ASSIGNMENT

ORGANISATIONAL BEHAVIOUR

BY: MOSTAFA ABBAS HASSABALLA ABBAS

UNDER SUPERVISION OF: DR. IBRAHIM AL ASHY
 TASK 1
Analysis of the characteristics of different organizational structures
1- Tall organizational structure:
This organization has a lot of layers between CEO and the employees and it
characterized by narrow span of control as a lot of staff are managers
- Advantages:
 More control
 More specific
 Less tasks as there are a lot of divisions
 More centralized decision making
 More chances for the staff to get promotion to the upper level which
motivate them
 Different management opinions
- Disadvantages:
 more a chance for conflict because of different managers
 high chance to get bureaucratic managers
 long processes
 less agility
 Authorities and responsibilities confusions
2- Flat Organizational structure:
this organization has list layers between the CEO and employees end
characterized by wide span of control.
- Advantages:
 High stability and agility
 more oriented for customer service
 Listen chance for bureaucratic decisions
 High opportunity to discuss the idea is and decisions with the top
management so it will enrich the innovations and creativity
 Less managers which means low cost and less salaries
- Disadvantages:
 Need more skillful managers
 Need high expert employees with high skilled and conscious
3- Functional structure:
 In this kind of structure, we are collecting all the same job functions in one
division
- Advantages:
 Simple and easy to process
- Disadvantages:
 More gaps between the divisions
 Less communications
4- Divisional structure:
It has a lot of kinds, geographic, Product or client
- Advantages:
 Faster in taking decisions
- Disadvantages:
 less standardization as totally different places or divisions
 less communications
5- Matrix structure:
Which involve two kinds of structure like divisional and functional in the same
time
- Advantages:
 More effective and applicable
- Disadvantages:
 Need more skillful managers and employees

For example:
My company which is health care company it has metrics organizational structure at it is
a mix of divisional structure and functional structure
it has a lot of branches in different area and it's a branch it has its own management
accountant and finance
and in the same time we have our functional managers like pharmacists they have
pharmacy group manager and for the clinic managers they have their own clinic group
manager

That impact of the culture of an organization on the effectiveness

One of the main organizational change management tools is creating a culture for change
This culture must characterize by:
  Innovation and risk taking
 Attention to details
 outcome orientation
 people orientation
 team orientation
 aggressiveness
 stability
We can see that organizations can overcome the resistance to change by transforming
their cultures by two ways
 Stimulating and innovative culture
 and creating a learning organization
to talk about impact of culture in the resistance to change we have to talk first about types
of resistances and sources
types of resistances:
 overt (or shown) which is preferable because I can see and determine it
easily
 implicit (or hidden)
 Immediate and on the same time of decision which is preferable as we can
find solution on the spot before trapping in the problem
 Deferred or late
Sources of Resistance to change can be:
 Individuals from the employees them self which include:
1- Habit
2- Security
3- economic factors
4- fear of the unknown
5- selective information processing
 Or organizational from the company itself which include:
1- structural inertia or inflexibility
2- Limited or poor focus of change
3- group inertia or group effect
4- threat to expertise they would be afraid that they will be useless
5- threat to established power relationships
For example:
In my company transfer to implement new system for approval from the insurance by
integrating the system of our company with the system of approval from the insurance in
one system so for us in the beginning it was unknown and something new which it took
long time to learn it so we tried to resist it but I would have it and also we thought they
will not need I would experience and taking approvals as now it's easy to do it but they
try to resist or overcome this resistance boy a lot of meetings and support and teaching us
about the new system and then accepted and liked it.

the process and outcomes of change on the effectiveness of

employees
To talk about the process of a change we must highlight on change equation which call
Beckhard-Harris change model

C=DVF>R
C= Change
D= Dissatisfactions
V= Vision
F= First concrete steps towards the change and
R= Resistance
So we can say that to overcome the resistance boy it change we have to make the
satisfaction from the current situation and we have to put vision about the future after the
change and we have to take first steps toward that decision all of that has to be more than
the resistance so we can get the change we need and we can overcome that resistance.
For Example:
To start to change our system in my company full taken approval from the insurance we
have to increase dissatisfaction of the employees towards the current system by telling
them that it's increasing the waiting time for the patient and wasting our time and
increasing the chance of errors and then we have to let them look at the future by putting
a vision after implementing the new system so the approval will be fast and waiting time
for the patient it will be less so we can increase the patient satisfaction and we have to
provide more systems for approvals and increase the online training and give them the
full support about that system finally they will accept that change however they will like
it.
 TASK 2

There are a lot of personalities theories which we can discuss it, but we will select two
main theories of them to discuss about it.
the first one called:
MBTI theory which divide the people to one of 16 kinds depending on 4 categories:
 Extroverted or Introverted
 Sensing or intuitive
 Thinking or feeling
 Perceiving or judging
By selecting one kind from each category will find 16 kind of personalities with 16
different values and attitudes
however this theory this one is of the most important and familiar theory about analyzing
the people behavior but still it has some disadvantaged because you have to select the
type of personality ( E ) or ( I ), ( S ) or ( N ) but always the people behavior it has
percent it's not always 100% or 0% so you will find a lot of people maybe they have this
personality by ninety percent or 50% and then you have another personality but also
another 50% which it will affect the total behavior of the leader.

The big 5 model theory which include 5 main behaviors for the people and gave every
person percent from this behavior depending on his personality these five models are:
 extraversion
 agreeableness
 consciousness
 emotional stability
 openness to experience
by analyzing each one of these models like how much that person his extraversion or his
emotional stability so we can categorize his personality and therefore we can expect his
behavior

DISC theory which is a method for identifying the people behavior depending on their
personalities this method made by victor William Moulton
In this theory we are dividing the people to four main categories depending on two items
how much assertiveness we have high or low and how much orientation do you have
towards tasks or people play dividing this people we can find them four categories
 D – Dominant (Get the task done)
 I – Influence (Get appreciation from people)
 S – Steadiness (get along with people)
 C – Compliant (Get the task right)
So if the person is hi assertive and task oriented we can call him dominant but if he is
highly assertive but people oriented we can called him influence on the other side the
people who are low assertive if they are task oriented will call them compliant but if they
are people oriented will call them steadiness behavior
by talking about the dominant you can find some advantages and disadvantages And also
some general criteria the people in this part they have high ego and in the same time yeah
solving the problems under taking the risk so they are Innovative organizing and taking to
challenge I'm giving more value to the time But they have some weakness like they argue
for any reason and don't like protein and they are oversteps authority This kind of people
also they are motivated boy challenging and giving freedom from routine And by giving
them power and authority

The second part of this theory influence behavior which are they are mostly optimistic
public speakers emotional and And they are mostly please make us and they have
creative ideas for solving the problems and greater in culture and motivating the others
From there are disadvantages they are not caring about the details the attending to listen
only when it's convenient the people oriented so they have less concerning with the
tangible results These kind of people they are motivated by friendly environment
acceptance and the freedom from rules, regulations and routine and also they need people
beside them to encourage and motivate

The third part of that theory the steadiness people but she had the odd mostly steady
predictable and understanding friendly they are characterized by good listening and team
player But they have big disadvantages that they are resisting to changes And they are
highly sensitive to criticism

The last kind of that DISC theory, compliant which they are high standards systematic
and accurate and always analytical people

For Example:
By analyzing my different managers, I found most of them yeah dominant which they are
highly assertive task oriented they need all always to talk about the results straight there
is no time to emotions or talk about the relation of people
The Dark triad theory: In that theory we'll find three kind of measures which is always
making confusion for that stuff, you will think in the beginning they are amazing and
good managers but after analyzing their attitude and what they are doing in the work
you'll find that it's one of that dark triad personality, Narcissism, Machiavellianism and
psychopathy.
Narcissistic people we are always waiting for appreciation they're thinking that they are
in the beast please they have the best mind based ideas and they're not ready at all for
cretinism
Machiavellianism people they are thinking that always you can use any idea or any mean
to reach the target whatever this way's right or wrong even if it's affected others in bad
way they are not caring
psychopathic people they are not feeling about the others what they feel they're not
thinking about their harms and their problems however they are enjoying when they are
irritating others and making them feel hard times.

Diversity Management
Diversity management is the responsibility of everyone in the organization it's not
responsibility of one department or certain group as everyone affecting the management
of diversity in the organization

So to create a positively diversity climate in the organization we have to care about

attracting, selecting, developing, and keeping diverse employees in the company by
targeting recruiting messages tool specific people or groups which before they are not
selected or they're not caring about our vacancies and we have to ensure that the selecting
of this new employees it's totally fair and bias free.
We must care about selecting different people from different cultures in the same group
to emphasize that diversity spirit in the employees and improve their acceptance to the
others
we have two teach and train the managers about engaging the different cultures in their
teams to be one group and all with talking about the think which they are all have it, not
about differences even culture or religion or whatever
teach the managers about equal employment opportunity for everyone regardless his
beliefs, culture, religion, or any thing other than his ability to work
Managers have to understand their organization rules regarding diversity and
discrimination policies and teach it to their teams
Always be ready to change your ideas and stereotype beliefs and even challenge it
As a manager look beyond the outer surface of the people and search about their
capabilities to work regardless the difference between both of you in the other
specifications and ideas

Task 3
 the benefits and issues with involving employees in
organizational decision making

Choice making is one of the hardest parts of running a trade. But it is the capacity to

form decisions that creates one feel just like the ‘owner’, making it difficult to
do absent with specialist.
here are a few reasons why you ought to tune in to the experts.
1. More Ideas. The more brains working together, the more arrangements you have got.
If you've got a staff of 100, you'll have 100 or more ideas or solutions from
your representatives, and you'll effortlessly choose the one out of them. You cannot think
the way your workers do, and as a result you might not have thoughts that
your representatives might have, tuning in to them will open new doors for you. Other
than this, the company would get to know around its
employees’ qualities and shortcomings, conjointly their needs. You'd get
their input which you'll be able. utilize to alter approaches and make strides work
environment.
2. Teamwork. Working together in groups and coming up with a arrangement will offer
assistance move forward connections and communications and thereafter more work
progress
3.  improving the attitude: Getting representatives included in choice making may be
a beyond any doubt shot way of making them feel vital and boosting
their spirits. Moo resolve causes withdrawal which comes
about in tall truancy and moo efficiency levels.
4. Saving time:
You will have more time in hand to concentrate on other assignments once
you have workers take choices on your sake. Choice making can be a intense prepare.
It includes taking care of a lot of things.
5. Responsibility
Your staff will feel more capable when they have a say in a choice. Think of
this circumstance,
you run a survey inquiring representatives to recommend in case they ought
to be permitted to work longer shifts to have an additional day off.

Different ways to motivate employees

To talk about motivation weekend to discuss about some Maine series explaining exactly
how the people they're thinking 2 get your needs or the to get motivated
the first theory will talk about Maslow’s hierarchy of needs which arrange the people
needs all the employees needs to get satisfaction
the first thing physiological needs which includes the main things which need to be alone
like food water
and the second needs they need to feel safe and secure
the third needs they need to feel the belongingness and engagement and feel they love the
work and they love the people in the organization that's why they are looking for making
new relationships and communications with new friends
then fourth need is the esteem needs in this step they will look for prestige and
accomplishment
the last thing they will look for in their needs they are looking for self-actualization to
achieve what they are looking for they want to feel themselves in their work including
creative activities

The second theory will talk about it it's Hertzberg two factor theory
In this theory he's talking about this traditional view in their motivations the people they
are always thinking by motivating you have to transfer the people from this adds fight 2
satisfied directly but in his view is telling there is 2 generation or divisions the first part
in the extrinsic factors you have to transfer the people from dissatisfaction two no
dissatisfaction and then the second part it will come which is our main issue is the
motivators which transferring the people from no satisfaction to satisfaction this part it
will come from internal factors
He did like small research to ask that people or employees about what did he eat in the
world which is making them this satisfied and also he asked them about what it's
motivating them and making them satisfied to do their work
In this research he found more than 1800 events which is leading to extreme
dissatisfaction of the police the main thing or the main reason is policy and
administration and then the second supervision and then the relationship with supervisor
and then the work condition then the salary and the last one is relationship with bills or
colleagues
And then by asking them about the factors which is leading to extreme satisfaction he
found more than 1700 event starting with achievements then the recognition then work
itself and then they found the responsibility and then advancement and the last one it was
the growth
the employee needs is McClelland’s theory of needs
In this theory he is stealing the three main needs for the people if you achieve them so
you can motivate them, and you can reach their peak in the walk these three things are
1-achievement
Almost the people need to feel that they have achieved something even if it's small it will
increase their energy and motivate them
2-affiliation
The feeling of engagement all reality to the work by making new relationships and
communications and making new friends feeling that there is love vibes end spirit in the
work team or groups this of course will motivate the employees
3-the power
Some people if you give them more power or authority it's motivating them too much
when they are feeling that we can say yes or no to any decision or they can change the
rules this kind of authority it's increased their energy and therefore their motivation

The next theory will be talking And then the theory about self-determination theory all
those people in the field prefer to feel they have control about what they are doing they
don't want to feel that they are doing by force even if they are getting any allowance for
that but if you give them this authority to feel that it's motivating them too much even if
it's free.
The next theory is goal setting theory all of the people when they have target or they
have a goal they have to achieve it it's increasing their power and energy and it's releasing
the dopamine to finish and achieve this target so it's easily motivating them but in the
other way if they don't have a goal just only working like a machine you don't have
something to achieve it by the time they will feed it's like boring routine.

To evaluate my company about the ways to motivate the employees we can find a lot of
strength and also on the other sides there is a lot of weakness
the strength we have we have in the company
- annual increment
- feeling safe and secure
- the work spirit
- the policy and vision and mission of the company it's always motivating and
increasing the energy to achieve what you decide in the annual action plan
which you are sending as a manager to your Direct Line manager
the weakness we have in the company the upgrades in your positions it's not easy to get
promotion or changing in your rules or your responsibilities you will be steady in your
position for many years