Description
المملكة العربية السعودية
وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 1
Organizational Behaviour (MGT 301)
Due Date: 05/10/2024 @ 23:59
Course Name: Organizational Behaviour
Student’s Name: SEU ELITE
Course Code: MGT301
Student’s ID Number:
Semester: 1st Semester
CRN:
Academic Year:2024-25
For Instructor’s Use only
Instructor’s Name: Dr.
Students’ Grade: /10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
•
•
•
•
•
•
•
•
Restricted – مقيد
The Assignment must be submitted on Blackboard (WORD format only) via the
allocated folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented; marks may be reduced
for poor presentation. This includes filling in your information on the cover page.
Students must mention the question number clearly in their answers.
Late submissions will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answers must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
CLO-Covered
1.
2.
Recognize the fundamental concepts, theories, and principles, and examine
challenges of organizational behaviour. (CLO1).
Describe management issues such as diversity, attitudes and job satisfaction,
personality, and values in organizational behaviour (CLO2).
Assignment 1
Reference Source:
Textbook: Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behaviour:
Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL:
McGraw-Hill Irwin.
Critical Thinking: Discussion Chapters: – Please read Chapters 2,3,4 & 5 “Job Performance,
Organizational Commitment, Job Satisfaction & Stress” carefully and then give your
answers based on your understanding.
Assignment Question(s):
1. In the context of organizational behaviour, how can the relationship between job
performance and organizational commitment be influenced by external factors such as
management practices, workplace culture, and employee work-life balance? (04 Marks)
(Min words 200-250)
2. How does job satisfaction impact an employee’s overall contribution to organizational
effectiveness, and what role does job satisfaction play in the long-term success of an
organization? (03 Marks) (Min words 150-200)
3. In what ways can workplace stress impact organizational behaviour, and what strategies
can organizations implement to mitigate the negative effects of stress on employees and
overall organizational performance? (03 Marks) (Min words 150-200)
Important Note: 1. Support your submission with course material concepts, principles, and theories from
the textbook and at least two scholarly, peer-reviewed journal articles.
2. References required in the assignment. Use APA style for writing references.
Restricted – مقيد
Answers:
1.
The relationship between job performance and organizational commitment can be
significantly influenced by external factors such as management practices, workplace
culture, and work-life balance. Management practices, such as leadership styles, promotion
policies, and employee development programs, directly influence job performance and
commitment. When management practices promote trust, fairness, and transparency,
employees are more likely to feel satisfied and committed, which enhances job
performance. For example, companies like Google and Zappos are known for fostering
environments of trust and autonomy, allowing employees to innovate without fear of
failure. This leads to high job performance as employees are motivated to contribute
creatively. Furthermore, workplace culture that fosters teamwork, inclusivity, and positive
relationships strengthens employees’ affective commitment and motivates higher
performance. For instance, organizations like Southwest Airlines promote a culture of
humour, camaraderie, and mutual respect, which translates into employees going the extra
mile to ensure customer satisfaction, leading to improved job performance and a deep sense
of organizational loyalty.. Additionally, balancing work and personal life reduces stress
and improves employees’ emotional well-being, leading to better commitment and
sustained job performance
2.
Job satisfaction significantly impacts organizational effectiveness by promoting
individual performance and teamwork. Satisfied employees exhibit organizational
citizenship behaviors (OCBs), such as helping colleagues, volunteering, and showing
initiative, which create a supportive and efficient work environment. Companies like
Costco Wholesale, Johnson & Johnson, and Johnson & Johnson invest heavily in
employee satisfaction through leadership development and innovation programs,
resulting in a workforce that consistently drives long-term organizational success. High
job satisfaction also enhances employee engagement, leading to better decision-making
and innovation, key drivers of long-term growth.
Research shows that job satisfaction acts as a mediator between factors like
perceived organizational support, organizational culture, and organizational effectiveness.
Studies show that satisfied employees are more likely to be committed, leading to increased
Restricted – مقيد
performance levels within the organization. Factors such as incentives, working
environment, and education also impact satisfaction levels. Both organizational culture and
job satisfaction positively influence employee performance, emphasizing the importance
of ensuring employee satisfaction for organizational success. Therefore, fostering job
satisfaction among employees is essential for enhancing overall organizational
performance.
3.
Workplace stress can adversely affect both individual and organizational
performance. Stressed employees may experience burnout, which leads to decreased
productivity, poor decision-making, and higher absenteeism. For instance, high-pressure
environments like investment banking firms, where long hours and demanding tasks are
the norm, can result in reduced cognitive function, lower performance, and a negative
impact on organizational goals.
On the other hand, organizations that implement effective stress management
strategies can alleviate these negative impacts. For example, PwC
(PricewaterhouseCoopers) introduced a well-being program called Be Well, Work Well
to help employees manage stress by offering physical, emotional, mental, and spiritual
resources. This includes promoting wellness initiatives like yoga, counseling services,
and flexible work hours. Such interventions significantly reduce stress, improving job
performance and fostering a positive organizational culture.
Stress can also affect teamwork and organizational communication. Teams under
constant pressure may experience conflict, reduced cooperation, and strained
communication. To combat this, organizations can use team-building exercises and stressrelief programs to enhance team cohesion. For instance, HubSpot encourages team-based
problem-solving activities and offers regular breaks during high-pressure projects,
reducing stress and promoting better teamwork.
Restricted – مقيد
References
Hill, C. W. L., & Hult, G. T. M. (2021). Organizational Behavior (7th ed.)
Restricted – مقيد
Purchase answer to see full
attachment
وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 1
Organizational Behaviour (MGT 301)
Due Date: 05/10/2024 @ 23:59
Course Name: Organizational Behaviour
Student’s Name: SEU ELITE
Course Code: MGT301
Student’s ID Number:
Semester: 1st Semester
CRN:
Academic Year:2024-25
For Instructor’s Use only
Instructor’s Name: Dr.
Students’ Grade: /10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
•
•
•
•
•
•
•
•
Restricted – مقيد
The Assignment must be submitted on Blackboard (WORD format only) via the
allocated folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented; marks may be reduced
for poor presentation. This includes filling in your information on the cover page.
Students must mention the question number clearly in their answers.
Late submissions will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answers must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
CLO-Covered
1.
2.
Recognize the fundamental concepts, theories, and principles, and examine
challenges of organizational behaviour. (CLO1).
Describe management issues such as diversity, attitudes and job satisfaction,
personality, and values in organizational behaviour (CLO2).
Assignment 1
Reference Source:
Textbook: Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behaviour:
Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL:
McGraw-Hill Irwin.
Critical Thinking: Discussion Chapters: – Please read Chapters 2,3,4 & 5 “Job Performance,
Organizational Commitment, Job Satisfaction & Stress” carefully and then give your
answers based on your understanding.
Assignment Question(s):
1. In the context of organizational behaviour, how can the relationship between job
performance and organizational commitment be influenced by external factors such as
management practices, workplace culture, and employee work-life balance? (04 Marks)
(Min words 200-250)
2. How does job satisfaction impact an employee’s overall contribution to organizational
effectiveness, and what role does job satisfaction play in the long-term success of an
organization? (03 Marks) (Min words 150-200)
3. In what ways can workplace stress impact organizational behaviour, and what strategies
can organizations implement to mitigate the negative effects of stress on employees and
overall organizational performance? (03 Marks) (Min words 150-200)
Important Note: 1. Support your submission with course material concepts, principles, and theories from
the textbook and at least two scholarly, peer-reviewed journal articles.
2. References required in the assignment. Use APA style for writing references.
Restricted – مقيد
Answers:
1.
The relationship between job performance and organizational commitment can be
significantly influenced by external factors such as management practices, workplace
culture, and work-life balance. Management practices, such as leadership styles, promotion
policies, and employee development programs, directly influence job performance and
commitment. When management practices promote trust, fairness, and transparency,
employees are more likely to feel satisfied and committed, which enhances job
performance. For example, companies like Google and Zappos are known for fostering
environments of trust and autonomy, allowing employees to innovate without fear of
failure. This leads to high job performance as employees are motivated to contribute
creatively. Furthermore, workplace culture that fosters teamwork, inclusivity, and positive
relationships strengthens employees’ affective commitment and motivates higher
performance. For instance, organizations like Southwest Airlines promote a culture of
humour, camaraderie, and mutual respect, which translates into employees going the extra
mile to ensure customer satisfaction, leading to improved job performance and a deep sense
of organizational loyalty.. Additionally, balancing work and personal life reduces stress
and improves employees’ emotional well-being, leading to better commitment and
sustained job performance
2.
Job satisfaction significantly impacts organizational effectiveness by promoting
individual performance and teamwork. Satisfied employees exhibit organizational
citizenship behaviors (OCBs), such as helping colleagues, volunteering, and showing
initiative, which create a supportive and efficient work environment. Companies like
Costco Wholesale, Johnson & Johnson, and Johnson & Johnson invest heavily in
employee satisfaction through leadership development and innovation programs,
resulting in a workforce that consistently drives long-term organizational success. High
job satisfaction also enhances employee engagement, leading to better decision-making
and innovation, key drivers of long-term growth.
Research shows that job satisfaction acts as a mediator between factors like
perceived organizational support, organizational culture, and organizational effectiveness.
Studies show that satisfied employees are more likely to be committed, leading to increased
Restricted – مقيد
performance levels within the organization. Factors such as incentives, working
environment, and education also impact satisfaction levels. Both organizational culture and
job satisfaction positively influence employee performance, emphasizing the importance
of ensuring employee satisfaction for organizational success. Therefore, fostering job
satisfaction among employees is essential for enhancing overall organizational
performance.
3.
Workplace stress can adversely affect both individual and organizational
performance. Stressed employees may experience burnout, which leads to decreased
productivity, poor decision-making, and higher absenteeism. For instance, high-pressure
environments like investment banking firms, where long hours and demanding tasks are
the norm, can result in reduced cognitive function, lower performance, and a negative
impact on organizational goals.
On the other hand, organizations that implement effective stress management
strategies can alleviate these negative impacts. For example, PwC
(PricewaterhouseCoopers) introduced a well-being program called Be Well, Work Well
to help employees manage stress by offering physical, emotional, mental, and spiritual
resources. This includes promoting wellness initiatives like yoga, counseling services,
and flexible work hours. Such interventions significantly reduce stress, improving job
performance and fostering a positive organizational culture.
Stress can also affect teamwork and organizational communication. Teams under
constant pressure may experience conflict, reduced cooperation, and strained
communication. To combat this, organizations can use team-building exercises and stressrelief programs to enhance team cohesion. For instance, HubSpot encourages team-based
problem-solving activities and offers regular breaks during high-pressure projects,
reducing stress and promoting better teamwork.
Restricted – مقيد
References
Hill, C. W. L., & Hult, G. T. M. (2021). Organizational Behavior (7th ed.)
Restricted – مقيد
Purchase answer to see full
attachment
