawthorne and identified formal as well as informal organizations with determination that group conducts exert greater impact upon employee performance.

Another theory organizational behavior is decision-making approach. It emphasizes upon the significance of decision-making that is nothing but a compromise amidst object-oriented behavior as well as behavior that fail to maximize aim achievement.

Decision-makers need to abide by several restrictions. Neo-Human Relation School is another theory if organizational behavior. It includes Maslow’s hierarchical theory, theory X and Y. Apart from all the mentioned theories, the most recent is the system approach (RayChaudhuri & Datta, n.d.).

This measures the behavior of the organization as an input function, processes in the system, and finally gives output. A proper feedback system modifies the system.

Several subsystems include effective coordination among employees, overall management of systems, maintenance like that of financial or human resources, purchasing, sales, adaptive capacities, clerical support, R&D for innovation.

Research Question:

While conducting this research, some questions need to be framed based on which further research analysis would proceed. The questions are as follows –

What is employee dissatisfaction?
What are the sources and consequences of employee dissatisfaction at Bhagwan Singh’s Hardware and Steel Industries Limited? (Elsbach, 2003)
How such dissatisfaction can be rectified within the organization?

Research Objectives:

The research aims at the following objectives –

To examine systematically the main reasons behind employee dissatisfaction at Bhagwan Singh’s Hardware and Steel Industries Limited.
To identify possible outcomes of Job Dissatisfaction at the mentioned organization.
To make effective recommendations about how job dissatisfaction can be improved and also negative consequences be mitigated.

Methodology:

A well-structured and well-administered set of questionnaire survey is conducted at the Bhagwan Singh’s Hardware and Steel Industries Limited. The questionnaire method is quite helpful in knowing the internal feelings of all organizational employees.

Individuals tend to express their opinions freely in anonymous questionnaires (Fiedler, Wöllert, Tauber & Hess, 2013). However, this technique may have some limitations like it may produce biased data as well. This may hinder in identifying the common denominator as design of the question may lessen the respondent’s perfectness.

Despite, it is much more appropriate to this analysis since it gathers authentic first hand data directly from the members for analyzing effectively. It is also helpful in measuring behavior, attitude, and orientation of the organizational members.

Sampling:

Initially, all organizational members at Bhagwan Singh’s company are invited to participate in the research analysis process by means of formal and informal invitation. The invitation would give them all required information about the research being held, its objectives, and results.

The research is to be held at each of the organizational departments and then all outcomes would be merged to come to a vivid conclusion and suggest recommendations accordingly. In this research the sample taken is 200. Increased sample head would allow better chances of accurate outcomes.

The initial step would be to identify the sampling interval K according to the formula that total units of sample frame/200 (Fiedler, Wöllert, Tauber & Hess, 2013). Then, all units are assigned specific value, and at random first unit is chosen in first K cases. Then, every Kth unit from the list would be included.

Data Sources and Collection Methods:

Each of the 200 samples would be provided with a questionnaire online and asked to fill it freely and unbiased manner at their convenient time. The advantage is that no traditional system of hard copy questionnaire is required to gather information which reduces the tedious job of collecting data.

This reduces time and cost of the research (Pawar, 2008). Moreover, the process is very quick and huge number of respondents can be contacted simultaneously. With this the rate of responses from the employees may be increased along with the setting of a reminder email that would remind them to submit the questionnaire for research analysis.

Research Findings and Analysis:

Within the organization of Bhagwan Singh’s Hardware and Steel Industry Limited, it has been observed by the research method that the organizational members are not completely satisfied with the way things are conducted within the organization.

Analyzing the questionnaire gave a reflection that the system of internal communication is not that effective as higher authority fail practice effective communication with other members of the organization. In fact, the system of internal communication is quite rigid and inflexible in nature (Santos, Bronzo, Oliveira & Resende, 2014).

Inflexibility renders lot of problems such as lack of information flow at the right time by right means, and hence business operations and decisions get delayed. Besides, organizational leaders fail to implement effective leadership strategies to control the organizational members, their conducts and other business conducts.

From the questionnaire, it was assessed that the employees were dissatisfied because of some fact reasons. These reasons are inadequate employee training, ineffective internal communication system, lack of proper flow of knowledge, and inadequate leadership qualities of the organizational managers or leaders (Shivers-Blackwell, 2006).

Besides, almost all major organizational decisions are taken by the higher authority without much participation of the organizational members. This is an ineffective managerial technique that is usually followed within the organization.

The responses from the employees reflected that although the organization has been performing well since years, it can actually enhance its growth and success rate to a great level with certain effective organizational strategies.

Conclusion and Recommendation:

The research analysis examined systematically the main reasons behind employee dissatisfaction at Bhagwan Singh’s Hardware and Steel Industries Limited, and identified possible outcomes of Job Dissatisfaction at the mentioned organization.

Besides, almost all major organizational decisions are taken by the higher authority without much participation of the organizational members.

As recommendations, the organizational leaders need to realize their roles and responsibilities to manage overall organizational functions along with their greater emphasis upon the employees who are the assets of organization. Customers must be valued and the organization must maintain effective strategies to content all its clients.

The stakeholders need to be encouraged well to rely upon the organizational performances. All members must be trained at regular intervals to keep them abreast so as to enhance their effectiveness. The internal communication system needs to be improved for better organizational coordination.

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