OB Dimensions of Motivation, Teamwork, and Organizational Structure in Al Ghandi Auto Group - Case Study Example

OB Dimensions of Motivation, Team Work, and Organizational Structure in a UAE Company Name Institution OB Dimensions of Motivation, Teamwork, and Organizational Structure in a UAE Company Organization behavior (OB) refers to the exploration or examination of the way people interact within groups. In normal instances, such investigations are applicable in attempts to create efficiency and effectiveness in the delivery by different business entities. The central aspect of the organizational behavior is the application of the scientific approach in the management of the workers or employees in addressing the demands and expectations of the target audiences. In the development of this essay, the focus will be exploration of three critical dimensions of OB with reference to motivation, teamwork, and organizational structure. Motivation At the workplace, motivation refers to the level of desire workers or employees feel to perform or execute their goals and targets regardless of their level of happiness. Evidently, employees who are adequately motivated have the tendency to perform in the course of increasing the level of productivity, more engagement, and increased investment in their work. The ability of the employees to feel the desired motivation is critical in enabling them to address their responsibilities and roles. It is the obligation of the management practitioners to engage in motivation of the employees to execute their jobs effectively and efficiently. This is through integration of the concept of motivation in management, which refers to the process by which managers encourage employees to produce and improve their expertise in addressing the demands and expectations of the consumers (Ankli & Palliam, 2012). The measurement of an effective leader depends on his or her ability and potentiality to motivate employees appropriately. From this perspective, this should be one of the key performance indicators for managers and leaders in pursuit of competitive advantage and sustainability. In the modern society, it is essential to note that most employees need substantive motivation with the intention of feeling good regarding their jobs while performing to their potential. In other instances, employees might need financial resources to experience the desired motivation (Njoroge & Yazdanifard, 2014). On the other hand, employees might require recognition and rewards as motivational tools in pursuit of improved performance and image, as well as reputation of their companies. Categorically, motivation tends to have direct implications on the productivity of the employees at the workplace. Employee motivation is one of the challenging issues for the leaders and managers in the modern society. Teamwork Another dimension of organization behavior is the teamwork. This refers to the approach by group of people to work collaboratively in pursuit of a common goal. In the midst of highly competitive industries, teamwork has been a critical aspect of business entities or corporations. Scientifically, it is necessary for the workmates to work well and effectively together with the platform to offer their best in all circumstances (Anantatmula & Shrivastav, 2012). Teamwork provides the platform for the people to maximize the opportunity through cooperating while exploiting their individual skills. Additionally, teamwork is valuable in enabling employees to offer constructive feedback regardless of the potential conflicts among the employees in pursuit of competitive advantage and sustainability. HRM practitioners believe that teams do not work effectively and efficiently without teamwork. From this perspective, teamwork is critical in the achievement of success of all businesses. Teamwork is ideal in the generation of new ideas to transform the business operations and transactions through interjection of new, as well as fresh ideas to achieve success in the highly competitive universe. Moreover, teamwork is also valuable in enabling business entities to solve diverse problems. Collaboration within diverse groups can facilitate generation of solutions to specific issues and problems. Besides, teamwork creates the opportunity for the aspect or essence of brainstorming for the business entities to have the chance to exchange ideas while coming up with creative approaches in pursuit of competitive advantage. Teamwork is critical in the building and construction of the morale among the workers, thus, platform for improved level of performance and volume of revenues at the end of the financial period. Organizational Structure The third dimension of OB is the organizational structure. This refers to the system highlighting the hierarchy within the organization. The organizational structure plays a critical role in the course of defining each job, diverse functions, duties, and where practitioners report to within the company. The approach is critical in ensuring effective and efficient interactions among the organizations in pursuit of sustainability and competitive advantage. There are various types of organizational structure. Some of the organizational structures include traditional hierarchy, flatter organizations, flat organizations, flatarchies, and holacractic organisations (Chuang, Jackson, & Jiang, 2016). Business entities focus on the utilization of the organizational structures to facilitate improved effectiveness and efficiency in the delivery of quality services and products. Organizational structure plays a critical in determining promotions and mode of communication. Additionally, organizational structure is valuable in enabling conflict management in diverse levels of management. This dimension of OB is valuable in the minimization of the costs, which might arise from inefficiencies in communication in diverse levels of management. Overview of the Company Al Ghandi Auto Group is one of the prominent business entities in the context of Dubai, UAE. The company operates in the private sector as an automotive corporation providing employment for more than 1000 employees across 12 locations in the UAE. Al Ghandi Auto did begin in the UAE with the objective of offering or generating excellent automotive products, as well as services in the course of addressing the needs and expectations of ambitious and diversified population. The goal of the company is to empower people throughout the region with the intention of reaching out, as well as connecting. The organization aims at improving customers’ lives through provision of the best offers regarding support, services, and products. The institution has been in existence for more than 40 years, thus, the platform to grow towards becoming one of the largest automotive industry organizations within the context of the Middle East region. The institution has 7 divisions aiming at offering automotive and industrial machinery and equipment, leasing and rental services. Analysis of Motivation in Al Ghandi Auto Group In the case of Al Ghandi Auto Group, there has been the development of a unique culture facilitating creation of a great working environment, as well as a positive energy in which workers feel that it is more than a job. Employees have the tendency to feel as being part of the extended family. Evidently, such employees at all levels are able to share their ideas, feedback, and suggestions with the management team freely. The environment has been crucial in enabling embracing of the cultural diversity among the owners, management, and employees seeking to participate together in diverse contexts such as marathons, sporting activities, and family days. Additionally, the institution has been critical in integrating or adopting robust training program to facilitate achievement of the highest standards of performance, expertise, and service levels. The approach is valuable in facilitating fulfillment of the career goals of the company (Great Place to Work, 2016). The organization has also focused on the integration of a transparent grading structure, as well as annual salary review and appropriate reward scheme for each employee. With these aspects, the organization has been able to maintain the achievement of the highest levels of employee engagement, as well as low turnover. From the above illustration, it is ideal to demonstrate that the organization aims at motivating employees to achieve their goals and targets. This is through creation of quality working environment, as well as effective reward and compensation schemes. These approaches are critical in the improvement of the level of performance of the employees in pursuit of competitive advantage and sustainability. The elements of motivation enhance commitment levels of the employees to maintain high levels of products and services in enabling the organization in question to achieve its mission and vision. Analysis of Teamwork in Al Ghandi Auto Group In the achievement of the goals and targets of the company, the institution has focused on the utilization of six critical values: teamwork, integrity, customer-focus, respect, accountability, and social responsibility. In this context, teamwork is of great importance to the documentation of this research paper. In the aforementioned statement, teamwork refers to the approach in which group of people collaboratively work together in pursuit of a common goal and target. Al Ghandi Auto Group plays a critical role as one of the UAE entities in the global context. The company has been able to have 13 companies across the world, thus, the platform for maximization of the revenues and profit levels at the end of each fiscal period. Teamwork has been crucial in enabling Al Ghandi Group to achieve its goals and targets. In the first instance, teamwork has been the basis of innovation through brainstorming on the new ideas and concepts in satisfying the demands and expectations of the consumers. Categorically, teamwork in diverse divisions of the organization contributes to the realization of the common goal of the company, which is provision and delivery of quality services and products in the automotive industry. Analysis of Organizational Structure in Al Ghandi Auto Group With more than 40 years of experience in the automotive industry, Al Ghandi Auto Group has been able to grow from the family-run, as well as locally owned business dealer to represent more than 20 manufacturers. The institution has been able to operate in numerous locations across the Middle East, as well as East Africa (Scott & Davis, 2015). In these regions, the company has been able to offer high-quality services and products from excellent automotive brands. In addressing the organizational needs and expectations of the consumers, the company has focused on the adoption of a vertical organizational structure. At the helm of the leadership is the General Manager. The general manager has the obligation to oversee the operations and transactions of the organization in pursuit of the mission and vision at the end of the fiscal period. Below the general manager, there are departmental managers overseeing the operations and activities of the departments in pursuit of the common goal and mission of the company. Below the departmental entities, there are ordinary employees seeking to provide quality services and expertise in the maximization of the revenues and profit levels in the highly competitive industry. Recommendations From the motivational perspective, the organization should consider improving the salaries or wages of the employees as a motivational factor. The approach will provide the platform for the employees to improve their living conditions while improving their level of performance in pursuit of competitive goals and targets. Moreover, there is need for the company to consider integration of work-life balance among the employees to facilitate the achievement of the goals and targets at the end of each fiscal period. In the second instance, the organization should consider integration of diverse recommendations on the issue and role of teamwork in accordance with the demands and expectations of the target audiences (Miner, 2015). Firstly, it is crucial for the company to consider improvement of the efficiency of the teams through delegating substantive decision-making on the issues concerning creativity and innovation in accordance with the demands and expectations of the company. Additionally, it is critical for the organization to organize and integrate team-building mechanisms such as vacations for the teams with the objective of improving their effectiveness and efficiency in the achievement of the common goals and targets of the company. In the third instance, it is appropriate for the organization to consider utilization of a more horizontal organizational structure across the divisions or entities for efficiency and effectiveness in the service delivery. Implications of Recommendations From the above presentation, the recommendations will have enormous implications on the image and reputation, as well as performance of the company in pursuit of the goals and targets. For instance, integration of work-life balance will be essential in ensuring that employees or workers are fresh to engage in the adoption and implementation of new ideas. Additionally, motivational tools will be vital in the improvement of the level of performance, as well as commitment of the employees towards the achievement of the mission and vision of the company (Armstrong & Taylor, 2014). On the other hand, team-building approaches will be valuable in ensuring that organizations achieve their goals through increased brainstorming, as well as freshness among the teams. In the aforementioned statement, teams provide platforms for the generation of new or fresh ideas for innovation. The approach proves to be critical in the improvement of the harmony among the team members seeking to work collaboratively in pursuit of the mission and vision. Moreover, it is possible for the teams to work in accordance with the set values or core principles for effectiveness and efficiency in the maximization of the revenues and profit levels at the end of each fiscal period. Alternatively, transformation of the organizational structure will enable the company to improve its communication efficiency while tailoring its operations to the needs and expectations of the consumers in diverse locations across the world. Conclusion Conclusively, the research paper sought to explore three critical dimensions of OB with reference to motivation, teamwork, and organizational structure. In the course of achieving this goal, the paper sought to focus on the Al Ghandi Auto Group as one of the prominent business entities in the context of Dubai, UAE. The company operates in the private sector as an automotive corporation providing employment for more than 1000 employees across 12 locations in the UAE. Evidently, it is critical to highlight that the company has played a critical role in incorporating these dimensions of the organizational behavior (OB) in pursuit of competitive advantage and sustainability. References Al Ghandi Auto Group Website, http://www.alghandi.com/ Anantatmula, V. S., & Shrivastav, B. (2012), “Evolution of project teams for Generation Y workforce,” International Journal of Managing Projects in Business, 5(1), 9-26. Ankli, R. E., & Palliam, R. (2012), Enabling a motivated workforce: exploring the sources of motivation,” Development and Learning in Organizations: An International Journal, 26(2), 7-10. Armstrong, M., & Taylor, S. (2014), Armstrong's handbook of human resource management practice, Kogan Page Publishers Chuang, C. H., Jackson, S. E., & Jiang, Y. (2016), “Can knowledge-intensive teamwork be managed? Examining the roles of HRM systems, leadership, and tacit knowledge,” Journal of management, 42(2), 524-554. Great Place to Work, (2016), Al Ghandi Auto Group came 14th Place in the Great Place to Work Awards Ceremony on the 8th of March 2016, Jumeirah Zabeel Saray http://www.alghandi.com/news/al-ghandi-auto-group-great-place-to-work/ Miner, J. B. (2015), Organizational behavior 1: Essential theories of motivation and leadership, Routledge Njoroge, C. N., & Yazdanifard, R, (2014), “The impact of social and emotional intelligence on employee motivation in a multigenerational workplace,” International Journal of Information, Business and Management, 6(4), 163 Scott, W. R., & Davis, G. F. (2015), Organizations and organizing: Rational, natural and open systems perspectives, Routledge Read More