Custom essays on Leadership and Organizational behavior theories and concepts present in the problem

There are a great deal of different theories and concepts which study organizational behavior. One of them is Equity Theory which was developed by John Adams in 1963. This theory can be applied to our situation. It tries to give explanation to a so-called “relational satisfaction” concerning fair and unfair distribution of resources in the workplace. The main idea of this theory is that an employee will believe that he is treated fairly in case he “perceives the ratio of his inputs to his outcomes” which should be equivalent to other employees in the workplace. The outcomes include recognition, salary, reputation and so on. (Messick & Cook, 1984, p.32)
The other theory which can be applied to our problem is Goal Setting Theory of motivation which concludes that goal setting is closely connected with task performance in the workplace. This theory was developed by Dr. Edwin Locke in 1960. According to this theory, the employee should know clear goals of his work and should get appropriate feedback. It will help to increase the motivation of employees and to increase their productivity. (Latham & Locke, 2003, p.16)
Possible Solutions
In order to find solutions to poor interpersonal communication problem which can cause high staff turnover in the organization, it is necessary to implement the following actions:
• to hold regular interviews with all the employees in the workplace in order to understand the cause of employee’s leaving. It is necessary to know all possible factors which can influence the employee’s decision: looking for a better job and higher wages, or poor relationships with other employees in the workplace.
• to assess the organization’s culture. It is very important to find out about the relations between older and younger employees.
• to organize special training programs for younger employees in order to help them to increase their motivation.
• to develop special interpersonal communication programs in order to improve relations between young specialists and elder ones who have huge experience. It is very important to give the opportunity to the younger specialists to use the knowledge of elder employees.
• to control psychological situation in the workplace in order to avoid conflicts and stresses.
The above mentioned actions will help to improve interpersonal communication in the group and to reduce staff turnover.
CONCLUSION
In conclusion, it is necessary to say that organizational behavior problems should be solved in a proper way in order to prevent more serious consequences such as high staff turnover or loss of productivity and bad reputation of the organization in the competitive market.

References
Brief, A. & Weiss, H. (2003) Organizational Behavior: Affect in the Workplace. Annual Review of Psychology. 2003.
Latham, G. & Locke, E. (2003) Building a Practically Useful Theory of Goal setting and Task Motivation. The American Psychologist. Vol.57, Issue:9.
Messick, D. & Cook, K. (1984) Equity Theory: Psychological and Sociological Perspectives. Praeger Press.
Muir, C. (2002) Workplace Readiness for Communicating Diversity. The Journal of Business Communication. Vol.33, Issue:4.
Phillips, J., Connel, A. (2003) Managing Employee Retention: A Strategic Accountability Approach. Boston: Butterworth- Heinemann.
Price, W., Kiekbusch, R., Theis, J. (2007) Causes of Employee Turnover in Sheriff Operated Jails. Journal of Public Personal Management. Vol.36, Issue:1.
Sigman, A. (1998) Relationships and Communication: A Social Communication and Strongly Consequential View. Westport Press.
Taylor, T. (1993) The True Cost of Turnover and How to Prevent It. Journal of Property Management. Vol.58, Issue:6.