BTM4ORB Organisational Behaviour Assignment

Introduction

Organizational Behaviour refers to a study that contains evaluating and examining human behaviour within the organization. Effective organizational behaviour plays an important role within the tourism organization in term of improving employee satisfaction, productivity and innovation level. OB is crucial for effective change management, creating positive organizational culture and quick conflict resolution. In context of tourism environment, OB helps in effectively understand human behaviour and ultimately aids in enhance employee performance and satisfaction. The aim of the essay is to enhance the understanding of organizational behaviour theories, management approaches and people focused strategies to ensure operational success.

The report will outline evolution of management theories from 19^th to 21^st century. It will also cover optimization of situational leadership in faced-pace tourism environment. Moreover, the report will discuss the way personality trait impact communication and teamwork within tourism jobs. Also, it will evaluate the concept of learning organization and the way brands promotes constant staff learning. Furthermore, it will highlight the role of culture and structure in effectively shaping employee behaviour and leadership within the businesses. The report also state the way managing diverse workforce and globalisation affect communication, leadership and motivation in tourism organization.

At Native Assignment Help, we provide academic guidance to help students understand complex management concepts and develop well-structured assignments. Our Assignment Helper UK service supports students with organisational behaviour topics, including leadership theories, employee motivation, organisational culture, and workforce diversity. We aim to help students improve their academic writing, critical analysis, and understanding of management practices in the tourism industry.

Main Body

The Evolution of management Practices

The management practices evolved significantly from early 19^th century to 21^st century, in earlier times, greater focus given on hierarchy, rigidity and controlled workplace without considering motivation and satisfaction level of employees. In earlier management practice main focus was given on completion of task without ensuring employee welfare. For instance, concerning with the Scientific Management theory emphasise given on productivity, efficiency by compliance with rules and hierarchy (Merkle, 2023). However, with passage of time the management approach shift towards more flexible and people-centric approach. Currently, the tourism organization focuses on optimizing democratic approach, referring to people-centric practices the manager involves employees in the decision-making approach, leads to encourage and empower employees to work with their full potential. In addition, according to 21^st century management approach, Hilton focuses on offering flexible working to its employees where employees can adjust their working hours or can work from home to make a balance within work and life. It helps the organization to enhance physical and mental wellbeing of employees ultimately improves their productivity (Gruessner, 2023). Also, Hilton involves employees within a decision-making process as well as provides them with training to enhance the skills, abilities and competency in effective manner. The flexible and people-centric approach allows the Hilton to empower staff, enhance operational efficiency ultimately improve service delivery.

The 21^st century management approach mainly focuses on employee development, skill enhancement, mental and physical well-being as well as involving them in decision-making process, this leads to allow the organization to enhance employee empowerment and service delivery. The effective training allows in bringing operational efficiency and better service delivery (Appio et al, 2021). However, involving employees within the decision-making process results in delay in decisions and declining morale of the employees when their opinions are not prioritized, ultimately results in declining operational efficiency.

Organizational Behaviour Theories and Concepts

In current time, the tourism environment is quite diverse and changing rapidly. For instance, in tourism environment diverse manpower works that comes from different culture, religion, background and have a different language and working style. Also integration of technology and sustainability concept increases within the industry. Based on diverse and fast-pace tourism environment, manager of cruise ships use situational leadership.

Situational leadership is defined as a flexible leading style that enables the leader to use their leading approach based on team needs and requirements. In simple word, situational leadership style means adjusting leadership approach based on the organizational situation (Wuryania et al, 2021). The leadership style based on principle that diverse situation demand different kinds of leadership and no leading style is suitable for each kind of situation. Hence, situational leadership principle are based on four kinds of style, it is as under:

• Telling and directing: The style is concern with offering support, guidance and supervision to employees. It optimises top-down approach, instruction are followed by employees for completion of task.
• Coaching: The style focuses on leading the employees while accepting their input. Leader helps the employees to improve their skills.
• Participating: The leading style is concern with the supporting employees by offering required direction and motivating them to take decisions (Lalani, Crawford and Butler-Henderson, 2025).
• Delegating: The style includes delegating the responsibilities to employees to make decisions and encouraging them in efficient manner.

In context of cruise ship, various kinds of employees work together who have difference in language, working style, culture and background. The situational leadership allows the manager to manage diverse workforce through participating style, leader provides required direction to employees as well as offer diverse and inclusive training where employees able to aware about different culture. It ultimately helps in increasing coordination among the team members, leads to operational efficiency at cruise ships (Wuryania et al, 2021). Apart from this, in fast-changing environment the emergence of several kinds of technology such as AI, automation, big data and so more makes important for the employees of the cruise ship to integrate in their operations with an aim of gaining competitive advantage. Referring to fast-change era, the situation leader of cruise ship can use direction approach where employees provide with instruction and direction to optimize the technology. This helps the employees in conducting smooth operations, increasing passenger`s satisfaction as well as increasing profitability.

In a fast-paced environment within a cruise industry level of competition increase rapidly and quickly. In reference with this, it become important for the cruise ships to take timely decision based on prevailing internal and external factor. In such a situation, situational leadership plays an important role, the manager of cruise ship can use delegation style where responsibility or power to make decision delegates to a skilled and talented employees. Based on the situation the individual make timely decisions results in gaining competitive edge.

Apart from this, in context of diverse workforce there are mixture of fresher and experience employees. The situational leadership helps the leader of cruise ship in meeting the learning need of new hired employees. According to the situation, the situational leader focus on providing required instruction and direction to the new employees to motivate and encourage them in the complex and dynamic business environment (Wuryania et al, 2021). Moreover, situational leadership also help the managers to efficiently navigate unexpected challenges within the tourism environment as a result help in taking timely and rapid decision which is one of the prime requirement for the fast-paced tourism environment. Thus, situational leadership allows the manager of cruise ship to adopt leading style based on prevailing situation and manages diverse team and fast changing environment in effective and efficient manner.

Individual Difference, Personality Trait, Motivation

Personality trait means the characteristics of the individual. In support with the OCEAN model, it is identified that there are five kinds of personality such as extraversion, consciousness, agreeableness, openness and neuroticism (Chassignet, Xu and Zavala-Romero, 2021). The personality trait of the individual significantly impacts the skill of teamwork and communication. For example, the extravert personality makes the individual more talkative and socially interactive, results in enhancing their communication skill as they remain more engaged in communicating with different individual. The extravert personality allows the hotel staff to proficiently communicate with the customers, supervisor and co-workers while ensuring active listening, helps in better customer services (Qin et al, 2022). In addition, agreeable personality of individual makes them more cooperative and empathic, result in enhancing teamwork skills. For example, the agreeable personality of cabin crew help in effectively work with team members.

In reference with the tourism industry to improve employee engagement and job satisfaction the tourism organization can applied Maslow`s hierarchy theory. The theory is concern with fulfilling basic, self-esteem, safety, belonging and self-actualisation need (Rojas, Méndez and Watkins-Fassler, 2023). In context of motivating tour guide, organization can offer salary based on employees performance to meet basics of shelter and food while providing safety at the workplace with good working condition. To encourage tour guide, company should prioritize efficient employee relation and recognizing employees for their efforts while providing career growth opportunities. For instance, when tour guide get competitive salary and recognition for their efforts, it leads to provide them satisfaction that their contributions is valued and respected, ultimately increase satisfaction and engagement.

Moreover, Hertzberg-two factor theory can also used to motivate and satisfied the workforce. The theory is concern with motivation factor like training, reward, development opportunity and hygiene factors such as better working condition (Miah and Hasan, 2022). Referring to theory, to motivate and engaged the hotel staff, organization provides with monetary and non-monetary incentives and training to improve skills, it leads to provide satisfaction to employees at the workplace. Additionally, referring to hygiene factor, leader focuses on providing good working condition while ensuring safety of workers. For instance, flexible working offered by company to hotel-staff to maintain work-life balance, ultimately satisfied and engaged employees.

According to the McClelland`s motivation theory, the individual are encouraged by the three elements such as achievement, affiliation as well as power. Referring to the theory, to motivate the cabin crew, the leaders must optimize the theory to drive employee engagement and satisfaction. In context of achievement, the cabin crew provides with the challenging task and on the attainment of the goals company offers them with the bonus, commission, salary increment, and appreciation to acknowledge their efforts (Acquah et al, 2021). It leads to increase morale of cabin crew and makes them more satisfied and engaged. Also, in regards to affiliation, the leader focus on providing a culture of better employee relation where employees feel free o discuss their ideas and opinion. Moreover, the leader offers delegation of authority to talented and skilled employees with an aim of increasing morale and satisfaction of cabin crew. When employee get power to make decision, it leads to engaged them within the organization and allows to increase productivity in efficient manner.

Learning Organization

Learning organization refers to an entity that focuses on investing in learning, growth and development of its members or employees. In tourism, learning organization is an adaptable and dynamic organization that values creation, acquisition and sharing of knowledge. The learning organization emphasises on enhancing skill, abilities and knowledge of its employees to making them competent to perform the job in efficient manner (Darmawan, 2024).

Carnival Cruise one of the organization of United Kingdom prioritize on promoting continuous staff learning and innovation. The brand promotes innovation through crating a culture of learning where each employee get personalised training to enhance their lack areas as well as boosting the strengthen areas further. For instance, to enhance technical skill of the employees the organization invites experts to offers training to staff as well as company also invests in educational program to enhance creative and innovative skill of workforce.

Moreover, to foster a learning culture the tourism organizations invest in learning technologies, software to encourage self-paced learning and training. The training of using new technologies keeps employees updated, motivated and equipped with skill. In addition, organization fosters an open communication to create a learning culture (Strategies to Build a Learning Culture, 2025). Referring to this, the employees are provides with the regular feedback in regards to enhancing skill. According to the feedback, staff offered with coaching, mentorship and training result in better skill progression.

Furthermore, a learning culture is beneficial for enhancing employee performance as continuous development of skill and completing challenging tasks leads to increase efficiency and productivity (Biswakarma and Subedi, 2025). The shift towards the learning organization results in enhancing productivity and performance of employees. In addition, the increasing productivity allows the employees to work in ease and smooth manner results in enhancing operational efficiency. Along with this, the training enables the employees to provide time and best services to customers ultimately results in greater customer satisfaction.

Organizational Structure and Culture

Organizational culture and structure plays a significant role in shaping employee behaviour as well as leadership. The organizational structure of Morrison is divisional, it allows in using democratic style where each employee from different divisional can able to share their ideas and opinion in decision-making skills. This allows in developing more employees towards leadership roles. Besides this, organizational culture positively shapes employees behaviour. For instance, positive culture of Morrison enables the employees to feel motivated and engaged within the organization as a result influence them to behave in ethical and collaborative manner (Akpa, Asikhia and Nneji, 2021). Also, an open culture of organization allows employees to behave in creative and innovative manner allows in taking calculated risk to gain competitive advantages.

In tourism industry, Schein`s concept of leadership continuum applied by the organization. According to the theory, there are three levels in organizational culture such as artefacts, espoused values as well as basic underlying assumptions. The artefacts level includes things like office design, dress code, tools and so more. For instance, Morrison focuses on using open and digital communication tools for exchanging information, it allows the company to make rapid and timely decisions (da Silva et al, 2024). Also, the espoused value is concern with the way people describes organization containing mission, goals, social contracts etc. For instance, Morrison culture focuses on goals of better customer satisfaction then rapid decision are made for better customer services while keeping profitability factor aside. The underlying assumption is concern with the unspoken aims of the organization, if company feels taking risk is innovative then Morrison takes decision for making changes in organization.

The organizational culture has a positive impact on leadership style as well as employee motivation. A culture that values employees always influence the organization to optimize participatory leadership style where each employees’ input is considered in a decision-making process (Idris et al, 2022). It leads to ultimately create a significant and positive impact on the employee motivation. Also, an organizational culture that focuses on innovation and acknowledging employees efforts builds a positive impact on employee motivation. The staff feels more engaged and satisfied when company offers them with recognition and praise at the workplace.

Globalisation and Diverse Workforce

Labour mobility means a practice in which people are able and willing to move from one job to another in regards to work. In tourism industry, moving of tour guides, hotel staff from one city to other in search of job is considered as one of the example of labour mobility (Büttner, Fertikh and Tietze, 2025). The concept of labour mobility has a significant impact within tourism industry as it creates challenges in terms of skill gap, cultural difference and language barriers. When the tourism employee`s of Emirates move from one city or country to other than it results in shortage of workers directly impact operational efficiency and productivity of organization. Also, movement of worker results in creating difference in language, working approach and culture, results in creating difficulty for the workforce to works in inclusive manner. On the other hand, labour mobility also creates opportunity of the diverse workforce results in creation of creative and innovative ideas, allows Emirates to gain competitive advantage within the industry.

Moreover, globalisation refers to increasing trade as well as interconnectedness within the different countries of the world (Demir, Canakci and Egri, 2021). The increasing globalisation significantly affects the level of motivation, communication as well as leadership within Emirates. Globalisation results in increasing communication gap as employee of each country as different language, it makes difficult them to coordinate and collaborates with the other employees from other country as a result impacts on teamwork. In addition, globalisation also influences motivation and leadership as it result in creation of diverse workforce who prioritize different motivation and leadership style. The incompetency of Emirates leader in understanding motivation and leading style result in de-motivating the workforce leads to adversely impact their performance level. According to this, Emirates requires to create a motivation incentive programs based on different needs of its employees to overcome the influence of globalisation on motivation. However, globalisation increases opportunities for the organization in terms of broader market reach as due to this Emirates is able to expand its business in different countries all over the world. In addition, it provides opportunity to the business to embrace diversity as different individuals from different background comes together (Muktamar et al, 2023). It helps in bring uniqueness and creativity within a business as diverse approach of employees helps in gaining competitive advantage. The greater market reach allows the business to increase its customer base, competitiveness, market share and ultimately profitability in dynamic and complex environment.

Conclusion

To sum up all, it has been articulated that organizational behaviour plays an important role in enhancing employee’s satisfaction, motivation and productivity of the organization. The report outlined that in earlier times management approach is quite rigid, hierarchal and focus on greater employee`s control. But with the passage of time, the management approach shifts towards more flexible and people-centric approach. In addition, currently the managers use situational leadership to effective manage diverse and fast paced environment. According to the situational leadership, the leader provides direction to the employees to work efficiently in rapid changing environment. Moreover, to motivate the employees company can optimize Maslow`s hierarchy theory and Herzberg two factor theory, referring to this employees provide with the competitive salary, benefits, training, working conditions and so more.

Furthermore, in current environment focuses on concept of learning organization where the company prioritize learning and growth of the workforce. For learning organization, business used strategies of training, open communication and rewarding, it encourages employees to give their best. In addition, the organizational culture and structure plays an important role in shaping employee behaviour and leadership. The positive culture enables the employees to work in honest and ethical manner while ensuring greater productivity of organization. In addition, labour mobility and globalisation increasing challenges of language and cultural differences while opportunities of better creativity and innovation.

References

Books and Journals

Acquah, A., Nsiah, T.K., Antie, E.N.A. and Otoo, B., 2021. Literature review on theories of motivation. EPRA International Journal of Economic and Business Review, 9(5), pp.25-29.

Akpa, V.O., Asikhia, O.U. and Nneji, N.E., 2021. Organizational culture and organizational performance: A review of literature. International Journal of Advances in Engineering and Management, 3(1), pp.361-372.

Appio, F.P., Frattini, F., Petruzzelli, A.M. and Neirotti, P., 2021. Digital transformation and innovation management: A synthesis of existing research and an agenda for future studies. Journal of Product Innovation Management, 38(1), pp.4-20.

Biswakarma, G. and Subedi, K., 2025. The mediating role of employee engagement on the relationship between learning culture and employee performance in service sector. The Learning Organization, 32(2), pp.259-281.

Büttner, S.M., Fertikh, K. and Tietze, N., 2025. The Making of European Labour Mobility from a Socio-historical Perspective–An Introduction. Historical Social Research/Historische Sozialforschung, 50(1), pp.7-26.

Chassignet, E.P., Xu, X. and Zavala-Romero, O., 2021. Tracking marine litter with a global ocean model: where does it go? Where does it come from?. Frontiers in Marine Science, 8, p.667591.

da Silva, F., de Oliveira, V.M., Balbino, C.M., Silva, E.L. and de Oliveira, D.F., 2024. The relationship between leadership and culture from the perspective of Edgard Schein and awareness: a reflective analysis. Cuadernos de Educación y Desarrollo, 16(4), pp.e3928-e3928.

Darmawan, D., 2024. Distribution of six major factors enhancing organizational effectiveness. Journal of Distribution Science, 22(4), pp.47-58.

Demir, I., Canakci, M. and Egri, T., 2021. Globalization and economic growth. In Decent Work and Economic Growth (pp. 1-11). Springer, Cham.

Gruessner, R.W., 2023. The modified democratic management model: an ideal leadership model for healthcare?. British Journal of Healthcare Management, 29(11), pp.302-307.

Idris, I., Suyuti, A., Supriyanto, A.S. and As, N., 2022. Transformational leadership, political skill, organizational culture and employee performance: A case study from tourism company in Indonesia. Geojournal of Tourism and Geosites, 40(1), pp.104-110.

Lalani, K., Crawford, J. and Butler-Henderson, K., 2025. Academic leadership during COVID-19 in higher education: Technology adoption and adaptation for online learning during a pandemic. International Journal of Leadership in Education, 28(1), pp.1-17.

Merkle, J.A., 2023. Management and ideology: The legacy of the international scientific management movement. Univ of California Press.

Miah, M.T. and Hasan, M.J., 2022. Impact of Herzberg two-factor theory on teachers’ job satisfaction: An implication to the private Universities of Bangladesh. International Journal of Business and Management Research, 10(1), pp.1-5.

Muktamar, A., Wahdiniawati, S.A., Fatmawati, F. and Mardikawati, B., 2023. Challenges and opportunities in HRM Research in the Era of Globalization: A bibliometric analysis of the effects of cultural diversity and innovation in organizations. West Science Interdisciplinary Studies, 1(11), pp.1177-1186.

Qin, X., Liu, Z., Liu, Y., Liu, S., Yang, B., Yin, L., Liu, M. and Zheng, W., 2022. User OCEAN personality model construction method using a BP neural network. Electronics, 11(19), p.3022.

Rojas, M., Méndez, A. and Watkins-Fassler, K., 2023. The hierarchy of needs empirical examination of Maslow’s theory and lessons for development. World Development, 165, p.106185.

Wuryania, E., Rodlib, A.F., Sutarsib, S., Dewib, N.N. and Arifb, D., 2021. Analysis of decision support system on situational leadership styles on work motivation and em-ployee performance. Management Science Letters, 11, pp.365-372.

Online

• Strategies to Build a Learning Culture. 2025. Available through: < https://www.skillscaravan.com/post/top-10-strategies-to-build-a-learning-culture-in-your-organization >