The organizational behavior and cultural ethnicity has been highly determined through understanding of the various business processes and cultural enrichment (Osland, Devine & Turner, 2015). This includes the employees, employers and all other types of individuals who are integral part of an organization. This essay has been suitably formulated through comprehension of the conceptual understanding of the varied organizational behavior through example of practical instances from the organization. The interpretations of motivational factors for the employees and ultimate achievement of the organizational goal have been determined in the essay. These areas have been comprehended through the essay by delineating the psychological contract that provides the instance to identify the managerial and organizational performance. These factors contribute to the organizational success and achievement of the definite objectives in the business organization.
The psychological contract has been a very crucial part of an organization that determines the cultural formulation and evidently determines the environment of work place. The concept of psychological contract has been determined through the formulation of a concept that evidently connects the employer and the employee. It is functional in identification of the personal obligations as well as mutual comprehension of each other that is highly functional within a working environment (Wellin, 2016). This psychological attachment and connection is an informal and integral part of every organization that is communicated through a set of promises and expectation from both the sides. They are much different from the formal type of contracts and are often not spoken about, hence the term psychological contract. In order to gather knowledge about this informal and psychological connect, the people in the organization are highly required to put constant effort and sometimes confront each other with the organizational culture. These types of contracts are highly determined to form the organizational culture and form the basis of employee behavior within an organization.
The practical example of this type of psychological deals is evident in most of the organizations. A proper example can be the utility of this contract in multinational retail company Tesco PLC that facilitates a huge number of working employees (Tesco - Supermarkets | Online Groceries, Clubcard & Recipes, 2019). The human resource department of the company recruits these employees. The psychological contract between the employees and the HR manager can exist due to several factors that include mobility of work, improper behavior from both ends due to delayed payment and the dissatisfaction of working for extra hours. The employees are quite often insufficient to delineate their feelings towards the higher authority at Tesco and hence there is a mixture of bitter sweet feelings that prevail within the office environment. Thus, the psychological contract is highly useful to denote the cultural diversification and dissimilarity of opinion within the work place.
The organizational environment and the work culture is highly determinant of the varied employee behavior and satisfaction that are found in the operation of the employees. Thus, the organizational environment determines the various outcomes that are expected from the employees in an organization (Helmreich & Merritt, 2017). The outcome of a negative psychological contract is the outburst of the employee force through lack of motivation towards job and extreme intention to quit the job. These factors are also useful to understand the basis on which the whole environment of the work place is shattered. The negative implications are therefore resulting in the lack of motivation from the employee end and this disrupts the collective effort to reach the organizational objective and goal. These negative implications are not only functional in destroying the culture of the work place but it also shatters the engagement of the employees towards their respective job role (Young & Ghoshal, 2016). Disengagement of the employee or the employer inside the organization is also directly involved with the destroying of values and vision of the organization.
The positive implication of psychological contract or rather an establishment of a cordial understanding between the employee and the employer helps primarily in putting collective efforts to achieve the organizational goal. These objectives are highly determinant of motivating the employee and help them in staying engaged to their work. The most positive outcome of this is satisfaction of employees towards their job (Borkowski, 2016). The positive outcome of this implication imposes higher motivation within the employees to deliver the work with greater confidence. All these positive aspects of organizational behavior causes greater rate of job satisfaction for the employees. The greater degree of job satisfaction is highly significant in understanding the significance of job satisfaction and instilling greater motivation within the employees to deliver their work with quality and within the intended deadline.
The theoretical application for maintaining the organizational culture and employee behavior is highly maintained through the satisfaction of employee and through implementing specific theories related to employee engagement. The specific theory of behavior that has been highly applicable within the organization is the decision-making theory of behavior and the servant leadership theory of behavior (Lee, Park & Koo, 2015). The theory of decision making can be determined through proper understanding of the ways in which the behavior of the people in the company vary according to the kind of decision they make to impact the organizational culture and behavior. The ability to make proper decision is in accordance with the type of decision the leaders are going to make (Wellin, 2016). These decisions have an impact on the behavior of the employees in ALDI (ALDI Grocery Stores - Quality Food. Everyday Low Prices, 2019). The ability to make correct and proper decision can be evident to put proper emphasis on the company and hence the employees can stay motivated and this causes a proper environment within the company to work under proper conditions.
The second leadership theory is pertained to the servant leadership theory of behavior that states that the continuation of work within an organization needs to be attained only to achieve the success for the organization (Lăzăroiu, 2015). The servant leadership theory of behavior can be applied to identify specific ways of mitigating the issues that are generative in the company. The wants and needs of the company need to be identified by the leader and the leader also needs to prepare his or team in that way to progress the hard work and effort of the employees. This influences the organizational culture and provides positive instance in identification of the ways in which the whole work can be done without any gaps and drawbacks.
Psychological contracts can be considered as the set of promises or the expectations, which are exchanges between the parties in an employment relationship. This has been said that all of these parties have to be encompassed managers, employees along with the work colleagues. In order to maintain a good relationship in the organization, psychological contacts can be revealed as one of the prime factors. The concept of psychological contract has been identified with the help of the formulation of a concept, which connects evidently the employer and the employee. This is functional in recognition of the personal obligations along with mutual understanding of each other, which is highly functional within working surroundings. Based on the opinion of Kwasnicka et al. (2016), this psychological accessory and connection is an informal and integral part of every organization that is communicated throughout a set of undertake and anticipation from both the sides. This essay has been discussed about two organizational theories such as decision making behavioral theory and servant leadership behavioral theory. The decision making behavioral theory is generally applied to the supervisors plus managers as they are the backbone of the organization and they play a major role in the business operations of the company. In this context, it can be said that every employee have to be maintain a strong psychological contracts with all their employees. In addition, a person that takes decision has to be capable for it (Osabiya, 2015). Another theory is servant leadership behavioral theory. This model of servant leadership allows the executives to view every work procedures plus protocols from the point of view of their staff members. This is highly necessary for an organization and this needs psychological contract as well. In this regard, it can be said that good relation between the managers and employees are highly needed.
As per the discussion, this has been revealed that the organizational environment and the job culture are highly determinant of the diverse employee behavior plus satisfaction. These are found in the operation of the employees. Therefore, the organizational environment determines the various outcomes that are expected from the employees in an organization. The negative implications are therefore resulting in the lack of motivation from the employee end and this disrupts the collective effort to reach the organizational objective and goal. The discussion concludes that these factors are also useful to understand the basis on which the whole environment of the work place is shattered. The result of a negative psychological contract is the eruption of the employee force throughout lack of inspiration towards job and extreme purpose to leave the job. These negative implications are not only practical in destroying the culture of the work place but this also shatters the engagement of the employees towards their respective job role. Disconnection of the employee or the employer inside the organization is also directly involved with the destroying of values and vision of the organization.