The Role of Organizational Behavior at Royal Jordanian Airlines Company - Case Study Example

Role of workplace conduct: Case Study of Royal Jordanian Airlines Company (Name) (University) Contents Executive summary 3 Introduction 3 Literature Review 4 An Overview of Royal Jordanian Airlines Company 8 Research Questions 8 Research Objective 9 Methodology 10 Methods of Data Gathering 10 Sampling 12 Data Sources 13 Proposed Procedures for Gathering, Safeguarding and Protecting Data 13 Ethical consideration 14 Analysis of Data 14 Pilot Study 15 Proposed Timeline 16 References 17 Patel, D. (2012). Contributing Disciplines to the OB Field - Foundations of Organizational Behavior. 18 Management Haven 18 Appendices 19 Appendix I: CONSENT FORM 19 Appendix II: REQUEST LETTER 20 Appendix III: QUESTIONNAIRE 21 Appendix IV: FOCUS GROUP: INTERVIEW 23 The role of organizational behavior on the work performance and productivity of an organization: A Case Study of Royal Jordanian Airlines Company Executive summary The productivity of an organization is directly affected by the workplace behavior found in the particular organization. The historical perspective of the productivity of employees has always been mistakenly related to the pay that they receive. The engagement between the organization and the employees, particularly the immediate environment, greatly influences how well employees perform in their jobs. The study will adopt a case study as the research design. This design is suitable as it addresses the major objectives and study questions identified for the research. It provides the means of observing, measuring and describing major variable identified at the beginning of the study and that relates to the institution. The researcher will use questionnaires as a tool for gathering data from the field. The researcher will obtain data both from primary and secondary sources. The primary sources will involve the data that is actually gathered from the field through the use of questionnaires and interviews then the secondary will be obtained from secondary sources such as books, journals and articles to build on the literature that is used in the study. The data will be coded, edited for completeness; tabulated and then analyzed using descriptive statistics such as charts, columns and tables. Introduction In the recent years, the structural formation in organizations has undergone remarkable transformation in terms strategic change, economic change and technological changes (Benn et al, 2014). Despite these transformations, one of the more aspects that are compelling in organizations is the social psychology that surrounds the personnel in an organization. Global competition has greatly increased, together with consolidation and innovation, thus affecting the behavior found in organizations (Osibanjo et al, 2013). The productivity of an organization is directly affected by the workplace behavior found in the particular organization. The historical perspective of the productivity of employees has always been mistakenly related to the pay that they receive (Alvesson, 2015). With changing outlooks in many sectors of the organizational environment the aspect of salary alone is currently not enough to ensure that employees are productive and that they perform competently in their areas of work (Alvesson, 2015). Research has shown that pecuniary motivation such as increment in salaries and bonuses for performances have an effect that is limited and short term. The workplace environment of employees is the fact that greatly affects their performances and their productivity (Robbins et al, 2013). The engagement between the organization and the employees, particularly the immediate environment, greatly influences how well employees perform in their jobs (Mone, 2014). This relationship between the workplace environment and the employees additionally affects the extent of errors made by the employees, their innovation levels, collaboration with their colleague and the time that the employees are able to maintain or stay in their jobs. This research will treat managers as the major stakeholders in the study as they are the people who are most involved with decision making in organizations and their implementation. Managers are additionally involved in the management of organizational affairs and possess knowledge that is first hand in the processes that deal with improvement of affairs in the organization. Literature Review Organizational behavior involves the effect of individuals, a group and the structure within an organization (Robbins et al, 2013). It is mainly concerned with employment related matters and encompasses communication, perceptions, work design and work stress. The concept of organizational behavior has served to help managers through providing challenges and opportunities for means to provide productivity through the increasing employee satisfaction (Robbins et al, 2013). The study of the behavior offers guidance where managers can provide a work climate that is ethical thus improving the prediction of behavior. The aspect of behavior stems from other related disciplines such as psychology, anthropology, political sciences and social psychology (Sherif, 2015). It also stems from increased diversity, as with globalization trending in organizations there are different employees from different backgrounds. A positive management of diversity is suitable in increasing creativity and innovation among different institutions. One business that has greatly invested in diversity is the Intercontinental group of hotels. The company is committed working with their partners and suppliers in order to meet the needs of the organization, the brand, the owners, their hotels and their guests. Employees in Intercontinental are from very diverse backgrounds and this has helped the organization grow through their involvement and the skills that they impact. There are several imperative concepts which are connected with the aspect of organizational behavior. All these concepts stem from the nature of people. There is the law of individual differences which suggests that all people are different from each other in terms of their character, personality, backgrounds, perceptions, experiences and their beliefs (Izard, 2013). This aspect introduces a wide diversity among individuals and should managers recognize and study it well then they can be able to utilize the adverse difference as an asset. Perception has basically been defined as the unique and indistinguishable way in which a single person sees and interprets information based on their differences that result from their background (Beehr, 2014). Every individual has a particular way in which they react to an objective world. These reactions are mostly based on the beliefs of the particular person, their values and expectations. These reactions tend to lead to people reacting to things that they feel only influence them and respond to their expectations. This is referred to as selective perception. Selective perception may involve individuals misinterpreting information thus leading to creation of barriers (Beehr, 2014). Given the aspect of perception, there is the need for managers to recognize differences that are perceptual among their employees since it is one very big challenge faced in organizations (Moran et al, 2014). It is a basic fact that people function as total human beings. Their entire make up; mental, social, spiritual and physical is what the employer will get from and individual employee. This means that no single part of the person can be left behind. The manager has to employ the whole human being, not simply the characteristics. The outside life of an employee has a way of getting into their work life, sometimes known as the spillover effect. The management thus has the responsibility of developing the whole employee (Scott, 2015). This results to an individual that is well grown and has achieved fulfillment. The ultimate effect is that the whole organization benefits and the society as well. Microsoft is one of the companies that has invested in developing its employees wholly and was voted among the world’s greatest places to work in due to their interest in the growing of their employees (Cunningham, 2013). The behavior of and among individuals is guided by what they need and consequences of their previous, present and anticipated actions (Giddens, 2013). Inasmuch as peer pressure highly motivates individuals to act in a certain way, people’s motivations are highly influenced by their wants. Motivation of employees in an organization is very essential but still remains one very huge challenge faced by mangers.The desire for involvement among employees is one key organizational behavior concept that needs careful observation (Mowday, 2013). Most employees apply and join organization hoping to be involved in the processes of the company such as the making of relevant decisions and contributing through the use of their talents. The management thus needs to provide an avenue and opportunities where employees can provide their insight thus giving a leeway for meaning full involvement. The importance of organizational behavior is seen in how it helps the managers of an organization observe and study the behavior of individuals within an organization (Miner, 2015). It additionally assists the managers to comprehend the complexities that are found in the interaction processes of individuals in an organization. An understanding of these complexities helps to pair and divide co workers and also to resolve any arising conflict. Apart from the comprehension of complexities, organizational behavior provides a valuable opportunity for managers to examine the various dynamics of relations within groups, whether formal or informal (Harper, 2015). During the coordination of efforts in organizations, the merging of groups creates valuable opportunities for managers to study and correct organizational behavior among employees. Productivity is basically defined as efficiency in the process of production (Scott, 2015). It is additionally viewed as the amount of output that is gained from a certain set of input. As earlier mentioned, there is a mistaken impression that employee productivity is as a result of the compensation package that they receive. From recent studies, one assumption that is extensivelyacknowledged is that a workplace environment that is conducive motivates employees to produce better. The environment in the office is usually described in a physical nature or a behavioral nature (Buckworth, 2013). Naturally, the physical environment and the social environment in an organization affect the behavior of the workforce in theirplace of work. It has been disputed that designing the physical environment of the workplace around employee needs results to maximization of productivity and satisfaction (Sanford, 2015). There is the possibility of creating workplaces that are innovative in order to encourage sharing of information and networking. This innovative workplace surpasses job boundaries as employees are able to communicate freely across different department but still with the respect that every personnel deserves whether they are of a higher rank or a lower one. The modern work environment consists of a technological layout filled with computers and machines and furniture that has been technologically invented thus making the office seem more mechanical (Ellis, 2012). The design thus needs to incorporate features that are both informal and formal to make the workspace conducive for employees. This means the interaction of various functions, disciplines, privacy, formalities and informalities. The provision of adequate facilities to employees serves to create greater employee commitment and productivity. Employees view the work environment from different perspectives. An instance is the safety perspective which greatly impacts on the employees. The worker also seeks to know whether it is possible to grow in the workplace thus motivating them to work in that particular environment. A research done by Roelofson (2002) suggests that an improvement in the working environment of an organization leads a decrease in the number of complaints that are presented and also absenteeism. This further result to improved productivity. The inside environment of an organization has the greatest effect on productivity as it is directly related to work stress or work fulfillment and work satisfaction or work dissatisfaction (Pinder, 2014). In the current century, companies have taken a different approach that is strategic n the management of the work environment. These approaches are helpful in enhancing productivity as the level of performance is also improved. The rate of satisfaction of employees in an organization directly relates to performance in terms of profitability and productivity. The interaction between work and the place of work, the tools used for work and the work layout and the employees helps to maximize productivity (Cummings, 2013). The management should centre on maximization of productivity through the motivation of individual employees and focusing on the infrastructure of the work environment. An Overview of Royal Jordanian Airlines Company The Royal Jordanian Airline Company, located in Amman, Jordan is the leading carrier airline in Jordan. It services four continents and is an official member of the organization of Arab Air Carriers. The company was started on the 6th day of December the year 1963. The operations began in the company nine days later. Initially, the company served Cairo, Kuwait and Beirut but is currently serving throughout four continents. The company currently has four types of airbuses, one Boeing 787 and two Embraers. The company’s cargo operates in Europe, Africa, Middle East and North America. The airline service has invested heavily in training its crew and has a facility particularly for training in Amman. Royal Jordanian Airline Company is a huge believer of open communication among its employees. The staff is able to talk openly about their issues and give their suggestions to the management. There is a compensation program that aims to motivate the employees. The rewards to the employees are performance based. Overall, the company believes that their employees are heir greatest asset thus the company makes sure that they have satisfied employees. Research Questions The research utilized the following questions. 1. What is the role of organizational behavior on work performance in an organization? 2. What is the role of organizational behavior on the productivity of an organization? The following diagram explains organizational behavior as a study, its contribution, the unit of analysis and the output. Source: Patel, (2012) Research Objective The objectives of the research were: 1. To determine the role of organizational performance on work performance in an organization. 2. To determine the role of organizational performance on the productivity of an organization. Methodology The study will adopt a case study as the research design. This design is suitable as it addresses the major objectives and study questions identified for the research. It provides the means of observing, measuring and describing major variable identified at the beginning of the study and that relates to the institution. The advantage of adopting a case study research is that all the population elements have a chance of being included in the sample size. The use of randomness or probability will enable the researcher generalize about the population sample and allow the elements to self-select themselves. The study will also use quantitative methods of gathering data because some of the data collected will be numerical in nature thus assisting the researcher to acquirecomprehensive and precise data. The study will involve collecting data from several individuals and finally the evaluation of the entire information. Qualitative research will also be in use in the study to provide for the focused group. The amalgamation is very helpful as the answers may provide slight variations from which the researcher will be able to make the conclusions. Methods of Data Gathering The researcher will use questionnaires as a tool for gathering data from the field. Suen (2014) defines questionnaires asinformation gathering procedure that permits system analysts to gather attitude, feeling, behaviors and distinctiveness from several key people in an organization who may be affected by the existing and projected system. A questionnaire can also be said to be a list of questions prepared before hand and given or sent out to respondent to answer in their own time and at their own convenience. The questionnaire can either be structured or unstructured. A structured questionnaire consists of closed questions and open-ended questions strictly worded and presented in a definite order. An unstructured questionnaire has no strict wording or predetermined order. In this research, a number of questionnaires were distributed at random to members willing to fill them. Advantages: They can be administered to many people almost simultaneously. The questionnaires were distributed quickly and easily to all the targeted respondents, saving the research time. They are easy to compare and analyze. Because of the structured arrangement of the questions, it was easy to compare up with accurate conclusion. They are inexpensive to administer. Little expense was incurred through the whole process only printing expenses were incurred. Disadvantages: It is difficult to code the open ended questions during data analysis. The responses are written into the questionnaire and due to ineligiblehandwriting some responses are difficult to decipher. Data will be collected in the study using closed –ended and open-ended questionnaires and. The researcher will design questionnaires on the topic of the role of organizational behavior on work performance and productivity in an organization. The questionnaires will be hand- delivered and others delivered through mail and the responses obtained the following day. The closed- ended questionnaires will be used in order to avoid irrelevance. The open-ended questionnaire will also be used in order to allow freedom of expression by the respondents. The researcher will use questionnaires because it covers a bigger population. It is also economical, ensures confidentiality of the respondents and it is free from investigation bias. The researcher will also use focused group discussions as a method of collecting data. Bryman (2015) explains that a focus group uses well prepared, semi-structured or amorphous interviews. It allows the researcher to query several individuals methodically and concurrently. The researcher will additionally use probability sampling to choose the participants for the discussion. A focused group discussion guide will be used so as to aid the researcher in administering the topic of the role of organizational behavior on the work performance and productivity of an organization. The following are advantages and disadvantages of focus group discussions. Advantages The modus operandi is a socially focused study method capturing authentic life data in a social atmosphere. It has face validity It has flexibility It has a prompt outcome It costs less Disadvantages Focus group discussion gives the researcher less control than individual interviews The data that is gathered is complex to examine The moderators of the discussion need to have special skills The difference that exists between groups can cause confusion Sometimes he assembly of groups is difficult. The discussions must be carried out in an environment that is conducive. Sampling A sample consists of a sub unit of a particular population and possesses features that are similar to the population itself. It is basically a representative of the given population. The results that are acquired from the observation of the population and conclusions drawn are taken to fully represent the population. A sample is considered to represent the entire population if the results that are obtained are shown to be similar to those of the whole population should an entire study have been done. The two different approaches used in the determination of the sample size are specification and weighing of statistics. The first approach gives a specification of the precise estimate that is desired then determines a sample size that is necessary to ensure the estimate. In the second approach, Bayesian statistics are utilized to weigh the cost of any information that is additional vis-à-vis the value that is expected from the additional information. In the first approach, there exists the possibility of giving a mathematical explanation but its limitation is that the cost of gathering information compared to the information value is not analyzed. In the second approach, there is a huge difficulty in measuring the value of information thus this approach is rarely used. The study will use a sample of 200 employees from Jordanian Airline Company and 8 managers from the same company. This sample was reached upon as the researcher determined to be a perfect representative for the whole company. The 200 employees from the airline company will be given questionnaires while 15 employees will play a part in the focus group discussion. The 8 managers will also take part in the focus group discussion in groups of two and the employees in groups of three. Data Sources The researcher will obtain data both from primary and secondary sources. The primary sources will involve the data that is actually gathered from the field through the use of questionnaires and interviews then the secondary will be obtained from secondary sources such as books, journals and articles to build on the literature that is used in the study. The results acquired in this study will greatly affect organizations especially those interested in investing in their employees and maximizing the growth of the organization through employee motivation. Proposed Procedures for Gathering, Safeguarding and Protecting Data The data acquired during the study will not be exposed to anyone except the researcher and the supervisor. The data will additionally not be used for any other purposes except for the nature of the study. The researcher will be solely responsible for guarding the data provided by the participants. Ethical consideration The study involves collection of data on organizational behavior and the productivity and performance among employees. The following are ethical issues that are anticipated and how they will be dealt with. Competence Boundaries The researcher will be prepared to study and be supervised and consult in order to get the expertise to carry out a research of good quality. Informed Consent The researcher will provide the respondents full information on the subject of the study. The consent of the managers and employees to participate in the study will depend on the organizational agreement, protocol and administration. Privacy, Confidentiality and Anonymity The information provided by the respondents is subject to confidentiality as no names will be required on the questionnaires. Research Integrity and Quality The study will be conducted carefully and thoughtfully with regards to the standards of research under the school’s requirement and supervision by selected lecturers. Analysis of Data The data will be coded, edited for completeness; tabulated and then analyzed using descriptive statistics such as charts, columns and tables. This is a suitable method for the study because it gives the findings as revealed in the field research, having used the study instruments adequately. Data will be presented graphically in charts, frequency tables and percentage graphs after which interpretations will be made. Pilot Study The two main psychometric characteristics of measuring instruments are reliability and validity. Validity is the ability of the research instruments to measure and generate the intended or desired results of the study (Schwab, 2013). Due to the latent state of the aspects under study, there is a supposition involved between the indicators that can be observed and the construct aimed for measurement (Schwab, 2013). There are various methods to the rationale of instruments and the three main ones are construct validity, condition linked validity and content validity. Content validity looks at the possibility of the entire substance of a theoretical classification being recognized in the measure. An abstract characterization is a space, holding thoughts and impressions, and the indicators in a measure should test all the ideas in the definition. In the validity that is criterion related, a sign is measured up to with an added determinant of the same assemble in which the researcher has assurance. There exist two categories of decisive factor validity. Concurrent validity is where the principle available s present in the current while prognostic validity, otherwise known as predictive validity is where the condition variable is not to subsist until later. Construct validity is centered around theoretical expectations and the degree to which a measure conforms to them. Any quantity subsists in some speculative framework, and hence ought to project a relationship with other makes which can be envisaged and construed within that perspective (Schwab, 2013). Reliability is a fundamental conception in depth. It principally stands for stability. There are two main features to this steadiness, consistency over time and internal consistency (Schwab, 2013). Consistency over time or constancy of measurement over time is usually articulated in the inquiry: if the similar apparatus were given to the similar individuals, under similar state of affairs, yet at a dissimilar time, to what degree would they get the identical scores? To the extent that they would, the measuring instrument is reliable. To the point that they would not, it is untrustworthy. Steadiness over time can be straightforwardly appraised, under certain conditions, by management of the same instrument at two points in time. This is known as the test retest reliability and requires two directions for the provision of the measuring instrument (Schwab, 2013). Internal reliability relays the impression indicator design of measurement. Since numerous items are used to surmise the stage of the latent trait, the question raises anxiety to the degree to which the items are dependable on each other or all working in the same direction as intended. In order to ascertain that the questions asked by the researcher are understood, the request to pilot the study is made. In addition, piloting ensures that the questions actually follow a logical sequence. The researcher will distribute questionnaires among participants for the pilot study. Proposed Timeline The research will be carried out for three weeks, from the 25th of May to the 14th of June. References Alvesson, M., &Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge. Beehr, T. A. (2014). Psychological Stress in the Workplace (Psychology Revivals). Routledge. Benn, S., Dunphy, D., & Griffiths, A. (2014). Organizational change for corporate sustainability. Routledge. Buckworth, J. (2013). Exercise psychology. Human Kinetics. Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning. Cunningham, P., &Fröschl, F. (2013). Electronic business revolution: opportunities and challenges in the 21st century. Springer Science & Business Media. Ellis, C. A., &Naffah, N. (2012). Design of office information systems. Springer Science & Business Media. Giddens, A. (2013). The consequences of modernity. John Wiley & Sons. Izard, C. E. (2013). Human emotions. Springer Science & Business Media. Harper, C. (2015). Organizations: Structures, processes and outcomes. Routledge. Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mone, E. M., & London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. Routledge. Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing cultural differences. Routledge Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.. Osibanjo, O. A., Adeniji, A. A., &Abiodun, J. A. (2013). Organizational change and human resource management interventions: an investigation of the Nigerian banking industry. Serbian Journal of Management, 8(2), 139-154. Patel, D. (2012). Contributing Disciplines to the OB Field - Foundations of Organizational Behavior. Management Haven Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisationalbehaviour. Pearson Higher Education AU. Roeloelofsen P.(2002). The impact of office environments on employee Performance: The design of the workplace as a strategy for productivity enhancement. Journal of Facilities Management; 1 (3), ABI/INFORM Global pp. 247 – 264. Sanford, J. A., & Stark, S. (2015). Universal Design as a Workplace Accommodation Strategy. In International Handbook of Occupational Therapy Interventions (pp. 363-379). Springer International Publishing. Suen, H. K., &Ary, D. (2014). Analyzing quantitative behavioral observation data. Psychology Press. Scott, W. R., & Davis, G. F. (2015). Organizations and organizing: Rational, natural and open systems perspectives. Routledge. Schwab, D. P. (2013). Research methods for organizational studies. Psychology Press. Sherif, M. (2015). Group conflict and co-operation: Their social psychology (Vol. 29). Psychology Press. Appendices Appendix I: CONSENT FORM Consent: To participate in sharing of your experience on the role of organizational behavior on work productivity and performance in organizations by filling the questionnaire provided. Purpose of Study: I am conducting a study in order to learn about the role of organizational behavior on productivity and work performance in organizations. By knowing the role of organizational behavior on these two aspects the researcher will be able to address the management of organizational behavior to benefit organizations. What participation Involves Should you accept to join in the study, you will be required be given a questionnaire whereby you will answer questions thereon and so share your knowledge on the issue. Confidentiality All information collected will not require giving of your name. Rights to withdraw and Alternative The decision to participate in this research is entirely optional. You can opt to discontinue partaking in this research study at any given time. This is regardless of whether you have already ascertained your consent. There will be no penalties or denial of benefits accrued and which the participants are at liberty to receive should they withdraw from the exercise. Signature……………………………… Date……………………………………. Appendix II: REQUEST LETTER Dear sir/madam, Re: Research Questionnaire This questionnaire is part of a research project. The questionnaire is focused on the role of organizational behavior on the productivity and performance in organizations The survey process will be austerelyclassified and data collected from this research will be presented only asamassed information. Information given will be tabulated and remain confidential. Please provide your answer by selecting the necessary box or giving a written answer where applicable. Yours faithfully, ……………………….. ……………………….. Appendix III: QUESTIONNAIRE 1. Age _______________________________ 2. Gender_____________________________ 3. Industry____________________________ 4. Which of the following best describes the preference of employee involvement in your organization? a) Being present b) Being productive c) Being present and productive d) Being present whether productive or not 5. Based on your opinion, how often do employees in your organization: a) Attend work when they are unwell i) Always ii) Often iii) Occasionally iv) Never b) Remain at work even with no work to do i) Always ii) Often iii) Occasionally iv) Never c) Stay late at work even if they are not productive 6. In your opinion, what are the factors that impact negatively on employee productivity in your organization? a) The absence of accountability b) The lack of individual and organizational goals c) The absence of motivation d) Changes within the organization e) Other _______________________________________________________ 7. State your level of agreement or disagreement on the following statements Strongly disagree Disagree Neither agree nor disagree Agree Disagree a) My work provides me with a feeling of accomplishment b) I am always encouraged to be innovative in my work c) I have the resources I need to work well in my organization d) Our organization has an effective way of ensuring communication e) I have my goals well defined as well as full comprehension of the organizational goals f) I understand clearly that my company values diversity and I respect the differences I see in my coworkers and hope that they appreciate me as well g) I am satisfied with my job and working in this company Appendix IV: FOCUS GROUP: INTERVIEW 1. Age _______________________________ 2. Gender_____________________________ 3. Industry____________________________ 4. Do you think that the organizational behavior of a company affects the work performance of a company? ___________________________________________________________ 5. Do you think that the organizational behavior of a company affects the productivity of employees in a company? _________________________________________________ 6. How would you describe the organizational behavior of your company? Read More