SCHOOL OF BUSINESS

ASSIGNMENT COVER SHEET

STUDENT DETAILS

Student name: Dylan Tran Student ID number: 19006518

UNIT AND TUTORIAL DETAILS

Unit name: Organisational Behaviour Unit number: 200585

Tutorial group: Tue 13:00, PC-01.3.39 Tutorial day and time: Tuesday 1:00PM
Lecturer or Tutor name: Jasmin Perrone

ASSIGNMENT DETAILS

Title: REFLECTIONS
Length: 1500 Words Due date: 6 June 2020 Date submitted:
Home campus (where you are enrolled): Parramatta City Campus

DECLARATION
☒
I hold a copy of this assignment if the original is lost or damaged.

☒ I hereby certify that no part of this assignment or product has been copied from any other student’s work or from
any other source except where due acknowledgement is made in the assignment.

☒ I hereby certify that no part of this assignment or product has been submitted by me in another (previous or
current) assessment, except where appropriately referenced, and with prior permission from the Lecturer /
Tutor / Unit Coordinator for this unit.
☒ No part of the assignment/product has been written/produced for me by any other person except where
collaboration has been authorised by the Lecturer / Tutor /Unit Coordinator concerned.

☒ I am aware that this work will be reproduced and submitted to plagiarism detection software programs for the
purpose of detecting possible plagiarism (which may retain a copy on its database for future plagiarism
checking).

Dylan Tran
Student’s signature:
Note: An examiner or lecturer / tutor has the right to not mark this assignment if the above declaration has not been
signed.
REFLECTIONS

Type your responses in the boxes below ensuring that you combine the information for all
three PIAs in a cohesive manner:

Summary: Describe the PIAs that you selected and explain why you chose them. (225 words).
For the Individual, the ‘Effective Empowerment and Engagement (PIA) was chosen. The assessment aims
to understand your empowerment of others and facilitating the necessary requirements when in a
supervisory role. (Pearson PIA-Survey: Effective Empowerment and Engagement) This was choice relevant
to me as I was curious as to why I lack skills in this area, and how I could initiate a change to be better

The group ‘Leading positive change’ (PIA) was the second choice with the design to help better understand
how effectively you can lead planned change initiatives positively through groups & organisations. (Pearson
PIA-Survey: Leading Positive Change) I am someone that always tries to be positive, but leading has always
has been a difficult area for me, I was interested in finding my score on my ability to lead positive change,
and what I could do improve, as well as what attributes I am lacking to be an effective leader.

Finally, I chose the ‘Organisational Structure Assessment’ (PIA) (Organisation), an assessment to identify
which type of organisational structure will benefit your capabilities the most with no right or wrong answer.
This PIA was useful to me as I am in my final year of university, and while looking for a job, I will need to
evaluate the various organisational structures and find which one will be best suited to me. (Pearson PIA-
Survey: Organisational Structure Assessment)

Emotional State: Describe how you felt while doing the PIAs and why you felt that way. (225 words).
PIA the (Individual): I felt discouraged due to a lack of ability to empower others, falling below the normal
standard. It is at my fault for avoiding supervisory roles due to not having necessary knowledge. I prefer to
be led by someone else that has what I lack, a stronger sense of leadership presence and empowerment. I
would like to be able to empower others but lack the knowledge and experience to do so appropriately.
However, I know that it is achievable, and can be done through considering the nine dimensions of
empowerment. (Pearson PIA-Survey: Effective Empowerment and Engagement)

During PIA (Group), Positivity is a trait I do not lack, however giving negative feedback when needed leads
to not being an effective leader. As mentioned previously, lack of experience and knowledge makes me
anxious and therefore I avoid the opportunity. My scoring had me within the normal range of ability
emphasising that there is room to reflect and grow. Only thought repeated experience can I overcome the
difficulties. (Pearson PIA-Survey: Leading Positive Change)

In PIA (Organisation), I identified various aspects of an organisation I enjoy, an environment of shared

information, contribution acknowledgement, and superiors being available with direct contact. I realised an
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 organisation that I would thrive in would be of high integrity, trustful, and teamwork. Allowing me to
contemplate various organisational structures present to identify the suited one. (Pearson PIA-Survey:
Organisational Structure Assessment)

Evaluation: Describe the purpose of the PIAs, describe the advantages and disadvantages of the PIAs, and
determine how or why the PIAs met or did not meet its objectives. (350 words)
PIA (Individual) Contained the primary goal to aid individuals to understand their capabilities of
empowerment, and facilitation of engagement in leadership. The results determined a score ranked against
a scale from low to high, providing a brief description depending on what you scored.
A recommendation is provided on how to improve our score, whether be through consideration, study, or
more time dedicated. However, it does not explicitly explain the possible reasons for an achieved score,
such as personality differences or lack of ability. Overall, the PIA is basic, but effective as it identified my
lower ability with a brief explanation but leading me to vaguely improve without any clear direction. (Pearson
PIA-Survey: Effective Empowerment and Engagement)

PIA (Group) Aided in understanding the ability in leading positive change. As all the PIA’s, it determines a
rank through a score placed against a lower-high range.
The questions were engaging, and enjoyable, but in the results lacked explanation, being brief and vague,
causing more confusion. It does not identify if a score was achieved due to knowledge, ability, or personality
attributes. A recommendation provided in the PIA is to talk to a co-worker about a component of positive
change, but avoids identifying components to you, or how co-worker communication benefits me.
The PIA does meet its objectives through categorizing abilities of positive change, identifying needed
improvement, but lacking in explanation on how to appropriately do so. (Pearson PIA-Survey: Leading
Positive Change)

PIA (Organisation) Determined a suited organisation structure for individuals, assuming it is taken with
honesty for accurate results. It emphasised no right or wrong answer.
The questions were based on aspects of an organisation through four facets, and identified which were
relevant to the individual, comparing the results against three broad organisation types. My scoring placed
me in line with a domestic company and provided an explanation of what the four facets meant, which were
based on Hofstede’s dimensions of organisational culture.
The Instrument was highly effective, not aiming to be a final determination in organisational structure, but
rather a basis to begin based on theory. It identified aspects that are relevant to you but emphasises self-
research through assessment and intuition. (Pearson PIA-Survey: Organisational Structure Assessment)

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 Analysis: Use OB theories to explain the PIA results and individual behaviours, in the group context and
organisational contexts. (350 words)
PIA (Individual): A scoring of 141 indicated a lower ability of empowerment. As mentioned previously I
avoided leadership roles due to inferior knowledge and experience. In those instances, my job satisfaction
and involvement were low, with negative feelings being held with a lack of self-belief. I believed and told
myself I was incapable, which was the cognitive component of my attitude, being saddened and discouraged
in the affective stage, behaviourally acting out through not pursuing growth or attempting to being effective.
(Robbins et al.2017)

PIA (Group): Scoring 115, identified a normal ability to lead positive change within groups/organisations.
Positivity is not where I lack, however effectively communicating a clear goal as well as aspects of
leadership is lesser due to being uncomfortable in giving negative feedback.
My preference of communication is face to face, being high channel richness, however it is not always a
relevant means of communication. I realise I need to adopt multiple modes of communication suited to
various scenarios, PowerPoints, emails, and letters, could all aid in providing information and effectively
communicating a goal. I should also utilise various directions of communication, downwards, upwards, and
lateral, which will all improve clarity and direction in leading. (Robbins et al.2017)

PIA (Organisation: Determined that I have a high individualism/collectivism score, high Distance from power
score, high uncertainty avoidance score, and an averaged proximity score. This means I prefer collective
environments with team structures and encouragement, along with close connections to leadership with high
creativity and innovation in proximity with co-workers. Overall, I would be suited for a Domestic company
with the structure of the boundaryless organisation based on the results. (Pearson PIA-Survey:
Organisational Structure Assessment)

The boundaryless organisations removes boundaries having no distance from power, high proximity to co-
workers, and opportunities for creativity with cross hierarchical teams, this organisational structure manages
to include the four facets and aspects of an organisation I value. Although it is known that no organisation
has fully achieved the boundaryless organisation, there are many that try to implement aspects of this
culture. I believe after assessment and intuition, that a domestic company with aspects of the boundaryless
organisation would be of best fit for my capabilities. (Robbins et al.2017)

19006518 Dylan Tran 4 of 6

 Conclusions & Recommendations : Draw conclusions about yourself as an individual, a group member
and organisational member. For example, do you work well in teams and/or what roles would you be most
comfortable in. Describes what actions you should take to improve/change yourself so that you can be a
better employee, group member and/or manager. (350 words)

PIA (Individual): The realization has led to me believing that It is possible to improve my abilities of
empowerment and positive engagement, I need to commit to more practice and put myself in more
supervisory roles to grow and learn.

My thoughts and Ideas should also be documented so I can look back and identify the causes for my certain
choices of action, as well as any new insight gained from various experiences. These notes should be
addressed with my manager, to aid in determining what was wrong, effective, and ways to improve. This will
allow me to actively search for growth and constant consideration on how to empower others, leading me to
become competent and confident when supervising others. (Robbins et al.2017)

PIA (Group): Determining that I am effective at being positive, I need to work on being negative and giving
constructive criticism when appropriate. Further research needs to be done on components of positive
change, as well as adopting multiple modes and directions of communication to ensure my goal and
messages are clear and distributed effectively amongst the group/organisation, as well as knowing which
channel of communication is appropriate for the message being sent. (Robbins et al.2017)

PIA (Organisation): I was able to identify aspects of an organisation I value, as well as contemplate on which
structure would be suited based on the PIA assessment as well as my own intuition. I value proximity to
leadership and co-workers, with collective environments through team and encouragement, also valuing
creativity. I will continue to do further research until I find a job, but as of now I believe a Domestic company
with aspects of the boundaryless organisation would allow me to thrive. (Pearson PIA-Survey:
Organisational Structure Assessment)

19006518 Dylan Tran 5 of 6

 References

Use the Harvard WesternSydU Style Guide to complete your reference list and type your
reference list in alphabetical order author’s LAST/SURNAME below:
Please ensure that you use MyLab to cite and reference the PIA
as well as any theories used to support your arguments.

Pearson PIA-survey: ‘Effective Empowerment and Engagement’, Viewed 1/06/2020

<https://www.mathxl.com/Student/OverviewHomework.aspx?homeworkId=559974287>

Pearson PIA-survey: ‘Leading positive change’, Viewed 1/06/2020

<https://www.mathxl.com/Student/OverviewHomework.aspx?
homeworkId=559974288&back=DoAssignments.aspx>

Pearson PIA-survey: ‘Organisational Structure Assessment’, Viewed 1/06/2020

<https://www.mathxl.com/Student/OverviewHomework.aspx?homeworkId=559974289>

Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017,’ Attitudes and job satisfaction’. In
Organisational Behaviour, 8th edn, Pearson Australia, Sydney, Chp3, pg. 57-72

Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017,’Communication’. In Organisational

Behaviour, 8th edn, Pearson Australia, Sydney, Chp10, pg. 257 - 281

Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017,’Foundations of organisational Structure’. In
Organisational Behaviour, 8th edn, Pearson Australia, Sydney, Chp14, pg. 380 - 402

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