Quantity and Quality in Social Research Free Essay Example, 1500 words

In fact in order for the research to be valid, measuring instruments used in the research must be of the appropriate standards. In qualitative methodologies, reasoning is not measured. As such, there is no use of any gadget or requirement to measure anything. The explanation of phenomena is derived or implied from observable aspects of the occurrence. The method of obtaining data in a qualitative study is through communication and observation of the occurrence. Since the data collected in a quantitative research is always numerical in nature, the use of statistical tools is imperative in their analysis. To derive any meaning from the data, computer-based statistical tools like SPSS software and Spreadsheets can be used to present the data in a format that makes more meaning. The basic element of analysis of data from a qualitative research is the main source of difference between the two types of research method. In qualitative research, the use of words as a basic element of analys is implies that the researcher has to use personal deductions on the data to come up with a meaning. point of divergence between these research methods comes from the way each handles a theory. We will write a custom essay sample on Quantity and Quality in Social Research or any topic specifically for you Only $17.96 $11.86/pageorder now In the quantitative methodology, the aim of the researcher is to test a theory within the study conducted. Testing a theory implies that the researcher develops a hypothesis and then tests it by measuring different attributes of the hypothesis. This can be done experimentally or through a survey. In the end, the researcher determines whether the hypothesis is true or false based on the results of the tests. Qualitative research does not aim at testing a theory. Here, the main aim of a researcher is to come up with a theory. The result is an explanation that is grounded on facts about a phenomenon. It does not seek any disapproval of a position. The explanation provided by the research about a subject becomes a theory because it is based on observable facts and is deduced from rational thinking about facts.

Employment Law Legal Process for a Discrimination Complaint

Employment Law: Legal Process for a Discrimination Complaint The purpose of this assignment is two-fold: (1) analyze a scenario in which an employee wishes to file a discrimination complaint against his/her private sector organization and (2) explain the civil litigation process for such a claim. Litigation refers to the process by which cases are brought and prosecuted in the court system (Legal Advice for Free, 2005a). In the case of a discrimination suit, the civil litigation process begins with filing the complaint with the Equal Employment Opportunity Commission (EEOC) and, if necessary, proceeds from the state level up to the United States Supreme Court. Analyzing the Scenario Scenario: John is an employee in a private†¦show more content†¦89). • Step Three: The EEOC refers the opposing parties to mediation. To filter out invalid claims and to save litigation costs, the EEOC recommends mediation between the two parties. Each party has 10 days to respond to the mediation referral; if both parties agree then mediation begins within 45 to 60 days depending on the method of mediation, whether it is handled externally or internally (p. 90). • Step Four: The EEOC investigates the claim. If mediation is rejected or unsuccessful, the EEOC will investigate the claim by interviewing the employer, employee, and any witnesses to determine if there is reasonable cause (p. 90). • Step Five: Reasonable or no-reasonable cause findings. If reasonable cause exists, the EEOC recommends conciliation. Similar to step one, the parties are given another chance to settle the dispute outside of court. The majority of claims filed with the EEOC are adequately disposed of at this stage of the proceedings (Bennett-Alexander, 2003, p. 90). If the EEOC finds no reasonable cause exists (there is no reasonable basis for the illegal act of discrimination), the employee (plaintiff) is notified of the right-to-sue. The employee has 90 days to bring the charges to court for judicial review. • Step Six: Taking the case to federal court. Once the EEOC has completed its handing of the case and if the plaintiff proceeds by filing the charges with the federalShow MoreRelatedEssay on Employment Law1310 Words   |  6 PagesEmployment law encompasses remedies that address employee grievances and discrimination that occur in the workplace environment. The foundation of this system is the United States Constitution, which provides two sources of laws and regulations. These two sources are individual state constitutions and the national constitution. Under this system of federalism, there is also the Bill of Rights, which provides the origins of the majority of employment law. The most widely known document is TitleRead MoreLegal Process Paper1254 Words   |  6 PagesLegal Process Paper University of Phoenix Employment Law MGT/434 Patrice D. Carrington, Esq. March 3, 2009 Legal Process Paper John’s first step in the process is to go online or visit the nearest EEOC office. There they have an assessment system consisting of two parts. To determine if the EEOC is the appropriate agency to give John help, Part one asks general questions about the complaint. John will be asked if he wants to complete Part two after he answers the Part one questionsRead MoreQuestions On Employment Law Questions934 Words   |  4 Pages Employment law questions Name Professor Institution Course Name â€Æ' As an employer, there are several ways of preventing harassment of workers on bases of the race they belong to. This can be by adopting strong anti-harassment policy. This should be clear to the workers and very strict measures being put against those who fall in the case. Periodically, training employees on the impacts of racial segregation is also very essential thus making them aware of the harassments and their impacts. EmployersRead MoreLegal, Safety, and Regulatory Requirements Paper775 Words   |  4 PagesLegal, Safety, and Regulatory Requirements Paper Sarah Falsey HCS/341 December 3, 2012 Jasline Knox Legal, Safety, and Regulatory Requirements Paper With respects to prevention it is imperative to the legal materials than it is to looking at solving complications after the fact for one’s that are existing. Preventive measures (PM) are a better alternative than trying to fix complications. When establishments do not take the Equal Employment Opportunity (EEO) laws seriously, and they do notRead MoreLegal Implications Of Todays School Climate Are Real1730 Words   |  7 PagesLegal implications in today’s school climate are real. Regardless of proactive training methods, the necessity of having a legal confidant at the disposal central administration office cannot be denied. From employment discrimination laws, Americans with Disabilities Act, Title IX, and a slew of individual student issues, having a retained law firm available to the superintendent and related staff is a necessary practice. Andrew Manna represents a variety of school districts around IndianapolisRead MoreLegal Process Paper1233 Words   |  5 PagesLegal Process Paper John’s first step in the process is to go online or visit the nearest EEOC office. There they have an assessment system consisting of two parts. To determine if the EEOC is the appropriate agency to give John help, Part one asks general questions about the complaint. John will be asked if he wants to complete Part two after he answers the Part one questions which will ask more specific questions about his situation and will allow him to submit this information to the EEOCRead MoreAge Discrimination in Employment Act of 19671647 Words   |  7 Pagesis age discrimination within the workplace. The Age Discrimination in Employment Act (ADEA) of 1967 forbids employment discrimination on the basis of age. Through a detailed explanation and history of the law, this paper will examine how ADEA affects the professionals in the workplace, human resources, managers, and employers in the workplace. It will further examine how the employee is affected by ADEA. This includes what their r ights are and how they can make a complaint. Lastly, a legal case willRead MoreWorkplace Discrimination : Discrimination And Discrimination1205 Words   |  5 Pages Workplace Discrimination Employment discrimination manifests in a variety of forms. The most common scenario is when the employer unfairly treats job applicants and employees because of their gender, race, age, disability, nationality or familial status. Often, employment discrimination that emanates from familial status occurs because of events such as pregnancy. The employers usually take adverse and cruel actions against these employees or rather potential employees. Contextually, adverse actionRead MoreOverview of Equal Employment Opportunity Commission1006 Words   |  4 Pagesemployees are protected against any form of discrimination. This text concerns itself with a typical discrimination complaint and the civil litigation process the same would follow. In so doing, the paper will amongst other things also highlight the Equal Employment Opportunity Commission (EEOC) process. Discussion It is important to note from the onset that the U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination (EEOC, 2012). Thus employees who areRead MoreThe Legal Management of Employees in the Hospitality Industry1418 Words   |  6 PagesEmployees: The legal management of employees in the hospitality industry is a process that is mainly based on the development of employee relationships. Notably, the establishment of employee relationships commences after the legal selection of the employees for the organization. Employee relationships are generally developed through clarification of the conditions of the employment agreement with the employee. Actually, every employer and employee is required to have employment agreement with each

Medea And Agamemnon - 1445 Words

Ancient expectations for women include always putting the responsibilities of being a mother above all else, as shown in Euripides’ Medea and Aeschylus’ Agamemnon, as well as Euripides’ Iphigenia at Aulis. Both Clytemnestra and Medea exhibit motherly love and tend to those responsibilities, but commit atrocious, unladylike acts, which jeopardize the sympathy felt for them by an audience. The respective playwrights of each story use their character’s motivations and how they align with their roles as mothers first and women second to ultimately characterize each in either a negative or positive light. The motherly motivation that Clytemnestra and Medea exhibit excuses their vengeful and deceitful actions, however Medea’s final action,†¦show more content†¦Euripides’ Iphigenia at Aulis provides important context regarding the sacrifice of Iphigenia and Clytemnestra’s past with Agamemnon. Clytemnestra is ashamed after talking to Achilles about the wedding between him and Iphigenia that he is unaware of. After discovering Agamemnon s true intentions, she decides that she will no longer â€Å"let shame prevent† her from seeking Achilles’ help to stop Agamemnon because â€Å"whose interests should [she] consult before [her] child’s?† (Iphigenia at Aulis 24). Her concern for Iphigenia overpowers the indignity she feels because her child’s well being is greater than her own. Both women’s anger and desire for vengeance grow as their children are endangered or harmed as â€Å"vengeance makes grief bearable† (Medea 2.55). The playwrights show each as either a good or bad woman based on if their vengeful actions are ultimately in favor of their children or not. The mistreatment that both receive from Jason and Agamemnon despite all that they do for them contributes heavily to their vengeful actions as well. Medea used her magical powers, defied her father, and killed her brother to devote herself to Jason, is still treated coldly and is neglected by Jason, who abandons her and their two sons and leaves her for Creon’s daughter. She realizes that â€Å"to annihilate the past is not possible: but its fruit in the present† can be used at her disposal to fulfill vengeance (Medea 1.364-5). She decides to channel the woe sheShow MoreRelatedComparison Of Medea And Hecuba1614 Words   |  7 Pagestragedies. The tragedies are â€Å"Medea (431 BCE)† and â€Å"Hecuba (420 BCE)† by Euripides. Although at the time of these writing women did not have the same rights as men, both writings justify acts of revenge by Medea and Hecuba. The only way Medea and Hecuba will feel satisfied is to punish those who have done them wrong. Euripides details in his writing how both women cleverly present their disparity to convince people that seeking revenge is a just mean for punishment. Medea and Hecuba’s eye for an eyeRead More Tragic Heroines: Medea and Clytemnestra994 Words   |  4 Pagesmisfortune that precedes their downfall must evoke compassion and pity. The tragic hero must experience a peripeteia. Two of the most famous Greek tragic heroes (heroines) were Medea and Clytemnestra. They share characteristics Aristotle deemed essential for the heroic character in a tragedy. They are both of high rank. Medea is a princess and a sorceress, and Clytemnestra was the de facto ruler of Argos in Agamemnon’s absence. Their tales initially evoked sympathy, but hamartia and hubris were instrumentalRead MoreRole of Women in Greek Myth Essay874 Words   |  4 Pagesnot be dared† (Agamemnon 4003-408). Thousands of men died while she sat in her castle. It goes to show how powerful a woman’s beauty can be. We then have Clytemnestra, wife of Agamemnon and queen of Argos. Clytemnestra was described as â€Å"a woman with a man’s heart† (Agamemnon 11); she was depicted as a very brutal and treacherous woman but she was also very intelligent. Clytemnestra knew how intelligent she was and even proved it to the Argive elders, in line 351 of the play Agamemnon the y tell herRead MoreAristotle s The Tragic Hero1561 Words   |  7 Pagestragic heroes, and yet their understanding of â€Å"good† conflicts each other. In Agamemnon, Clytaemnestra murders her husband, who is also the father of Orestes. In doing so, she justifies herself saying â€Å"By the child’s Rights I brought to birth by Ruin, by Fury†¦ Here he lies. He brutalized me. The darling of all the golden girls who spread the gates of Troy.† (Agamemnon, 1459-1466) In her understanding, the murder of Agamemnon was a righteous punishment for the murder of Iphigeneia. On the other handRead More Tragedy In Drama Essay1713 Words   |  7 Pages Tragedy and Drama In a range of dramatic works from Agamemnon to Hamlet, one sees the range of development of the tragic form, from the earliest Greek to the later Shakespearean tragedies. There are two basic concepts of tragedy: the concept introduced by Aristotle in his Poetics, and the concept developed by Frederick Nietzsche in his quot;The Birth of Tragedy.quot; Many dramas can be reviewed to reveal the contrast between these two concepts of tragedy, and demonstrate the development of theRead More Euripides was accused by his contempories of being a woman hater. Why1711 Words   |  7 Pagesthey were not even considered citizens of their region. This is obvious in the chorus where in the Electra, Medea and Hippolytus there is a chorus of women. This was unheard of in the time when the plays were written. A chorus is typically made up of wise men of Athens, therefore making it up of women would in that age, be very controversial. In Medea the chorus side with her and Medea makes the chorus swear to silence. Therefore she can confide in them without having to put a face on. TheRead MoreCharacteristics Of A Tragic Hero944 Words   |  4 PagesEuripides s Medea and Homer s Achilles have downfalls that not only affect them but also the those around them, they should be classified as tragic heroes by Aristotle s definition and by today s definition. One of the characteristics of a tragic hero according to Aristotle is that the protagonist must come from nobility, so that the downfall of the character is greater than an average person s, and should have some type of unique skills or abilities. It is clear that both Medea and AchillesRead MoreTragic Heroes in Greek Myth2055 Words   |  9 PagesAccording to Aristotle, a tragic hero is a character, usually of high birth, which is pre-eminently great, meaning they are not perfect, and whose downfall is brought about†¨ by a tragic weakness or error in judgment. The three Greek heroes Oedipus, Medea and Agamemnon, who each killed a member of their family, carry most of the qualities that make up a tragic hero: being of noble birth, being surrounded by an extraordinary circumstance, and gaining self-awareness or some kind of knowledge through their downfallRead MoreThe Theme of Family1694 Words   |  7 Pagesin the Oresteia and the Medea Understanding Greek tragedy depends upon tracing the growth of characters and themes within the plays and how they help to highlight the greater significance of the work. A prominent theme discussed by the tragedians is that of family and is dominant in both the Oresteia and the Medea. The Oresteia centers on concepts of what family is and how obligations within a family transcend personal desires and dictate the life of individuals. The Medea on the other hand focusesRead MoreMedea Vs Medea1233 Words   |  5 PagesWho is Medea? Many famous pieces of literature end up being turned into some sort of movie or any other form of cinematography. Whether the story was written in 2016 or 431 B.C.E it does not matter as long as viewers end up being entertained. This is the case with director Jules Dassin, who made a movie based on the poet Euripides’s well-known tragedy Medea. Tragedies were a type of play that ancient Greeks would write/perform that involved mysteries and conflict based on a death of a character

The Behaviour of Employees in an Organization

Question: Write essay on "The Behaviour of Employees in an Organization". Answer: Introduction In the contemporary scenario, businesses are increasingly focusing their attention towards enhancing customer satisfaction and enhancing the level of profitability. Specifically mentioning, in order to accomplish such objectives, organizations have directed their attention towards fostering the development of employees such that they are capable of accomplishing their personal as well as professional goals. In this regard, it is worth mentioning that an assessment of the individuals based on their behaviour with regards to workplace setting is known as organizational behaviour (Schein, 2006). In other words, organizational behaviour can be regarded as the study of individuals as well as group dynamics in association with the organizational setting. Correspondingly, it must be noted an understanding of the organizational behaviour is vital towards organizational success since people belonging to different cultural backgrounds are attributed with possessing varied cultural values who w ork together in an effective manner (Robbins Judge, 2003). Hence, by taking into consideration the case of PC Solutions, this study aims at highlighting the issues that are prevalent in the organization and make certain recommendations that can be crucial for overcoming such issues. Moreover, the study would emphasize on highlighting the various aspects of organizational culture, its strengths and weaknesses and would further elucidate the aspects of culture that require change. Illustrating examples from the case scenario, this essay would further highlight several organizational behaviour theories that can be effectively implemented in the organization. Finally, prior to arriving at a conclusion, the paper would demonstrate an understanding of the leadership roles that must be required to manage behaviour of employees and ensure that they are able to direct their motives towards accomplishment of organizational goals. Identification of Organizational Issues and Recommendations With regards to the case of PC Solutions, it can be apparently noted that despite an increase in the growth of the organization, there has been a significant decline in relation to level of employee as well as customer satisfaction. Herein, it must be noted that a number of reasons can be highlighted with respect to the issue faced by the company. One of the most important challenges that can be noted with respect to managing organizational behaviour is the managerial change (Mills, et.al., 2006). It can be apparently noted from the case scenario that there are four department managers handling varied departmental responsibilities and working with a diverse workforce with varied organizational job roles. In this regard, it is worth mentioning that workforce diversity can be regarded as one of the problems that is faced by the organization towards managing its employees (Hersey Blanchard, 1993). As employees working in the organization belong to varied gender, ethnicity and race, they become heterogeneous in nature. Herein, it must be noted that it is the prime responsibility of the managers to ensure that the diversity existing amongst the employees is respected and proper training is being provided to them towards ensuring that they are able to respect the differences and focus towards higher productivity. Additionally, it must be noted that managing workplace diversity in an appropriate manner would play a key role in enhancing the performance of the employees and ensure that there is an improvement in the decision making processes along with enhancement in team performance (Marques, et.al., 2016). Furthermore, organizational behaviour can be strengthened through managing workplace diversity that would further enable providing better customer services and overcome challenges associated with dysfunctional conflict, team dynamics and communication. An increase in the level of creativity and innovation can be considered as yet another significant benefit underlying management of workplace diversity (Griffin Moorhead, 2011). Another important issue facing the organization is the change in expectations of the employees. Herein, it must be noted that change is considered as an inevitable part of human lives, which has a substantial impact on the quality of lives of people. With a change in work force dynamics, it is noted that there is a significant change in the expectations of the employees. Hence, there is a need for the managers to offer financial as well as non-financial benefits to the employees towards enhancing growth and productivity by motivating employees to perform their job roles effectively (Kinicki, 2004). Some of the motivating factors that can be taken into consideration are the factors such as job security, bonuses, attractive salaries and employee empowerment that play an imperative role in strengthening organizational culture. This would further require making use of democratic form of leadership skills by the managers that would ensure the incorporation of all the employees in the deci sion-making process of the organization (Brief Weiss, 2002). Ensuring an enhancement in the level of productivity and quality can be regarded as yet another significant issue that is faced by the managers in the competitive modern-day scenario. In this regard, there is a need to emphasize on the fact that managing quality and productivity of employees can be made possible with the help of implementing techniques such as Total Quality Management (TQM) that would play an important role in ensuring that customer satisfaction is attained as a result of improvement in organizational processes. Inclusion of the employees in the decision-making process can further play an important role in enhancing the level of organizational productivity and quality along with development of organizational culture. An important issue underlying organizational behaviour that can be noted from the case is the management of technology and innovations (Adler Gundersen, 2007). Herein, it must be noted that lack of integrity amongst the departments can have a negative i mpact on managing technological changes and implementation of innovative ideas. It has been noted that employees associated with the organization resist change owing to the fact that they are unable to operate such new techniques. Hence, in order to improve the organizational behaviour, it is the prime responsibility of the manager to focus on providing the required pertaining to the employees apart from maintaining a minimum level of flexibility in the workplace. On a similar note, stimulating employee creativity, boosting their morale and making them tolerant towards change can be successful in structuring organizational behaviour (Pinder, 2014). In addition to the aforementioned issues, another significant issue that can be highlighted in relation to the stated case can be attributed with the ethic behaviour amongst the employees. Conducting the business in an ethical manner and respecting the diverse needs of the people towards engaging in social responsibility plays a key role towards strengthening organizational behaviour. The issue underlying allocation of responsibilities can be considered as yet another problem that is faced by the organization. As can be noted from the case scenario, the manager of customer service department has appointed the team leaders for handling diverse job roles; however, she has allocated priorities and manages the provision pertaining to support services for all customers. This creates a negative impact on the employees who face challenge of lack of recognition and motivation, which further creates hindrance in the process of structuring organizational behaviour. Providing the employees with job adequate responsibility and accountability can play an important role towards ensuring that the organization is able to create positive organizational behaviour. Stress can be considered as another important issue that can be highlighted in relation to the case which suggests that the employees face challenges associated with increased amount of stress and workload, which significantly reduces their level of satisfaction. Correspondingly, high level of misunderstanding and intolerance against other cultures is considered as yet another important issue facing the organization. Herein, it must be noted that there is a need to change the existing organizational culture by focusing on providing motivation and lower dysfunctional stress levels existing amongst the employees towards ensuring that they a able to create a balance in their personal and professional lives. Specifically mentioning, organizing exercise programs and training sessions regarding organizational behaviour can f urther play an important role in strengthening organizational culture (Bowditch, et.al., 2007). Employee issue can be considered as one of the most significant challenges that are faced by the organization. Managing employees in considered as holding utmost significance and requires considerable amount of attention on part of the management. As can be noted from the case, employees associated with the company face challenge underlying lack of satisfaction, which can be attributed with personality conflicts and supervisory issues. This further result in development of communication gaps amongst the employees and the management, thereby weakening the organization culture. In addition, team problems can be considered another significant issue that the organization faces with respect to managing employees working in teams. For instance, the case reflects the situation of customer services department, wherein, employees are working in group. In order to ensure highest level of satisfaction, the intention of the employees must be directed towards working upon a set of specific goals. Personal disconnect and lack of proper coordination amongst the members can result in development of discrepancies amongst the employees and management, thereby affecting the overall effectiveness of organization. In this regard, it is worth mentioning that the team leaders must direct their attention towards the accomplishment of organizational goals through focusing on obtaining feedback from the employees and maintaining cohesiveness. Additionally, the team leader or department manager must focus on analyzing the problem and take appropriate measures that are directed towards avoidance of performance breakdowns. Organization related problem is considered yet another significant issue that is faced by the organization that has a direct influence on the organizational development and employee participation in the workplace. Strengths Weaknesses of Organizational Culture There are a number of strengths as well as weaknesses faced by the organizations with regards to the organizational culture. Herein, there is a need to emphasize on the fact that organization culture is regarded as an important phenomenon since it is associated with sharing the beliefs and assumptions concerned with strengthening organizational behaviour. Specifically mentioning, shared values and assumptions have a considerable impact on the organization and specifies the manner in which organization performs their organizational responsibilities. Considering the case example, it can be apparently noted that the organization faces the challenge of poor organizational culture. Hence, there is a need to identify the various strengths as well as weaknesses underlying the organizational culture towards highlighting the aspects of culture that require change (George, et.al, 1996). Factors such as thickness of culture that are measurable with the help of underlying shared assumptions can play an important role in the development of organizational culture. Moreover, extent of sharing along with clarity of ordering can be regarded as some of the other factors associated with highlighting the strength of organizational culture (Barney, 1986). Organizational culture can be facilitated with the help of sharing common beliefs and enable sharing of ideas towards ensuring that business operates in a successful manner. In addition, organizational culture as depicted in the case can play an important role in supporting the implementation of new initiatives as well as accomplish the organizational goals (Miner, 2015). Development of a workplace environment associated with fostering the growth and development of employees, apart from development of loyalty and creativity can play an imperative role in ensuring that the business is capable of developing organizational culture. Promoting a culture that is capable of implementing innovation can have a considerable impact on the development of organizational performance, apart from ensuring that the employees are directed towards performing organizational responsibilities effectively. Lack of effective organizational culture can result in development of negative consequences since employees might focus on accomplishment of their personal goals rather than prioritizing organizational goals (Luthans, 2002). Cultural transformation with the help of appropriate knowledge sharing and through gaining an understanding of the strengths and weaknesses underlying the organization can play an important role in ensuring that a proper organizational culture is esta blished. A positive organizational culture can play an important role in retaining as well as attracting committed employees, apart from development of positive relationship with the customers. However, organizational culture is required to be analyzed as well as nurtured in order to ensure that the employees are able to reflect upon fostering organizational behaviour. Proper decision-making along with performing leadership roles in an effective manner can play an important role towards ensuring that the business is capable of facilitating the changes that are required to establish a positive workplace culture (Martin, 2005). Implementing changes in the organization would require emphasizing upon leadership that is considered one of the most important techniques associated with growth and development of the organization. In this regard, it is worth mentioning that implementation of changes in an organization is considered as a complex process since it requires focusing on a variety of steps. Specifically mentioning, one of the most significant steps associated with fostering organizational culture can be attributed with an assessment of the overall organizational culture and performance. Notably, evaluation of the organizational priorities such as customer satisfaction, growth and profitability can play a lead role in ensuring implementation of the changes. Clarifying the vision, values and expected behaviour of the employees can further play an important role in facilitating change in the organization, which can result in development of a positive organizational culture. Moreover, providing the employees with knowledge pertaining to SMART goals by making use of extensive feedback along with prioritization of the objectives can play an important role in ensuring the development of strategic goals (Schein, 2010). On a further note, elucidating and highlighting the key measures that can be taken to support organizational priorities can be considered as playing an important role in implementation of recommended changes. Establishment of a management system that specifically deals with the prioritizing organizational goals and objectives can be considered as yet another significant factor underlying organizational development. Notably, an increased level of emphasis needs to be placed on communicating the habits about performance improvements and development of two-way communication can play a lead role in fostering establishment of positive organizational culture. Clarification of plans, addressing the questions, lowering drama as well as exposing rumours can be considered as yet anoth er significant factors underlying development of organizational culture. Finally, motivating the employees as well as recognizing their talent can further play a considerable role in ensuring that the business operates in a successful manner (French, 2011). Adapting Leadership Roles In order to ensure the establishment of a proper organizational culture and behaviour towards enhancing the level of satisfaction amongst the employees and customers, the manager needs to prioritize focusing upon adopting a number of leadership roles that can facilitate such changes. These roles might involve persuading the employees to adapt to these changes through motivating and encouraging them. Creating a strategic vision such as establishment of a successful organizational behaviour can further act as an important tool for facilitating the changes (Denning, 2011). Storytelling and acting as a role model can further be considered as some of the other leadership qualities that can enable inspiring the employees to focus on implementation of the job roles (Chance, 2009). Defining employees roles and responsibilities and holding them accountable for the job roles apart from establishing flexible communication channels can further play an important role in ensuring that the business operates in a successful manner (Schein, 2010). Conclusion The behaviour and attitudes of employees in an organization has a considerable impact on the organizational performance and its ability to accomplish long term success. In this regard, the essay enabled identifying some of the common problems underlying poor organizational behaviour such as change in employee expectations and workplace diversity. Correspondingly, the study highlighted a number of outcomes such as proper training and providing employees with financial and non-financial benefits that can have a successful impact on business development and establishment of positive organizational culture. Finally, the study highlighted persuasion, vision, storytelling and role modelling as some of the leadership roles that can be used to facilitate change. References Adler, N.J. Gundersen, A., 2007. International dimensions of organizational behaviour. Cengage Learning. Barney, J.B., 1986. Organizational culture: can it be a source of sustained competitive advantage?. Academy of management review, Vol. 11, No. 3, pp.656-665. Bowditch, J.L., et.al., 2007. A primer on organizational behaviour. Wiley. Brief, A.P. Weiss, H.M., 2002. Organizational behavior: Affect in the workplace. Annual review of psychology, Vol. 53, No. 1, pp.279-307. Chance, P.L., 2009. Introduction to educational leadership and organizational behaviour: Theory into practice. Eye on Education. Denning, S., 2011. How Do You Change An Organizational Culture? Leadership. French, R., 2011. Organizational Behaviour. John Wiley Sons. George, J.M., et.al, 1996. Understanding and managing organizational behaviour. Reading, MA: Addison-Wesley. Griffin, R. Moorhead, G., 2011. Organizational behaviour. Nelson Education. Hersey, P. Blanchard, K.H., 1993. Management of organizational behaviour: Utilizing human resources. Prentice-Hall, Inc. Kinicki, 2004. Organizational Behavior 3E. Tata McGraw-Hill Education. Luthans, F., 2002. The need for and meaning of positive organizational behaviour. Journal of organizational behaviour, Vol. 23, No.6, pp.695-706. Marques, J., et.al., 2016. Teaching Leadership and Organizational Behaviour through Humour: Laughter as the Best Teacher. Springer. Martin, J., 2005. Organizational Behaviour and Management. Cengage Learning EMEA. Mills, A.J., et.al., 2006. Organizational behaviour in a global context. University of Toronto Press. Miner, J.B., 2015. Organizational behaviour 1: Essential theories of motivation and leadership. Routledge. Pinder, C.C., 2014. Work motivation in organizational behaviour. Psychology Press. Robbins, S.P. Judge, T., 2003. Essentials of organizational behaviour (Vol. 200, No. 1). Prentice Hall. Schein, E.H., 2006. Organizational culture and leadership (Vol. 356). John Wiley Sons. Schein, E.H., 2010. Organizational culture and leadership (Vol. 2). John Wiley Son