Organizational Behavior and Its Impact of Business Growth

Organization Behaviour 

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Table of Contents 

INTRODUCTION ...........................................................................................................................3 

SUPPORTING EVIDENCE ............................................................................................................3 

OPPOSING ......................................................................................................................................5 

CONCLUSION ................................................................................................................................6 

REFERENCES ................................................................................................................................7 

A Sample Report on organizational Behaviour 

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INTRODUCTION 

Organisational behaviour is a process of understanding, predicting and managing human 

behaviour both individual and group at the workplace. It having a great important in order to 

maintain a healthy working environment at the workplace and manage employee-employer 

relationship in a effective manner. It can help to the HR department so that they can use an 

appropriate approaches in order to manage such behaviour. The present report is based on 

millennials are more narcissistic (Ashkanasy and Humphrey, 2011). Millennials are more 

motivated and self encouraged to do any work in the organisation. They do not want any position 

or title in the organisation but they want to learn more to improve their skills, abilities, 

knowledge etc. the purpose of the report it to explain about the millennials effectiveness. But 

they are also opposite like they can not keep calm in every situations, they easily get panic and 

arrogant. 

SUPPORTING EVIDENCE 

Organisation behaviour means how people can do interact the people of an organisation. 

It means how employer take benefits or utilize the individual member to maximise production. 

Behaviour of person in an organisation is also depends on the level i.e. micro or macro level. In 

an organisation there are maximum people who are working almost young (Moore and et. al., 

2012). Millennials are born between 1980-1994 and they are more concern about communication 

in the organisation. These people is also called Millennials. The younger people are more 

encouraged for their work and do work with high potential. They are highly positive and this 

give them more motivation for their work. Millennials take an important part of the success of 

economy. For the job they need to be calm because anger can make impact on their career. 

Millennials are more cheerful and they can easily connect with the people. Mostly 

millennials gave many qualities like leadership, creative, innovative etc. (Bolino and et. al., 

2013). Many companies appoint them because they want to do business in more creative and 

innovative manner, and they are so talents and have many ideas that can help a company to do 

their business in a new way. Most of the younger peoples trust on business, they think business 

can make a good and positive impact on the society. They think that with the help of businesses 

they can concern about many areas such as it can reduce the inequality of income etc. 



According to a survey it is founded that many of millennials want to do a business with 

the ethical practice. They also think that if attitude of manager changed then they can bring the 

innovation. Millennials give priority to finance because for the success of any country and 

business is depend on money. They are not always think about only themselves or for the 

organisation only. Although they also think about the public. They encourage the charity because 

they do not want to cut them from the society (Fisher and To, 2012). 

Millennials do not want to remain only at the fix place. They always want new jobs and 

new assignments. They do not want to wait for anything, they always want to do something new. 

They don't want to remain in an organisation and wait for promotion. They always want 

appraisal according to their performance, not according to time. They want to work with 

different people and always want to learn something new. They do not want to stuck with only a 

leader or manager. 

They do not want to get attach with traditional method, they want to do work with new 

technology. Millennials always prevent environment by any harm. Millennials are more career 

oriented, approx 35% or more people of this generation want to go on management position as 

soon as possible 

(Ashkanasy, Becker and Waldman, 2014). They never think about the loyalty for their employer, 

they always make plan that they will go to another organisation after 1 or 2 year. 

Millennials always think that if they go to new organisation then there skills can more 

utilized comparison to other big or large organisation. They always want those type of leader or 

manager who always support and encourage them. They want that manager will friendly with 

them. Millennials never want some special position or any designation or can say that they are 

not more concerned with designation they always to improve their knowledge and skills and 

want to gain more experience. But some of the millennials want higher positions and want to 

start their own business as soon as possible. 

Every millennial has their own attitude and thinking for their career. There attitude or 

expectations can affect the organisation also (MacKenzie, Podsakoff and Podsakoff, 2011). 

Because they do work according to their own need or want. They are more interactive and 



always want to take initiative. They do not want to work individually, they always want to do 

work in team because they think it is the better and good way to achieve the desired goals with 

the less risk. 

According to the recent study, millennials do not like the previous generation employees 

because they want best relationships with their employers for their benefits. But millennials only 

want job satisfaction. They always want proper and open communication with there employer 

because they think that it can be very helpful for them because they can easily communicate with 

them frankly and give them suggestions of any problem without any fear. They always expect 

more from their employers. Millennials are mostly confident, hard worker, potential,motivated 

etc. They have unique qualities to do their work or can say to meet with the objectives of on 

organisation (Judge and Kammeyer‐ Mueller, 2012). Also they are more impatient, they never 

want to wait for anything. Many companies or organisations think that millennials have special 

qualities so that sometimes they need to alter their rules and policies of the organisation. They 

are more adventurous because they always see opportunities in every problems. 

OPPOSING 

Millennials never respect of their elders or title, they always think that they everyone is 

equal. They do not want to follow the hierarchy which is there in the organisation. They are more 

lazy and highly addicted to social networking sites. They always want to share everything on 

social sites, either it is personal or professional. They do not have set goals or target so that they 

switch over and over again. They can not easily satisfied from anything. Sometimes they diverse 

other people in the organisation. 

They do not stay calm, they panic or they can get angry easily. They never think about the 

commitments, they always see their own benefit in every situation. If company want to reduce 

their anger then they need to develop their policies (Ashkanasy and Humphrey, 2011). They can 

not easily accept their workplace, they are mostly arrogant and this is not the solution. They 

never want to follow the rules, policies of the organisation and do not want to know them. They 

always think they are right. They do not really know about the entrepreneur, they have various 

meaning of this word. They are not focused for their jobs, they can easily get bored of anything 

or may be distracted. They only work for themselves to fulfil their needs only. Some businesses 



are doing their work on phone, and if millennials do not want to talk then they never pick the call 

but if they pick the call they talk to them unprofessional way. Millennials never want to listen 

anything, they talk more and they do not think if they listen then it can help them to 

development. They are like super cool, never care for anything. 

A Sample Report on organizational Behaviour 

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If any mistake is made by millennials then they never accept it, they refuse it. They never think 

or they do not take it easy that it can happen (Moore and et. al., 2012). They always want to do 

everything very quickly and never think that they will do or not. They do not want to remain at 

the same job for long but expect too much benefits from their employer. They think they will do 

anything, they do not want to learn more. They are always on hurry and never understand or read 

things carefully. They always request to know more information even the information is right 

before their eyes. They are less present in the conversation, they always involved or engaged in 

social sites. It makes there behaviour rudely (Bolino and et. al., 2013). 

CONCLUSION 

As per the above mentioned report it is concluded that millennials are very important for 

any organisation or company. They can do their work more effectively or efficiently. They 

believe in open communication in the organisation so that they can easily communicate with the 

supervisors. They believe to do work in creative and innovative manner. They do not want to 

work traditionally, they always want to work by using new techniques. Millennials are also worst 

for the organisation because they are too lazy, arrogant, switch their jobs quickly etc. They do 



not want to listen anything. They always think they know everything that how to do work and 

never want training to learn better way. 



REFERENCES 

Books and Journals 

Ashkanasy, N.M. and Humphrey, R.H., 2011. Current emotion research in organizational 

behavior. Emotion Review. 3(2). pp.214-224. 

Moore, C., and et. al., 2012. Why employees do bad things: Moral disengagement and unethical 

organizational behavior. Personnel Psychology. 65(1). pp.1-48. 

Bolino, M.C., and et. al., 2013. Exploring the dark side of organizational citizenship behavior. 

Journal of Organizational Behavior. 34(4). pp.542-559. 

Fisher, C.D. and To, M.L., 2012. Using experience sampling methodology in organizational 

behavior. Journal of Organizational Behavior. 33(7). pp.865-877. 

Ashkanasy, N.M., Becker, W.J. and Waldman, D.A., 2014. Neuroscience and organizational 

behavior: Avoiding both neuro‐ euphoria and neuro‐ phobia. Journal of Organizational 

Behavior. 35(7). pp.909-919. 

MacKenzie, S.B., Podsakoff, P.M. and Podsakoff, N.P., 2011. Construct measurement and 

validation procedures in MIS and behavioral research: Integrating new and existing 

techniques. MIS quarterly. 35(2). pp.293-334. 

Judge, T.A. and Kammeyer‐ Mueller, J.D., 2012. General and specific measures in 

organizational behavior research: Considerations, examples, and recommendations for 

researchers.Journal of Organizational Behavior. 33(2). pp.161-174. 

Ashkanasy,and Humphrey2011Moore, and et. al., 2012Bolino, and et. al., 2013.Fisher, 

To,2012.Ashkanasy,Becker,and 

Waldman2014.MacKenzie, 

Podsakoff,Podsakoff,2011Judge, and Kammeyer‐ Mueller,2012.

Organizational Behavior and Its Impact of Business Growth

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