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6Organizational Behavior

Organizational Behavior

Description and diagnosis of the problem

As organizations operating in the modern day business world continue to diversify there is still room and opportunity for the workplace problems to intensify. The problems faced in organization can be grouped into three major levels which include the employees, team or the organization wide issues (Jex & Britt 2008). A major organizational problem that I experienced and that was widespread in the sport team that I was involved in is poor performance and this led to defeat by even smaller teams which were just cropping up. The sport team had been established and operated for about three years and thus there performance should have been great since they had the experience and knowhow of the team members that were efficient. There poor performance gave negative effects to the team in that even the event sponsors and other leaders were opting out of the team. Thus, the team needed to solve the arising issue as a major of urgency to retain sponsorship and at the same time to ensure that they perform well based on the expectations of the team members and other involved parties (Jex & Britt 2008).

Organizational behavioral factors that led to the situation

In the various activities that are allocated to us there are times that we fail to deliver our best. Poor performance is a common problem that a number of teams experience and this was also a major problem in out spots team. Thus, for the team to succeed in the near future there was a need to understand in a better way the factor that contributes to the poor performance of the team and by doing so they are better placed to react in a positive way to revert further problems and consequences (Tepper 2000). There exist a number of organizational behavior factors that have contributed greatly to the current situation in the team. A major issue that has lead to the situation is the lack of cohesion between the all the concerned parties in the team (Hatch 2006). Cohesiveness in organization is termed as the extent to which the members of an organization stick together and always remain united in the pursuit of attaining a common goal. It is crucial to note that employees who are highly cohesive tends to focus more on the process and not on the individuals, thus ultimate respect is given to all the employees in the organization irrespective of the position they hold in the organization. This ensures that all the players have good motives, are fully committed to the team its decisions and strategies and thus creates accountability among all the members. This was a major problem which contributed to the poor performance the sport team both at the local and regional level. Thus, though the team had an outlined list of the strategies and goals that they wanted to achieve they failed to be adequately implemented and achieved and this lead to the poor performance since the players showed low levels of commitment when undertaking activities in the teams (Robbins 2004).

Another group of concepts that have contributed greatly to the poor performance in the team was miscommunication and difficulty when it came to decision making. Quick and appropriate decision making seems to be core aspects that most successful organization and team possesses. teams that are poor when it comes to decision making tends to perform poorly when compared to their counterparts who are good at decision making (Robbins 2003). The issue of poor performance was detected during the rehearsals but there was delay in making decision. If the team had good decision making mechanisms in place the issue would have been solved within the next month and the team would have increased their performance and commitment to the team. Additionally, there is poor communication in the team. Poor communication in the workplaces mainly lead to the development of poor relations between the employees and it also creates an unfriendly environment in general it renders the workers as ineffective and insufficient (Robbins 2004). To achieve success the team members needed to have effective communication and this would assist them in communicating with each other in a ways that upholds the goals and objectives of the team. The poor communication mainly lead to miscommunication and this was also displayed during their matches with other team. To succeed and be ahead of their competitors they need to communicate well between themselves.

Concepts that would have guided me in dealing with situation

There are a number of concepts that would have guided me in dealing with the situation. One of such concept is the application of the democratic leadership style (Hatch 2006). The leadership style will play a crucial role when it comes to decision making and also in enhancing communication. Through democratic leadership the leader will ensure that there is deliberate deliberation between all the concerned parties in the team that is the players and team managers. When people come together they are likely to come up with a solution to the issue more quickly and the agreed upon decision is greatly supported by a great number of the employees. The leadership style will also enhance the cohesiveness between the team members. Team members who work under the democratic leadership style are mainly seen as being strong and supportive. This is based on the fact that honesty seems to be a key aspect and there is collective working aimed at achieving and attaining the already set goals and objectives (Wagner & Hollenbeck 2010). Thus, through this leadership style the problem would have been communicated on time and the decision of how to avert it and implemented to avoid poor performance.


In conclusion, teams are mainly faced by a number of problems but the team is this case faced the problem of poor performance during matches. This was mainly as a result of lack of cohesiveness, miscommunication as well as difficulties when making decisions. To solve the existing problem the democratic leadership style should have been adopted since it enhances communication between the team members. This would eventually help in easier decision making on issues that are affecting the team. Lastly, the democratic leadership style would enhance cohesiveness between the team members.


Hatch, M 2006, Organization Theory: Modern, symbolic, and postmodern perspectives, Oxford University Press, Oxford.

Jex, S & Britt, T 2008, Organizational psychology: A scientist-practitioner approach, Wiley, New York.

Robbins, S 2003, Organizational behavior: global and Southern African perspectives, Pearson Education South Africa, Cape Town.

Robbins, S 2004, Organizational Behavior — Concepts, Controversies, Applications, Prentice Hall, New Jersey.

Tepper, B 2000, ‘Consequences of abusive supervision’, Academy of Management Journal, vol. 43, no. 2, pp. 178–190.

Wagner, J & Hollenbeck, J 2010, Organizational behavior: Securing competitive advantage, Routledge, New York.