Organisational Behaviour
Continuous Assessment 3
By: Sarvpriya 222202
Bcom program (B)
Q. Project report on latest trends and developments in OB with a
5 point actionable strategy framework for organizations to
succeed in future.
Organisational behaviour is changing quickly due to changes in employee expectations,
demographics, and technology. For organisations to prosper in this changing environment, they
must continue to be flexible and nimble. In addition to outlining the most recent advancements
and trends in OB, this research offers a five-point actionable strategy structure that will help
organisations thrive going forward.
1. Remote Work's Growth and Effect on Team
Dynamics
The pandemic in 2020 led to millions transitioning to remote work, boosting productivity
by 13%. However, maintaining a cohesive team dynamic is crucial. Companies like
Zapier have successfully navigated this by embracing tools like Slack and Zoom,
promoting clear communication and team-building activities. Agile methodologies, such
as Basecamp, can help navigate the complex dynamics of remote work by encouraging
collaboration and transparency. Regular feedback loops and opportunities for both formal
and informal gatherings can enhance team cohesion during uncertain times. Overall,
understanding how to foster connection in virtual environments is essential for successful
remote work.
2. The Importance of Emotional Intelligence in
Leadership
Emotional intelligence (EI) is a crucial leadership trait that significantly influences team
dynamics and overall success. Howard Schultz, former CEO of Starbucks, emphasized
employee welfare and employee welfare, leading to a 20% increase in team productivity.
In the healthcare sector, Cleveland Clinic implemented an EI-focused leadership model,
resulting in a 25% increase in patient satisfaction ratings. Leaders can improve their EI
by cultivating self-awareness, reflecting on emotional triggers, and practicing empathy. A
study by Talent Smart shows that 90% of top performers have high EI, highlighting its
importance in fostering exceptional leadership.
3. The Influence of Technology on Employee Engagement
Salesforce, Marriott International, and Teach for America have all shown the power of
technology in enhancing employee engagement. Salesforce's "Ohana Culture" platform,
which allows employees to voice their opinions, increased engagement by 24% within
the first year of its launch. Marriott's "Marriott Bonvoy" app, which streamlined guest
services and allowed employees to share feedback, led to a 30% increase in satisfaction
scores. Teach for America's digital mentoring platform connected thousands of educators
with experienced mentors, resulting in over 80% of mentees feeling more connected and
empowered. By integrating technology that addresses specific needs, organizations can
create an enriching environment where every employee feels valued and engaged.
4. Sustainability and Green Business Practices
For-profit companies primarily generate shareholder wealth and are increasingly adopting
the triple bottom line concept, which emphasizes social and environmental performance.
However, some businesses are engaging in green washing, marketing products or
processes as green to gain customers without truly implementing sustainable practices.
The challenge lies in reconciling accountability for shareholders with sustainability.
Innovative processes can lead to greater profits, as seen in Toyota's Prius and Wal-Mart's
efforts to promote sustainability. The increasing interdependence between businesses,
governmental agencies, and NGOs is expected to drive economic change.
5. Agile Leadership: Adapting to Rapid Change
Agile leadership is essential in the tech industry for organizations to adapt to rapid
change. Spotify's squad model, Scrum, and NASA's Jet Propulsion Laboratory (JPL)
demonstrate how agility can lead to groundbreaking results. JPL used agile practices
during the Mars Rover mission, ensuring quick pivots and adaptability. Microsoft's CEO
Satya Nadella shifted the company's focus from competitive to collaborative, resulting in
a 34% increase in revenue. Leaders should encourage open communication and prioritize
psychological safety to foster an adaptive culture, allowing team members to voice ideas
and concerns freely.
6. Fairness and equity
Organizations face a significant challenge in ensuring fairness and equity for all
stakeholders, particularly employees. This involves addressing sources of unfairness like
discrimination, bias, and pay gaps, and adopting policies that promote fairness and
equity, such as diversity initiatives, flexible work arrangements, performance
management systems, and employee voice mechanisms.
7. Lack of Employee Engagement
Research indicates that employee engagement significantly impacts the corporate bottom
line. Gallup has found that 75%-80% of employees are either disengaged or actively
disengaged, wasting potential. If 100% of employees were fully engaged, customers
would be 70% more loyal, turnover would drop by 70%, and profits would jump by 40%.
Job satisfaction studies in the US typically show ratings of 50%-60%, but a recent study
by Harris Interactive found that only 20% feel passionate about their jobs, less than 15%
feel strongly energized by their work, and 31% believe their employer inspires the best in
them. Engagement is both a challenge and an opportunity for organizations.
FIVE POINT ACTIONABLE STRATEGY FRAMEWORK
Adopt Agile and Flexible Work Practices
Organisations must put flexibility first in a world where hybrid work patterns are
becoming commonplace in order to satisfy employee demands and boost output. This
entails creating explicit guidelines for working remotely and in a hybrid environment,
backed by investments in teamwork tools like Zoom or Microsoft Teams. Shared areas
and hot-desking choices that meet different team needs should be incorporated into office
designs to support flexible working patterns. Agile methods not only increase
productivity but also promote a flexible culture.
Invest in Holistic Employee Well-being
Nowadays, the success of an organisation depends heavily on the well-being of its
employees. Programs that completely address emotional, physical, and financial wellness
must be implemented by businesses. This entails providing access to tools for financial
planning, mental health assistance, and wellness programs like yoga or gym
memberships. For the purpose of maintaining psychological safety and encouraging
candid communication within teams, managers should be trained to spot stress symptoms
and offer assistance.
Embed DEI into Organizational DNA
Rather than being an afterthought, diversity, equity, and inclusion must be a fundamental
part of an organization's strategy. Accountability can be increased by establishing
quantifiable DEI goals and routinely monitoring results. An egalitarian workplace can be
fostered through training programs that address unconscious bias and encourage inclusive
behaviours. Opportunities for under-represented groups to receive sponsorship and
mentoring can help advance diversity at all levels, spurring creativity and creating a
supportive workplace culture.
Leverage Technology to Drive Engagement and Productivity
In order to remain competitive, modern organisations must integrate technology. Leaders
may make better decisions by using AI and data analytics to gain insights into personnel
trends. Collaboration and engagement are improved by digital tools including real-time
messaging platforms, workflow automation software, and virtual whiteboards. Businesses
must give top priority to modernising its IT infrastructure and educating staff members
on how to use tools efficiently in order to guarantee smooth operation.
Enhance Employee Experience Through Personalization
Every phase of the employee lifecycle needs to be personalised in order to implement a
people-centric approach. AI-driven analytics can be used by organisations to design
career development opportunities and learning pathways that are specific to each
employee's goals and strengths. Workplace policies should be improved and the entire
experience should be enhanced by utilising employee feedback. Furthermore,
acknowledging and applauding both individual and group efforts promotes a culture of
gratitude and inspiration, which eventually increases engagement and retention.
Therefore, organisations must prioritise people, embrace innovation, and use technology
if they want to prosper in the future. Businesses can effectively navigate the evolving OB
landscape and secure long-term success by implementing the five-point strategy
mentioned above. In order to promote a culture of resilience and continuous
improvement, organisations should regularly evaluate their OB strategies and adjust to
new trends.
