ORGANIZATIONAL BEHAVIOUR

(MGT321)

CASE STUDY: JOB SATISFACTION AND LEADERSHIP

NAME ID NUMBER

NOR EYSNINA FITRI BINTI EZAMAL 2022713303

NUR FARAHIYAH BINTI ZOL 2022160859

IRDINA BATRISYIA BINTI AHMAD RIDZWAN 2022524025

NUR AQILAH HAIKAL AMAN 2022746613

SITI HAZWANI BINTI ZAKARIA 2022975995

SUBMISSION FOR: MADAM NUR HIDAYAH MUHAMAD JOHARI

 TABLE OF CONTENT

CONTENTS PAGES

Acknowledgement 0

Introduction 1

Case study 1: Job satisfaction 2

Case Study 1 question:

1. If you are the General Manager of this department, what would your advice
to Azzahra be pertaining to Fatimah's attitude? 3
2. Besides the trust given by the management in entrusting challenging tasks
to Azzahra, what other things do you think would make Azzahra a more
satisfied employee? 4
3. Besides spreading rumours about Azzahra, what other behaviour might
Fatimah exhibit to indicate her dissatisfaction at work? 5

Case study 2: Leadership 6

Case study 2 questions:

1. What leadership skill does Airiel use in handling the problem? Explain your
answer in detail. 7
2. Do you think Sarah's problem can be resolved? What should her boss do
after getting to know about this situation? 8-9
3. Based on both situations above, which leader would you choose to work
with? Why? 10 - 11

Similarity report 12
ACKNOWLEDGMENT

We would like to show our deepest gratitude to our lecturer of MGT321, Madam Nur
Hidayah Muhamad Johari who helped us so much during this group case study. Without her
dedication and patience, we could not reach this far and completed our case study in such a
tough situation. And her timely feedback and encouragement inspire us all the time.

Also, to our own group project committee members, our collaboration helpful and
constructive suggestions in structure layout and methodology deeply influenced our group case
study. The support and encouragement received from each other give us strength to finish this
group case study together.

Moreover, we want to show our gratitude and respect to all Diploma in Business Studies,
semester 4 for the support. We want to thank you all for constantly helping us out throughout
this group case study completion.
INTRODUCTION

People manage their careers through a variety of challenges, opportunities, and

interpersonal interactions in the work environment. This paper explores two unique stories: the
story of Azzahra, the Successful Lady, and her success and dedication, and the story of Airiel,
the Manager, and his struggles with leadership. At the same time, we examine the professional
behavior mistakes made by Sarah a gifted sales representative and how they affect the
organization's reputation as a whole.

Azzahra's journey is a perfect example of success; she handled organizational changes

with patience and optimism. Conversely, Fatimah, her counterpart, exhibits the more unsettling
aspects of gossip and jealousy at work. The positive effects of Airiel's successful leadership
style, which promotes creativity and cooperation, contrast sharply with the harm that Sarah's
impolite behavior does to the company's reputation and customer connections.

This study aims to clarify the details of effective leadership, the effects of toxic workplace
practices, and the significance of quickly solving professional issues through an analysis of
these different situations. Through an analysis of these accounts, we may obtain important
understandings of the complex dynamics of the corporate environment, providing lessons that
go beyond personal experience to educate and direct the larger professional community.

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CASE STUDY 1: JOB SATISFACTION

Azzahra, the Successful Lady

Azzahra is a successful career woman who has been with Company A for more than 6
years. She embraces every organizational change with a positive outlook, as she believes that
one needs to focus and look forward to new challenges in the workplace.

Upon joining the organization, Azzahra was entrusted with many assignments, thereby
allowing her to demonstrate her capabilities as both an effective leader as well as a strategist. In
no time at all, Azzahra was considered for a promotion to a senior managerial level.
Nevertheless, she remains positive and humble throughout her successes.

Fatimah, who was employed on the same day as Azzahra, is the opposite of Azzahra. To
date, Fatimah is still an executive; the position that she was offered when she first joined the
organization about 6 years ago. Being envious of Azzahra, Fatimah feels that Azzahra's
success is not by merit. Instead, Fatimah is certain that Azzahra would have sweet-talked her
way to the top with the management.

Thus, Fatimah tends to spread rumours about Azzahra, claiming that Azzahra's
successful career path is only possible due to Azzahra's parents' connections, not due to
Azzahra's ability to work. Upon finding out about the rumours, Azzahra was very upset.
However, she chose to ignore the rumours and remained focused on her new role and
assignments. During her year-end performance appraisal, Azzahra and the General Manager
took the opportunity to discuss her career growth at length to determine the next step which she
should take, in order to climb higher up the corporate ladder.

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QUESTION CASE STUDY 1
1. If you are the General Manager of this department, what would your advice to Azzahra
be pertaining to Fatimah's attitude?

If I were the General Manager, my advice to Azzahra would be to address the situation
with Fatimah’s attitude in a professional and constructive manner. Firstly I would suggest an
open communication situation. I would encourage Azzahra to have an open and honest
conversation with Fatimah. It's important for Azzahra to express her feelings and concern
regarding the rumors and negativity. This conversation can help clear any misunderstanding and
provide an opportunity for Fatimah to understand the impact of her action.

Furthermore, Seek mediation. If the conversation between Azzahra and Fatimah does
not resolve the issues, it might be helpful to involve a neutral third party, such as a supervisor or
HR representative to mediate the situation. This mediator can help facilitate a productive
discussion and find a resolution that benefits both parties.

Subsequently, Focus on Professionalism. I would remind Azzahra to maintain her

professionalism and not let Fatimah’s attitude affect her own performance or reputation.
Encourage her to continue excelling in her work, building positive relationships with colleagues,
and seeking opportunities for growth within the organization.

In conclusion, every situation is unique and it's important to handle it with care and
professionalism. The goal is to create a harmonious work environment where everyone can
thrive and contribute positively.

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2. Besides the trust given by the management in entrusting challenging tasks to Azzahra,
What other things do you think would make Azzahra a more satisfied employee?

Based on the stories, well I believe there are a few things that could make Azzahra a
more contented worker aside from the trust and difficult assignment. First and foremost, it would
undoubtedly help if she worked in a pleasant, encouraging environment where she felt
respected and appreciated for her contribution.

Furthermore, Azzahra can benefit from growth and development options like mentorship
or training programmes in order to advance her career and improve her abilities. Finally, a just
and open promotion procedure that honors and rewards her effort would also help her feel more
satisfied with her employment.

Azzahra may find workplace pleasure in difficult assignments and trust, as well as in a
healthy work- life balance. It's critical that workers take time off work to attend to their personal
needs and interests. Positive team dynamics and encouraging coworkers can help enhance
Azzahra’s overall job happiness. Ultimately, acknowledging and appreciating her achievements
can significantly contribute to her sense of worth and motivation in her position.

In addition to the management’s trust, I believe that Azzahra would be a happier worker
if she felt purposely and aligned with the goals and values of the organization. It can be
incredibly satisfying to feel that her labor matters and advance a greater good. Azzahra also
would probably be more content in her position if the organization had an inclusive culture that
encourages cooperation and teamwork. Of course, equitable pay and benefits are also crucial.

In conclusion, it's critical to keep in mind that a variety of elements combine to determine
job happiness. Although trust and difficult assignments are important, other factors are also very
important, such as a great team dynamic, growth possibilities, work life balance, supportive
work environment and alignment with business values. Azzahra might feel more fulfilled in her
profession and improve her overall job happiness by taking these factors into consideration.

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3. Besides spreading rumors about Azzahra, what other behavior might Fatimah exhibit
to indicate her dissatisfaction at work?

Based on the story, it implies that Fatimah's dissatisfaction at work may take several
forms, beyond spreading rumors about Azzahra. Fatimah might also exhibit a consistently
negative attitude about her own job and her coworkers. Her lack of excitement for her
responsibilities, her dismissive tone while addressing work-related issues, or her entire
dissatisfied behavior might all be signs of her dissatisfaction. Fatimah's bad attitude may affect
interpersonal relationships and attitude at work in addition to her personal performance. It might
also create a toxic environment. This behavior, which contrasts with Azzahra's positive attitude,
may further emphasize Fatimah's dissatisfaction and jealousy, making it difficult for her to work
well with others and preventing her own professional development.

Furthermore, Fatimah's discontent at work might be seen in her seeming lack of initiative
or excitement when it comes to taking on new tasks or initiatives. In contrast to Azzahra, who
embraces challenges with optimism, Fatimah could show resistance to actively participate to the
growth of the organization. Her lack of involvement may be a sign that she is dissatisfied or
unmotivated in her current executive position, maybe as a result of jealousy or dissatisfaction
about her professional path. Although Azzahra takes advantage of every chance to show off her
skills as a strategist and leader, Fatimah's unwillingness to take on new tasks might be an
indication of her dissatisfaction and desire for a more important role within the organization.

In addition, Fatimah may also show signs of dissatisfaction by complaining a lot about
various aspects of her workplace. She could be honest about how dissatisfied she is with her
workload and how she feels overburdened by her duties. Fatimah may also complain about her
supervisors or other coworkers, pointing out apparent bias or unfairness. Venting and whining
all the time, in meetings or in informal talks, might be an indicator of her dissatisfaction at work.
Fatimah's tendency to complain indicates a resistance to change and a hidden dissatisfaction
that might affect her ability to advance in her career.

In conclusion, despite Fatimah's negative behavior and attempts to discredit Azzahra's

achievements, Azzahra made the decision to put aside the rumors and concentrate on her own
career development. On the other hand, Fatimah's unprofessional behavior and dissatisfaction
have probably restricted her own professional development in addition to trying to get in the way
Azzahra's advancement. The story highlights the value of concentrating on one's personal path,
maintaining optimism throughout difficulty, and be the main inspiration for professional growth.

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CASE STUDY 2: LEADERSHIP

Triumphant Leadership?

Airiel manages a team of 19 people in an in-store bakery. One of the key challenges of
Airiel's job is to ensure his team produces the right products to meet demands at key times. His
usual management approach is to allow the team to take responsibility for achieving the desired
results. In this way, the team not only buys into the activity, but also develops new skills.

For example, when the bakery expanded its product range, Airiel needed to think of a
way to ensure that all the products would be on the shelves by 8:00 am. However, rather than
enforcing a solution, Airiel turned to his team for ideas. He asked them to generate as many
ideas as they could to solve this issue. The team managed to solve the problem by agreeing to
split break times, so that productivity could be maintained. Airiel's approach produced a positive
outcome and increased the team's motivation.

On the other hand, Sarah is a talented sales representative. She is quick to close sales
deals, but she has a habit of answering the telephone in an unprofessional manner. Sometimes
when she has no idea what a customer wants, instead of trying to remain patient and
professional by saying, 'Let me look into it for you and get back to you, she would simply reply, 'I
don't know. This clearly demonstrates her lack of interest and unwillingness to help, which make
many customers frustrated and angry.

Sarah's boss is aware of this behaviour, but he is waiting for her year-end performance
review to tell her where she is going wrong. Unfortunately, this means that Sarah will continue
putting potential customers off. Meanwhile, as Sarah's boss waits to provide her with feedback,
the rate of customer complaints has increased and this has tarnished the image of the
organization as a whole.

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QUESTION CASE STUDY 2
1. What leadership skill does Airiel use in handling the problem? Explain your answer in
detail.

The Path-Goal Robert House's leadership theory focuses on how leaders may assist
their teams in accomplishing their goals by explaining all possible paths to those goals. It
identifies four types of leadership: directive, supporting, participative, and achievement-oriented.
To enhance motivation and effectiveness, the theory also highlights the need to connect
leadership styles with the characteristics of workers and the work environment.

Firstly, in terms of employee characteristics, Airiel appears to appreciate and depend on

his team's different strengths and experiences. Airiel demonstrates an overview of his
employees' unique characteristics by encouraging his team to take responsibility for reaching
the necessary outcomes and establishing a working environment in which they may acquire
new talents. According to the Path-Goal Theory, which states that leaders must consider their
team members' particular needs and abilities in order to successfully guide them toward the
achievement of goals.

Secondly, when it comes to environmental or workplace characteristics, Airiel struggles

with increasing the bakery's product line and ensuring that all items are on the shelves by 08:00.
This environmental need, demands the development of an innovative approach that can be
smoothly implemented into the team's workflow. Rather than imposing a solution, Airiel involves
his staff through decision-making process in helping the team's success.

Airiel's leadership style is participative, as he engages the team in generating solutions

to the situation at hand. He encourage and support the achievement of goals by involving team
members in decision-making processes. Airiel empowers his team and develops a perception of
ownership by allowing them to submit ideas and cooperatively come up with solutions, which is
likely to increase their motivation and job satisfaction.

The positive outcome of the issue using the provided solution demonstrates the potential
effectiveness of Airiel's leadership approach. The Path-Goal Theory states that when leaders
clarify the path to goal achievement and give support, the team's motivation and performance
improve. In this scenario, the team's proven their problem-solving abilities to solve the
expanded product range challenge and highlighted Airiel's leadership in the team's motivation
and productivity.

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2. Do you think Sarah's problem can be resolved? What should her boss do after getting
to know about this situation?

Yes, Sarah's problem can be resolved. Her boss should not wait until the year-end
performance review to address the issue. Instead, he should provide timely and constructive
feedback to Sarah about her unprofessional telephone manners. This feedback could include
specific instances of customer complaints, the impact on the organization's image, and
suggestions for improvement. Implementing corrective actions promptly can help Sarah
understand the importance of maintaining a professional and helpful attitude when dealing with
customers. This proactive approach can contribute to resolving the issue and preventing further
damage to the organization's reputation.

Next, her boss needs to change method leadership style. Leadership is fit to decide on the
specific leadership style based on the employee and environmental characteristics. The four
types of leadership styles that her boss can decide to choose.achievement-oriented leadership.
achievement-oriented leadership refers to the leader who sets challenging goals for their
employees and expects them to perform at their highest level of performance. This leader
establishes high-quality standards of work and is constantly looking for ways to improve, as well
as encouraging employees to demonstrate excellent work achievement. The leaders have high
confidence in the ability of their employees to achieve their organizational goals.

In addition, the leaders delegate authority to make decisions and effectively delegate tasks
related to employees’ skills and knowledge. Leaders communicate clearly about goals,
employee responsibilities, and leader expectations. Employees who are comfortable working
completely independently and who have strong problem-solving abilities are ideal for this type of
management. for example, Mr. Syaid is the head of the expert digital marketing manager. He
has established a challenging goal, for his expert digital marketing team. The experts on the
team must collaborate to create a unified system for tracking customers' numbers and
complaints. All employees are given decision-making authority. Mr. Syaid has faith in the ability
the his expert digital marketing team to achieve his set goals. He also encourages, supports,
and motivates his teas to do their best to meet his high expectations.

Besides that, a directive style also can be chosen because a leader with a derisive
leadership style informs employees what is expected of them by assigning tasks, providing
detailed guidelines about the process and procedures for a given task, and providing specific
advice. The leader sets goals, clearly explains all job responsibilities, and closely monitors the

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progress of their employee. They also establish the link between performance goals and
rewards such as pay raises and promotions. If employees meet or fail to meet the standard set
by them, they are rewarded or punished. This leadership style is best suited for new or
inexperienced employees who require a high level of supervision.

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3. Based on both situations above, which leader would you choose to work with? Why?

Based on both situations above, I would choose Airiel as a leader to work with. This is
because as we can see in that situations Airiel as a good leader compared to Sarah’s boss.
Therefore, Airiel is able to lead others.

Firstly, I choose Airiel as a good leader and able to lead because he has the
characteristics of successful leadership by being a motivated leader. He has shown a
willingness to take responsibility by supporting his employees to perform their duties and
experienced a sense of achievement. He also has high motivation by showing high
encouragement and recognizing the efforts shown by his employees and engaging them in all
activities, especially in the goal setting process. This action shows that Airiel uses high
motivation towards his employees. This feature increases the productivity of employees and as
a result, they will feel happy and have high motivation.

Meanwhile, Sarah's boss is less likely to be a good leader because her boss has no
transformational leadership in her. The transformation of a leader is an inspiring leader and acts
as a role model. They intellectually stimulate, develop, and guide their subordinates, thus, have
a profound and extraordinary effect on them. Sarah’s boss needs to have key features as a
transformational leader which is Interactive. This interactive feature suggests that leaders need
to interact and communicate with their subordinates so that they better understand and motivate
their subordinates. When leaders and subordinates often interact, leaders can solve problems
and help their subordinates. Therefore, in that situation Sarah's boss needs to interact with her
in order to be able to solve the problem and help Sarah.

Furthermore, I chose Airiel because he is good at managing the management of his

team. He has a leadership style that is very attentive to people and a high concern for
production. This type of leader like Airiel focuses on work efficiency, organizes tasks in a
systematic way, and helps the organization achieve its objectives. In this setting, Airiel
aggressively encourages all its staff to participate in the activities of this organization, especially
in decision-making. Airiel as a leader gets along well with his subordinates. This leader shows
concern and care. He strives to provide employees with a sense of importance and constant
appreciation in all circumstances. Therefore, Employees will feel very motivated and energized
by this high mix of anxiety for the public and high production and they are eager to give their
best to help the organization achieve its goals.

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 Lastly, I would choose Airiel as the leader to work with because he has leadership
participation. This type of leadership style encourages leaders to work with employees. As we
see the situation above it has been shown that Airiel allows his employees to participate in all
aspects of the organization, especially decision-making, work processes, and work procedures.
Employee engagement makes employees feel like they are part of an organization and will
contribute more to the success of the organization's goals. Airiel also allows his employees to
independently give him ideas and suggestions and Airiel accepts ideas and suggestions for
further action. Workers in participation situations are skilled, knowledgeable, and have extensive
experience in their field. Their ideas and recommendations are very beneficial to the
organization improvement.

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SIMILARITY REPORT

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