Organisational behaviour essayIssues in Shangri-La Hotel

Question

Task:
Introduction:

• A brief note on the significance of the report
• A brief introduction to the organisation chosen for analysis

Answer

Introduction
The concept of organisational behaviour discussed in the organisational behaviour essay is one of the vital things that is required for the successful running of a business. Most of the time the organisational behaviour is linked with the organisational culture and if the culture is unable to motivate the employee, the productivity along with the profit margin of the organisationscan be decreased . The report on organisational behaviour essay aimsto identify and analyse the issues in the organisation in terms of organisational behaviour and analyses those. For this purpose, the case of Shangri-La Hotel Corporation has been taken for study and feasible recommendations have been prepared in the last section of organisational behaviour essay so that the hotel can easily resolved these issues with the employees.

Shangri-La hotel corporation is the famous luxury hotel among Asia selected in the present context of organisational behaviour essay that has it’s headquarter in HongKong. The standards of hospitality management arehigh for these hotels and it not only have involved in the business of hotels but the organisations arealso seen to have a diverse global portfolio that isinvestments properties, effective lifestyle facilities and wellness facilities and real estate (Shangri-la.com, 2020). At present, the organisation has more than 100 hotels in 75 destinations across the world. Further, the organisation also has four further brands in the same industry which are Kerry hotel, Shangri-La hotels and resorts, Traders and JEN. In 2019, the field of involvements for Shangri-La corporations are logistics, maritime, hospitality and agribusiness.

Case issue
The organisation explored in the organisational behaviour essay is seen to face challenges from the side of employee retention. The employeeswho are associated with financial management has high turnover rate for this organisation (Markets.ft.com, 2020). In addition to that the management members such as chairman, CEO and others are also seen to replace frequently. Due to the organisational culture and policies cannot remain stable for the organisationaland employees are losing their motivation to work for the organisation. Presently it has foundin the organisational behaviour essaythat the working time for the organisation is high for the employee which are also increase the work pressure and the pay scale or the employee in contrast of the work pressure is low (Markets.ft.com, 2020).

Fig 1: The number of employees in Shangri-La and other Hotels from the Asian region
(Source: Markets.ft.com, 2020)

Moreover, in Shangri-La hotel, the new managers are making new policies for the employee. Many of them make working policy for the employees that are beyond the capacity of the employees. This increases the work pressure and mental stress for employees and they quit their job from this organisation.Many times the new managers lay off the veteran employees intentionally and recruit new employees of their choice. Hence the quantity and quality of the workers in the different organisation of this group is degraded which in the other hand reduce the productivity of the organisation and motivation of the employee to work faithfully for the Shangri-La group.

Literature review
Employee turnover:
In the context of organisational behaviour essay, it has found that the employee of the Shangri-La is quitting their job due to the ineffective organisational behaviour. Hence in this section, a review on the organisational behaviour and the employee turnover has been presented. In the view of Lim et al. (2017), one of the vital components of organisational behaviour is the leadership that can also impact on the employee turnover. The author portrays that he transformational leadership among the organisation can influence the turnover intentions of the employees. The organisational behaviour essayexamines the words of Lim et al. (2017), the turnover rate of the employees is directly related to job satisfactionalong with thecommitment of employees towards the organisation. However, the transformational leaders can mediate the variables in theorganisation and increase the job satisfaction of the employee which can be helpful in decreasing employee turnover rate of Shanri-La.

However, the author Alkhateri et al. (2018) has conducted a study in the UAE to figure the impact of organisationalbehaviour and employee turnover intentions. In the study, it has found that organisational behaviour has a pivot role in predicting the turnover rates of the employees. Inthe article, the author has portrayed the role of organisationalbehaviour in a different perspective where he has suggested that in the organisation mostly the employee who has better skill are having high intention to quit their job because due to better skill and performance, they can find job opportunities in the other organisation effectively.Hence in this case maintenance of job satisfaction can be helpful to decrease the employee turnover and if in the organisation the of the employee with better skill and with average skill is treated unfavourably, they can quit their job and go for the better opportunity.

Employee motivation:
As per the study by Kuranchie-Mensah and Amponsah-Tawiah, (2016) considered in the organisational behaviour essay that the employee can be prompt to their work with the help of positive organisational behaviour. During the research, the author has observed the employee and labour of the mining company of Ghana and they have found that the organisationis providingeffective health and safety measures to the employee. Further, in theorganisation, health and safety rules are also flexible for each employee. This presence of the rules associated with the safety of the employees makes themselves felt valuable to theorganisation. In addition to that, they have also felt to be secure in the organisation also. This motivates the employee to focus ontheir job roles.

However, the author Idowu, (2017) has said in the organisational behaviour essay that the organisationthat has conductedcontinuousperformance appraisal can also impact positively on the motivating factors of the employee. In the view of the author, theperformance appraisal can provide both the positive and negative feedbacks to the employees and helps the employee to identify the issues with their work.

Moreover, this behaviour and practice
in the organisationalso make the employee be percept that the management is looking over the employee and their performance which make the employee increase the quality of the performance within the organisation. In the view of Moodley and Hove, (2018) among the organisation here are some factors that can impact upon the employee motivation to stay and work for an organisation and those factors are salarystructure, incentives, responsibility career growth, job security, rewards recognition and healthy relationships with the other employees.

Employee motivation and employee turnover
The author Puni et al. (2016) the turnover intentions of the employees are also direly related with the working behaviour in the organisation. It has found in the paper by Puni et al. (2016) that the different types of leadership within the organisation impacts differently organisational behaviour with results in different work behaviour for the employees. As an example, it can be said that the autocratic leadership in the organisation has created a behaviour where the higher authority less focuses on the employees than work. Now as per the social exchange theoryif the people find themselves no valuable and faced unfavourable treatment, they can gain the intentions of leaving the organisation (Cropanzano et al. 2017). In the study by Puni et al. (2016), it is observed in this organisational behaviour essay that the autocratic leadership has created workplace behaviour where the employees found themselves in an unfavourable situation which makes them leave the organisation. However in the case of the democratic leadership and laissez-faire leadership the leaders are showing their responsibility towards the employee and become more flexible to the employee which increases the job satisfaction, employee motivation and reduces the intentions for leaving the job. Again the author Chiat and Panatik, (2019) made a study to figure out the relation between the motivator and the employee turnover intention. In the study, it has found in the organisational behaviour essaythat the personal desire, needs, rewards and incentives are the major motivators for the employee to stay in the organisation.However, according to Herzberg’s Two-Factor Theory, the hygienic factors also act as a motivator for the employees (Hur, 2018). If those are not present in the organisation the employee has gained the intention of leaving that organisation.

Analysis
In the case of the Shangri-La hotel explored in the organisational behaviour essay, it has observed that employee satisfaction is lower in the organisation. As a reason, it can be said that management is not stablein the organisation. Moreover, autocraticorganisational behaviour is present in hotels. It has found that the higher author has less concern about the health and personal need of the employees and staff of the organisation. Rather they are looking for the higher quality of the services so that the customer satisfaction for the hotel's increases. As per the social exchange theory, this has created the unfavourable condition for the employees of the Shangri-La Hotels which makes them quit their job (Cropanzano et al. 2017).

Again the organisation is also giving the higher work pressure but there is no system for incentives and increments or rewards and recognitions for the employee. In the other hotels in Asia are seen to offer a higher salary structure to the employee with the same job roles and responsibilities. Hence the employee who has higher experience in theShangri-La hotel is intended for resigning and join a betterorganisation. This can be an effective choice foran employee in their perception. However, in the hotel, the new manager is also seen to ask the older employee to take voluntary resign from the hotel because they can not able to meet the expectations of the higher authority. Again due to the frequent changes of the management team and members, the policies of the organisation have also changed frequently. That creates a negative organisational culture and behaviour for the employees and they cannot make themselves habituated with anyone kind of policies.

As per the two-factor theory by Herzberg explored herein organisational behaviour essay, the personal need of the employeeis the strong motivationthat persists in the organisation. In the case of Shangri-La hotels, the need of the employees is not even checked and none of the performance appraisals has been made. Thereby it can be said ha he management decision can remain unclear tothe employee and hence the expectation of the employee about the fulfilment of their need can not be gained in this organisation. Hence due to the absence of the policies hat shows the responsibly of the management towards the employee the turnover rate of the employees for this organisation has been increased effectively.

Further, asking the veteran and old employees with higher experience for taking resign has created a question of job security in front of the existing employees of Shangri-La hotels. The study by Moodley and Hove, (2018) utilized in the section of organisational behaviour essay show that the job security is one of the effective motivators for the employees and as per the theory of motivation, themotivates an organisationincreases,the job satisfaction for the employees. However, in the case of the Shangri-La organisation, the motivator of job security is not present. The experienced employees areasking for resigning because they cannot fulfil the higher expectation the authority team of the organisation. Hence the new employees who have low working experience and can not able to give the best skills in the organisationcan go for depression with the insecurity of the job. Hence if there are any better opportunity has been come the employees are goingfor that opportunity. Moreover, it can also be said that due to such mismanagement in theorganisation the conflict among the employee can also be generated which impacts on the healthy relationship between the employees. It is because the old employees are laid off by the organisation and for the newly hired employees in the Shangri-La, this can make them to percept about the inability of the old employee and they canstart to stop showing their respect to the older employees in the hotel.Maslow’s need theorysuggested thatthe employees in the organisation are looking forlove, self-actualisation and esteem in the organisation (Jonas, 2016).

Fig 2: Maslow’s theory of need
(Source: Simplypsychology.org, 2020)

However, the situation and organisational culture of Shangri-La becomes a strong prohibitor for the self-esteemed of the experienced and old employees. Hence the motivation of the employees is reducing effectively within the organisation. In addition to that, the salary of the organisation is also less in comparison to the other hospitality managementorganisation. Hence it can be said in the organisational behaviour essay that due to the low motivation, lack of self-esteemed for the experienced workers the employee turnover has been increased within the organisation. Further, effective and flexible leadership is also not present in the organisation which is also another reason for decreasing the motivation of the employee to work for that organisation.

Conclusion
In the organisational behaviour essay, the importance of effective organisational behaviour has been studied with the example of the Shangri-La hotel. In the study, it has found thattheorganisational culture and leadership of Shangri-La hotel is not effective to motivate the employee towards the work. Rather in the organisation, the autocratic leadership style has been followed which decreases the jab satisfaction of the employees. In addition to that, the job security is absents and the major need of the employees such as self-esteem, self-actualisation, love form the other employees are also not present in the organisation which make the employee turnover higher for the Shangri-La hotels.

What are the valuable recommendations based on the case scenario of organisational behaviour essay?
The recommendations for the hotel to overcome the issues identified in the organisational behaviour essay are as follows –

• Improve the leadership style: In theorganisation, it has found that the autocratic leadership stops the managers and leaders to become flexible with the times and participate in the work before commanding. Hence it can be assumed that the transformational leadership can be helpful for the organisationbecause it influences to bring change in the organisations and theleadersbecome participative which allows them to make expectations and goals that can be achievable by the employees.
• Make stable policies: The rewards and recognition can be helpful to meet the need of self-esteem within the organisation. In addition to that this can also increase the intentions of the employee to produce a high-quality output for theorganisation so that the rewards can be achieved. Further, herein organisational behaviour essay this also provides recognition and respects to the employee. Hence the leaders in the organisationshould take initiations of rewards systems and policies for the employee. Moreover the stable policiesin terms of health and safety and increase in the motivation of the employees and maintain the employee retention within the organisation. ?

References
Alkhateri, A.S., Abuelhassan, A.E., Khalifa, G.S., Nusari, M. and Ameen, A., 2018. The Impact of perceived supervisor support on employees turnover intention: The Mediating role of job satisfaction and affective organisational commitment.Organisational behaviour essay International Business Management, 12(7), pp.477-492.

Chiat, L.C. and Panatik, S.A., 2019. Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology, 1(2), pp.10-15.

Cropanzano, R., Anthony, E.L., Daniels, S.R. and Hall, A.V., 2017. Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), pp.479-516.

Hur, Y., 2018. Testing Herzberg’s two-factor theory of motivation in the public sector: is it applicable to public managers?. Public Organisation Review, 18(3), pp.329-343.

Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.

Jonas, J., 2016. Making practical use of Maslow’s Hierarchy of Needs theory to motivate employees: a case of Masvingo Polytechnic. Journal of Management & Administration, 2016(2), pp.105-117.

Kuranchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), pp.255-309.

Lim, A.J.P., Loo, J.T.K. and Lee, P.H., 2017. The impact of leadership on turnover intention: The mediating role of organisational commitment and job satisfaction. Organisational behaviour essayJournal of Applied Structural Equation Modeling, 1(1), pp.27-41.

markets.ft.com, 2020, Equities, available at: https://markets.ft.com/data/equities/tearsheet/profile?s=SHANG:SET, [accessed on 29.7.2020]

Moodley, S. and Hove, G., 2018. The factors affecting employee motivation and its impact on organisational performance at an engineering supplies company in Durban, Kwa-zulu natal. Kuwait Chapter of the Arabian Journal of Business and Management Review, 7(4), p.55.

Puni, A., Agyemang, C.B. and Asamoah, E.S., 2016. Leadership styles, employee turnover intentions and counterproductive work behaviours. International Journal of innovative research and development, 5(1), pp.1-7.

Shangri-la.com, 2020, shangri-la, available at: https://www.shangri-la.com/group/our-story/, [accessed on 29.7.2020]

Simplypsychology.org, 2020, Maslow's Hierarchy of Needs, organisational behaviour essayavailable at: https://www.simplypsychology.org/maslow.html, [accessed on 29.7.2020]