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MCR002B Organisational Behaviour Assignment Sample

This task is designed to develop your ability to contribute fruitfully to a group task; assess an organisational issue or problem as objectively as possible; appreciate the potential of theory in managerial decision making and problem solving; apply theory to ‘real life’; take managerial responsibility by designing a practical course of action.

Task description:

1. This is a group assignment, and the lecturer will create and finalize assignment groups in week 3/4. (4-5 members in each group).

2. Identify a problem (only one problem relating to OB) in an organisation that you have access to (preferably an organisation where at least one group member works or has worked recently. Do not focus on a problem that has already been solved and do not choose an organisation that is no longer in business (cease to exist).

3. Provide a brief introduction to the organisation (it is acceptable to withhold the name of the

4. Describe the problem, as much as possible in terms of the observable or measurable symptoms it manifests, for example: low levels of motivation; high employee turnover; deterioration of service quality; increased customer complaints; dysfunctional groups; loss of profit; negative/ unhelpful organisational culture etc.

5. The issue/problem should then be considered and analysed in terms of concepts/ models/ theories drawn from any topic studied as part of this subject. Try to choose the topics that seem to offer the most useful insights into the problem. Do not try to deal with many models or concepts. Topics outside the OB subject coverage must not be selected.

6. Design an intervention (a change program or set of activities and procedures) utilising some aspect or aspects of your analysis. The intervention should be intended to solve or improve the situation. Please note you are not merely being asked for a list of recommendations.

7. Prepare a report of 1500 words (cover page, summary and the reference list is not included in the word count). There are penalties for exceeding the word limit (1 mark). Late submission without prior permission shall attract penalty @ 10% per day. Submit the report via Moodle on or before the due date (only one report from each group). Your report must be correctly and adequately referenced using APA/Harvard style. Please aim for a balanced range of research from academic journal articles and popular media (such as podcasts, company websites, practitioner publications, news items etc.). Use at least 8 academic references of which 5 must be from peer-reviewed journal.


Identification of the problem

By considering the scenario, it can be stated that the issue that the business is currently facing is employee turnover. Employees including the management are leaving the organization and are leaving frequently and it can be regarded as a considerable issue here. A company invests a lot after hiring an employee from the recruitment agency in regards to their training and other formalities and when an employee suddenly leaves the organization then the organization needs to start from the beginning which is an ongoing issue.

A brief introduction to the organization

A local employment agency is an important part of the employment scene across the country. These agencies specialize in temporary and contract positions, but also offer full-time employment. Local Recruitment Agency is nowadays considered the first choice for an organization in regards to hiring candidates because hiring a Local Recruitment agency is much cheaper and more effective than sourcing candidates by any organization. This is because an agency has a large database of candidates. Furthermore, they will be able to fill any gaps that may arise during the recruitment process. Hiring a Local Recruitment agency is a great way to avoid backlogs in the organizational staffing requirements. Moreover, they are able to attract the right candidates for the organizational vacancy. A Local Recruitment agency is the ability to filter out bad candidates. These agencies can give an organization a positive perspective of the selection process, and delineate potential salary coverage. Because recruiters have strong networking networks, they know where to find the applicant that matches the job requirements. This is especially important because employees are usually not in a position to apply for jobs themselves. In addition to their professional network, they also have an extensive database of local candidates. This can help you avoid costly relocation costs and language barriers.

In Sydney, Anamica is a local employment firm that any big organization can count on. The provision of temporary and permanent staff placement services to clients is one of Anamica's most well-known specialities. The fact that they have been operating in this industry for close to 20 years and have consistently provided high-quality services to their customers is the reason why their customers put their faith in them. Because of their high level of quality and effectiveness, the majority of their clientele have been working with them for an extremely extended period of time. After beginning with nothing, Anamica is currently a medium-sized organization that has more than 120 employees and also has 11 managers who are responsible for regulating the employees and also keeping the quality for the customers. It was discovered at the annual meeting that the company has had an increase of thirty per cent in the amount of employee turnover, which demonstrates the general expansion of the organization.

Describe the problem

As a result of the growing level of competition in the region, the administration of Anamika is finding itself under a significant amount of pressure to keep the quality of its services and its reputation. Individuals have different opportunities in different industries, so individuals used to switch companies frequently; consequently. As a result of it, Anamica is facing issues related to a high turnover rate of employees. This is the primary challenge that Anamica is confronting in recent times. Individuals or people have different opportunities in different sectors. It is a considerable issue as employees can be regarded as the key to organizational success (Priyadharshini et al., 2021). If employees cannot be retailed in the proper manner, then the maintenance of the operational effectiveness becomes challenging. High turnover rates can cause businesses to face productivity issues (Hu et al., 2019). As per the scenario, the company is losing its managers too, and it can affect the overall operational process of Anamica and it can result in the failure of the business in the nearest future. This is the reason why the problem has to be solved in an immediate manner. It is important for Anamica to select the individuals in such a way that they can provide long-term service for the company and also maintain the company's reputation and quality for the clients, which will ensure the overall growth of the company. This is important for Anamica to do so in order to keep the quality consistent.


Employee turnover is the issue to be considered here and this issue is associated with the topic of employee motivation. Employees are not getting the adequate motivation to work in the organization and the theory that is related to it is Maslow's hierarchy of needs theory. Based on the theory, people have five types of needs that include physical needs, safety, love and belongingness, self-esteem, and self-actualization (Hopper, 2020). The employee turnover problem can be resolved by applying Maslow's theory of human needs if the organization would try to help employees to meet these needs while adopting extrinsic and intrinsic motivational factors, then it is for sure that the problem would be resolved and the turnover number of employees would be reduced. This is the reason why this theory has been chosen here.

This theory for assignment help outlines a hierarchy of human needs, from lower-level physical needs to higher-level psychological ones (?tefan et al., 2020). If these basic needs are met, an employee will be more likely to continue on their career path. By meeting their basic needs, companies will give employees the opportunity to meet their higher-level needs as well. A higher level of satisfaction is necessary to maintain employee loyalty (Paais & Pattiruhu, 2020). Often, employees are unhappy with their current positions, causing a turnover. In addition to a high turnover rate, many organizations also experience a high cost associated with the replacement of an employee McCleskey & Ruddell, 2020). In order to keep employees, business owners must address the causes of employee dissatisfaction. The underlying causes of employee turnover include a poor work environment, a lack of commitment, and a lack of recognition (van der Kolk et al., 2018). However, pay doesn't always play a large role in turnover. The employee will experience psychological withdrawal when they can't leave their job. In addition, if they are unable to leave their job, they will feel disengaged and begin to develop a set of behaviour designed to avoid that situation. This psychological withdrawal can be costly to an organization (Abyad, 2018). By using Maslow's theory of human needs, managers of the concerned organization can meet the key needs and improve retention rates. Many employees in the organization may quit their jobs because they don't feel valued (Sosteric & Raktovic, 2020). Once they feel that their basic needs have been met, they may want to work in the organization for a long. In addition to the basic needs, employees will want to feel appreciated and valued (Paais & Pattiruhu, 2020). Therefore, the psychological factors that cause an employee to leave their job can be addressed and prevented by adjusting the company's culture to meet the needs related to Maslow’s hierarchy of needs. This, in turn, will improve employee morale and retention.


It is essential to make certain that the fundamental requirements of the personnel are satisfied in order to effectively manage the situation at hand. In this regard, it is important to make certain that adequate communication with employees is maintained and that the organization is updating the employee management process based on the feedback of employees. Communication can be regarded as the easiest way to solve any problem (Radovic Markovic et al., 2018)). In addition, it is important to ensure that adequate communication with employees is maintained.

In order to retain employees, Anamica can consider conducting a meeting with all employees once a week where all employees can make them know about their experience in the organization. Proper and flexible communication with higher authorities can help employees to be motivated (Hitka, 2021). Apart from that, the organization can communicate with former employees and the management team in order to know about the reasons why they have left the job. Employees can leave a job for a number of reasons and by communicating with employees, the most effective reasons for their turnover have to be written down, and the organization has to implement steps by considering these factors.

The organization has to evaluate the facilities that they are providing to employees by considering the hierarchy of needs. The theory is effective employee motivational theory Ozkeser, 2019), and the organization has to change their strategy of employee motivation based on it. They have to pay attention to extrinsic and intrinsic motivation processes to keep employees motivated. Motivated employees are least expected to leave a job (Hitka et al., 2018) and the intervention can result in reduced turnover rates.


In this paper, a detailed discussion regarding an issue relating to organizational behaviour has been elaborated on, and proper intervention related to the issue has been highlighted. It has also been seen how the local recruitment agency is facing quality issues in regards to the employees they are providing to the organization, and it has been seen how proper intervention related to the issue can be highlighted. It has also been mentioned in the paper how Maslow's theory can be used to resolve a particular problem with the ultimate goal of providing quality employees to the organization and how the organization can change the work culture in order to retain the employees. This was done with the intention of providing quality employees to the organization.


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