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This course provides MBA students with an understanding of individual and group behavior in organizations and how these influence managerial effectiveness. It focuses on key concepts such as motivation, leadership, communication, teamwork, and organizational culture. The course equips managers with the skills to manage people effectively, balance workplace dynamics, and improve performance in diverse and changing organizational environments.
On successful completion of this module, you will be able to:
| CLO1 | Outline the concept of organisational behaviour and setting. (C4, PLO1) |
| CLO2 | Analyse the responsibilities of coordinating organisation context with culture for business success. (C4, PLO4) |
| CLO3 | Evaluate the current challenges in organizational behavior for today’s organizations and explore how understanding organizational behavior contributes to our grasp of management and leadership. (C6, PLO9) |
| CLO4 | Assess personal values in influencing behaviour of individuals and groups in organization. (C6, PLO9) |
| Module Title | Organizational Behavior |
| Module Code | ORG501 |
| Module Tutor | Mrs. Nor Syafiqah binti Abdullah |
| School | School of Business and Management |
| Credit hours | 3 |
| Level of Study | MQF L7 |
| Brief Description | The course examines core concepts and theories of Organizational Behavior, including individual differences, perception, personality, attitudes, motivation, leadership, power, and influence. It also explores group processes, communication, decision-making, conflict, organizational culture, and change management. Emphasis is placed on analyzing behavior within organizations to enhance managerial effectiveness, organizational performance, and employee well-being in diverse and global business contexts. |
| Session | Topics to be covered |
|---|---|
| 1 | The Nature Of Organizational Behavior -Introduction -The Meaning of Organizational Behavior -The need of an international approach -Culture and Organizational Behavior |
| 2 | Approach to Organizational and Management – Introduction – Development in Management and Organizational Behavior – Relevance to management and organizational behavior – Change in management theories |
| 3 | The Organizational Setting – Introduction – The Nature Organization – Consistency Models Of Organizations – Organizational Goals |
| 4 | Individual Difference -Introduction -Individual Differences – Biographical Differences – Ability – Learning |
| 5 | The Process Of Perception -Introduction -Factors Influencing Perception -Making Judgements About Others -The link between perception and Individual Decision Making |
| 6 | Contemporary Issues In Leadership -Introduction -The meaning of Leadership -Approaches to Leadership -Contemporary Leadership Roles |
| 7 | Organizational Structure and System – Introduction -The meaning of Organization Structure -The design of organizational structure – Centralization and Decentralization – SWOT Analysis |
| 8 | Contingency Approach To Organization And Management -Introduction -The meaning and nature of contingency approach -Mixed form of organizational structure -Evaluation of contingency approach -Culture and contingency factors |
| 9 | The Nature of Management – Introduction -The process of management -Management as social process – Management in the private and public sector |
| 10 | The Managerial Behavior and Effectiveness – Introduction – Managerial Behavior – Theory and Environment – The Leadership Grid – Basic Managerial Philosophies – Measuring Managerial Effectiveness and Efficiency |
Lecture
Continuous assessments: (60%)
– Written Assignment (20)
– Case Analysis (20%)
– Presentation (20%)
Summative Assessments: (40%)
– Final Assessment (40%)
Primary references supporting the course
a. Griffin, R. W., & Phillips, J. M. (2023). Organizational behavior. Boston, MA: Cengage Learning.
b. Luthans, F., Luthans, B. C., & Luthans, K. W. (2021). Organizational behavior: An evidence-based approach (14th ed.). Information Age Publishing (IAP).
Additional references supporting the course
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2021). Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Education.
Robbins, S. P., & Judge, T. A. (2021). Essentials of organizational behavior (15th ed.). Wiley.
| Assignment Guidelines | |
| Name of subject or module: Organizational Behavior | |
| Title: Assignment, Presentation, Case Study, Final Assessment | Submission Date: Assignment : 4th April 2026 Presentation : 4th April 2026 Case Study : 4th April 2026 Final Assessment: 11th April 2026 On or before 5pm KL, Malaysia Time. |
| Submission: Online | |
1) Written assignments: The length of your assignment should be between 2000 to 3,000 words. You are required to present your assignment using PowerPoint and Webcam.
2) Technical Guidelines:
Submission: use the student portal to submit:
Email your assignment & Presentation to: norsyafiqah.lincoln@gmail.com or
Google Drive link: https://drive.google.com/drive/folders/1j2s4xY74sB3_5D22FProtQUfTmiTCLkW?usp=sharing
Module Name _________________________ Module Code _____________
Assignment Due date_____________________________________________
Name of lecturer________________________________________________
Family Name _________________ Given Name _________________ Student ID Number _________________
________________________________________________________________________
Student Signature_________________________________ Date_________________
Course: Organizational Behavior
Weightage: 20% (40 Marks)
In today’s competitive and rapidly evolving business environment, understanding employee behavior is essential for organizational success. Organizational Behavior focuses on how individuals, groups, and organizational structures influence workplace performance, motivation, and decision-making.
Consider the case of QuickMart Retail Group, a rapidly expanding convenience store chain operating across Southeast Asia. The company has experienced significant growth in recent years due to its strategic location, extended operating hours, and strong customer service focus.
However, as the company continues to expand, several organizational challenges have emerged. Employees frequently report high levels of work stress due to demanding schedules and increased customer expectations. Staff turnover has also increased, particularly among frontline employees such as cashiers and store assistants. In addition, communication gaps between store managers and employees have resulted in misunderstandings, operational inefficiencies, and declining employee morale.
The senior management team of QuickMart recognizes that improving employee engagement, strengthening teamwork, and enhancing leadership practices are essential to maintaining operational efficiency and sustaining organizational performance.
To address these issues, the Human Resource department has been tasked with applying key Organizational Behavior principles to better understand employee attitudes, workplace dynamics, and managerial practices across its stores.
As an MBA student specializing in management, you are required to analyse the situation and provide recommendations based on relevant Organizational Behavior theories and concepts.
Critically evaluate the concept and importance of Organizational Behavior in modern organizations. Discuss how individual behavior, group dynamics, and organizational systems influence workplace performance. Support your discussion with relevant theories and concepts from Organizational Behavior literature.
Analyse the key Organizational Behavior challenges faced by QuickMart Retail Group, particularly in relation to:
Discuss how managers can apply Organizational Behavior principles to address these challenges and improve employee performance and organizational effectiveness.
Identify a real-world organization or company that has successfully applied Organizational Behavior practices to improve employee engagement and organizational performance. Analyse the strategies used by the organization and discuss how these practices could be applied to improve the situation at QuickMart Retail Group.
Word Count: 2000 – 2500 words
Referencing Style: Harvard / APA 7th Edition
Submission Format:
Submit on or before 4th April 2026 – 5:00 PM (Malaysia Time)
Submit online : Google Drive Link : https://drive.google.com/drive/folders/1j2s4xY74sB3_5D22FProtQUfTmiTCLkW?usp=sharing
Students are required to submit original work. All sources must be properly cited using the required referencing style. Plagiarism, including copying from online sources or other students, will result in academic penalties in accordance with institutional policies.
– Please see the assessment criteria below.
| Criteria | Inadequate (1) | Marginal (2) | Competent (3) | Excellent (4) | Marks |
|---|---|---|---|---|---|
| Understanding of Organizational Behavior Concepts | Demonstrates very limited understanding of key OB concepts and theories. Concepts are inaccurate or irrelevant. | Demonstrates basic understanding but explanations are incomplete or weak. | Demonstrates good understanding of major OB concepts and theories with reasonable explanation. | Demonstrates comprehensive and in-depth understanding of OB theories and concepts with clear explanations. | /8 |
| Application of OB Theories to the Case Scenario | Fails to apply relevant theories to the case scenario. Analysis lacks relevance. | Applies limited OB theories with weak linkage to the case scenario. | Applies relevant OB theories with reasonable explanation and connection to the case. | Effectively integrates multiple OB theories and clearly applies them to analyse the case scenario. | /8 |
| Critical Thinking and Analytical Skills | Limited analysis with little critical evaluation. Arguments are unsupported. | Some analysis provided but lacks depth and critical evaluation. | Demonstrates reasonable critical thinking and analytical discussion supported by evidence. | Demonstrates strong critical thinking with deep analysis, evaluation, and well-supported arguments. | /8 |
| Problem Identification and Managerial Recommendations | Fails to clearly identify organizational issues or propose meaningful solutions. | Identifies some issues but recommendations are weak or unrealistic. | Identifies key issues and proposes practical recommendations supported by theory. | Clearly identifies complex issues and proposes insightful, strategic, and well-supported recommendations. | /8 |
| Academic Writing, Structure and Organization | Poorly structured assignment with unclear arguments and weak organization. | Structure is inconsistent with limited clarity in presenting ideas. | Well-structured assignment with logical flow and clear arguments. | Excellent organization with coherent structure, strong argument development, and clarity throughout. | /4 |
| Referencing and Use of Academic Sources | Little or no referencing. Incorrect citation style used. | Limited use of academic sources with inconsistent referencing style. | Adequate use of academic sources with mostly correct APA/Harvard referencing. | Extensive use of high-quality academic sources with accurate APA/Harvard referencing throughout. | /4 |
| TOTAL | /40 | ||||
Topic: Leadership
Assessment Weight: 20% (40 Marks)
Leadership is key to influencing employee motivation, teamwork, and organizational performance. Different leadership styles like transformational, servant, and transactional will shape how organizations function.
In this assignment, you will select one real-world business leader and explain their leadership style, its impact on employees and the organization, and lessons that can be applied to other workplaces.
– Please see the assessment criteria below.
Name : _________________________ Students ID: _________________________
| Criteria | Marks |
| Understanding of leadership concepts | /10 |
| Application of leadership theory to the leader | /10 |
| Critical analysis of leadership impact | /10 |
| Presentation delivery (clarity, confidence, style, eye contact) | /5 |
| Time management (within 5–10 minutes) | /2 |
| Slide/visual quality and organization | /3 |
| Total | /40 |
| Total | ____/40 x (20%) = ____% |
Nusantara Manufacturing Sdn Bhd is a mid-sized electronics manufacturing company located in Penang, Malaysia. The company produces electronic components and small devices for both domestic and international markets. Established more than 15 years ago, the company has grown steadily and currently employs approximately 450 employees across several departments including assembly, packaging, quality control, logistics, and administration.
Over the past year, the company has experienced an increase in demand from several overseas clients, especially from Southeast Asia and Europe. Due to this increased demand, the company expects a high-demand production season in the coming months. However, the management team has identified several workforce-related challenges that may affect the company’s ability to meet production targets and maintain operational efficiency.
The Human Resource (HR) department has been instructed by senior management to conduct a workforce review and develop an HR Action Plan to ensure that the organization has the right number of employees with the right skills in the right departments.
Following an internal workforce analysis, the HR department discovered that the distribution of employees across departments is not balanced. Some departments are experiencing workforce shortages while others have a surplus of employees. This imbalance has started to affect employee morale, productivity, and overall operational performance.
For example, the assembly department, which is responsible for assembling electronic components, is currently facing a shortage of skilled technicians. Several experienced technicians resigned over the past six months to pursue better job opportunities in larger companies offering higher salaries and better benefits. As a result, the remaining employees in the assembly department are required to work longer hours and frequently perform overtime to meet production deadlines. This situation has caused fatigue among employees and increased the risk of production errors.
At the same time, the packaging department is facing the opposite issue. Recently, the company introduced new automated packaging machines to improve efficiency and reduce manual work. While the automation has successfully increased packaging speed, it has also reduced the need for manual workers in this department. As a result, the packaging department now has more employees than required, creating a workforce surplus.
In addition to these challenges, the quality control department is functioning relatively well, but the team occasionally needs to work overtime during peak production periods. The department plays an important role in ensuring that all products meet the required quality standards before being shipped to customers.
Another concern raised by management is the declining level of employee productivity across departments. HR surveys and informal feedback from employees suggest that uneven workload distribution, job insecurity due to automation, and limited opportunities for training and career development have affected employee motivation and morale. The company has also experienced an increase in employee turnover, reaching approximately 12% in the last quarter, which is higher than the industry average.
If these issues are not addressed quickly, Nusantara Manufacturing may face delays in production, increased operational costs, and potential dissatisfaction among clients.
| Department | Status | Issue |
|---|---|---|
| Assembly | Shortage | Skilled technicians needed |
| Packaging | Surplus | Automation reduced need for staff |
| Quality Control | Normal | Occasional overtime required |
| All Departments | Productivity | Declining due to uneven workload and morale |
The HR department has been tasked with preparing a comprehensive HR Action Plan to address the workforce imbalance and improve overall organizational performance. The plan should focus on managing the surplus workforce in the packaging department, resolving the shortage of skilled technicians in the assembly department, and improving productivity and employee morale across all departments.
In addition, HR must ensure that any decisions made regarding staffing adjustments are handled carefully to maintain employee motivation and minimize workplace conflict. The company’s management has emphasized that the solution should not only solve the current workforce problems but also support the organization’s long-term growth and sustainability.
The HR team is also encouraged to consider several possible strategies such as internal transfers, training and development programs, recruitment of skilled employees, job redesign, employee engagement initiatives, and performance management improvements. The action plan should clearly outline the objectives, proposed actions, responsible parties, implementation timeline, and monitoring mechanisms to evaluate the effectiveness of the plan.
As an MBA HR student, you are required to analyze the situation and propose an HR Action Plan that addresses the following areas:
Question 1: Managing HR Surplus
How should HR manage the surplus workforce in the packaging department without demotivating employees? (5 Marks)
Question 2: Managing HR Shortage
What strategies can HR use to address the shortage of skilled technicians in the assembly department? (5 Marks)
Question 3: Improving Productivity
What strategies can HR implement to improve employee productivity and morale across the organization? (5 Marks)
Question 4: Reflection
What potential risks might the organization face if HR does not implement a structured and effective HR Action Plan? (5 Marks)
Submission Deadline: Submit on or before 4th April 2026 – 5:00 PM (Malaysia Time)
Submit online : Google Drive Link : https://drive.google.com/drive/folders/1j2s4xY74sB3_5D22FProtQUfTmiTCLkW?usp=sharing
Assessment Type: Final Assessment
Weightage: 40%
Format: Written Report + Executive Summary (PDF)
Submission: Online
Group: Group of 3–5 students
Purpose of the Final Assessment (40% Marks)
This assessment is designed to:
Students are required to conduct a comprehensive analysis of a real organization they are currently working in or have previously worked for.
The organization may be:
a) Describe the organization:
b) Identify TWO (2) key Organizational Development and Change issues, such as:
Support your analysis with relevant OD theories and concepts.
a) Select ONE Planned Change Model (e.g. Lewin’s Change Model, Action Research Model, Kotter’s Change Model)
b) Explain how the selected model can be applied:
Propose THREE (3) suitable OD interventions to address the identified issues. For each intervention, explain:
Examples of interventions:
a) How will the effectiveness of the change be evaluated?
b) How can the organization ensure the sustainability of the change?
Group Submission:
Submission Deadline: Submit on or before 11th April 2026 – 5:00 PM (Malaysia Time)
Submit online : Google Drive Link : https://drive.google.com/drive/folders/1j2s4xY74sB3_5D22FProtQUfTmiTCLkW?usp=sharing
| No | Students’ Name | Students ID No |
| Section | Marks |
| A. Organizational Diagnosis | /20 |
| B. Planned Change Model | /20 |
| C. Intervention Strategy | /30 |
| D. Evaluation & Sustainability | /10 |
| E. Critical Reflection | /10 |
| F. Formatting (Font/Spacing/Justify) | /10 |
| TOTAL | /100 marks |
| TOTAL | _____/100 marks *(40%) = ____% |
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