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Organizational Behavior


Organizational Behavior studies the factors that impact the individuals, groups and structures in an organization. The purpose of such a study is to apply such knowledge towards improving the effectiveness of the organization. It gives knowledge of how individuals and groups behave in organizations and examines the current theories and their applications in managing behavior at the workplace. This report shows light on what will be the impact of acquisition of Abbey College by City College, on the employees. The report also gives suggestions on what kind of leadership style and motivational theories can the new principal use.



Organizational structure and culture are dependent on each other. The management structure defines the behavior, ethics and attitudes, which create the work culture. The behavior of the employees largely depends on the hierarchical structure, and the way company allocates power and authority. If Mr. Wakefield decides that the  decision making power be with him i.e. if he keeps the new organizational structure highly centralized, then it may result in the employees losing interest in the job, becoming dissatisfied and eventually leaving the organization. But on the other hand, if he decides to share the decision making power with the employees, it will result in the employees being satisfied with the job and organization, they will be happy with their work, and the employee turnover will be very low (Armstrong and Stephens, 2005).

The hierarchical structure of the two colleges will change because of the merger. He will have to be careful and will have to pay attention while making the hierarchical structure of the college, because the big the hierarchical structure, the more will be the decision making power with the top management and the employees will lose interest and satisfaction from the job.


There will be many factors that Mr. Wakefield will have to take into consideration that will be affecting the individual behavior of the employees of the two colleges at work.



The leadership style that Mr. Wakefield will adopt in the new college will prove detrimental for the employee satisfaction and turnover. There are many leadership styles, from which he can select:

Authoritarian Style: Authoritative leader keeps a strict and close control over the followers by closely regulating the policies the procedures given to the followers. These types of leaders believe in making a distinct professional relationship.

Participative Style: In this style, the leader shares the decision making power with the followers, but the final decision making power rests with him only. But this leadership style keeps the employees happy and satisfied. This way they feel like they are a part of the organization and put their maximum efforts to ensure that the decisions that they make are useful towards the achievement of objectives of the organization (Nenaber, 2010).

Mr. Wakefield must use the participatory style of leadership style, because this leadership style gives the maximum satisfaction to the employees as this style allows the employees to be a part of the decision making process. By using this style, he can ensure that the employees will give their best in every task that they perform. This way every time the college will get the best results.


Organizational theory states that everything is in order and that nothing can be large enough to create a chaos. It supports the management because it a set of theories, which if followed help the management in taking decisions and maintaining relations with the employees. If these theories are followed properly then it helps both the managers as well as the employees in achievement of effective performance. Organizational theories like the Scientific Management Approach states that the workers’ selection must be based on scientific grounds, the management and labor must support each other rather than to fight with each other, there should be scientific training of the workers. According to the Administrative theory by Fayol, management is considered as a set of planning, organizing, training, commanding and coordinating functions (Fauske and Raybould, 2005).

The organizational theories if followed and executed well, contribute in the success of the organization by strengthening the practice of management and manipulating the personnel of the organization.


There are many theories developed to explain the organizations and their structures:

Scientific Management Theory: The theory’s main objective was improving the economic efficiency, especially the labor productivity. According to the theory, by optimizing and simplifying jobs, the productivity of the employees will increase; the workers and management must cooperate with each other (Gibb, 2000).

The Human Relations Approach: This theory states that human beings are not interested in financial gains only. They also need recognition and appreciation. An organization works not only through formal relations, but also through informal relations. The employees need a high degree of job security and job satisfaction.

Mr. Wakefield can use the Human Relations approach, because a college has a large number of teaching staff who like to be recognized and awarded.



Leadership style is the notion of motivation. The impacts that different leadership styles may have on motivation in organization in periods of change are as follows:

Transformational Leadership: A transformational leader is a person who is not limited by his or her followers’ perceptions. The main objective of this type of leader is to facilitate change. These leaders challenge and inspire their followers with a sense of purpose and excitement.  Managers who adopt this leadership style focus on developing supportive relationships with the employees rather than using incentives or other perks to motivate change (Roberts, 2013).

Transactional Leadership: These leaders focus on motivating the followers through a system of rewards and punishments. This type of leader identifies the needs of their followers and gives rewards o satisfy those needs in exchange of certain level of performance. They focus on improving the efficiency of established routines and procedures. They are more focused on following the existing rules than making changes to the org

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