UNIVERSITY OF SOUTHERN MINDANAO
Kabacan, Cotabato, Philippines
Bachelor of Arts in Psychology
College of Arts and Social Sciences
Solution Plan
In Partial Fulfillment of the Requirements
for the Second Semester
Prepared by:
Aragon, Charish
Asuna, Almira
Banajera, Zenith Mae
Berdida, Rudyne
Francisco, Andrey
Parcon, Althea
Sagayno, Mary Adeline
3 AB PSYCHOLOGY – B
Human Behavior in an Organization
(APsych 14)
October 2024
1
ASSESSMENT
This section provides several issues and drawbacks that the problematic organization is facing,
leading to negative outcomes and unproductivity of both the employees and the firm itself. This
assessment helps to identify the possible intervention that will be made in the succeeding parts:
▪ Lack of communication
▪ Unclear Job Roles
▪ Inconsistent Feedback
▪ Pervasive undervaluation due to unrecognized contribution
▪ Lack of clarity and recognition
▪ Overwhelming job responsibilities
▪ Tight and unrealistic deadlines
▪ Reluctance to collaborate
▪ Deteriorated communication within teams
▪ Hesitance to seek help
▪ Fear of judgment or criticisms
▪ Frequently delayed projects
▪ At risk reputation of the firm in the industry
2
OBJECTIVES
This section outlines the key objectives about the comprehensive framework for addressing the
issues within the problematic organization by incorporating psychological theories:
▪ To analyze how the application of human motivation theories can enhance employee
engagement and drive organizational success;
▪ To assess the organization's issues through Herzberg’s two-factor theory, identifying
motivators and hygiene factors that contribute to job satisfaction and dissatisfaction, and
propose solutions accordingly;
▪ To explore how promoting diversity and inclusion can improve organizational
performance, innovation, and employee satisfaction while addressing underlying issues
related to discrimination or bias;
▪ To evaluate how applying learning theories can enhance organizational development,
knowledge-sharing, and problem-solving;
▪ To identify leadership styles best suited for addressing the organization's challenges and
fostering a more supportive, efficient, and collaborative workplace environment.
3
INTERVENTION
In this section, details regarding specific strategies and actions to address identified issues within
the organization is encompassed here. The intervention was designed based on an initial
assessment of organizational challenges.
Develop Well-Defined Job Roles
In most cases, failing to outline job expectations keeps overwhelming employees, and
frustration levels are high enough to burn them out. Managements should therefore be close to
their employees and define the expected roles clearly, plus measurable goals from the study by
Michel et al. (2011), it is established that explicit job expectations and role definition lowers the
role stress and increases job performance. This could be associated in Herzberg’s Two-Factor
Theory, specifically the hygiene theory. By the proper implementation of company and
administration of an organization, employee's job performance will enhance due to the decreasing
of the job dissatisfaction.
Balanced Workload
The overloading of the employee with other tasks leads to burnout. Managements have to
balance and involve employees in workloads and keep realistic deadlines with support work-life
balance. According to Bakker and Demerouti (2007), excessive job demands without proper
resources lead to burnout, while balanced workloads and job resources mitigate stress and promote
engagement. In this context, same concept from the former can be applied, the hygiene factor from
Hezbert's Two-Factor Theory. The working conditions of the employees, which involves the
amount of work and the tasks that they will do should be lessened, in order to avoid burnout. There
should be a balance between the employee's workload and the resources that the company had.
Also, This aligns with Maslow's Motivation Theory, which asserts that fulfilling employees' basic
needs such as safety, belonging, and esteem can enhance motivation and overall job satisfaction.
By properly implementing company policies and addressing these needs, organizations can foster
a more supportive work environment, ultimately improving employee performance and reducing
exhaustion.
4
Recognize and Celebrate Employee Achievements
Most turnovers can be attributed to employees who feel that their employers do not
appreciate them. A formal recognition program would make them feel valued for their efforts. A
positive effect on the morale and retention of employees would be an added gain. According to
Brun and Dugas (2008), recognizing employees’ efforts leads to higher job satisfaction and
commitment to the organization. The recognition and celebration of employee's achievements can
be associated with Abraham Maslow's hierarchy of needs, especially the esteem needs. This type
of need can be fulfilled through being recognized and respected by other people. Once this need is
fulfilled, an employee might gain self-confidence, self-respect, and competence that leads to a
better performance in the workplace.
Cultivate a Culture of Appreciation and Recognition
Open communication and cooperation between teams must be promoted. Managers have
to become 'safe spaces' for ideas, help, and collaboration without judgment or criticism. According
to Hakanen et al. (2008), work engagement created by team collaboration resulted in burnout
reduced and developed overall work engagement. In his instance, the third concept from Abraham
Maslow's hierarchy of needs can be applied, particularly social needs or the need for love and
belonging. The employees should feel belongingness and accepted in the organization that they
are in. In order to make them feel these two, the leader of the organization should organize
activities that may foster cooperation and collaboration from everyone that belongs in the same
organization. Through these, they could foster an environment where everyone feels accepted.
Set Realistic and Achievable Deadlines
Work deadlines act as one of the sources of stress, which may cause some dysfunctional
consequences to the individual as well as to the organizations (Rao and Pradhan, 2007). Setting
realistic deadlines aligns with Herzberg’s Two-Factor Theory, as it serves as a hygiene factor that
prevents job dissatisfaction by reducing stress and creating a manageable workload. In an
organization, setting up realistic deadlines is important because, according to Alexander (1981),
establishing good work deadlines is one of the techniques in time management. With the help of
deadlines, employees can make plans and break down the steps required to complete their
respective tasks and projects, helping them in finish on time or, even better, finish their tasks ahead
5
of schedule. Labianca, Emory, and Henry (2005) also added that work deadlines are not only
considered as time management technique but also contribute to improvement of work
performance.
Rebuild and Strengthen Team Cohesion
In the article by Herrity (2024), she writes the definition of team cohesiveness and the
different ways or steps to improve team cohesiveness in the workplace. Herrity defines team
cohesion as the team's ability to effectively work as a group towards a common goal, and the ways
to improve it are through good communication within the team, having structured goals, providing
training and development, celebrating success as a team, building trust with each other, defining
the values of the company and team, and resolving conflicts as a group. Additionally, she
highlighted how team-building activities help boost members' self-esteem and overall morale and
encourage team members to build bonds with each other to support the team's success. There are
examples of team-building activities that the company could try, such as team lunches, circle of
appreciation, monthly team outings, volunteer work, and team games. Team building is a great
scheme to establish diversity within the organization to help better facilitate and foster a workspace
that is inclusive and healthy for both the workers and the employers’ relationship.
Implement Strategies to Improve Communication
In her article, Chloe Martin (2019) suggests essential steps for creating an effective
communication strategy. These include identifying the target, defining organizational goals, and
crafting a detailed plan of action. Additionally, Martin stresses the importance of evaluating and
gathering feedback to improve the strategy over time. The author emphasizes that a strong
communication strategy improves overall team performance and builds confidence. The article
proposes a practical guide for enhancing communication in various organizational contexts.
Radley (2021) develops numerous strategies on how to improve communication in the
workplace. These include regular one-to-one meetings with employees, wherein you will be able
to talk to them privately, hear their concerns they might have (whether about their degree of
involvement, their salary, or their importance to the company), and share new project ideas that
could be valuable for the wider team; schedule weekly work team meetings; follow up with
effective notes and clear job expectations; create a safe space for workplace communication;
6
explain why you’re asking your team to do something; ensure your team can provide confidential
feedback; know the value of Slack and other tools for communication; and remember that
communication is a two-way job. Effective communication needs to be two-way, which means
asking for feedback on your ideas from your team, giving other people a chance to speak in a
meeting, and making the effort to listen in return. This is particularly significant in the context of
diversity in an organization, where effective communication strategies help ensure that all voices
are heard and valued, leading to enhanced collaboration and innovation. Communication is not
just about providing your team with information or handing out orders; it’s about listening and
engaging with their take on any given situation. Moreover, Radley states that some strategies
involve working on how you communicate information effectively and putting more formal
processes in place, while others focus on creating an environment that allows people to
communicate more openly and securely. This approach is connected with social learning theory,
as proposed by Bandura, which emphasizes the importance of observational learning and modeling
in social situations. By fostering an inclusive communication culture, organizations enable
collaborative learning and knowledge sharing, allowing team members to learn from each other’s
experiences and perspectives.
Improve Leadership Approaches and Styles
Natsir et. Al. (2024) stated that leaders are important within the organization because they
play a pivotal role in shaping the work culture, motivating employees, and ensuring that
organizational goals are met. It is important for a leader of an organization to choose a leadership
style that aligns with the organization’s respective needs and characteristics. Effective leadership
is also important because it helps in creating a supportive work environment that may foster growth
and innovation within. Leman & Ramly (2022) added that organizational performance is
influenced by how well individual employees perform, so it is important to integrate effective
leadership, competence development, and a fair compensation system which are essential for
achieving organizational strategic goals.
7
IMPLEMENTATION
This section provides details on the clustered interventions based on their required implementation
in the structure of table form. In addition, the steps and procedures will further provide an insight
into how these interventions can be executed, allowing clearer understanding of the significance
of application in an organization:
IMPLEMENTATION INTERVENTION PROCEDURE
1. Conduct an evaluation
to assess current job
roles and
responsibilities.
2. Collaborate with
▪ Develop well-defined
Job Role and Responsibility department heads to
job roles
Clarity update specific task
roles.
▪ Balanced Workload
3. Clearly communicate
these roles to
employees to ensure
everyone understands
their scope of work.
1. Hold a meeting on
adding a new set of
plans to encourage the
workers with the
department heads.
8
▪ Recognize and 2. Communicate with
Employee Motivation and celebrate employee the department heads
Recognition achievements on a desired date for
the implementation of
▪ Cultivate a culture of an end-of-the-month
appreciation and recognition and
recognition awarding.
3. Inquire and assess the
employees who are
worthy to be awarded
1. Communicate with
the employees earlier
to avoid haste and late
submission.
2. Provide a time frame
Time Management and Goal ▪ Set realistic and
that is realistic enough
Setting achievable deadlines
to finish the project.
3. Conduct an
assessment of
employees' progress
on their work
1. Hold a meeting with
the board directors
about conducting a
team building or an
R&R.
9
2. Communicate with
▪ Rebuild and the department heads
Team Building and Cohesion
strengthen team on the upcoming team
cohesion building that will be
held.
3. Instruct the
department heads to
disseminate the
content of the meeting
to their co-workers.
1. Set up regular team
meetings and
anonymous
suggestion boxes for
▪ Implement strategies open feedback
Communication to improve
2. Use communication
Enhancement communication
platforms to improve
transparency and real-
time collaboration.
3. Train employees on
active listening and
effective
communication
techniques.
1. Conduct leadership
training programs
focusing on adaptive
leadership styles
10
2. Implement a
mentorship program
where senior leaders
▪ Improve leadership provide guidance to
Leadership Development approaches and styles emerging leaders.
3. Regularly gather
feedback from
employees on
leadership
effectiveness and
make adjustments as
needed.
11
LEADERSHIP INVOLVEMENT
This section explores how democratic leadership contributes to employee engagement, how it
influences productivity, and its significance in contributing to enhance the disrupted situation of
an organization.
Democratic leadership prioritizes active participation and collaborative efforts, thereby
enabling members of the team to engage in the decision-making processes. In a demanding
company setting, it is imperative for the leader to actively engage employees in dialogues,
promoting open communication and a variety of perspectives to establish trust and increase
morale. This approach not only facilitates the collective resolution of issues but also empowers
employees, instilling a sense of value and commitment to the organization’s success.
The importance of democratic leadership resides in its capacity to improve team engagement,
motivation, productivity, and innovation. By acknowledging diverse viewpoints, leaders can
implement better strategies to improve communication, clarify job roles, and cultivate a culture of
recognition. This shared leadership allows for the uncovering of solutions that may remain
obscured under a top-down leadership model. Ultimately, by fostering a culture characterized by
inclusivity and collective accountability, the leader is better equipped to handle challenges and
propel the organization towards enhancement, particularly in light of rising employee turnover due
to the rapidly growing AI landscape.
12
REFERENCES
Alexander, L.D. (1981). Effective time management techniques. Personnel Journal, 60, 637-640.
Anseel, F., Beatty, A. S., Shen, W., Lievens, F., & Sackett, P. R. (2015). How are we doing after
30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking
behavior. Journal of Management, 41(1), 318-348.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal
of Managerial Psychology, 22(3), 309-328.
Brun, J.-P., & Dugas, N. (2008). An analysis of employee recognition: Perspectives on human
resources practices. The International Journal of Human Resource Management, 19(4),
716-730.
Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From
job resources to work engagement, personal initiative, and work-unit innovativeness.
Journal of Vocational Behavior, 73(1), 78-91.
Herrity, J. (2023, February 28). 10 Steps To Improve Team Cohesiveness in the Workplace. Indeed
Career Guide. https://www.indeed.com/career-advice/career-development/team-
cohesiveness
Labianca, G., Emory, M., & Henry, W . I. (2005). When an hour is not 60 minutes? Deadlines,
temporal schemata, and individual and task group performance. Academy of Management
Journal, 48, 677-694.
Leman, S., & Ramly, M. (2022). Pengaruh Budaya Organisasi Perusahaan Kompetensi Dan
Motivasi Kerja Terhadap Kinerja Karyawan PT. Rekind Daya Mamuju. Tata Kelola, 9(1),
35–55. https://doi.org/10.52103/jtk.v9i1.806
Martin, C. (2021, March 22). Strategies to Improve Communication in the Workplace.
https://blog.moderngov.com/2018/05/create-effective-communications-strategy
Michel, J. W., Kavanagh, M. J., & Tracey, J. B. (2011). Job stress, burnout, and work-family
conflict among hotel employees. International Journal of Hospitality Management, 30(4),
1174-1183.
Natsir, R., Ramli, M., & Putra, A. H. P. K. (2024). The Effect of Leadership Style, Compensation
and Competence on Optimizing Organizational Performance. Golden Ratio of Human
Resource Management, 4(2), 146-157.
13
Radley, B. (2023, October 4). 10 Straightforward Ways to Improve Workplace Communication.
Workday Blog. https://blog.workday.com/en-us/10-straightforward-ways-improve-
workplace-communication.html
Rao, T., & Pradhan, N. (2007). Perceived work deadlines: the influence of personality among
software personnel. Journal of the Indian Academy of Applied Psychology, 33(2), 183-
188.
14
