Organisational behaviour

Introduction

Leadership is very important when it comes to management , Not

everyone is destined to lead. The good news is that leadership
abilities can be developed and improved through time, giving those
in the equipment economic growth access to professional
progression and increased pay. Building relationships with people
who can positively present what is happening on the ground, both
positive and negative, is necessary for leaders to tune into their
organisation. use positional authority rather than coaching.
proactively creating longer-term solutions as opposed to reactively
putting out flames. making choices that their staff should be making.
micromanaging workers as opposed to fostering their development.

Concepts and applications

Leadership doesn’t mean you always need to look forward for

company’s benefits , true leader should also need to see their
employees and in that also Leaders should investigate the true
factors behind unsatisfactory staff performance.

As in this situation where Amar is working hard and even giving extra
hours also to full-fill the actual wants of the organisation.in this
scenario Ajay who is leader of Amar need to be patient about his
colleague Amar. Ajay lacks effectiveness as a leader due to his major
flaws. A satisfied employee is one who has time for his hobbies, is in
good physical and mental health. Amar's bad physical and mental
health is a result of Ajay having him remain overnight and work extra
hours. Additionally, employees' flaws should be addressed privately
rather than being called out in front of other workers as this will
harm their mental health and make it difficult for them to do their
jobs with dedication. Instead of being a strict teacher, Ajay need to
serve as an inspiration and role model for the employers.
In this Maintaining staff motivation is crucial for any management if
they want their company to grow. If he disrespects the workers, it
can immediately affect their performance and, in effect, the quality
of the work. A successful leader should have the ability to motivate
people and have a solid grasp of employee psychology.
There are some pitfalls of leader’, where The leader is sometimes the
direct cause of the problem. For example ,
 Employees are unsure about what to do, which is probably a
communication issue
 Employee ignorance of its significance is probably the result of
a communication issue.
 Lack of job knowledge among employees is probably the result
of a training issue.
 Employees are not motivated to perform their duties, which
may be the cause.

Sometimes employees also find some difficulties while working with

the team, and because of the leaders pitfalls like,

 using positional authority instead of coaching.

 putting out fires in a defensive manner as rather to proactively
identifying longer-term solution.
 Micromanaging staff rather than assisting in their development.
 Lack of adequate performance feedback and training, lack of
clear communication of goals, and assumption that what
motivates the employer will encourage the employee
These are some symptoms where you will find lack of leadership
qualities.

There are many ways where you can improve leadership quality and
skills which is,
 Reaching corporate financial objectives
 Share the company's mission, values, and objectives.
  Identify employee scorecards, key performance indicators, and
HPAs
 provide coaching and feedback on employee performance
 Encourage staff to create motivational, career, and training
plans
 Create, record, and enhance procedures

So this are the key factors where you can enhance your leadership
and give a fruitful environment to employees where they can feel
free and give their level best performance to the organisation.

Conclusion

As we had seen not only the employees but leader should also need
to learn basic skills to find out difficulties of their employees, even
we had seen there are many ways where a leader can develop the
quality of work and trained their employees and make them feel fit
in the position which they hired for, leader must know the rolls and
responsibilities of the each and every employees too, he/she can’t
pressurise one employee to do all work, it should be divided into
parts as it’s a main job of leader.

INTRODUCTION

Reinforcement Learning is the process of being instructed on how to

react to a situation and a variety of potential answers in order to
optimise a reward. The learner, who we will refer to as the employee
, must discover what to do for himself by interacting with his
surroundings rather than being told what to do. The goal is to choose
its actions in a manner that maximises the overall benefit. The
largest payoff now might not be the best choice in the long run,
making greedy strategies less than ideal. By taking actions and
tracking the outcomes, an agent can use reinforcement learning to
show how to operate in a specific environment. The algorithm
presents a state where a user can commend or criticise the algorithm
for taking a certain action based on the input data. The
reward/punishment cycle is repeated as the Reinforcement Learning
algorithms learn from the experience and make adjustments.

Concepts and applications

Reinforcement Machine learning involves knowledge. Employee

learn about reward and punishment systems on their own in this
situation. It's about using observations to choose the optimal course
of action or path to achieve the greatest rewards and the least
amount of punishment. It serves as a signal for both creative and
destructive conduct. Basically, an employee are created that ability
to observe, understand, act upon, and interact with their
surroundings.
Beside this, Sameer has using this learning and making the situation
best for every employee as well, Sameer is practising reinforcement
learning and in this learning there are FOUR elements which is
important for a person to learn about it, the four components are
mentioned below,
 A policy : An employee’s behaviour is determined by policy at
any given time. In general, it is a mapping between
environmental factors and the actions a person takes in
response to those factors. It's possible for the policy to be as
simple as a function or as complex as function calculations.
Everything the employees learns is based on the policy.
 A reward : An Reinforcement learning issue's objective is
specified by a reward. The employee receives a reward as a
result of its actions during every time step. The employees
main goal is to maximise the total reward received. As a result,
the reward differs between the employees good and negative
action results. We might describe incentives and penalties in a
natural system as pleasant and unpleasant experiences.
  A value : The total cumulative amount of awards that the agent
may estimate obtaining in the future, assuming it starts in that
position, is a state's value. A collection of states' values are
based on the projected future states and the advantage such
states are expected to produce. A state may indeed be
desirable even though it only generates a small immediate
reward since it is regularly followed by other states that
generate larger rewards.
 Environmental model : Another important element of several
reinforcement learning systems is the environment model. This
process mimics the behaviour of the environment and makes
predictions about how the environment will react. This
approach will enable the agent to depend on emerging action
on future environmental responses by allowing the agent to
predict the upcoming reward if an action is made.
In short, reinforcement learning is Learning how to map conditions
to behaviours that maximise a numerical reward signal is known as
reinforcement learning. The system is not given instructions on what
to do; instead, it must experiment to determine which activities
result in the greatest reward.

Conclusion

As we had learned that Through trial and error, random interactions

with the environment, and incorporating the results of these
interactions, in Reinforcement Learning employee will gradually
learn the best policy. To choose action that currently provide the
biggest payoff, the employee must find a balance between
aggressively utilising what he/she has learned so far and other
options.
Introduction

High-achievement people will continue to be willing to participate in

competitive activities in order to satisfy this drive. People like Renita
will need to belong and will frequently join teams and should work
on her behaviour as well. In this case people who are satisfied with
their job and living life style are most of the time being tangled in
small things like getting trusted by the lower level of employee or
being made to do more social work because of their behaviour, they
are not only focused towards their work which is given by the
organisation but they are even very careful about each and every
person’s needs and their desire also. When we only focus on our
work and our schedule so our result and even our employees also
can learn something from that, providing education to those who are
needy is very important but in she should understand the limit as
well, as in today’s competition many of them wants to upgrade
themselves into some perfect position, where they can get high
salary too, so providing education towards welfare of the society can
helpful for everyone also.

Concepts and applications

The current scenario describes how an employee named Renita

holds a high position and receives a fair income, but she is not very
happy with her work. She is driven to trains solely lower-level
employees because she wants to improve their daily lives and she
believes that she can provide them more advantages by educating
them, In top of that she is even gaining satisfaction from doing this.
Here, it is clear that Renita's requirements for survival, security, and
social interaction have all been achieved, which reveals why she is
unhappy at work because she is no longer motivated or satisfied by
her increased salary or position. She is driven to be a part of the
social cause, which entails making a difference in the lives of shop
floor workers, in order to satisfy her need for self-worth, which in
turn will give her a sense of worth.
In this it has been proved that renita was unhappy despite her high
position and good salary also but instead decided to work as a
teacher for shop floor employees. Based on this information, we can
assume that Renita was not entirely satisfied with her job because
she had not yet discovered a higher calling or a fitting and fulfilling
purpose for herself, which was making her unhappy. However, as it
turns out in the scenario, Renita discovered her calling even as
teaching the shop floor employees. Renita was a sociable person
who enjoys being of service to others, so we can infer that she was
not only unhappy ,The fact that she opted for a low-paying teaching
position.

Conclusion

As we had learned that, it is clear that Renita is a very charitable

person who aims to support others in any way she can. In context of
this, we can conclude that choosing to work as a teacher and
advising other employees is a really good choice for Renita because
she would be able to contribute to the system in her own unique
way, which would make her happier and at the same high level the
general level of education among the workforce. We can therefore
conclude that her decision to leave her profession and migrate into
the teaching area has benefited both herself and the staff, making it
a suitable career choice for her.

Introduction

Renita not only expert in providing education to others but she is

really found of being a teacher, as in this case we have seen renita is
focusing more on making workers educated but also helping them
towards work more with them, this kind of enhance interest can be
good for renita if she choses to work as a teacher or a trainer, as
there are many people who find their main motive after spending
some time with organisation, it is very common to see this kind of
employees in any organisation, as there are many companies who
actually inter-transfer the employee because of the input which they
have shown to the particular company. It seems that renita is also a
very good employee just her designation is not according her
capability.

Concepts and applications

Many times as a company we need to understand that if any

employee is expert in something which current employees are not
that much keen or happy doing the same thing, so as a company you
should take decision to do inter-transfer of the employees, by doing
this you can get some kind of assurance about their performance.
As an individual renita should talk to his supervisor mark about her
condition, as she wanted to start English coaching to their workers
which can help the company to communicate easily and it will be
added benefits to them, even after getting high position and decent
salary but despite of everything she is not getting satisfaction by
doing that so, she actually like teaching workers and motivating them
and to creat some change in their lifestyle, and by doing this she
getting satisfaction.

CONCLUSION

In this case it is crystal clear that Renita believes in teaching and

motivating someone, as she is achieving satisfaction also by doing
that, and if any employee are happy and joyfully doing their work, so
the result also will be fruitful. So as a organisation we need to
understand employees personal