Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1. Analyse how an organisationās culture, politics and power influence individual and team behaviour and performance....................................................................................................3 TASK 2............................................................................................................................................6 P2. Evaluate how content and process theories of motivation enable effective achievement of organisational goals................................................................................................................6 TASK 3..........................................................................................................................................10 P3. Compare what makes an effective team as opposed to an ineffective team..................10 TASK 4..........................................................................................................................................14 P4. Different concepts and philosophies of organisational behaviour.................................14 CONCLUSION..............................................................................................................................16 REFERENCES..............................................................................................................................17
INTRODUCTION The organisational behaviour is the study of human behaviour in workplace setting by studyingtheimplicationsonindividual,group andorganisationaswhole.Thestudyof organisationalbehaviourhavebeenaffectedbythevarieddisciplessuchassociology, psychology, economics etc. the study becomes more challenging when situational factors interact. The cause and effect relationship play an important role in understanding and predicting the human behaviour in particular situation and its impact on their productivity level. The value system, emotional quotient, organisation culture and environment are the factors which helps in determining the human behaviour. The Robert Welch founded in 1955, by Robert Welch is headquarteredin England, UK. They design innovative,functionaland highly affordable products which standout in elegance. They deal in manufacturing and designing the cutlery sets. The aim of this report is to identify the impact of organisational behaviour on retail industry. As, the retail industry is highly dynamic and various environmental factors affects the performance of firm. TASK 1 P1. Analyse how an organisationās culture, politics and power influence individual and team behaviour and performance. Thecultureis the shared set of values, behaviours and beliefs which is commonly shared by the members of society. The defined organisation culture guides the actions and behaviours of an individual in the organisation (Nemer and Vieira, 2018). Thepoweris referred to the ability of influencing the actions of other inRobert Welch.Politicsis defined as the way of self- directing behaviour of an individual which involves power and authority. It involves the use of power and social interactionswithin workplaceto achievethe changesthat benefitsthe individuals and overall organisation. These factors are interconnected and affects the individual and team performance. The congruence between these factors must be achieved in order to maintain the performance level of employees. Culture The beliefs, ideologies and core valuesRobert Welchfollows turns it into organisation culture (Elsmore, 2017). The culture defines the way employees performs and interacts within
Robert Welch. The Handy's culture is proven model to understand the culture of organisation. The implication of this model on employeeās performance is as follows; Power: It is defined as the distribution of power in an organisation. They are the persons who further delegates the responsibilities based on that. These power holders are the person who enjoys the decision making authority and enjoy special privileges which came with that special power. The employees have no other option but to follow the rules as specified by the managers. The individual in this culture tends to decrease their creativity as their inputs are not taken into account. The team leader tends to be little biased while rewarding the performance of its employee. The overall performance ofRobert Welchmay result positively when the leaders devise that power in right way. Task: The teams are formed to solve the particular project this results in task culture. The people with common interest and specialisations come together to accomplish the task. In such culture the team members contribute equally to achieve the specific task. With the right mix of skills, personalities and leadership style the teams will result in producing the effective results. The individual in this culture will acquire the specialised knowledge and this will increase their innovativeness. Role: Role culture is a culture where every employee is delegated the work according to their specialisation and interest area. The power in this system comes with authority. The individual in this culture holds the accountability for the responsibility so delegated. The organisation with defined roles tends to have proper work ongoing and the decisions are also taken fastly. Person: In this culture the employees work just for sake of security of money. The employeesconsider themselvessuperiorofRobert Welchgoals. Theemployeesof such organisationculturenevershowloyaltyandcommitmenttowardstheirwork.Whenthe dedication and commitment lacks the performance also suffers. The knowledge of proper dimension of culture helps theRobert Welchin planning their culture that way. As, culture directly impacts the individual performance which directly affects the organisational performance as whole. Importance of cultural difference awareness The multiculturalism provides the organisations with diverse pool of expertise and workforce. The diverse culture workforce offers various advantages to organisations but proper
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knowledge of cross cultural to employees will help them to function more effectively. As, every culture has their own verbal and nonverbal cues the knowledge of which results in effective interactions among team members which will enhance the productivity of Robert Welch. TheHofstede's Culture dimension theory, developed by Geert Hofstede is a framework used to understand the differences among different culture and assessing their effectiveness on organisation performance (Kim, 2017).ļ·Power Distance: It refers to the differences with the power distributed in organisation. With high degree of power distance, the members believe that hierarchical structure exist and power is distributed equally which results in effectiveness.ļ·Individualism: This refers to pattern of individual in which they believe that working in teams is inefficient. The opposite of this in collectivism, where members rely on team work and functions collaboratively.ļ·Masculinity vs Femininity: This refers to the differences in the male and female value son culture. The males are considered to be aggressive whereas females are tending to be more caring, soft hearted. The responsibilities also vary depending on the tough vs tenderness culture.ļ·Uncertaintyavoidance:Thisreferstothewayhowanindividualbehavesinan unforeseen and unpredictable situation. TheRobert Welchwith high uncertainty index tends to follow the rigid policies are always tries to prepare the employees to cope up with change. ļ·Long Term orientation: This refers to the type of relationship maintained with the employees. It's the organisation who provides such culture which produces the loyalty and employee engagement. Theshift in the technologyhas affected the functioning ofRobert Welchand impacted their culture to their way of managing people. The continuous innovations and technology will continue to disrupt the organisation system and structure. The power, culture and politics are interrelated and this affects the employeeās performance (Jo and Park, 2016). Understanding of different powers and politics will enhance the memberās performance. The rise of politics leads to decreased productivity of individuals. The focus should be to maintain the balance between the organisational politics in workplace.
TASK 2 P2. Evaluate how content and process theories of motivation enable effective achievement of organisational goals. The content theory of motivation gauges the reason of what motivates an individual action. While the process theories look at the behavioural and psychological process which affects the person motivation level. Content Theory Maslow Theory: The Malsow hierarchy of needs is based in a pyramid of needs which motivates people. The most basic needs are stated at the bottom and most complex at highest. It is shaped in pyramid because by satisfying the basic lower level needs an individual move towards the upper level need. This tool is used in setting the direction or goal for improving the performance and satisfaction of employees. The most basic need is the physiological need, it includes the basic requirement of food, shelter, water etc. to move to upper level one needs to fulfil the basic needs.Then comes the security needs in which a person desires desires for emotional and physical safety. Once these needs have been met then arises the need for the social interaction and acceptance arises. Then lastly is the self-esteem and actualisation needs (Cherry, 2017). This is the result of need of recognition, rewards and an individual is realising to their full potential.
Illustration1: Maslow's Hierarchy of Needs, 2020 Herzberg's two factor theory: The Herzberg uses two factors namely motivating factor and hygiene factors and believes these two factors creates the dissatisfaction and satisfaction in work . The motivating factors are the factors whose presence makes an individual satisfied at work which includes recognition, achievement and promotions etc. at workplace. The hygiene factors are termed as whose absence makes the person dissatisfied at workplace which includes salary, safety working environment etc. The core point of these two factors is that necessary to make an employee satisfied at workplace. Once an individual has met the hygiene factors than an individual will start feeling motivated and will achieve the higher level of performance as a result of motivating factor.
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Illustration2: Herzbergās Two Factor Theory of Motivation, 2021 Process Theory Vroom's expectancy theorytheory of motivation says that individuals are tends to be motivated to perform some thing with the help of three things. Individuals get motivated when reward associated with action have some value. And have trust that if they perform well in job than they will get the reward, also develops feeling that they can easily achieve the objectives with their hard work as they have the ability to fulfil the targets.To serve this purpose two types of rewards such as extrinsic and intrinsic are given. Intrinsic motivation covers internal things like sense of achievement & fulfilment. On the other hand extrinsic motivation includes external things for example, promotion and money. As Vroom's model says that motivation level of people is product of many factors such as valence, expectancy and instrumentality. Valence shows that how much people value for the reward which was given to them as it its observe through specific behaviour or results (Baumhof and et. al., 2017). Expectancy shows that how much they tends to believe that by putting additional efforts objectives of the company can easily be achieve. Instrumentality reflects that how much individuals believe the rewards that actually appears ,is they able to achieve desired behaviours. If any of these factors skip than there is lack of motivation in individuals.
Adams' equity theoryof motivation says individual must believe that the reward which was given to them are fair with regards to their efforts or contribution than only they get motivated. And the rewards that was given are similar to those which was given to their peers. If person believe that the reward which was given to them are not fair than it tends to distress and try to make variation in things so that to create sense of fairness (Lim, 2020). Illustration3: Adamsā Equity Theory, 2020 Emotional Intelligenceshows the capability as well as calibre of individual to control or manage their feelings, emotions. And should also possess the ability to control others emotions also. It is very important element in leadership. It includes five main components as these are motivation, self-regulations, empathy, social skills, self-awareness etc. As self-awareness helps to understand others and it gives surety that they are aware regarding strength & weakness. Self- regulation is aspect where we regulate our self as it puts positive impact on others. If we get motivated, we stand in better position to convince or influence other. If we put our self in other's shoeandthoughtregardingsituationitiscalledempathy.Socialskillsarerelatedto communication and expressing power of their views. Importance of soft skills in context to managers & teams It is very important for managers that they should have good soft skills with regards to communication, personality and people management. As it help managers to bridge the gap between planning and in implementation or execution. With soft skills it becomes easy for managers to boost up the morale of employees. On the other it is beneficial to team members also. With effective communication or soft skills it tends to make their team members to feel
comfortable to share their problems and it also helps team to reduce stress and provide motivation and develops the feeling of self confidence. Implication of motivatioanl theories The leaders of Robert Welch can use the Maslow theory as a tool to use in coaching the individuals within the teams and then setting the carrer direction and goals in workplace. The knwoledge of herzberg theory will help the managers of Robert Welch in moderately satisfying the workforce once workforce is satisfied and motivated they will start achieving high level of performance. The knowledge of process theories of motivation to leaders will help them in setting the gaols and rewards according to three factors of Vroom theory (Linder and Nippa, 2019). From leadership prespective it will help the leaders to set the reawrds and objectives that are achivebale and based on that producing the rewards which motivates the individuals intrinsically and extrincally thus, leading to high performance. The Adam theory will help the leadersinsettingthefairnessinorgansiationswhichshapestherelationshipwiththeir employees. When the percieved fairness exsit in minds of empoloyees they perform to their high caliber and potential(ÄuriÅ”iÄ-BojanoviÄ, 2016). The psychodynamic approach of leadership is related to address various stages through which profitable ending is resulted with concern of adequate characteristic that is followed by different leaders of an organization. In this different dynamic is followed as with this human behavior and its tendency to affect other working behavior is improvising with perfection. TASK 3 P3. Compare what makes an effective team as opposed to an ineffective team. Different types of Organisational teams Theteamrefers to collaboration of group of individuals to achieve the common goals. The teams have a list of set activities which they follow in order to accomplish the set common goal(Zheng,and et. al., 2016). The different types of teams found in organisation are as follows; Functional Teams: These teams are the permanently found in any organisation structure, with different and defined responsibilities they follow. The top to down approach is followed and common types of teams found in Robert Welch are marketing, HR, finance, R&D etc. which helps in achieving the task more efficiently.
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Illustration4: Functional team, 2021 Project Team: The project teams are the teams which work towards accomplishing shared common goals. The members from different departments who possess specific skill set work integrally to complete that specific project. Problem solving team: It is a temporary team in organisation in which leaders and various members come together to focus on solving specific problem. Virtual teams: These teams are framed who work at different locations and connect virtually to function effectively. The role of technology has impacted the functioning of teams and this resulted in development of virtual teams. The work from home policy, flexi working policies evolved the birth of virtual teams. The virtual teams increases the productivity of employee by fostering them to work comfortably and according to their ease this enables the work life balance. Due to COVID-19 disruption the Robert Welch can have access to global talent pool also and can have access to higher productivity of employees. Groupis referred to coming of two or more individuals who interact with each other to achieve the objectives of organisation. The formal group is referred to incorporation of group by management to achieve the organisational objective whereas informal group refers to formation of group which is resulted out of interaction among members of the organisation.
Difference between the effective and ineffective team BasisEffective TeamIneffective Team ObjectiveThetaskortheobjectivesare understoodclearlyandaresetin mutual accordance of team members. Thereisgroupcommitmentwhich leadstoregularreviewof performance. The goals are ambiguous and not clear to members which leads to reduced commitment of members and this often results in conflicts. AtmosphereThe leaders tend to set the open and nurturing environment which results in fostering the innovation and creativity of team members. The atmosphere is characterised by trust, respect and high engagement of members. The environment of dullness and lowengagementofmembersis presented.Thenegative environment is surrounded which lowerstheparticipationof members. Decision makingThe decision making tends to be with beconsensuswithhighdiscussions The dissonance exist between the members and decisions are taken
involvingfromthemembersof organisation. by leaders without consulting or taking inputs from members. Belbin Theory The Dr. Belbin discovered that for effective functioning of teams the clear roles and responsibilities needs to be present in an team. The most important role present in any high performing team are as follows; Team-worker: This allows the team to perform and function efficiently. With their cooperative and versatility nature they set the positive environment. Implementer: They tend to plan the effective implementation of strategy so formed. They tend to be highly organised which maintains the integrity and effectiveness of team. Specialist: These members in team tends to being in specialist and in-depth knowledge of which maintains the dedication of every member in team. Robert Welch by using Belbin in their management of teams can lead to more effective communication between members and leaders. With understanding of each role it will help the leaders to form the team based on strength of each member. Characteristics and benefits of effective teams The presence of hard and soft skills helps the teams to function more effectively. The hard skills refers to the teachable abilities which can be measured whereas soft skills refers to interpersonalskillsorpeopleskills.Thepresenceofthisskillshelpsintheeffective communication between leader and members. This increases the ability to resolve the conflict well and presence of these characteristics makes an effective coordination between the leader andemployeeswhichleadstoeffectiveaccomplishmentofgoal.Thepresenceofhigh performing teams makes Robert Welch managers taking the decision more flexibly and this enhances the creativity in organisation. The productivity of each member increases which leads in accomplishment of goals more easily and efficiently. When coordination exist between the members the positive culture is maintained in organisation (Arieli, Sagiv and Roccas, 2020).In this ability of to analyse and identified various conflicts is enhanced along with this problem solving ability also get improvised in balanced mode. In addition, problem solving capability also improvised through which healthy relations are developed through which Robert Welch is able to maintain and attain long term sustainability.
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TASK 4 P4. Different concepts and philosophies of organisational behaviour. Path Goal theory This theory suggest the best suitable leadership style of managing and directing by analysing the employee's need and environment conditions with the intention that leaders will best manage when they get an overview about the situation and employees behaviour. The employee satisfaction is dependent on the leaderās performance of managing and rewarding their efforts. The employees of organisation performance tend down with time when they work perform certain task on repetitive basis. Due to pandemic, work from home norm the employeeās productivity tends to be lowered as compared against on the job productivity. The conflicts also tends to be rising and comparing the performance also becomes an challenge for leaders of Robert Welch(Agarwal, 2016). Therefore, in this situation the path goals theory seems to be applicable. Using this theory, the leader makes an attempt to influence the employeeās perception and tries to motivate them which results in the role clarity and increased motivation. This theory is contingent upon the way of managing by analysing then followerās behaviour and micro and macro environment characteristics.This theory has been implemented in order to enhance working possibility of the workers so that they get more motivated and with this possible outcome is perceived with perfection and in timely frame as well.The suitable leadership style in this following situation will be as follows; Supportive: When the situation seems monotonous and challenging the best way to manage and direct the employees is supportive leadership. And, the disruption created by pandemic which affected the productivity of employees can be best managed by showing concern towards them. In this situation the leader shows the concern by being friendly and approachable towards the members and this results in managing performance and satisfaction of employees.In relation to this management and higher authorities ensure to work with better compatibility and with this level of clarity among task achievement is perceived with perfection. Participative: In this style, leader consults and takes inputs from the followers before making or implementing any change. This is best applicable to maintain satisfaction of existing workforce. As, the highly trained and existing workforce have the prerequisite and clear information regarding organisation policies and working patterns.In this all the individual get
worked in different situation as with this balanced level of participation is indulged with this capability to advance working proficiency is perceived with adequateness. Contemporary barriers to effective organisational behaviourļ·Cultural-differences: With the diverse culture background there seems to be increasing conflictamongmembersoforganisation.Thesedifferencesoccurbecauseofset perceptions of employees regarding certain culture and lack of cultural training which creates the differences among diverse workforce. ļ·Lack of Environment: The lack of environment which enhances the creativity and engagement of employees is also lacked by the organisation. It is leaders duty to maintain the value based and ethical approach of culture to mange the employees. The organisation should follow the defined culture which nurtures the employee development. ļ·The informal interactions and associations which the people share living in common society represents the Social capital interaction which affects the society's perception. ļ·The contingent way of managing the leaders affects the organisation working. As, the style of managing on the situational basis confuses the leaders and followers in way of leading and directing the employees. By understanding different organisational theories and models the Robert Welch can manage its employees in a better way. This will help in maintaining the motivation and satisfaction of employees. Contingency theory: It is a theory that is used by Robert Welch to induce better level of organisation through which adequate problem solving under which optimised decision and actions are taken that is completely dependent on external as well as internal situations. It is applied by business to reduce the level of complexity and to build strong interrelationship. In support of this theory sustained actions are implemented as per concern of requirement with this working probability and its sufficiency both get advanced in parallel mode. Charismatic leadership theory: It is a trait that is followed by the business to act as visionary that drive adequate motivation and convictions as with this similar vision and mission is persuade through which adequate sense of trust is developed with perfection.In relation to this theory it assists to persuade and drive adequate level of commitment and conviction under which probability to attain profitable ending is resulted in favoured mode.
CONCLUSION An organisation important element is its culture, ethics and employees. The success of any organisation depends on the blend of culture, power and politics in an workplace. The managers should understand the factors which motivates the employees performance which will help to maintain the increased productivity levels of employees. While making teams the clear roles should be designed in order to reduce the ambiguity in team roles this will result in increased efforts of team thus increasing the organisational efficiency. The proper understanding of culture and various other factors which affect the human behaviour will give the organisation proper understanding of managing the people well. This will enhance the effectiveness of the organisation.
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