MARKETING / MANAGEMENT - BUSINESS MANAGEMENT

Organisational Behaviour

Executive Summary

The framework of organisation and its behaviour is an extensive field of management that examines how people behave in organisations. Managers usually employ various theories and knowledge of organisational behaviour to enhance management practices for efficient working and persuading employees to achieve organisational aims and objectives. The arena of the industrial era and scientific study of management has changed organisational behaviour to a great extent. The changes include theories of principles of bureaucracy, administrative theories of the managers' role, human resources studies of employees' needs, and organisational culture, climate, and communication. Organisation and behaviour are interdisciplinary fields that outlines on the designs and research of several disciplines that are related to human behaviour and communication. This research paper will highlight, discuss, and analyse the changes made in the area of communication within “COS (Complete Office Supplies)”, benefits that these changes have brought and their methodologies. This paper also suggests some recommendations for improving communication with the business as it continues to grow.

EXECUTIVE SUMMARYII

1. INTRODUCTION1

2. ADDRESSING QUESTION # 01: COMMUNICATION CHANGES IN COS AND THEIR BENEFITS1

2.1 Methods to Improve Communication3

2.2Different Theories of Motivation3

3. ADDRESSING QUESTION # 02: ADVANTAGES OF CONDUCTING AN ORGANISATIONAL CLIMATE, CULTURE OR EMPLOYEE OPINION SURVEY6

3.1 Risks of not Monitoring Employees7

4. ADDRESSING QUESTION # 03: IMPACT OF DOM'S CHILDHOOD BACKGROUND AND EXPERIENCES ON HIS BUSINESS8

5. CONCLUSION9

6. RECOMMENDATIONS9

7. REFERENCES10

Organisational Behaviour

Introduction

The culture and climate of “COS (Complete Office Suppliers)” is based in government and corporate. Mass amount of their business is operated through contract methods. The organisation is the preferred and sole stationary supplier for a business since its foundation year i.e. 1976. COS was commenced and developed by “Dominique Lyone”, shortly known as “DOM.” In the initial ten years, the business developed to a great extent. However, at the time of business expansion in the mid of 1980s, the business was about to liquidate. Dom declared this incident as “business overstretched.” COS and Dom have experienced so many challenges from the period of domestic business expansion to international business expansion. In this context, after analysing the entire scenario of the business, three major issues of concern have been found with the given scenario of the company. This is evident by the reality that the Dom focused the evaluation mainly on quality characteristics in the procedure that excluded other imperative traits illustrated by the engineer. The foremost major issue of concern is the communication among employees at COS, benefits of enhancing communication and surveying organisational culture, and consequences of not monitoring employees at COS.

Addressing Question # 01: Communication Changes in COS and their Benefits

Employees working in organisations are categorised by intricate forces entailing communication between several groups and communities. If such intricate communication takes place in an entirely incoherent, unstructured manner, any performer involved has not sufficient to depend upon to do prediction, and is not capable to work and behave in an informed manner. Organisational structure offers harmonization of the processes in such a way that an agent or process entailed can operate ...