Organizational Behavior Dimensions of Motivation - Shell UAE - Case Study Example

OB Dimensions of Motivation Name Institution Introduction Organizational Behavior refers to the field of study aiming at evaluating the implications individuals, groups, and structures have on the behavior within the organizations (Adler & Gundersen, 2007). The objective of OB is to facilitate identification and acquisition of knowledge towards improvement of the effectiveness and efficiency of the organization in the highly competitive industry in the modern society. The OB tends to have diverse dimensions. In the development of this research, the focus will be on exploration of the three critical dimensions of OB: motivation, teamwork, and organizational structure in accordance with an UAE company. Categorically, the research paper will explore the existence or practices of these dimensions with reference to the case of Shell UAE. Motivation In the modern society, employees are critical components for the business entities seeking to maximize their goals and targets at the end of each fiscal period. This has led to the documentation of various strategies to facilitate motivation of the workforce. It is the obligation of the management practitioners to motivate employees at the workplace to enable maximization of the revenues and profit levels at the end of each fiscal period. Motivation refers to utilization of the internal and external factors with the objective of stimulating desire, as well as energy among employees to demonstrate continual interest and commitment in pursuit of the organizational goals and targets (Schunk, Meece, & Pintrich, 2012). Various psychological and HRM practitioners have focused on the documentation of numerous theories in exploring the role, influence, and importance of motivation at the workplace. Some of the notable theories of motivation include Douglas McGregor’s theory Y, Frederick Herzberg’s two-factor motivation hygiene theory, Maslow’s hierarchy of needs, and McClelland’s achievement motivation. In the assessment of these theoretical perspectives, it is ideal to demonstrate the fact that motivation is one of the critical elements in enabling the organizations to achieve their goals and targets through increasing productivity and performance of the employees. Teamwork One of the critical aspects in pursuit of competitive advantage is teamwork. Teamwork refers to the strategy by which group of employees work collaboratively together in pursuit of a common goals or target. In most organizations, effective leadership should aim at exploitation of the teams through creation of conditions allowing ideas and people to flourish, come together, and performing in pursuit of the goals and targets. Teamwork provides the opportunity for the organizations to adopt and implement ideal and new ideas for innovation in pursuit of competitive advantage (Skjerve & Rindahl, 2012). For effective teamwork to happen at the workplace there is need for people to come together in the course of building relationships in pursuit of a common goal and target. Additionally, it is valuable for the individuals to flourish in the course utilizing and developing their strengths. The groups have the obligation to focus on the individual strengths while identifying the best contributions of the members in pursuit of the collective goal and target (Humphrey & Aime, 2014). Furthermore, it is valuable for the team leaders to engage in aligning the strengths of the individuals with the effective teamwork in pursuit of the meaningful results or outcomes. Integration of the theoretical models is vital in the creation of the conditions for the creative teams and happier workplace. Organizational Structure Organizational structure refers to the system or mechanism of how activities such as task allocation, supervision, and coordination aim at realization of the common organizational targets and goals. Organizational structure refers to the skeleton of the company with the ability of defining roles, as well as departments regarding functioning of the departments and alignment of the operations (Kolachi & Akan, 2014). Organizational structure provides the platform for grouping, as well as organizing an entity’s functions for effectiveness and efficiency in addressing the demands and expectations of the consumers. Evidently, organizational structure is vital in aiding effective and proficient communication through hierarchical presentation of the positions and departments across the nation. Additionally, organizational structure is critical in the realization of appropriate management of conflicts among the employees in pursuit of common goals and targets. Overview of Shell UAE Shell is one of the critical companies in the context of the United Arab Emirates. The company engages in manufacturing and marketing of diverse products such as unique range fuels, engine oils, and lubricants for business entities. Shell UAE is a global energy company aim at maximizing potential opportunities in the challenging world, thus, the platform to set high standards regarding performance, as well as ethical transactions (Hanan, Mehairi, & Zakaria, 2015). The institution focuses on the utilization of eight business principles aligned to the core values and need for promotion of trust, teamwork, openness, and professionalism in pursuit of competitive advantage and sustainability in the midst of growing aspect of global warming. The core values of the company in question integrate integrity, honesty, and respect for the people in the form of employees and consumers. The business principles are essential in the course of enabling people at the company to act in accordance with the values while complying with the relevant legislation and regulations (Fadol & Sandhu, 2013). The aim of this integrated energy company is to address the growing demand of the world on energy in sustainable manner. This is through assessment of the economic, environmental, and social implications of the practices in pursuit of the goals and targets. The strategy of the company aims at becoming the leader in the oil and gas industry through utilization of a responsible mechanism in addressing the global energy demands. Dubai comes out as the regional headquarters of the four Shell business entities in the UAE. Analysis of Motivation in the Shell UAE Shell UAE aims at utilizing HRM core values of integrity, honesty, and respect to the people. The core values include the responsibility of the company to the customers, shareholders, and employees, as well as suppliers or partners and the entire UAE society. Moreover, the company aims at creating an environment, which is secure and safe. The workplace environment aims at promoting trust, openness, professionalism, and teamwork. The company believes that retaining the confidence, as well as trust of shareholders and stakeholders contributes to continued growth and success across the UAE. Motivation is one of the critical features of the company in improving the performance of the company. In the case of Shell, the company has focused on the integration of programs aiming at health promotion in the workplace, thus, the platform to increase the level of commitment of the employees (Miner, 2015). The adoption and integration of the workplace wellness program aim at promotion of the health and prevention of diseases or injuries in pursuit of competitive advantage. Shell aims at using the program to facilitate reduction of the risk of chronic illnesses through handling risk factors while encouraging the employees to adapt their lifestyles. Transformation of lifestyles by the employees is critical in the reduction of the incidences of the chronic disease. The employee participation in the program is voluntary. Furthermore, the institution has focused on the motivation of the employees through engagement or involvement programs, thus, the platform for the employees to achieve their personal and professional or organizational goals. Shell UAE also aims at empowering employees through training and development programs, thus, the platform for the motivation of the employees in addressing the organizational goals and targets (Certo, 2015). The training and development programs align to the transformational leadership practices. Employees also enjoy substantive motivation from the core values of the company, which aim at honesty, integrity, and respect to the people. Shell UAE plays a critical role in offering competitive salaries or wages to the employees to motivate employees to demonstrate the desired commitment in addressing the growing demand for energy across the world. Analysis of Teamwork in the Shell UAE It is critical to demonstrate that the company aims at promoting trust, teamwork, professionalism, pride, and openness. From this illustration, teamwork is one of the critical factors enabling the organization to address its goals and targets. Shell UAE provides employment opportunities to various employees from different cultures in the management of the delivery of the projects, as well as improvement of performance across the company (Johansson‐Sköldberg, Woodilla, & Çetinkaya, 2013). The company integrates these employees into teams, thus, the platform for the achievement of the goals and targets (Skjerve & Rindahl, 2012). The teams have the opportunity to brainstorm on the ideas and strategies for sustainable delivery of the energy products and services in accordance with the global demand. Analysis of Organizational Structure in the Shell UAE The organizational structure of the Shell UAE tends to have five levels of management. At the first level, there are shareholders who are the investors in the business. It is the obligation of the shareholders to ensure that the company operates effectively and efficiently in accordance with the existing resource mobilization. At the second level, there are general managers for the regional business entities aiming at addressing the goals and targets of the company in accordance with the growing demand for energy across the world. The general managers have the obligation of overseeing the daily operations of the company. At the third level, the company has departmental heads in the form of the executive directors. In the fourth level, there are diverse managers or team leaders focusing on the management or overseeing daily operations of the teams in pursuit of competitive advantage. At the final level, there are the employees ensuring that the company is able to achieve its goals and targets, as well as mission and vision in accordance with the basic principles (Goetsch & Davis, 2014). The vertical structure of the organizational functions and duties aims at providing the platform for efficiency and effectiveness in the delivery of services. The approach is also critical in enabling the organization to improve communication among the employees seeking to address the desires and expectations of the consumers. Evidently, organizational structure is essential in enabling the organization to achieve its mission and vision while demonstrating economic, environmental, and social consciousness in the implementation of the strategies. Recommendations on the OB Dimensions In the first instance, it is ideal to document recommendations for the improvement of motivational attributes at the Shell UAE. For instance, it is ideal for the company to ensure better communication to motivate employees into increasing their level of commitment in pursuit of the goals and competitive advantage. Secondly, it is ideal for the organization to act as an example, thus, the platform for integration of the code of ethics and maximization of the business principles. Thirdly, there is need for the organization to concentrate in the provision of the platform for advancement in the career journey of the employees. Finally, provision of incentives such as financial rewards and promotions will play critical roles in the motivation of the employees at the end of the fiscal period. In the second instance, there is need to integrate diverse developments to the teamwork as a core value of the company. For instance, the company should provide the platform for the team leaders to move along the career ladder, thus, opportunity for advancement in the addressing the organizational goals and targets. Secondly, it is ideal for the company to consider incorporation of team-building programs, which aligns training to the core values and basic principles. Thirdly, the organization should consider providing different opportunities and simulations to ensure that teams come up with quality and fresh ideas for innovation in pursuit of competitive advantage. Finally, the organizational structure of the company should incorporate penalties for the violators of the principles, thus, an opportunity for efficiency in the management of conflict among the workers. Moreover, horizontal organizational structure will enable the organization to limit bureaucratic costs during communication or passage of information from top to down levels in the organizational structure. Implications of the Recommendations The recommendations will have enormous implications or benefits on the operations of the Shell UAE in pursuit of its goals and targets. For instance, opportunities for the advancement of the employees will be critical in enabling the company to reduce the rate of employee turnover. The objective of the company should be to attract and retain high caliber employees. Provision of the opportunities for advancement is essential in enabling the firm to retain its employees in pursuit of competitive advantage and sustainability. Moreover, integration of the incentives will encourage employees to work towards maximization of the revenues and profit levels through aim at reaching their targets. On the other hand, training and empowering team leaders will enable the organization to coach its current employees into the leadership positions, thus, platform for addressing the demands and expectations of the firm in handling the growing global demand for energy. Furthermore, team-building approaches are ideal in enabling the teams to brainstorm on the potential ideas in improving the ability of the organization to achieve competitive advantage and sustainability. Finally, the recommendations on the organizational structure will be valuable in enabling the firm to improve efficiency in its communication and conflict management among the workers. These approaches will focus on the employees, thus, demonstration of respect to the workers in pursuit of competitive advantage. Conclusion Conclusively, the research paper sought to explore three critical dimensions of OB: motivation, teamwork, and organizational structure in accordance with an UAE company. Categorically, the research paper explored the existence or practices of these dimensions with reference to the case of Shell UAE. From the findings of the study, motivation, teamwork, and organizational structure play vital role in enabling Shell UAE to address its mission, vision, and goals regarding the growing demand for energy across the world. It is appropriate for the organization to integrate the aforementioned recommendations, thus, the opportunity for improvement of the image and reputation in the highly competitive energy industry. References Skjerve, A. B., & Rindahl, G. (2012), Teamwork competencies required by members of integrated operations teams in the petroleum industry, Advances in Safety, Reliability and Risk Management. London: Taylor & Francis Group. Adler, N. J., & Gundersen, A. (2007), International dimensions of organizational behavior, Cengage Learning Schunk, D. H., Meece, J. R., & Pintrich, P. R. (2012), Motivation in education: Theory, research, and applications, Pearson Higher Ed. Miner, J. B. (2015), Organizational behavior 1: Essential theories of motivation and leadership, Routledge Humphrey, S. E., & Aime, F. (2014), Team micro-dynamics: Toward an organizing approach to teamwork, The Academy of Management Annals, 8(1), 443-503. Johansson‐Sköldberg, U., Woodilla, J., & Çetinkaya, M. (2013), Design thinking: past, present and possible futures, Creativity and Innovation Management, 22(2), 121-146. Certo, S. (2015), Supervision: Concepts and skill building, McGraw-Hill Higher Education. Goetsch, D. L., & Davis, S. B. (2014), Quality management for organizational excellence, Pearson Hanan Abdulla, M., Mehairi, A., & Zakaria, N. (2015), Exploring the effects of organizational culture on collaborative vs. competitive knowledge sharing behaviors. Fadol, Y. 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