BUS600 Organisational Behaviour and Leadership Report 2 Sample
Description:
Maximum of 4 members per group
• Each member must select 4 peer-reviewed journal articles (published in the last three years) from the PIA's virtual online library, including at least one quantitative article (involving hypothesis testing) and one qualitative article (involving thematic analysis, case study, grounded theory, or another qualitative strategy).
Assessment 2a: Literature Review/Essay
Task:
Each group member must:
Select 4 peer-reviewed articles from the PIA virtual library.
• Choose one article per member for in-depth analysis, resulting in 4 articles per group for the report.
• Submit evidence (screenshot) in the report's appendix showing the articles were sourced through PIA's Virtual online library.
• Critically evaluate the chosen article's research design and methods, focusing on research paradigms, philosophy, reasoning approach, and selected research strategy.
Let's assume there are 4 group members - Alana, Brad, Chan, and Denice. Alana should be sourcing four peer-reviewed journal articles that meet the criteria mentioned in the description above. Then, Alana should select only one article for the written report. A similar process would be repeated by the remaining three members. That means, as a group of four, you will be sourcing 16 articles, but each of you will analyse only 1 article for the report.
. Please note during the presentation that your professor may ask each individual about the 4 articles they have selected and why they have selected the article the student analysed.
Format:
• Length: 2000 words (+/-10%)
Structure: Introduction, Critical Evaluation of Articles, Conclusion, References
• Each member's section should be 500-550 words.
Referencing Style: [Specify the required referencing style, e.g., APA, Harvard, etc.]
Tips for Conducting the Literature Review
Selecting the Right Article:
Use the PIA virtual library to select 4 peer-reviewed articles per group member. Choose one article that resonates most for in-depth analysis.
Be prepared to discuss all 4 articles during the presentation.
Delving into Questions:
• Analyse each article as per the given format, focusing on critical aspects like research design, methods, paradigms, philosophy, reasoning approach, and strategy.
Please ensure you only join the groups allocated for your lecturer and class. Joining a different group may lead to confusion and administrative issues.
Important Reminders:
• Collaborate with your peers early on to decide on your group members and ensure everyone is on the same page.
• If you encounter any issues or have questions about group formation or Moodle group selection, please get in touch with your class Lecturer.
Solution
Introduction
- A summarized literature review is discussed throughout.
- Selected 4 articles are based on the chosen topic for review.
- Each article provides an overview and contributions are highlighted.
In the current presentation, the selected topic of organizational culture determination is considered for continuing with the review. The selected 4 articles by the group inform about the relevance these sections hold in alignment with the research topic. Furthermore, the details that will be discussed in this presentation are key findings, and contribution insight so that the purpose of organizational culture can be determined easily. At the end of the article review, a clear insight into the organization's cultural role is possible to establish.
1. Selected 1st Article Overview & Key Findings
1st Article: “A contingency perspective on the study of the consequences of conflict types: The role of organizational culture”
- A correlation between Conflicts and organizational culture is examined in this paper (Guerra et al. 2020).
- The basic details of organizational culture variation are measured by high goal-oriented and low goal-oriented.
- Quantitative research based on this paper showed that poor culture always provokes conflicts.
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Figure: Conflicts in Organization
This paper has chosen a clear and simple aspect of group member conflicts to understand the impact on the organization's culture. As per Guerra et al. (2020), negative consequences of group conflicts always tend to impact performance, even the organization's value as well. Based on this overview for university assignment help of the paper its quantitative findings are observed. A clear flow of repeated conflicts and falling job satisfaction in both cases of private and public organizations is noticed. It not only affected the quality of jobs more about their well-being but also declined therefore. However, when organizations obligate goal-oriented culture it makes the nature of the issue resolved by which moderate control over conflicts is produced. The relationship conflicts always harm the quality of their performance as well as impact on organization dynamics. Maybe the work conflicts hit the organization negatively or positively, but the ability to handle them comes from its culture.
2. Contribution
- A correlation equation is generated for conflict types' impact on employees.
- The negative equation for conflicts in employee relationship management is understood.
- Importance of organization culture by values, beliefs, and practices productivity consistency managed.
- Just like unsatisfied employees impact the services, a healthy culture boosts up the environment through valuable outcomes.
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Figure: Culture and Conflicts Correlation
An understanding of the conflict types and organization employees' connection is motivated through existing culture. As much as it can be value-oriented people remain motivated and a flow of ethically connected scope is generated. On the other hand, low value always tends to differentiate the consideration which acts as a stimulator for rising conflicts. Instead of being productive if the organization faces repeated conflicts, it directly causes disruption in productivity. The contribution this paper makes mentions the improvement of culture to manage conflicts. However, through this review, a clear difference has been produced between low-value and high-value culture impacts on employees. Even, this study showed persistence of group conflicts always harms the goal-achieving path and associated development. However, there are organizational cultures where people remain positive about conflicts that impact the level of satisfaction. So, the knowledge of the organization's role becomes clear with this selected article.
3. Selected 2nd Article Overview & Key Findings
2nd article: “Impacts of leadership style, organizational design and HRM practices on knowledge hiding: The indirect roles of organizational justice and competitive work environment”
- Variable (leadership style, HRM, and organization design) based influences on knowledge hiding areas measured in this article (Oubrich et al. 2021).
- Internal factors influenced by organizational culture are observed.
- The focus is given on knowledge hiding nature through causes.
- Findings extract the causes and handling of the practices of knowledge hiding within the organization.
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Figure: Knowledge sharing Benefits
The quantitative research informed about the organization design is the ultimate way to eliminate the tendency of knowledge hiding. As knowledge hiding always gets the nature of poor transparency within the organization this makes the concern for survival within competitive market conditions. Additionally, the ability of knowledge management makes the right balance in organization justice and competition. Though the causes of knowledge hiding are multiple when the surroundings are competitive, individual play as dumb all makes the impact of developing knowledge hiding. However, the cause may be different yet the ways to manage the knowledge-hiding nature are leadership influences. The role of organizational design always helps to keep the team motivated by which the value of operational ethics is generated.
4. Contribution
- Any condition with market competition is possible only through leadership suitability.
- The role of leadership to involve people in communication is essential.
- The collaboration of trust, and emotions all enhances the flow of eliminating knowledge hiding.
- An organizational culture that promotes the nature of habits adopted by people.
The detailed analysis of study findings interprets that working with leadership style and organization design emerge as the strength for employee connectivity. A proper flow of interaction, reward, and knowledge sharing are all facilitated through organization design. It needs to be understood that working with accuracy as well as suitability always increases the chances of earning benefits. As much as the focus on growing habits of knowledge holding can be explored it enhances the chances for support development for employees. However, personality and values may also impact the knowledge flow within the organization.
5. Selected 3rd Article Overview & Key Findings
3rd article: “Managing change: role of leadership and diversity management.”
- A connection between diversity and organizational management is explored through this study (Vito & Sethi, 2020).
- The use of case study-based qualitative analysis informs about different circumstances faced by people.
- Real context observation helps to understand the HRM influences to manage inclusion for all.
In this case study-based analysis diversity is considered so that clarity about differences in treatment can be measured. A Canadian Whitish woman and immigrant are considered to explore their issues in different surroundings. Still, the focus is culture-specific as people-oriented controls the chances of any discrimination potential. Based on that in the case of Canadian women, they received the value of employee by HRM indicating a cultural standard within the organization. On the other hand, in the case of immigrants, they did not receive that support despite their quality, they were treated as neglected which is clearly a reflection of racial discrimination. The importance of this paper comes as diversity and inclusion both are elements that produced the cultural influences.
6. Contribution
- A clear need for an organizational culture to treat the employee fairly is noticed.
- Diversity and inclusion are produced from the culture where values are cultivated (Vito & Sethi, 2020).
- Effective HRM, and leadership all make the safety and involvement of the working people.
- Lack of HRM directly falls over the quality, involvement, and safety of employees.
In this paper, two cases are indicated about the negative and positive aspects HRM can lead for their employees. In the case of a Canadian woman, she receives the support that she needs to showcase her skill for the task. Same way in the case of an immigrant woman she faced negligence and poor behavior which showed the inactive HRM system. In both cases, organizational culture is essential to guide employee value by which fairness and productivity are equally managed. Without caring for the employee's assistance, a chance of losing the balance is always affected by the culture. This reviewing aspect can create a reflection on the role of organizational culture.
7. Selected 4th Article Overview & Key Findings
4th Article: “The mediating role of organizational culture: Transformational leadership and change management in virtual teams”
- A distance-based leadership influence is measured in this paper (Bagga et al. 2023).
- In the era of continuous change, a demand for proactive leaders always boosts up ability to control.
- Quantitative research indicated that the role of leadership positively impacts change management.
- At the time virtual teams need assistance, transformational leadership, and organizational culture to work at their best.
The selected article through detailed analysis showed that in the route of emerging growth, the role of culture always mediates the outcome. A positive culture always empowers leaders who can handle virtual teams in any change scenario. On the other hand, cultural suitability and producing a good leadership style always emerge the chance to handle virtual teams. The reason for continuously emphasizing the importance of organizational culture is that it holds values, beliefs, and perceptions that encourage individuals to lead their performance toward this change. So, the purpose of the event is to get managed as the internal relation gets explored with detailing.
8. Contribution
- Change is the only constant for every organization's culture is the way to manage it.
- An effective culture always involves values, and leadership and promotes the success of team handling (Bagga et al. 2023).
- Lack of cultural stability always impacts leadership which gets complicated for virtual team handling.
The contribution of this study impacts the ability of culture even in change management. In the daily progression of the environment and demand for evolving with internal capability, the role of organizational culture always comes. The importance of cultural value leadership provides significant assistance which can easily enhance the opportunity for change handling. Additionally, management nature always impacts the employee behavior so a clear influence always helps to manage the distance of the virtual team.
9. Conclusion
- The reviewed article helps to understand the correlation that exists within the organization.
- The importance of organizational culture for change management, conflict handling, and others is recognized.
- Only culture holding values can direct the future with productivity constant.
The use of four articles to review the impact of organizational culture, it has been found that influencing aspects exist. Additionally, the role of organizational culture always helps to eliminate knowledge-hiding tendencies, and conflicts that have an impact on the outcome. As much as an investment is possible to grow a productive culture that enhances the future with efficiency and opportunities.
References
Bagga, S. K., Gera, S., & Haque, S. N. (2023). The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), 120-131. https://www.sciencedirect.com/science/article/pii/S1029313222000355
Guerra, J. M., Martínez, I., Munduate, L., & Medina, F. J. (2020). A contingency perspective on the study of the consequences of conflict types: The role of organizational culture. In Conflict in Organizations: Beyond Effectiveness and Performance (pp. 157-176). Psychology Press. https://www.taylorfrancis.com/chapters/edit/10.4324/9781003059776-4/contingency-perspective-study-consequences-conflict-types-role-organizational-culture-jos%C3%A9-guerra-in%C3%A8s-mart%C3%ADnez-lourdes-munduate-francisco-medina
Oubrich, M., Hakmaoui, A., Benhayoun, L., Söilen, K. S., & Abdulkader, B. (2021). Impacts of leadership style, organizational design and HRM practices on knowledge hiding: The indirect roles of organizational justice and competitive work environment. Journal of Business Research, 137, 488-499. https://www.sciencedirect.com/science/article/pii/S0148296321006068
Vito, R., & Sethi, B. (2020). Managing change: role of leadership and diversity management. Journal of Organizational Change Management, 33(7), 1471-1483. https://www.emerald.com/insight/content/doi/10.1108/JOCM-04-2019-0116/full/html
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