ASSIGNMENT

JULY 2023

SUBJECT CODE : MPO 602

SUBJECT TITLE : MANAGING PEOPLE IN ORGANIZATION

LEVEL : MASTER’S LEVEL

STUDENT’S NAME : P. S. P. FERNANDO

MATRIC NO/MBA NO : MBA – 22 – 58 – 1449

PROGRAMME : MBA

ACADEMIC FACILITATOR: MR. SUBODHA PERERA

LEARNING CENTER : CAMBRIDGE COLLEGE

 CONTENTS

TASK 01.....................................................................................................................................1

Factors determining job satisfaction.......................................................................................1

Why Organizational Behavior study is important for an organization development.............3

Maslow’s need hierarchy model- Need based theory.............................................................5

TASK 02.....................................................................................................................................7

TASK 03...................................................................................................................................10
 TASK 01
Factors determining job satisfaction
Job satisfaction refers to the level of contentment, happiness, and fulfillment an individual
experiences in their job or work environment. It is a subjective measure that reflects how
satisfied an employee feels with various aspects of their job, including the work itself, the
work environment, compensation, opportunities for growth, and the relationships with
colleagues and supervisors.

There are different factors that determine the job satisfaction and those can be elaborated as
follows.

Compensation and Benefits

Job Security
Job Content and Variety
Factors that determine the Recognition and Appreciation
job satisfaction Leadership and Management
Physical Work Environment
Employee Benefits and Perks
Job Fit and Skills Match

Figure 1.1 Factors that determine the job satisfaction

I. Compensation and Benefits: Fair and competitive pay, along with

comprehensive benefits packages, are essential for employees to feel valued and
satisfied in their roles.
II. Job Security: Feeling secure in their position and confident in the stability of
their job enhances job satisfaction. Uncertainty about job stability can lead to
stress and lower satisfaction.
III. Job Content and Variety: The nature of the work itself is crucial for job
satisfaction. Engaging and meaningful work that aligns with employees' skills and
interests tends to lead to higher satisfaction levels.
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 IV. Recognition and Appreciation: Feeling appreciated and recognized for their
efforts and contributions positively impacts job satisfaction. Regular feedback,
acknowledgment of achievements, and rewards play a role in employee
satisfaction.
V. Leadership and Management: Effective leadership and supportive management
play a significant role in job satisfaction. Managers who provide guidance,
mentorship, and a positive work culture contribute to employee satisfaction.
VI. Physical Work Environment: A comfortable and safe physical work
environment contributes to job satisfaction.
VII. Employee Benefits and Perks: Additional perks and benefits such as flexible
work arrangements, professional development opportunities, and employee
wellness programs can positively impact job satisfaction.
VIII. Job Fit and Skills Match: Employees tend to be more satisfied when their skills
and abilities align well with the requirements of their job role.

It's important to remember that job satisfaction is a complex and subjective concept.
Different individuals may prioritize different factors, and the overall level of job
satisfaction can change over time. Organizations should aim to understand their
employees' needs and preferences through regular feedback, surveys, and open
communication to create a work environment that fosters high job satisfaction and
employee engagement.

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Why Organizational Behavior study is important for an organization development
Organizational Behavior (OB) is an interdisciplinary field of study that explores the
behavior of individuals and groups within an organizational context. It examines how
people interact with each other, their work environment, and the organization as a whole.
The primary objective of Organizational Behavior is to understand, explain, and predict
human behavior in the workplace, as well as to develop strategies for improving
organizational effectiveness and employee well-being.

Organizational Behavior (OB) study is of paramount importance for organizational

development for several reasons and those are as follows.

1. For Understanding Human Behavior

2. For Enhancing Employee Motivation and
Productivity
Why Organizational Behavior 3. For Creating High-Performing Teams
study is important for an 4. For Managing Organizational Change
organization development 5. For Talent Management and Retention
6. For Cultivating a Positive Organizational Cultur
7. For Conflict Resolution and Problem Solving

Figure 1.2 Why Organizational Behavior study is important for an organization

development

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For Understanding Human Behavior: OB helps organizations comprehend the intricacies
of human behavior within the workplace. Understanding how individuals and groups interact,
make decisions, and respond to various stimuli enables organizations to create strategies that
align with employees' needs and motivations.

For Enhancing Employee Motivation and Productivity: By studying OB, organizations

can identify factors that influence employee motivation and job satisfaction. When employees
are motivated and content, they are more likely to be productive, leading to overall
organizational success.

For Creating High-Performing Teams: OB helps organizations understand team dynamics,

communication patterns, and conflict resolution strategies. Armed with this knowledge, they
can create high-performing teams that collaborate efficiently and achieve collective goals.

For Managing Organizational Change: Change is inevitable in any organization. OB

equips organizations with the tools to manage change effectively, minimize resistance, and
facilitate a smooth transition, thus avoiding disruptions to productivity and morale.

For Talent Management and Retention: Through OB, organizations can better understand
the needs and aspirations of their employees. This knowledge can be used to design effective
talent management strategies that attract and retain skilled and dedicated employees.

For Cultivating a Positive Organizational Culture: OB helps shape and strengthen

organizational culture. A positive culture that aligns with employees' values fosters a sense of
belonging and commitment to the organization's mission and goals.

For Conflict Resolution and Problem Solving: OB equips employees and leaders with
conflict resolution and problem-solving skills, leading to more constructive resolutions and a
healthier work environment.

In conclusion, Organizational Behavior study is indispensable for organizational development

as it provides insights into human behavior, leadership, team dynamics, communication, and
organizational culture. By applying these insights, organizations can optimize their

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operations, improve employee satisfaction, and cultivate a positive and thriving work
environment. Ultimately, a better understanding of organizational behavior contributes to the
long-term success and growth of the organization.

Maslow’s need hierarchy model- Need based theory

Maslow's Hierarchy of Needs is a motivational theory proposed by Abraham Maslow in
his 1943 paper "A Theory of Human Motivation." It posits that individuals are motivated
to fulfill a hierarchy of needs, arranged in a pyramid with five levels, moving from basic
physiological needs at the bottom to higher-level psychological needs at the top. Maslow
believed that as each level of needs is satisfied, individuals are motivated to pursue the
next level. The five levels of Maslow's Hierarchy of Needs are as follows:

 Physiological Needs
 Safety Needs
 Social Needs
 Esteem Needs
 Self-Actualization

Figure
1.3 Maslow’s need hierarchy model- Need based theory

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 1. Physiological Needs: These are the most fundamental and basic needs required for
survival, such as air, water, food, shelter, and sleep. Until these needs are met, all
other needs are of lesser importance. These needs must be met first as they are
essential for maintaining life.

2. Safety Needs: Once physiological needs are somewhat satisfied, individuals seek
safety and security. This includes protection from physical and emotional harm,
stability, and predictability in their environment. Individuals seek a safe and
predictable environment where they feel secure.

3. Social Needs (Belongingness and Love): After safety needs are met, individuals
desire social connections and a sense of belongingness. This involves forming
relationships, feeling accepted, and giving and receiving love and affection.

4. Esteem Needs: Once social needs are fulfilled, individuals seek esteem and
recognition. This includes both self-esteem (confidence and belief in oneself) and the
esteem and respect from others, such as recognition for achievements.

5. Self-Actualization: At the top of the pyramid is self-actualization, representing the

highest level of human potential. This involves the desire for personal growth,
fulfillment of one's potential, and the realization of one's unique talents and abilities.

Maslow believed that as individuals move up the hierarchy, the focus of their motivation
shifts from more basic needs to higher-order needs. He also noted that self-actualization is a
continuous process, and not all individuals reach this level of fulfillment.

It's important to mention that Maslow's Hierarchy of Needs is a theory that has been widely
discussed and debated over the years. Some criticisms have been raised about its universality
and the strict hierarchical progression of needs. While it remains a prominent theory in
psychology and management, other theories of motivation and needs have emerged to
complement and challenge Maslow's ideas. Nonetheless, Maslow's model has had a
significant impact on our understanding of human motivation and continues to be influential
in various fields of study.

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 TASK 02

In today's rapidly changing corporate landscape, the success of organizations heavily relies
on the effectiveness of their teams. To thrive in such an environment, teams need to possess
specific qualities and characteristics that enable them to be fast-paced, adaptive, and
innovative. Building and developing effective teams is a critical aspect of achieving success
in this environment and with the constantly evolving and competitive nature of the corporate
world, organizations require teams that can adapt quickly, embrace innovation, and navigate
challenges effectively. These high-performing teams are not just about assembling a group of
talented individuals; they are a cohesive unit that shares a common vision, displays leadership
at different levels, and strives to take the organization forward. On the other hand, Having the
right teams in place is paramount for the success of an organization. A well-structured and
effective team can significantly impact various aspects of the organization, leading to
improved productivity, innovation, employee engagement, and overall performance

Building and developing effective teams and having the right teams is crucial for
organizational success for following reasons.

1. Achieving Organizational Goals: Effective teams are aligned with the organization's
goals and objectives. When team members understand their roles and responsibilities
and work collaboratively towards a common vision, they are more likely to achieve
the organization's strategic targets.

2. Maximizing Productivity: The right teams consist of individuals with

complementary skills and expertise. When team members can leverage their strengths
and work together efficiently, productivity and output increase.

3. Innovation and Creativity: Diverse and well-balanced teams bring together a variety
of perspectives and ideas. This diversity fosters a culture of innovation and creativity,
leading to better problem-solving and new opportunities for growth.

4. Adaptability to Change: Organizations operating in dynamic environments require

teams that can adapt quickly to changes, challenges, and uncertainties. Agile teams

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 can respond effectively to market shifts, new technologies, and evolving customer
demands.

5. High Employee Engagement: Being part of a successful team and contributing to the
organization's achievements can significantly enhance employee engagement.
Engaged team members are more committed, motivated, and likely to stay with the
organization.

6. Improved Decision-Making: Effective teams engage in open and constructive

discussions, leading to well-informed decisions. When team members feel
comfortable sharing their perspectives, better decisions are made collectively.

7. Problem-Solving Capabilities: The right teams possess strong problem-solving

skills. They can identify issues, analyze complex challenges, and develop innovative
solutions to overcome obstacles.

8. Effective Communication: Communication is vital for team cohesion and success.

When teams have clear channels of communication and foster a culture of open
dialogue, misunderstandings are reduced, and collaboration improves.

9. Enhanced Work Culture: High-performing teams often contribute to a positive work

culture. A supportive and encouraging team environment fosters a sense of belonging
and helps attract and retain top talent.

10. Strong Leadership Development: Building effective teams allows organizations to

identify emerging leaders. Nurturing leadership potential within teams can lead to a
robust leadership pipeline for the organization's future.

11. Optimized Resource Utilization: Effective teams optimize the use of resources.
When roles and responsibilities are well-defined, duplication of efforts is minimized,
and resource allocation is optimized.

12. Resilience and Sustainability: The right teams are more resilient in the face of
challenges and setbacks. They can navigate through difficult times and sustain their
performance over the long term.

13. Effective Resource Utilization: Well-structured teams optimize resource allocation,

avoiding duplication of efforts and ensuring that resources are used effectively. This
leads to cost savings and better utilization of time and talent.

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 14. Enhanced Collaboration: Effective teams work collaboratively, fostering a sense of
unity and shared purpose. This collaborative culture promotes the sharing of
knowledge, expertise, and resources, leading to better problem-solving and increased
efficiency.

15. Leveraging Diverse Skills and Expertise: Effective teams are composed of
individuals with diverse skills, knowledge, and expertise. When team members bring
different strengths to the table, they can complement each other's abilities and
collectively tackle complex challenges.

16. Resilience and Sustainability: Effective teams are better equipped to overcome
challenges and setbacks. They can weather difficult times with resilience, sustaining
performance and maintaining morale even in adverse circumstances.

In summary, having the right teams in place is fundamental for an organization's success.
Effective teams leverage collective skills, promote collaboration and innovation, and
adapt to changes in the business environment. They enhance productivity, foster a
positive work culture, and drive the organization towards its strategic goals. Investing in
team development, nurturing talent, and creating an environment that values teamwork
can lead to significant returns for the organization and position it for continued growth
and prosperity.

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 TASK 03

A deeper understanding of communication is crucial for comprehending the factors that

contribute to a successful organization. Effective communication is the backbone of a
well-functioning workplace, influencing employee engagement, collaboration,
productivity, and overall organizational performance.

A deeper understanding of communication is essential for organizational success for

following reasons

1. For Building Strong Relationships: Effective communication fosters positive

relationships among team members, managers, and leaders. When individuals can
communicate openly, honestly, and respectfully, it creates a sense of trust and
camaraderie, leading to stronger teamwork and collaboration.

2. For Enhancing Employee Engagement: Engaged employees are more committed,

motivated, and loyal to the organization. Effective communication keeps employees
informed about organizational updates, goals, and performance, which helps them feel
connected to the company's mission.

3. For Improving Decision-Making: Clear and transparent communication ensures that

decision-makers have access to the right information. Informed decision-making leads
to better outcomes, minimizes errors, and reduces the risks associated with
uninformed choices.

4. For Boosting Productivity: Smooth and efficient communication streamlines

workflows and reduces misunderstandings. When employees can communicate
effectively, tasks are completed more efficiently, leading to increased productivity and
performance.

5. For Promoting Innovation: A culture of open communication encourages the

sharing of ideas and feedback. Employees feel more comfortable expressing creative
solutions and contributing to the organization's innovation efforts.

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 6. For Facilitating Change Management: During times of change, effective
communication is vital. When employees are kept informed about changes, their
concerns are addressed, and they feel supported through the transition, it eases the
process of change management.

7. For Conflict Resolution: Conflict is inevitable in any organization, but effective

communication can help resolve issues constructively. By encouraging open dialogue
and active listening, conflicts can be addressed promptly and with empathy.

8. For Cultivating a Positive Organizational Culture: Communication sets the tone

for the organization's culture. A culture that values open communication and feedback
creates a positive work environment where employees feel valued and respected.

9. For Employee Satisfaction and Retention: Employees who feel their voices are
heard and appreciated are more likely to be satisfied in their roles. This, in turn,
improves employee retention, reducing the costs associated with turnover and
recruitment.

10. For Customer Satisfaction: Effective communication extends beyond internal

interactions; it also impacts customer satisfaction. When employees communicate
well with customers, it enhances their experience with the organization and
strengthens customer loyalty.

11. For Adaptability and Resilience: In times of crisis or rapid change, effective
communication becomes even more critical. Organizations with strong
communication processes can adapt quickly and respond to challenges with resilience.

12. For Strategic Alignment: Communication ensures that all team members are aligned
with the organization's strategic goals. A shared understanding of the mission and
vision guides individuals towards a common purpose.

Studying how effective communication works, understanding organizational

communication and its major functions, utilizing communication skills effectively in the
workplace, and recognizing common barriers and obstacles in modern organizational
communication processes are all crucial aspects that contribute to the success of an
organization and each of these areas in detail are as follows.

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 1. How Effective Communication Works: Effective communication involves the
successful transmission and reception of information between a sender and a receiver. It
requires clarity, understanding, and mutual agreement on the message's meaning. The
process includes:

 Encoding: The sender translates their thoughts and ideas into a message that can be
understood by the receiver.

 Transmission: The message is conveyed through verbal, written, or non-verbal

means, such as face-to-face conversations, emails, or body language.

 Decoding: The receiver interprets and comprehends the message, seeking to

understand the sender's intent.

 Feedback: The receiver responds to the message, indicating their understanding or

seeking clarification.

 Active Listening: Both the sender and receiver engage in active listening, where they
pay attention, ask questions, and seek to understand each other's perspectives.

2. Organizational Communication and its Major Functions: Organizational

communication refers to the exchange of information, ideas, and messages within an
organization's formal and informal networks. Its major functions include:

 Information Sharing: Disseminating important information, policies, procedures,

and updates throughout the organization to keep all members informed.

 Coordination and Collaboration: Facilitating teamwork and cooperation among

different departments and teams to align efforts towards common goals.

 Decision-Making Support: Providing the necessary data, insights, and opinions for
informed decision-making by managers and leaders.

 Motivation and Employee Engagement: Effective communication can inspire and

engage employees by creating a sense of purpose, belonging, and involvement.

 Conflict Resolution: Addressing conflicts and issues through open communication,

promoting understanding and finding mutually agreeable solutions.

3. Effectively Using Communication Skills in the Workplace: Communication skills

are essential for effective interactions in the workplace. Some key skills include:

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  Active Listening: Paying full attention to others when they are speaking, showing
empathy, and seeking clarification to understand their viewpoints better.

 Clear and Concise Messaging: Articulating ideas and information in a

straightforward and understandable manner, avoiding jargon or unnecessary
complexity.

 Empathy and Emotional Intelligence: Understanding and acknowledging the

emotions of others, and responding in a considerate and empathetic manner.

 Non-Verbal Communication: Being mindful of body language, gestures, and facial

expressions, as they can convey additional meaning beyond words.

 Adapting Communication Style: Tailoring communication to suit different

audiences, taking into account their needs, cultural backgrounds, and preferences.

4. Common Barriers and Obstacles in Organizational Communication:

Organizational communication can face various barriers that hinder its effectiveness.
Some common barriers include:

 Semantic Barriers: Differences in language, jargon, or technical terms can lead to

misunderstandings.

 Perceptual Barriers: Individual perceptions and interpretations of messages can

differ, leading to miscommunication.

 Cultural and Language Differences: In diverse workplaces, cultural and language

barriers can impede effective communication.

 Organizational Structure: Hierarchical structures may hinder open communication,

causing information to be filtered or distorted as it moves up or down the hierarchy.

 Technological Barriers: Technical issues with communication tools or inadequate

training can impede effective communication.

 Noise and Distractions: External distractions or interruptions can disrupt the

communication process.

Studying these aspects of communication provides organizations with the knowledge and
tools to overcome barriers, improve internal communication processes, and enhance
collaboration among employees. Effective communication fosters a positive work

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 environment, drives employee engagement, promotes innovation, and contributes to the
organization's overall success.

END

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