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Level 5: Organisational Behaviour (OB): BA5UK38O

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Introduction: Level 5: Organisational Behaviour (OB)

This reflective report seeks to examine three organisational behaviour (OB) problems that a group had while putting up a poster presentation. The three topics that will be covered are leadership, conflict management, and communication. Each problem will be assessed using the relevant OB theory and then examined in light of the project's experiences. The report will also discuss the lessons that can be applied to future group projects as a result of these experiences. Ultimately, this report will give readers an understanding of how OB theory is used in practical settings and how it can help people become more knowledgeable about and skilled at dealing with others.

Introduction to OB and clear identification of three OB Issues

The study of human behaviour inside organisations, with an emphasis on individual, group, and organisational dynamics, is known as organisational behaviour (OB) (Dr Saravanakumar, 2019). It is an interdisciplinary field that incorporates ideas from business, psychology, sociology, and anthropology. By comprehending how people behave at work and figuring out how to foster a healthy work environment, OB seeks to increase organisational effectiveness and employee well-being (Bamidele, 2022). Three Main issues—communication, conflict management, and leadership—were experienced as a group was putting together a poster presentation. These problems are frequent in group projects and can have a big impact on how well it turn out. By establishing a greater understanding of how people behave in the workplace and how to create a positive work environment, OB ultimately aims to increase organisational effectiveness and individual well-being. OB theories and concepts are applicable to a variety of industries and can improve an individual's leadership, teamwork, and decision-making abilities.

  1. The first OB issue which I discovered when creating the poster was indeed a communication problem, which is the exchange of thoughts, sentiments, and information among members of a group. What I discovered is that effective communication is necessary for group projects to succeed since it encourages teamwork and idea exchange. Yet, a lack of effective communication can result in misunderstandings, erroneous interpretations, and disagreements, which eventually impede the project's progress (Keyton, 2017). As it is necessary for efficient coordination, collaboration, and decision-making within groups and organisations, communication is a key component of organisational behaviour. Lack of clarity, comprehension, or feedback can result in communication problems, which can then cause misunderstandings, disputes, and decreased productivity. Active listening, succinct messaging, and an open and honest sharing of information are all necessary for effective communication.
  2. The second issue that I identified while doing the poster presentation was related to the concept of conflict management. I learned that this is the procedure for settling disputes among members of a group. Working in groups inevitably leads to conflict, and how it is handled can either help or hurt the effectiveness of the group. When disagreements are handled well, they can encourage innovation and creativity, but when they are left unresolved, they can lower productivity, lower morale, and even result in the project failing (Turkalj, 2008).
  3. The third OB issue, which I discovered while doing my poster presentation, is related to the notion of leadership. What I understood is that leadership usually deals with a person's capacity to persuade and direct people towards a common objective. Effective leadership is essential in group projects for attaining project goals, fostering group cohesion, and resolving disagreements. Yet, bad leadership can cause a lack of focus, muddle, and dissatisfaction among group members, which will ultimately affect the project's performance (Nwosu, 2021).

Overall, from the discussion, it can be said that, the success of group work depends on these fundamental concerns of leadership, communication, and conflict management. People can increase their knowledge and abilities in dealing with people by using the appropriate OB theory to better understand and address these difficulties. By thinking back on these interactions, people can gain important knowledge for future group projects and improve their leadership and teamwork skills.

Relevant OB theory for each issue

The three theories relevant to the three issues identified above are discussed in detail below:

Social Exchange Theory for Communication Issue:

A useful OB theory for tackling the communication problem in group work is the Social Exchange Theory (SET). According to the Social Exchange Theory (SET), people interact with others in order to maximise benefits and reduce expenses. When it comes to communication, people weigh the advantages against the drawbacks, such as time, effort, and potential conflict. Therefore, the advantages to interacting should outweigh the disadvantages in order to encourage effective communication in a group. This can be done by fostering a culture of trust and goodwill within the group (Redmond, 2015). Members of the group should be urged to speak honestly and openly, to listen intently, and to offer helpful criticism. A successful project can be achieved through improved group cohesion, an increase in creativity and innovation, and effective communication (Cook, 2013).

The Competing Values Framework for Conflict Management issue:

A pertinent OB theory to address the conflict management issue in group work is the Competing Values Framework (CVF). Flexibility, stability, internal focus, and external focus are four competing values that the CVF advises people and organisations to prioritise. When people place different priorities on these values, potential conflict can arise. Therefore, identifying these values and creating strategies to address them are necessary for effective conflict management. This can be done by being aware of the positives and negatives of each value, promoting open and honest dialogue, and cultivating a culture of cooperation and compromise (Yu, 2009). Better productivity, better decision-making, and improved group cohesion can all result from conflict management (Zeb, 2021).

Transformational Leadership Theory for leadership issue:

An appropriate OB theory to address the leadership issue in group work is transformational leadership theory (TLT). According to TLT, effective leaders inspire and motivate people to work towards a common objective by articulating a compelling vision, stimulating their minds, and providing specialised support. Transformative leaders make their vision clear, promote original thought, and give their team members the freedom to own their work. They also offer tailored assistance, such as coaching and mentoring, to assist team members in reaching their objectives (Korejan, 2016). Enhancing group cohesiveness, encouraging creativity and innovation, and ultimately ensuring project success are all possible with transformational leadership. Comprehending and utilising pertinent OB theories like the Competing Values Framework, Social Exchange Theory, and Transformational Leadership Theory can assist people and organisations in dealing with leadership, conflict resolution, and communication issues in group settings. Individuals can enhance their knowledge and interpersonal skills, which will ultimately improve their performance and likelihood of success in group projects, by using these theories as a guide for their actions (Khan, 2020).

Effective application and evaluation of OB theory to experience of each issue

I encountered a number of organisational behaviour issues while working with a group on a poster presentation, which had an impact on our efficiency and success. I first ran into a communication problem. I discovered that team members' messaging was occasionally unclear, which caused complication and misunderstandings. I used Social Exchange Theory (SET) to address this problem by promoting open and honest communication and fostering a sense of trust among the group members. I met frequently to talk about our progress, exchange ideas, and get input. I was able to strengthen group cohesion and communication as a result. In assessing how well I applied OB theories; I discovered that SET was successful in resolving our communication problem. I was able to strengthen group cohesion and increase productivity by fostering trust and encouraging open communication. I also discovered that some team members were still reluctant to voice their opinions, which suggests that more work needs to be done to further enhance communication.

Conflict resolution was the second difficulty I encountered. I found that there were conflicts over the project's direction because some team members valued stability more than others did flexibility. I used the Competing Values Framework (CVF) to solve this problem by figuring out how to address each of our personal values. I actively listened to team members' concerns and encouraged them to express their opinions. I was able to find common ground and a compromise that satisfied everyone's priorities by doing this. This made it easier for us to advance the project and preserve team cohesion. In order to resolve our conflict management issue, CVF was successful. I was able to come to an agreement that satisfied everyone's priorities by identifying our individual values and locating common ground. I also discovered that some team members were still reticent to speak up, suggesting that I might need to keep working to establish a manner in which open communication and cooperation.

In evaluating our use of OB theories, I found that SET was effective in addressing our communication issue. By building trust and encouraging open communication, I was able to enhance group cohesion and improve productivity. However, I also found that some team members were still hesitant to share their opinions, indicating that more work needs to be done to improve communication further. Finally, I discovered that TLT solved our leadership problem successfully. I was able to enable every team member to contribute to the project's success by articulating a clear vision and offering tailored support. I also discovered that some team members were still reluctant to claim ownership of their work, suggesting that I might need to keep working to increase the group's confidence and trust.

Regarding the communication issue, the Social Exchange Theory (SET) is a useful OB theory to apply. This theory suggests that people engage in relationships and interactions with the expectation of a reciprocal exchange of resources or benefits. In the context of our group project, this meant that team members were more likely to communicate openly and honestly if they felt that their efforts were being recognized and appreciated by others. To apply this theory, I made a deliberate effort to show appreciation and gratitude for each other's contributions. I also encouraged team members to be transparent about their progress and any obstacles they were facing, so that I could offer support and assistance as needed. By doing so, I was able to build trust and strengthen our group's cohesion.

For the conflict management issue, the Competing Values Framework (CVF) was applied. This theory suggests that there are four main values that individuals and organisations prioritise: stability, control, flexibility, and creativity (Yu, 2009). In our group project, I found that some team members valued stability and control, while others prioritised flexibility and creativity. By understanding these values and finding ways to address them, I was able to reach a compromise that satisfied everyone's priorities. For example, I identified specific tasks and deadlines that needed to be met, but also allowed for flexibility in the way that those tasks were completed. By doing so, I was able to maintain group harmony and keep the project on track.

Regarding the leadership issue, the Transformational Leadership Theory (TLT) was applied. This theory suggests that effective leaders inspire and motivate their followers to achieve a common goal by providing a clear vision, individualised support, and encouragement for creativity and innovation. In our group project, I applied this theory by setting specific goals and deadlines, providing individualised feedback and support, and encouraging everyone to contribute their unique ideas and perspectives. By doing so, I was able to empower all team members to take ownership of their work and contribute to the success of the project.

In evaluating our use of these theories, I found that they were effective in addressing our organizational behaviour issues. However, I also recognised that there were some limitations and areas for improvement. For example, some team members were still hesitant to share their opinions or take ownership of their work, indicating that I may need to continue to work on building trust and confidence within the group. Additionally, I recognised the importance of ongoing efforts to maintain effective communication, conflict management, and leadership, as these are ongoing challenges that must be addressed throughout the life of any group project.

Overall, the application of OB theories in our group project was a valuable learning experience. By understanding and applying these theories, I was able to identify and address organisational behaviour issues that were affecting our productivity and success. I also learned the importance of ongoing efforts to maintain effective group dynamics and the importance of recognising and valuing the unique contributions of each team member.

Practical proposals for future behaviour for each issue

Working on this group project and putting OB theories to use taught me a lot about organisational behaviour and how to collaborate well with others.

In the beginning, I discovered how crucial good communication is in any group situation. Implementing the Social Exchange Theory, I realised the value of being open and honest about my own progress and challenges, as well as about the contributions of my team members. As a consequence of this, I felt more at ease speaking up in the group about my thoughts and worries, and I observed that others were open to hearing what I had to say. In any group setting going forward, I intend to keep emphasising open communication and appreciation of others' efforts. I also discovered how crucial it is to value and acknowledge various perspectives and priorities within a group. I discovered by using the Competing Values Framework that not everyone approaches tasks and goals in the same way and that it's crucial to come to an agreement that takes into account everyone's priorities. I intend to work harder in the future to pay attention to and respect other people's viewpoints, even if they are different from mine. At last, I understood the value of strong leadership in any kind of group situation. I realised that effective leaders give their team members support, inspiration, and a clear vision by applying the Transformational Leadership Theory. I want to work on empowering others to take responsibility for their work and contribute to the success of the group as a whole going forward, while continuing to place a high priority on these leadership qualities in any group setting.

In general, I learned a lot from this experience about the value of effective leadership, understanding and appreciating different viewpoints, and effective communication in any group setting. These lessons, in my opinion, will be helpful not only in upcoming group projects but also more generally in my personal and professional life. I feel more confident in my capacity to collaborate successfully with others and accomplish shared objectives as a result of applying the theories and concepts of organisational behaviour.

Based on my experience in this group project and my application of OB theories, I have identified several practical proposals for future behaviour that will help me work more effectively with others in group settings.

I want to continue giving open and honest communication with my team members top priority in terms of communication. This entails frequently checking in with others to make sure that everyone is on the same page and resolving any issues or roadblocks as soon as they appear in a respectful and timely manner. In addition, I want to be more intentional about showing my team members that I value and appreciate what they do, whether it be through verbal praise or more material rewards like snacks or team outings. In order to truly hear and understand others' perspectives before responding or making decisions, I want to work on my active listening techniques. With regard to acknowledging various points of view, I intend to keep actively seeking out and taking into account different perspectives, even if they conflict with my own. This includes being willing to compromise in order to come up with a solution that benefits everyone and taking the time to listen to the opinions and concerns of others. In addition, I want to work on being more considerate of other people's priorities and preferences and doing my best to meet everyone's needs. Last but not least, when it comes to leadership, I intend to keep placing a priority on transformational leadership traits. This entails serving as an example for others, exhibiting a strong work ethic and a positive attitude, and supporting and motivating my team. In order to help others, take responsibility for their work, and contribute to the success of the group, I also intend to work on delegating tasks more effectively. Last but not least, I want to be more deliberate about outlining expectations and goals for the group, as well as regularly checking in to make sure that everyone is moving in the right direction.

Based on my experience in this group project and my application of OB theories, I have identified several practical proposals for future behaviour that will help me work more effectively with others in group settings. These proposals include prioritising open and transparent communication, valuing different perspectives, and demonstrating transformational leadership qualities. By implementing these proposals in future group settings, I believe that I will be able to contribute more effectively to the success of the group and achieve common goals in a more collaborative and respectful manner.


This study has given me the chance to relate my experiences working in a group setting to organisational behaviour (OB) theories. Through this reflection, I have pinpointed three crucial OB issues that were pertinent to my experience: leadership, communication, and valuing various viewpoints. I was able to apply and assess relevant OB theories, such as the communication model, Hofstede's cultural dimensions, and transformational leadership, for each of these problems. I was able to develop a deeper understanding of the underlying dynamics that can affect group dynamics through the application of these theories, as well as workable solutions to these problems. I want to apply what I've learned from this study to group projects I'll be doing in the future. by doing so, I hope to contribute more effectively to the success of any group I am a part of, while also fostering a more positive and collaborative working environment.


Bamidele, R., 2022. ORGANIZATIONAL CULTURE, s.l.: Landmark University.

Cook, K. S., 2013. Social Exchange Theory, s.l.: Stanford University.

Dr .Saravanakumar, A. .., 2019. UNIT 1 ORGANISATIONAL BEHAVIOUR, s.l.: Saravanakumar.

Keyton, J., 2017. Communication in Organizations. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), pp. 501-526.

Khan, H., 2020. Impact of transformational leadership on work performance, burnout and social loafing: a mediation model. Future Business Journal volume, 6(40).

Korejan, M. M., 2016. An analysis of the transformational leadership theory. Journal of Fundamental and Applied Sciences, 8(3), p. 452.

Nwosu, J. C., 2021. Leadership: A veritable tool for Organizational Behaviour. The International Journal of Business & Management , 9(8), pp. 18-26.

Redmond, M. V., 2015. Social Exchange Theory, s.l.: Iowa State University.

Turkalj, Z., 2008. Conflict Management in Organization, s.l.: University of Osijek.

Yu, T., 2009. A Review of Study on the Competing Values Framework. International Journal of Business and Management, 4(7).

Zeb, A., 2021. The competing value framework model of organizational culture, innovation and performance, s.l.: Karakoram International University.

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