Organizational

behaviour

DATE \@ "MMMM d" \* MERGEFORMAT July

9

Kareem greba
Ms.najia Gibani

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Introduction:

United Bank for Commerce and Investment (UBCI) is a leading financial institution known for its
personalized and comprehensive banking services that meet the needs of customers. UBCI
continues to deliver significant value through a customer-centric approach that uses the latest
technology and industry expertise to enhance the customer experience and innovate operations.
As the newly promoted manager of UBCI, I am excited to lead a diverse team of loan officers, each
with unique strengths and perspectives (UBCI Libya, 2024a).
Let me introduce our team. Fátima is very ambitious and competitive, often exceeding her goals
but sometimes at odds with her peers. Ahmed is analytical and hands-on with an emphasis on
quality over quantity, which can be slow at times. Sarah is collaborative, team-oriented and loves
client work, but is hard to push. Omar is innovative and creative and brings new ideas, but
sometimes struggles with management and deadlines (UBCI Libya, 2024a).

Figure 1 The United Bank for Commerce and

Investment (UBCI) (UBCI Libya, 2024)

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Contents
LO1: Reflecting on Own Personality and Perceptions.................................................4
P1: Assess Own Personality Traits and Attributes in Terms of Their Positive or
Negative Effect on Management Approaches and Company Performance..............4
P2: Reflect on the Value and Importance of Personality and Perception for
Effective Managerial Relationships.........................................................................6
LO2: Applying Motivation Theories to Enhance Workforce Effectiveness....................7
P3: Apply Content and Process Theories of Motivation for Enhancing and
Maintaining an Effective Organizational Workforce, Providing Specific Examples...7
P4: Contribute to the Creation and Management of Effective Teamworking in a
Given Business Situation........................................................................................ 9
P5: Explore the Relevance of Group Behavior and Team Theory in the Creation and
Management of Effective Teamworking...............................................................10
LO4: The Role of Power, Politics, and Culture in Shaping Organizational Success......12
Reference list........................................................................................................... 16

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LO1: Reflecting on Own Personality and Perceptions

As a newly promoted manager at the United Bank for Commerce and Investment (UBCI), it is importa
nt to understand my background and thoughts on effective leadership. Considering my personality he
lps me see how individual differences influence my approach. By knowing my strengths and weakness
es, I can adapt my leadership style to create a positive and productive work environment.
In this section, I will review my personal traits and characteristics and consider their positive and nega
tive effects on my management approach and company performance. I also consider the importance
of character and a sense of fostering effective management relationships and aim to lead my team wi
th compassion, clarity and confidence (UBCI Libya, 2024a)
.

P1: Assess Own Personality Traits and Attributes in Terms of Their Positive
or Negative Effect on Management Approaches and Company Performance

Extrovert (E):

As extroverts, they thrive in social environments and enjoy communicating with their group. This
helps build strong relationships, communication and promotes cooperation and trust. For example, I
organize team building activities and maintain an open-door policy to increase morale and
productivity. However, sometimes I dominate the conversation and dominate the quieter members.
This can stifle creativity and alienate those who feel their ideas are worthless. To achieve this, I hold
scheduled meetings so that everyone has a chance to contribute (Aaron G, 2019).

Analytical (A):

My analytical nature ensures that my decisions are based on evidence and solid data. For example, I
analyze performance indicators to identify areas for improvement, which will improve resource
allocation and overall performance. However, this approach can sometimes lead to diagnostic
paralysis, where excessive scrutiny can delay decision-making. This can slow down decision-making
and reduce the company's ability to react to market changes. To solve this problem, I set decision
deadlines to balance perfect analysis and correct action (Aaron G, 2019).

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Empathy (EM):

I am very sensitive to the feelings and needs of my team members, which makes me an empathetic
leader. One-on-one meetings to listen to feedback and offer support increase performance and
loyalty. However, my empathetic nature makes it difficult for me to make difficult decisions that may
negatively affect my team members, even if they are necessary for the organization. This can lead to
inefficiencies and avoid necessary changes, making it difficult for the company to grow and adapt. To
balance empathy and engagement, I practice making difficult decisions by considering the emotional
impact (Aaron G, 2019).

Organized (O):

I prefer structure and organization so that projects are well planned and deadlines are met. For
example, I create project plans and schedules to keep my team on track, which is very effective.
However, this strong need for structure makes it difficult for them to adapt to sudden changes or
unexpected problems. Lack of flexibility prevents the company from responding quickly to new
opportunities or threats. Develop contingency plans to improve and encourage a more flexible
approach within the team (Aaron G, 2019).

In short, my discriminating, analytical, empathic and management skills have a significant impact on
my management style and company performance. By using my strengths and correcting my
weaknesses, I can improve my management style and lead to better team dynamics and company
success (Aaron G, 2019).

We face many challenges, including communication and collaboration issues, different levels of
motivation and lack of trust. Furthermore, focusing on individual performance indicators creates a
tension between competition and cooperation. In my new role, I understand how my personality
influences my management approach, to establish motivational strategies for each team member, to
demonstrate team skills and focus on power, politics and culture to achieve the objectives (Aaron G,
2019)

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P2: Reflect on the Value and Importance of Personality and Perception for
Effective Managerial Relationships

Understanding my personal characteristics is essential to fostering effective management

relationships at United Bank for Commerce and Investment (UBCI). Self-awareness allows me to
understand how my strengths and weaknesses affect my interactions with my team (Mosley, 2016).

Self-Awareness and Communication:

By knowing your external situation, you can use your friendship to communicate with your team. This
helps create an open communication environment where team members feel comfortable sharing
ideas and feedback. For example, team building activities and maintaining an open-door policy
improved trust and teamwork within the team (Mosley, 2016).

Develop Trust and Empathy:

Knowing my ability to empathize allows me to effectively address the needs and concerns of my team
members. This empathy helps build the trust and relationships necessary for a supportive work
environment. One-on-one meetings to hear feedback from team members and offer support
increased performance and loyalty (Mosley, 2016).

Decision making and sobriety:

Knowing my analytical nature, my decisions are based on solid evidence. But I also understand the
need to balance flexibility with the data side. By establishing clear decision points, you can avoid
analysis paralysis and react to market changes in a timely manner (Mosley, 2016).

Balanced and adaptable:

My organizational style ensures that projects are well planned and meet deadlines, which benefits
the overall product. However, I have learned to build flexibility into my plans to accommodate
sudden changes or unexpected problems. The balance between structure and adaptation is essential
to react to new opportunities or threats while maintaining efficiency (Mosley, 2016).

Dynamic Strategies:
Understanding the different personalities in your group can help you create dynamic strategies that
meet individual needs. For example, if you know that Fátima is driven by competition and that Sarah
thrives in a collaborative environment, you can tailor your approach to each team member to
improve motivation and teamwork (Mosley, 2016).

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LO2: Applying Motivation Theories to Enhance Workforce
Effectiveness

As a newly promoted director at the United Bank for Commerce and Investment (UBCI), it is
important to develop a motivated and productive workforce. Knowing and using different
motivational programs will help you meet the different needs of your team members. In this section,
we will explore how the content and conceptual processing of motivation can improve individual and
group performance. By implementing these strategies, I aim to create a strong and cohesive team to
drive the success of the organization's goals.

P3: Apply Content and Process Theories of Motivation for Enhancing and
Maintaining an Effective Organizational Workforce, Providing Specific
Examples

To effectively motivate diverse teams at United Bank for Commerce and Investment (UBCI), I use
both content and process motivation and align strategies to the unique needs and motivations of
each team member.

Fátima: Driven by competition

Fátima is very ambitious and driven by competition. To emphasize their competitive nature, I use
Vroom's expectancy theory and McClelland's desire theory. Through Vroom's expectancy theory, I
create a direct relationship between your ability, performance and reward. For example, implement a
monthly dashboard that highlights top performers against clear, measurable goals. The top artists
each month receive a grand cash prize and a "Best Artist" award to display on their desk. We also
discuss your progress in quarterly performance reviews and offer special rewards for your efforts,
such as weekend trips or valuable gift cards.

Referring to McClelland's need theory, I satisfied Fatima's need for achievement and power by
providing challenging and leadership roles. I plan to appoint him to lead our new strategic plan aimed
at expanding our financial portfolio. This job not only challenges you, but also gives you a chance to
show off your skills. In addition, I will enroll you in a leadership development program to prepare you
for future promotions to ensure your career path aligns with your personal aspirations.

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Ahmed: Analytical and practical.

At Ahmed, quality is key and attention to detail is paramount. To motivate it, I used Herzberg's two-
factor theory and Maslow's need theory. I use Herzberg's two-factor theory to improve job
satisfaction through promotion and promotion. For example, we offer an "Artist Award" to honor
people who produce high-quality work, and Ahmed is the first recipient. This degree includes paid
Data Analytics courses to improve your skills. We also optimize your workspace to help you focus
with fewer distractions (Mosley, 2016).

Maslow's Hierarchy of Needs helps meet Ahmed's needs and self-actualization needs. I give him the
opportunity to present his findings and analysis to senior management, praise him, and let him know
that his work is valued at the highest level. I also involve him in areas of strategic planning where his
analytical skills can directly influence the direction of the company and meet his personal needs
(Mosley, 2016).

Sarah: Collaboration and teamwork.

Sarah enjoys working closely with clients, but finds it difficult to express herself. For him I use
Maslow's Hierarchy of Needs and Adams' Equity Theory. It is important that Sarah feels a strong
sense of belonging and respect within the team. I will create a mentoring program where you can be
paired with a stronger partner to help you build confidence. I also organize team meals and
collaborative workshops to strengthen their sense of belonging and promote team building (Mosley,
2016).

We use Adams' heritage theory to ensure justice and value Sarah's contributions. Implementing a
workload tracking system can help with job allocation. I always praise their contributions in team
meetings and give balanced feedback to encourage their growth. To further motivate her, I gave
Sarah the opportunity to be recognized by her peers by creating a peer recognition program where
team members can nominate each other for teamwork (Mosley, 2016).

Omar: Creative and creative.

Omar is creative, but sometimes difficult to manage with deadlines. I use Herzberg's Dual Theory and
Self-Determination Theory (SDT) to support your creativity and improve your management skills.
Herzberg's two-factor theory suggests that to increase job satisfaction, there must be opportunities
for innovation and organizational support. Every two weeks I organize a "creative workshop" where
Omar can give new ideas and collaborate on creative projects. The studio includes access to project

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management tools and time management workshops to help you balance creativity with deadlines
(Mosley, 2016).

In addition, recognizing your innovative contributions through the quarterly "Innovator of the
Quarter" award will increase your performance (Mosley, 2016).

Supporting Omar's motivation through self-determination theory should promote independence,

empowerment, and relationships. I increase Omar's motivation by letting him choose the projects he
wants to work on and setting his own deadlines within a reasonable framework. Feedback and
opportunities to develop your skills will help you strengthen your skills, and encouraging group
cooperation in your projects will improve understanding of the relationship, you will be supported,
join the group (Mosley, 2016).

Using these targeted motivational strategies, I aim to build and maintain a motivated and productive
workforce at UBCI, ensuring that the unique needs and motivations of the group are met.

P4: Contribute to the Creation and Management of Effective Teamworking

in a Given Business Situation.

Teamwork Overview

As part of my work at the United Bank for Commerce and Investment (UBCI), I participated in a team
work to develop strategies to increase the bank's focus on small and medium enterprises (SMEs). .
This activity requires teamwork and decision-making ability (Asana, 2024).

Promote Communication

To promote communication, we have regular group meetings where each member is encouraged to
share their thoughts. I used methods like sharing at all times and anonymous submissions to allow
reserved members like Sarah to participate. This approach created an inclusive environment (Asana,
2024).

Adjust the ability

We adjust the job offer according to the abilities of each person. Fatima led competitive analysis,
Ahmed was responsible for data analysis, Sarah was responsible for customer relationship strategy
and Omar focused on creative marketing. Aligning work with capacity increases efficiency and
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effectiveness (Asana, 2024).

Encourage collaboration

To encourage collaboration, we created small groups for certain areas of the project. For example,
Sarah and Omar worked together on a customer service project that combined Sarah's interpersonal
skills with Omar's creativity. This helped them build relationships and build on their strengths (Asana,
2024).

Conflict Resolution

When disagreements arose, such as differences of opinion between Fatima and Ahmed, which
focused on speed and quality, discussions were held to seek advice. Through careful listening and
mediation, both parties reached an agreement and we reached an agreement that met our goals
(Asana, 2024).

Decision Making

We implement constructive methods such as SWOT analysis and cost-benefit analysis for decision
making. This helped us review our strategy and make decisions with the support of our entire team.
The decision matrix also organized activities based on strategic importance and resource availability
(Asana, 2024).

Results and reflections

Our collaboration resulted in a comprehensive strategy favored by senior management. This includes
targeted marketing campaigns, improved customer support services and simplified credit processing.
This project demonstrated our ability to work well as a team and demonstrated strong problem
solving and decision making skills. This experience revealed the importance of communication,
collaboration and decision-making to achieve successful results and reinforced my commitment to
teamwork (Asana, 2024).

P5: Explore the Relevance of Group Behavior and Team Theory in the Creation and Management of
Effective Teamworking

Gaining insight into how groups behave and how teams function is crucial for the creation and
effective management of teamwork. Throughout our project at The United Bank for Commerce and
Investment (UBCI), various theories related to group behavior and team dynamics played a significant
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role in our success (Godwin, Boyle and Higgs, 2021).

Tuckman's Stages of Group Development

Our team progressed through Tuckman’s stages of group development: forming, storming, norming,
and performing. In the beginning, I facilitated introductions and made sure everyone understood the
project's goals, which helped lay the groundwork for trust and a shared sense of purpose. As we
advanced, conflicts and differing opinions, especially between Fatima and Ahmed on balancing speed
with quality, arose. Handling this phase required effective strategies for resolving conflicts, such as
active listening and mediation, to overcome disagreements and find common ground. Over time, the
team established norms and collaborative practices, including regular meeting schedules,
communication protocols, and mutual respect for contributions. This phase was characterized by
increased unity and support among team members. By the project's conclusion, our team was
operating in harmony, utilizing each other's strengths to achieve our objectives. The high level of
trust and effective collaboration significantly enhanced our productivity and creativity (Godwin,
Boyle and Higgs, 2021).

Belbin’s Team Roles

Belbin’s team roles were apparent in our team dynamics and played a key role in our overall
effectiveness. Fatima’s drive and competitive spirit made her a strong implementer, translating plans
into action and motivating the team to meet targets. Ahmed’s meticulous attention to detail and
focus on quality ensured that all tasks were completed to a high standard, minimizing errors and
improving the quality of our outputs. I assumed the role of coordinator, managing team dynamics,
facilitating communication, and ensuring everyone contributed effectively to the project. Omar’s
creativity and networking abilities allowed us to identify new opportunities and innovative strategies,
enriching our project with fresh ideas (Godwin, Boyle and Higgs, 2021).

Preventing Social Loafing and Groupthink

We took specific actions to prevent social loafing and groupthink, ensuring our team remained
productive and innovative. To combat social loafing, where individuals might contribute less effort in
a group setting, I assigned clear individual responsibilities and regularly checked on progress. This
accountability maintained that each team member was actively engaged in the project. To avoid
groupthink, which could lead to poor decision-making due to a desire for consensus, I encouraged a
variety of viewpoints and critical thinking. We created an environment where team members felt
comfortable expressing dissenting views and questioning assumptions. For instance, during
brainstorming sessions, we employed the "devil’s advocate" approach to consider the potential
drawbacks of proposed ideas (Godwin, Boyle and Higgs, 2021).
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Outcome and Reflection

By applying these theories related to group behavior and team dynamics, we successfully created and
managed an effective team. Our understanding of Tuckman’s stages guided us through initial conflicts
and helped build a unified unit. Utilizing Belbin’s team roles ensured that each member's strengths
were effectively leveraged. Preventing social loafing and avoiding groupthink sustained high levels of
productivity and innovation (Godwin, Boyle and Higgs, 2021).

This experience underscored the significance of comprehending and applying theories related to
group behavior and team dynamics in practical settings (Godwin, Boyle and Higgs, 2021).

LO4: The Role of Power, Politics, and Culture in Shaping

Organizational Success

In The United Bank for Commerce and Investment (UBCI), it's important to balance
power, politics, and culture to influence employees and reach the company's goals.
These things are very important in a company and affect how decisions are made, how
employees work together, and how goals are achieved (UBCI Libya, 2024a).

This section aims to look at how power dynamics, political maneuvers, and cultural
influences work within UBCI. By looking at how these factors work and how they affect
employee behavior, I will show how they are important in helping the organization
reach its goals. We will look at how managing power, politics, and culture can make
organizations better and employees happier (UBCI Libya, 2024a).

P6: Examine How the Operation of Power, Politics, and Culture in an Organization Affect Employee
Behavior and the Accomplishment of Organizational Goals

There's a lot of power, politics, and culture at The United Bank for Commerce and Investment.
Knowing how these forces interact is crucial for using them to achieve desired outcomes.

Dynamic power

Within UBCI, power is distributed across various levels, from senior management
to team leaders. Employee behavior is influenced by the operation of power.
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Senior management has the authority to make strategic decisions, set goals and
allocate resources. They have the authority to make strategic decisions, set goals
and allocate resources. This power ensures that decisions align with the
organization's vision and objectives. The executive team's decision to target SMEs
for loan expansion provides clear direction and priorities to all employees.
Empowering staff at different levels fosters individuality and responsibility. The
delegation of decision-making power to team leaders fosters a sense of
ownership and responsibility among employees. Higher productivity and
innovation can be achieved by enhancing motivation and job satisfaction. By
allowing loan officers to make certain approval decisions, employees feel trusted
and valued, which boosts their commitment to the organization. For example, by
allowing loan officers to make certain approval decisions, employees feel trusted
and valued, which boosts their commitment to the organization (UKEssays.com,
2019).

Organizational politics

Power and connections in a business setting are used to influence decisions and
accomplish objectives. At UBCI, political behavior can take many forms. Creating
alliances and networks within the organization can be a powerful tool for gaining
support and resources. Key positions and influential decisions can be secured by
employees who successfully navigate organizational politics. A team leader who
builds strong relationships with senior management and other departments can
advocate more effectively for their team's needs and initiatives. Furthermore, the
skill of persuading others and establishing consensus is crucial for navigating
corporate politics. Even in the face of resistance, employees who are skilled at
influencing can drive projects forward. A project manager who can articulate the
benefits of a new initiative and gain support from key stakeholders is more likely
to succeed in implementing changes (UKEssays.com, 2019).

Organizational culture

The culture at UBCI is committed to excellence, ethical practices, and a customer-

centered approach. Employee behavior and organizational outcomes are
impacted by this culture in numerous ways. A strong organizational culture
promotes shared values and norms, which guide employee behavior towards
common goals. Customer satisfaction and ethical conduct are important to
employees at UBCI. For example, loan officers are trained to prioritize
transparency and integrity in their dealings with clients, which foster trust and
long-term relationships. Positive organizational cultures also enhance employee
motivation and engagement. Employees who feel aligned with the organizations
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values and mission are more committed and enthusiastic about their work. This
engagement is bolstered by UBCI's emphasis on growth and appreciation. Regular
training sessions and recognition for accomplishments inspire staff to strive for
excellence and contribute to the organization's accomplishments (UKEssays.com,
2019).

Effect on Company Objectives

The successful operation of authority, political strategies, and cultural norms at

UBCI plays a crucial role in reaching company objectives. By utilizing the
dynamics of authority, the company ensures that there is alignment and effective
decision-making processes. Maneuvering through the company's political
landscape allows employees to secure the resources and backing needed for their
projects. A robust culture promotes motivation, ethical conduct, and a focus on
customers, all of which are vital for reaching business targets. For instance, the
decision to broaden the range of loans by focusing on small and medium-sized
enterprises (SMEs) was successfully put into action due to the combined impact
of authority, political strategies, and culture. The top management provided a
clear path forward and empowered teams to carry out the strategy. Employees
utilized their networks to form partnerships and gain support for the project. The
collective dedication to customer satisfaction and ethical practices ensured that
the new strategy was carried out with integrity and excellence (UKEssays.com, 2019).

Further Considerations

Having effective communication channels is key in utilizing authority, political

strategies, and culture. Ensuring that communication is clear and open helps
align the actions of employees with the goals of the organization. Regular
updates from the top leadership can reinforce the strategic direction and cultural
values. Offering continuous training and development opportunities makes sure
that employees have the necessary skills and knowledge to navigate the
organizational environment. This can include training on ethical behavior,
communication skills, and leadership abilities. Establishing strong feedback
systems allows employees to express their concerns and suggestions. This can
help identify situations where authority or political strategies might be negatively
affecting employee behavior and address them in a proactive manner
(UKEssays.com, 2019).

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In summary, understanding and skillfully managing the dynamics of authority,
political strategies, and culture at UBCI is crucial for shaping employee behavior
and achieving company objectives. By strategically utilizing these elements, the
organization can cultivate a motivated and productive workforce, paving the way
for sustained success (UKEssays.com, 2019).

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Asana (2024). Teamwork in the Workplace: 11 Benefits (With Examples) • Asana. [online] Asana.
Available at: https://asana.com/resources/teamwork-in-the-workplace.

Godwin, D.K., Boyle, D.M. and Higgs, M.A. (2021). Chapter 6: Managing Groups and Teams.
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UBCI Libya. (2024a). Background. [online] Available at:

https://www.ubci-libya.com/EN/About/AboutBank/.

UBCI Libya. (2024b). Home. [online] Available at: https://www.ubci-libya.com/EN/.

UKEssays.com. (2019). Effects of Culture, Power and Politics on the Organisation. [online] Available
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