BUS201
ORGANISATIONAL BEHAVIOUR
Assignment 1
Weighting (%): 30
Assessment Notes: The profiling of organisational personalities.
No. Words: 1500
Relates to Learning Outcomes: ULO1, ULO2, ULO3, ULO4
Assessment Instructions
Drawing on material from topics one through six and relevant chapters from Wood et al. (2018) AND your readings, provide a critical evaluation of your behavioural traits and behaviours in the group you select in your organisational context.
Assignment Objectives:
· ULO1 Apply organisational behaviour theory to interpret group dynamics within business environments
· ULO2 Analyse how different psychological attributes affect decision-making within organisational groups and operate with emotional intelligence
· ULO3 Analyse organisational behaviour within a context of cu
ent real-world critical issues and debates.
· ULO4 Demonstrate an understanding of ethical considerations in organisational leadership.
Assignment Resources:
This task can be completed with Wood et al. (2018) and your readings. A minimum of 5 to 6 references should be listed in your reference list. In order to demonstrate your knowledge of the unit material, you should cite these sources throughout the assignment.
Task
During this assessment task, you are primarily responsible for analysing the dynamics and functioning of a small group and its members. Select a group with which you are familiar or with which you have been active.
Analyse three to five members of the group, including the group leader (if you are not the leader). Theory, concepts, and ideas discussed in Topics 1 through 6 will be applied to this section. Throughout the text, use examples that are well-placed and linked. Using rigorous OB theory integration, you must assess and describe what each individual
ings to the group context and how these characteristics impact group functioning positively and/or negatively:
Your analysis can include the use of the following assessment :
Individual Group Member Analysis Tools :
https:
www.123test.com/personality/
Personality (Myers-Briggs) + textbook
Values
Work values test | free work value assessment test at 123test.com
Ideally, the following sections should be included (word limits are in
ackets). In each section, a heading should be given (for example, 1. Background to Organisation X); however, if you decide to use subheadings within each section, avoid labelling every paragraph as this tends to disrupt the overall flow and analysis.
Please:
1. A very
ief introduction (one
ief paragraph) and then get to the assignment key tasks (100 words approximately)
2. Provide a background of the organisation, including its core functions and area(s) of expertise (approximately 200 words).
3. Then, describe the selected group's main role(s), goal(s) and actual contribution to the organisation (formally and/or informally, if applicable). Here you need to explain why you think the group exists and how it performs – based on consistent integration of OB concepts: (approximately 300 words)
4. Describe and analyse three to five members of the group; make sure the group leader is one of these (if you are a member of the group and not the leader, your inclusion in this assignment is optional). Base this section around Organisational Behaviour (OB) related theories, concepts and ideas from Topics 1 through 6 of the unit. Employ well-placed and linked examples throughout. Here you need to assess and detail what each individual
ings to the group context and how these individual characteristics impact positively and/or negatively on the functioning of the group based on rigorous OB theory integration: (approximately 800 words)
5. Brief summary or conclusion tying the discussion together: (100 words approximately)
Assignment Layout Guide.
Cover sheet Page:
The headings list is below.
1. First Heading – Introduction. This will be very
ief – one scene setting paragraph.
2. Second Heading – Organisational Background and Context.
3. Third Heading – Group Roles and Goals
4. Fourth Heading – Individual Group Member Analysis
5. Fifth Heading – Summary and Conclusion
6. Sixth Heading –Reference List
Marking Criteria for Assignment 1:
Criteria
High distinction
85 – 100%
Distinction
75 – 84%
Credit
65 – 74%
Pass
50 – 64%
Unsatisfactory
0-49%
Weight: 10%
You / Organisation Context
Clear descriptions of roles and organisational context. Organisation charts are useful and should be placed in the appendices.
An excellent discussion of the context
A good description of the context with one or two unclear points
very little contextual description
Better than adequate, but somewhat unclear contextual description
Just adequate;
Inadequate to various degrees
Weight: 20%
Depth
Depth of your focus and attention on your discussion, including building links between concepts and observations.
Very thorough discussion, including excellent analytical use and linking of unit concepts
Fairly thorough and clear, one or two unclear points; good analytical use and linking of unit concepts.
Better than adequate, but several unclear points; some analytical use and linking of unit concepts.
Just adequate; very little analytical use or linking of unit concepts.
Inadequate to various degrees
Weight: 25%
Comprehensiveness
The comprehensiveness of the coverage of relevant points regarding your case study details relative to the Unit Topics studied.
Very thorough discussion, including excellent analytical use and linking of unit concepts
Fairly thorough and clear, one or two unclear points; good analytical use and linking of unit concepts.
Better than adequate, but several unclear points; some analytical use and linking of unit concepts.
Just adequate; very little analytical use or linking of unit concepts.
Inadequate to various degrees
Quality 25%
Quality of your arguments and illustrative examples to support aspects of the responses you have constructed within the required word limit.
Very thorough discussion, including excellent analytical use and linking of unit concepts
Fairly thorough and clear, one or two unclear points; good analytical use and linking of unit concepts.
Better than adequate, but several unclear points; some analytical use and linking of unit concepts.
Just adequate; very little analytical use or linking of unit concepts.
Inadequate to various degrees
Written Presentation & Style
Convey information clearly and fluently, in high quality written form appropriate for target audiences
Weight: 20%
Presented work is expressed coherently and concisely with zero English and/or and APA citation. And referencing e
ors
Employs appropriate language and accepted principles of English and APA citation. Communicates and presents clearly and concisely with minimal e
ors
Incorporates appropriate language that generally conveys meaning to readers. Writing may include some e
ors in grammar and/or and APA citation. And referencing
Uses a basic understanding of language and presentation techniques that conveys ideas with a number of discrepancies pertaining to grammar and/or and APA citation. And referencing
Presented work that demonstrates a lack of literacy and rudimentary writing skills. Does not convey specific meaning and no appropriate and APA citation and referencing
Justin Field
Name:
Student ID:
Unit Name:
Critical analysis of dynamics and functioning of a workplace group
Word Count: 1200
i
Contents
Organisation Background 1
Overview 1
Core Functions and Expertise 1
Asia Pacific Talent Management 2
Group Members 2
References 6
Appendix 1: Baendorf Organisation Structure 7
ii
1
ORGANISATION BACKGROUND
Overview
Baendorf is a global business hardware and software company. Baendorf has over
110,000 employees globally and over 370,000 customers. The workforce is largely
composed of knowledge workers. In Asia Pacific, Baendorf operates in fourteen
countries, ranging from Pakistan to Japan, including India and China. Baendorf has
a classic bureaucratic model of organisation (Senior & Swailes, 2010, pp. 72-74)
departmentalised by function (shown conceptually in Appendix 1).
Core Functions and Expertise
Baendorf’s success was originally built upon the relational database management
system (RDBMS) software. Baendorf is number one in this market globally with
48.1% revenue share (Baendorf, 2011a). Underlying this success is core expertise of
product innovation and aggressive selling. Since 2005, Baendorf has expanded the
product portfolio by acquiring more than 72 companies (Baendorf, XXXXXXXXXXThe
strategic intent is to build vertical industry-specific software solutions, and, with the
acquisition of Moonshine Software, to tightly integrate software and hardware,
engineered to work together to provide extreme performance (Baendorf, 2011b).
Baendorf has expertise in identifying acquisition targets, in acquiring human capital
and intellectual property assets, and in managing complex change projects across
the business.
2
Asia Pacific Talent Management
Within the global Human Resources function, Baendorf has a team dedicated to
organisation development (OD) and learning, named ‘Talent Management’ (TM). In
Asia Pacific this team has ten members, led by a senior director. Overall the team’s
purpose is to enhance Baendorf’s business success by working closely with business
unit leaders to identify workforce skill gaps and deliver learning to address those
gaps. TM provides professional development for individual contributors (through
workshops and e-learning), management and leadership development, employee
climate surveys, performance management, competency and capability
development, high potential accelerated development, team building and general
consulting for OD and learning initiatives.
GROUP MEMBERS
Michelle is the group leader, with over 12 years of experience at Baendorf in HR
and OD functions. From the Big Five model of personality (Ro
ins, Judge, Millett,
& Boyle, 2011, p. 86), Michelle displays high levels of extraversion and low levels of
agreeableness. For example, Michelle enjoys interacting with Baendorf managers
and leaders at leadership workshops, often late into the night, yet she has
described herself as ‘haughty’. Michelle’s Myers-Briggs Type Indicator is ENFP,
extraverted intuition with introverted feeling (Briggs Myers, XXXXXXXXXXHer strong
preference for Perceiving makes her spontaneous and open to new options
(Kroeger, Thuesen, & Rutledge, 2002), yet with low attention to detail and follow
through. For example, Michelle as leader develops the strategic goals for the group
3
each year (an example of goal setting theory in action (McShane, Olekalns, &
Travaglione, 2010, p. 182), but asks each team member to build detailed project
plans to support execution. In terms of four-drive theory (drives to acquire, bond,
learn and defend) (Lawrence & Nohria, 2002), Michelle has a strong acquisition
drive, seeking to achieve status and recognition at Baendorf. Michelle’s decision
style is Directive and somewhat Analytic (Rowe & Boulgarides, 1992), in keeping
with her personality style of high extraversion and high openness to experience.
For example, Michelle needs substantial amounts of supporting data and analysis to
accompany a decision, but once made, she will exert her control firmly. Turning to
emotional intelligence, Michelle shows high degrees of commitment (defined by
Goleman (1998, pp. 26, 188)), frequently talking about Baendorf’s vision and
energising the team towards these goals.