Organisational behaviour is denoted as the way through which people interact in a group. Organisational behaviour plays an important role in the managing a business. Moreover, an organisational behaviour is basically the observation of individual behaviour to the other. In addition to that, it builds a relationship while achieving the objectives of an organisation. In this study, it focuses on the case study regarding their main issues, communication problem in the context of some organisational behaviour theories. In addition to that, there is the recommendation of having a sustainable organizational behaviour. For this study, there is the selection of Tony' place case study and in this scenario, it is against the way Tony handled all the employees. Thus, the actions of Tony is not supported at all because of negligence that is done while managing the restaurant.
The thesis statement of this study is to focus on the main issue and communication issue from the case study along with the help of some organisational behavioural theories.
Fundamental issues present in the case study
In the case study of Tony's place, it is a restaurant where the employees are not at all satisfied with the working environment. The restaurant was first in charge of Jack Smith after that it was handed over to Tony. In the view of Clay-Williams & Braithwaite (2015), the fundamental issue provides an advantage to make them improve for a success in the long term. In the case study of Tony's place, there are various fundamental issues found. The first and foremost issue that is found is the decrease in terms of a level of quality of service which is provided to the customers. Moreover, there was lack of motivation issues and increases the rate of staff turnover. The regular customer of the restaurant is decreasing day by day because of improper service provided to the customer. In addition to that, Tony did not know the ways to motivate the employees, which resulted in stress and bored in each and every employee.
Key theories demonstrated in the case study
Identity of the theory
From the case study, there is seen a problem of motivation. Tony is not able to motivate the employees properly that resulted towards stress and tiredness among the employees of the restaurant. The organizational behaviour theory that can be used in the case study is in terms of motivation. In the view of Coccia (2014), the proper implementation of organisational behaviour helps to provide a success in the long-term aspect. The motivation theory which is required to be applied is the Maslow’s Hierarchy of needs theory.
Motivation is denoted as the main aspect in terms of providing the best in the organisation. In the view of Coccia & Cadario (2014), there is the requirement of motivating the employees because the employees those are motivated mostly give their best in the organisation. This theory has divided the needs into two aspects. Those are deficiency needs and growth needs. On the other hand, there are other needs as well such as psychological needs, social needs, esteem, self-actualisation and safety needs.
The Maslow's Hierarchy of needs theory is in related to the hospitality industry in a direct way. In the hospitality sector, there are various needs which are required to meet the needs in order to have a success. In the psychological needs of hospitality sector mainly denotes the amount of positive stress-free environment while wowing that is provided to the employees. In the opinion of Dikshit & Dikshit (2014), in the hospitality sector, there is a requirement of safety for all the employees.
From the case study also there is a requirement of the use of Maslow's Hierarchy of needs theory because it is clearly seen that there is a problem of motivation. Tony is not able to motivate the employees. Thus, with the help of this theory, Tony can fulfil all the needs which are needed to decrease the staff turnover and provide a better quality of employees.
Identity of the theory
From the case study, it is found that Tony is lacking from the leadership ability that can be gained with the help of trait theory. Tony was not able to manage the employees and which resulted towards the staff turnover and leaving of old customers.
The trait theory mainly shows the effectiveness of a leader in terms of success. Moreover, the most common leadership traits are energy, flexibility, charisma, honesty and much more. In the view of Dunphy (2016), in order to become a successful leader, there is the requirement to have interests, ability as well as personality. With the proper implementation of trait theory, a leader can achieve all the success for a long term.
The trait theory in respect of hospitality industry is much more useful because in that sector there is a requirement of proper leadership ability to manage all the employees. As opined by Gabriel et al. (2015), in the hospitality sector there are various types of employees those are required to be managed with the proper ability of leadership.
From the case study, it is seen that Tony was much moody along with that was unable to gain interest among the employees in the restaurant. Thus, with the help of trait theory Tony, can be effective as well as tackle the mood swings which is lacking in terms of becoming a good leader.
Lewin’s Change Management Model
Identity of the theory
From the case study, it is seen that there is the change for all the employees. The change is in the form of owner change in the restaurant. Thus, in here is required of the implementation of Lewin's Change Management Model. In the view of Hyde, Harris & Boaden (2013), change is the common form in any restaurant be it small or big.
In the 21st century, the change management is familiar with every aspect of a business. In this model, there are three stages which are identified by Lewin in the change management process. As per the view of Junaid & Haar (2015), the three stages are unfrozen, transition and refreeze. It is found that once a change has been implemented the restaurant goes in the transition period. After the transition period, comes the refreeze where it is shown that the staffs refreeze while operating of a change.
In the hospitality sector there occur various types of changes. The main reasons for that change are because of the developing ability of the entire hospitality sector. As per Kitchin (2017), the customer needs are changing those results towards the change of providing quality. Thus the proper implementation of Lewin's Change Management Model helps to adapt to the changes by playing the three stages such as unfreeze, refreeze and transition.
From the case study, it is found that there is a change of management by implementing new staffs as well as the change of ownership which makes a difficulty for all the staffs to cope up in the working environment. In the unfreezing stage Tony is required to motivate the staffs and after that, in the transition stage, there is a requirement of reassurance by the leader. In the last stage which is refrozen the staff becomes stable under the new guiding and be stable again.
From the case study of Tony's place, it is found that there is lack of communication between the employees and employers. The communication between the staffs is ineffective because Tony does not find it necessary to listen to any of the staff words. Thus, lack of communication resulted towards a less connection between each of them in the business. As per Wood et al. (2016), the less communication puts a negative effect in any business.
In order to improve the communication issue, there is a requirement to use of the Cognitive Dissonance theory. In respect to this theory, there is the requirement of not avoiding any situation rather than those communicate with each other and solve the situation.
How this situation can be different
The situation that is created in the case study can be different with the proper implementation of the theories in order to have a successful restaurant. If the aspects of the theories are properly implemented then there is less staff turnover and less stress as well among the employees. Moreover, the old customer would not have been left as well by getting disappointed from the services.
In order to improve the situation, it is required that Tony motivates the staff by providing a positive working environment in the restaurant. In addition to that, it is also recommended that Tony is in need of more communication with all the staff members in the restaurant.
From the above study, it is found that in a restaurant the organisational behaviour has immense importance to make the organisation in the top position. The theories have an important role played in the return to solve the problem that is rousing in the restaurant because of the changing of management. In addition to that, without a proper communication, the staff members of the restaurant were not able to work and less motivation created a boredom and stress among the staff members. The proper management can bring back the entire customer and can decrease the staff turn turnover to a huge extent.
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