Organisational Behaviour and Leadership for Drain- myassignmenthelp

Question: Discuss about theOrganisational Behaviour and Leadership for Drain Flow. Answer: The job satisfaction is a huge reason for concern on the part of the organisational management as well as on the part of the concerned employee. The job satisfaction of the employees tends to provide the concerned members of the workforce with the needed motivation in the concerned work-related matters (Braun et al., 2013). The employees who are satisfied with their jobs tend to be more productive thereby leading to the conditions of the overall improvement of the concerned company, Drain Flow in this case. The job satisfaction of the workers also helps to keep the employee retention in check thereby helping in the improvement of the efficiency of the organisation as a whole. The job characteristics theory state that the employees of the concern are affected by the five core job characteristics that are identified in the model. The employees of the concern in this case deal with the concerns that arise from the faulty distribution in the skill variety of the company and the significance of the task that is assigned to the concerned members of the workforce of the company (Gillet Vandenberghe, 2014). The employees might be motivated by implementing the measures that deal with the proper assignment of the jobs to the concerned employees of the concern. The company in discussion, Drain Flow, is advised to implement the various measures in rewarding the employees of the organisation on the basis of the work that they might perform at the company. The concerned management of the company is advised to look into the matter that the concerned employees consider the cash rewards to be a medium of recognition and worthy of the effort that they need to put in for achieving the concerned award. The company in this case might implement the cash rewards towards the employees who strive their best to help the company earn the revenues from the concerned clients. The most advantageous point of the financial rewards that are extended to the concerned employees of the business organisation in discussion is the fact that the financial rewards pose to be one of the easiest ways to put forth the sense of motivation in the matters that involve the employees of the concern. The financial rewards might help to provide the staff with the motivation that is needed to perform better by increasing the productivity of the concerned business organisation (Aguinis, Joo Gottfredson, 2013). However, the constant use of the monetary benefits might result in the concerned reward to be considered as an entitlement more than a motivating factor. The company in discussion, Drain Flow, is advised to hire more efficient plumbing staff in order to deal with the various problems that they have been facing in the present times. The company is also advised to hire the various members in the positions of direct contact with the concerned clients of the organisation. The employees of the concern must depict the qualities that pertain to the openness of the staff member towards the solving of the problems that are faced by the concerned clientele of the organisation (Leutner et al., 2014). The employees of the concern might also be advised to display the agreeableness to the various clientele of the organisation. References Aguinis, H., Joo, H., Gottfredson, R. K. (2013). What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), 241-249. Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), 270-283. Gillet, N., Vandenberghe, C. (2014). Transformational leadership and organizational commitment: The mediating role of job characteristics.Human Resource Development Quarterly,25(3), 321-347. Leutner, F., Ahmetoglu, G., Akhtar, R., Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits.Personality and individual differences,63, 58-63.