ORGANIZATIONAL

BEHAVIOUR
Final Presentation
Group 2
 Team Members

Hoang Hai Hong Anh Tieu My Tra My

Thao Nguyen Mai Phuong Huyen Trang Quang Vinh

Table Of Content
Introduction

Problem Statement

Problem Analysis

Solution Plan

Limitation

Conclusion
Introduction
Background of the organization

This is a social charity, a non-profit organization

established in 2009. The organization has made great
efforts to expand the scope of its contributions to
organize many fundraising, communication, and
education activities for people and children with
special circumstances across the country.
 Problem
Statement
 Problem Statement
According to T., leader of a
department at X, who has
been with the organization
for a couple of years, this
fallout rate can be as high
as over 50%.
People who fail to follow the
N., a management team policy, or have poor
member finds it really performance, will receive a
challenging to set up a warning email. They have 3
bonding gathering, mostly different types of warning
because of her and the according to the level of
seriousness, followed by a post
management team's busy
in the Facebook group of this
schedule.
organization .
Problem Analysis

Way of working

Self - efficacy
Culture:
Way of working
The way this organization operates is
deficient in direction and connection with
members. The participants feel disoriented
and lose enthusiasm to continue working.
 Organization doesn't have permanent
leaders (organization structure)

Leaders are so focused on achieving

outcomes that they fail to excite
their employees (two-factor theory)

Culture:
Way of working
Self-efficacy
When members infringe on this organization,
emails will be sent to warn them about the
violation; based on the severity of the
violation, different sorts of emails will be
sent. It was accompanied by a public post of
the offending member's name on the general
Facebook group of that organization.
Building
solution plan
About The Culture

About The Self - Efficacy

 Let the member know how their
effectiveness improves the
organization's overall success.

Understanding one another’s ways of

working will help the members work
with each other better.
About The Culture
Setting up training and orientation to
communicate the way of working to
The organization without an
members.
orientation process
 About The Culture
Creating an effective working
environment and more projects
for freshman.

01 02 03

A positive working Team projects also impact Members who feel

environment where fosters a work environment by engaged are likely to
members' success, fostering a sense of perform better and remain
growth, and safety. shared purpose among loyal to the organization
members
 Adrian Gostick and Chester Elton (2018)
Reward and Recognize
Members' Efforts and 25%
25%

Successes
20%

17%
1 Reward and recognition
15%
go hand in hand
Recognition for good work has a limited
shelf life, and praise begins to lose its 10%
impact if a reward does not accompany it

2 Excellent work 5%
deserves a reward
Members lose motivation if they are
0%
not rewarded for extra effort

Money Regconition
 About The Self - Efficacy

1. Stop mentioning member's

names in reminder posts

Mentioning public names on Facebook posts,

causing members to be disgruntled, lose

motivation and lose personal self-esteem. So,

we can change those 3 warning levels:

Level 1 is an email to remind that

individual.

Level 2 and notify the department that the

person is working.
 About The Self - Efficacy

Creating a meeting 1-1

The last level is replace the mentioned

+ warning on Facebook with a one-on-one
meeting.

It will be gentler in the way of reminders

+ and will help people be more

comfortable, and have the opportunity
to correct mistakes.
Limitation
In the solution of culture

Scheduling issues → conflict schedule

The approach to building an effective atmosphere → put pressure on members
The reward for members who have a good performance → financial pressure
 Limitation
In the solution of self - efficacy

01 Intimate encounters (1:1)

→ not ready to share

02 Stopping public names on postings

→ reduces the efficacy of warnings
Conclusion

In summary, the goal of this study is to assess the issues the

club we spoke with using the knowledge gained through OB
We hope that our advice will enhance managerial
effectiveness, advance employee involvement, fully use
human resources, foster human creativity, and foster
relationships between individuals and organizations.
Group 2