Organisational behaviour case study Essay

penetrationThe chief(pre nary(prenominal)inal) goal for any craft has always been to increase get ahead margins. In the past the companies focused only on the number of productions and sore(prenominal) technical issues, whereas a nonher(prenominal) aspects, such as human recourses counselling, were non cute as of high primary(prenominal). These days, business environment has changed dramatically. It is believed that systemal behavior is one of the important aras for electric potential improvement in wander to run a sustainable business (Robbins et al 2011, p.8). This case study leave alone examine the internal management strategies of Westpac group (Westpac), one of the four primary(prenominal) banks in Australia. It shows how Westpac uses arrangemental behaviour principles to increase furrow satisfaction to motivate its employees. It will also let off how the follow supports its employees in conflict situations and analyse the leadinghip styles of the banks Chief Executive Officer (CEO), Gail Kelly. Studies have shown that using the appropriate organisational behavioral techniques flush toilet promote a motivate, satisfied and conflict free action force, but how does Westpac motivate its staff and how satisfied atomic number 18 its employees in their byplay roles?Job satisfaction and needWestpac being a large, well naturalized caller is well aw atomic number 18 of how finding, retaining and incite its employees can be all important(p) for a successful business to prosper (Westpac 2006). The smart set is faced with motivating employees and, in turn, generating high agate line satisfaction throughout all levels of the organisation (Root 2014). It can also be deduced that if employees feel occupancy satisfaction because this, consecutively, will filter through to create a positive mother for Westpacs customers as well. However, in order to engender a motivated carryforce, Westpac must offer its employees returns, rewa rds and recognition, which are a few of the key causes of job satisfaction (Robbins et al 2013, p.59-74). These motivators come in many polar forms and are sometimes, specific to an employees needs. When motivating a person with a benefit or reward, Westpac must understand that for each one individual person will look on a reward polarly (Root 2014). For example, an employee with a young family may value paid parental leave, or a shorter live oning day, e actuallyplace a promotion or a pay increase.Westpac shows that they understand that not all employees are the same and havediffering needs by rank first in 2013 in the annual benchmarking survey Work/ carriage Initiatives for their flexible work options, offering 12 weeks paid parental leave, inlet to child care as well as offering flexible working hours (Westpac leads in satisfaction poll 2013). However, for another employee, a valued reward may take the shape of opportunity to move up in the company. If an employee is p romoted to a role they have been striving to obtain therefore that promotion is a government agency of recognising their hard work and determination and makes the employee much motivated in their job and the company, thus generating job satisfaction (Robbins et al 2013, p.59-74), while benefiting the company too. There are many ways that Westpac generates motivation and in turn job satisfaction, however, one of these is through job enrichment (Darling 1997).This is the convention of enhancing an employees individual jobs and increasing responsibility which, in turn makes the job more stimulating and rewarding for the employee, by giving them more ascendence over their work and how they perform it, promoting increased job satisfaction (Robbins et al 2013, p. 171-190). By giving employees more responsibility and control of the work they are doing increased job satisfaction, as a lack of control or stimulation is often a cause of stress and boredom, which causes a go down in mot ivation.It is hard to dispute that the correct employee motivation creates job satisfaction, and in turn customer satisfaction. In 2013, Westpac surveyed its employees and 70% said they were committed to their job, moreover, in the same year Westpac came out on top of the four main banks for customer satisfaction (Bennet 2014). Westpac places great emphasis on the bar and closedown of potential conflicts between its employees. It can also be said that by creating a more pleasant workplace for employees this will in turn contribute to the efficiency of the companys performance as a whole.Conflict managementIt is difficult to imagine any workplace to be completely conflict free. First of all, workplace brings together people with different values, personality traits and people of different ages. Moreover, when there is increased pressure on employees to meet targets, complete tasks faster often with a lack of resources, tensions can arise and the work environment becomes progressiv ely more stressful for the employees. This means thatco-workers always need to seek an appropriate way to interact with each other at work. However, it is also an issue for managers as they are obligated for comfortable communication and conflict resolution between workers. consort to Robbins et al (2012 p.450), there are three main causes or sources of conflict communication, morphologic factors (such as size of a group and specialisation) and personal variables (including personality, emotions and values). Examining the conflict management system of Westpac, it is fair to conclude, that the company is more focused on the prevention of conflicts that may arise from personal variables.As an example, the company pays great direction to the rights of employees to an equal employment opportunity. Indeed, today the recruitment practices of many companies indirectly part potential employees because of their race, gender, age, sexual orientation or ethnic background. One of the main strategies of Westpac is to create a balanced work environment, free of harassment and discrimination. According to Westpac (People policies 2014), the handling claims about the events of discrimination applies to all employees, customers and partners working for the company. Westpac takes all healthy steps to prevent potential conflicts caused by such events from occurring in the workplace. The company requires all employees to undertake special discrimination/harassment trainings and requires them to be inform with the current discrimination and harassment policies and procedures.Two other types of personality-based conflict in the workplace are emotional-based and values-based. The ability to balance emotions and reasons, understand the interests of each other as well as the ability to maintain good communication and stay reliable can suspensor to prevent and manage a conflict (Managing Conflict 2007, pp. 46-47). In order to maintain a comfortable work environment for the emp loyees Westpac has created the Employee Assistance Program, which provides employees with confidential counselling on a range of issues, such as family bereavements, lack of job satisfaction, outcomes of target lie management, stress and trauma management. Another foundation, Critical Incident Management Program, helps employees aft(prenominal) traumatic events personal threats in the workplace, the death of work colleagues and threats from different international events. Why is it important for the company to pay so much perplexity to such type of conflict? As Robbins et al (2012, p.448) state, relationship conflicts aredysfunctional.It means that they have a negative impact on the work efficiency. This point of view was shared by Karim (2009, p.289), who argues that stress on the job causes lower productivity and poor performance in the organisation. As an example, managing traumatic incidents can significantly reduce employees absences after the event ( propel trauma manageme nt can reduce employee absence 2007). The company aims to bring forward staff members to report any wrongdoing in order to help managers to adequately manage risk and cultural issues. Examples of wrongdoing can be a breach of Westpacs Policies and Codes, improper behaviour and safety issues.As a part of conflict management, the company has established the Concern inform system (Westpac 2013). It includes an online and telephone service, which allows anonymous communication, which connects employees to trained specialists from an independent organisation. However, if the conflict has already occurred, Westpac has a number of processes to highlight issues between employees and their managers with further investigation with sr. managers if the issue is not resolved. It is important to realise that the relationships between employees are very susceptible to the leading style set in the group.leaders stylesLeadership plays an important role to maximise efficiency and to achieve org anisational goals. Effective leaders have an ability to motivate and inspire employees and contribute to the great success of the company (Keskes 2014). Gail Kelly emphases the importance of setting a clear direction for an organisation and articulate all employees and other stakeholders (Leadership advice from the CEO of Westpac, Gail Kelly 2014). This style of lead has been successful to achieve the companys goals and visions. This achievement brought her as a charismatic leader and her charisma helps her to all employees commit to the firm and generate higher financial performance (Davidson et all 2009, pp. 386-387). Now she is ranked the eleventh most powerful woman in the world and is Australians highest paid businesswomen. According to Goleman et all (2002), leaderships are divided by hexad types, namely visionary, coaching, affiliative, democratic, pacesetting and commanding.Each type of the leadership can be used apart, depending on situations.Companies spend a great deal of money on newprocesses and efficiencies to increase one per cent of bottom-line profitability, but thirty per cent of the companys bottom-line profitability is responsible by leadership style. Therefore, it is very important to use leadership styles to respond to different situations effectively. These days, dramatic changes can be seen across the financial services. Australian banks have competed for the biggest share of the home loans market. However, this tilt has shifted to getting customers deposits. When the company pursue a new direction, visionary leadership style is the most appropriate. The objective of this style is to move people towards a new set of shared targets with clear explanation. Many companies end up with failure to changes due to slow response or when employees are not sure about the direction of the firm. One of the great successes of Westpac is that Gail Kelly uses this style effectively (Leadership Styles 2011).Another style of leadership that is inher ent to Gail Kelly is affinitive style. Affinitive style of leadership is also seen to achieve high employee satisfaction (Brook, K 2003). Westpac put the value on the importance of teamwork and the conversion of employees regardless of age, race and ability (People policies 2014). The company helps the employees to solve personal problems and encourages them to be more cohesive in order to create a comfortable work environment. This style of leadership is utile to enhance team harmony, increases the morale and the improvement of communication in employees, that is inherent in current volatile situation in financial industry. However, affinitive leadership would be dangerous to use by itself since its emphasiss on group work and it might promote poor performance or no future growth. For this reason, the need to combine different styles of leadership, that the company does successfully, is meaty to reach the goals of the business (Robbins et al 2011, p 357).ConclusionOrganisationa l behaviour is more than just the principles of how people can work in the group together. It is a complex study that shows how the right interaction of employees can benefit the businesss effectiveness. The analysis of Westpac Group has revealed that the company endeavours to increase job satisfaction of the employees by rewarding each person correspondingly. Thus, in order, has a adept effect on the productioneffectiveness, causing positive feelings among customers.The company appreciates the diversity among its employees and successfully manages the conflicts caused by personal problems as well as conflicts in relationships with others. The Westpacs system of conflict management helps to prevent a potential decline in job performance and creates a comfortable work environment. The case study has also revealed that the company benefitted from the efficient use of different styles of leadership. The ability to quickly respond to the volatility in a pay sector by changing leadersh ip styles helps Gail Kelly to lead the business successfully, enhancing team involvement and overall contribution.ReferencesBrooks, K 2003, Primal Leadership Realising the Power of stimulated Intelligence, Human Resource Development Quarterly, 14, 2, pp. 235-238, bloodline author Complete, EBSCOhost, viewed 6 family 2014. 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