Analysis of Organizational Behaviour and Employee Motivation

The assignment involves analysing organisational behaviour and employee motivation through the lens of different theories such as Herzberg's Two-Factor theory, Maslow's need hierarchy theory, and others. It also explores the impact of power dynamics on personal control and the interplay between job satisfaction and commitment in the IT environment. The document provides a comprehensive overview of the topic, including references to various books, journals, and online resources.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysis of culture, power and politics in order to enhance behaviour and performance of
an individual and team................................................................................................................1
TASK 2............................................................................................................................................3
P2 Use of various motivation theories in order to accomplish all goals and targets..................3
TASK 3............................................................................................................................................5
P3 Various measures in order to differentiate an effective team with ineffective team.............5
TASK 4............................................................................................................................................8
P4 Application of various OB theories and philosophies for an organisational context............8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation is a place where vast number of employees lead to work together for a
common concern through which management become able to accomplish all their working
practices in an appropriate and effective manner. Behaviour of every individual is differ from
each other as they belong to distinct culture and region (Adeniji, 2011). For this project, the
selected association is 4com PLC which is one of a telecommunication organisation. The
estimated capital of this business is £20M to £30M and have sufficient number of employees for
delivering their services. This project includes about organisational behaviour in which analysis
of organisation culture, power and politic influence on behaviour of others in regarding with an
association performance. For making this context easier, managers need to motivate each and
every employee properly so that they get motivated towards goals and target accomplishment.
Moreover, it also constitutes about cooperation and coordination of working with others so that
chances of conflicts get reduces by applying relevant organisation behaviour principles and
theories.
TASK 1
P1 Analysis of culture, power and politics in order to enhance behaviour and performance of an
individual and team
Influence of culture
Culture is the behaviour of human being according to which he/ she acts. Nearby
surrounding also impacts and it influences the behaviour of individual as well.
Classification of culture
Power culture: According to this culture, there is only top level management who generate
guidelines for 4com PLC. They can frame accountability and authority chart for the organisation.
Rapid decisions taken by top level management may not prove successful in long term.
Role culture: There is specific duties assign to personnel of 4com PLC. Employees of the
organisation have to work, according to generated framework which help in smooth running of
the company (Dartey-Baah and Amoako, 2011).
Task culture: Task means any work assign to team. This provides authority to different
employees in 4com PLC. In task culture, duties are assign according to the working capacity and
personality of individual.
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Person culture: 4com PLC where person culture followed individuals or employees are the
assets for the organisations. Firm of lawyers, accountants follow this type of culture. The
advantage of this culture is that there is equal distribution of power.
Importance of culture: Culture is most component for every organisation. It defines the
environment of the 4com PLC.
 More scope of learning: Culture provides more chances to learn and develop skills in
the individuals of the 4com PLC. Good communication : Culture impacts the communication skills of the organisation.
People deals in good way with one other to interact which proves to be good for 4com
PLC. Helping in planning: Surrounding of 4com PLC helps in future planning and setting
targets.
Influence of politics: Politics is a disadvantage for 4com PLC. It gives more importance to
personal motive over organisational motive. If an employee is good in her/ his performance then
his / her performance may get affected due to organisational politics (del Mar Alonso-Almeida
and Rodríguez-Antón, 2011). Personal change: Politics affects the personality of employee of 4com PLC. Due to
politics attitude of employee may get affected and gives impact in organisational goal
also. Organisational change: Politics affects the environment in the organisation. There are
chances of personal conflict among employees. Structural change: There is negative effect of politics in the organisation which affects
may roles regulations of the employees.
Influence of power: In an organisation there are main role of power. There should not be misuse
of power as it may create conflict among the employees of the organisation.
Types of powers Coercive power: This is the way to take consent of other by making them fear of lose. In
4com PLC there are chances of demotion transfer, etc. Reward power: This is the power to provide perks, benefits in the organisation. But there
is involvement of many more other person in giving rewards.
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 Expert power: This is a power which depends on the personnel's personality. An
individual can use his/her knowledge to influence public.
 Referent power: This power is used by well known personalities. They give long lasting
impression to public. Public start believing as per their role model.
TASK 2
P2 Use of various motivation theories in order to accomplish all goals and targets
Theories of Motivation:-
Before going to this theory let us know about motivation which means energies the forces
for set course of action or way of influencing individual to put their efforts for better
performance so if we talk about theories of motivation it is divided into two parts extrinsic and
intrinsic motivation (Dobrow, 2013). Extrinsic motivation measures in monetary term like
financial incentives for hard work and punishment or personal financial liability if daily targets
are not met. Intrinsic motivation is non monetary might come from person insight, self
confidence and discipline, aim to serve boss do well for company, a desire to be recognised for
hard work or for achieving both personal and professional goals etc. 4com PLC also adopt these
motivation theories to motivate employees for better performances.
Some important theories of motivation are:-
 Vroom expectancy theory:-
Basically this theory brings together all the components of reinforcement,equity,
Herzberg, cognitive, ERG and Maslow theories, sum up all perceptual aspects of equity theory
with the behavioural aspects of other theories. It described three main elements and said
motivation is equal to expectancy*instrumentality*valence.
Expectancy :-
Expectancy means thinking of individuals that efforts , hard work brings better
performances or in other words its person assessment of the degree to which hard work linked
with performance.
Instrumentality:-
The individual way of thinking that linked achievements with rewarded,punishment i.e.
how intelligently person correlated or linked rewards with performances.
Valence:-
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Under this person measured the motivation factor with the amount, quality of
rewards,recognition so in other we can say that if the size or quality of rewards is small
motivation factor is low or quality of rewards is high performance is better and good even if
expectancy and instrumentality both perfect.
So, from above theory if we apply this in 4com PLC it is telecom based industry and all
the employees working in organisation apply vroom expectancy theory at the time when some
target are given to them which they have to accomplish within specified time so in such case
various measure performance with efforts, rewards and size of rewards, everyone have their
different perception to linked with one of the factors that either motivate them or demoralise
them (Gabriel and et. al., 2015).
 Maslow Hierarchy theory:-
This theory divided needs and wants of individual into different segments, according to
him person fulfilled its needs on basis of hierarchy level no person go directly at higher level
until or unless he or she satisfy lower needs and level of are in following levels:-
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Physiological needs
These needs describe the basic necessities of human beings which include food,shelter
and clothes which required to fulfil requirements for living being and it is basic level that must
accomplish for present future growth of person.
Safety Security needs:-
It describe concern of individual towards health safety and security in respect to job. For
this person perform measures which relate to it, life insurance is taken by person so that
occurrence of severe disease can be countered taking help of insurance policies. In relation to job
he or she wants stability factor which motivates them for better performances (Hafenbrack,
Kinias and Barsade, 2014).
Esteem needs:-
After accomplishing above two needs individuals wants status symbol,
recognition,respect in society under this satisfaction level is not measured in monetary terms but
wants higher position that gives higher motivation to individuals.
Self Actualisation needs:-
This is last level of Maslow's hierarchy under which apart from above needs individual
have self goals and wants to do something different in life which is far behind from him because
of family responsibility. At this stage he or she performing better which gives inner satisfaction
which related to hobbies, education,personal growth and creativity.
Maslow theory in relation to 4com PLC has performed as an energy building tablet in
which employees are able to perform better and surpassing all their expectations. The another
benefits includes increase at the time of achieving objectives, enhance productivity, improve
retention rate of able employees but in case if lower level find their needs does not accomplish,
they do not get that position which they actually deserve in organisation that brings negative
impact on corporates performance and efficiency.
With the help of these theories organisation can effectively able to satisfy needs of their
employees while accomplishing organisational challenges in best effective manner. In addition
with this, by motivating employees organisation can able to increase motivation level of their
employees and can further encourage employees towards more contribution their in their actual
goals as to effectively contributes in organisational effectiveness.
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TASK 3
P3 Various measures in order to differentiate an effective team with ineffective team
DIFFERENT TYPES OF ORGANISATIONAL TYPES ARE:
Effective team: Members of effective teams have skills which help in fulfilling objective
of their unit. They discuss their objectives among themselves and put efforts to achieve them.
Positive part of this team is they motive each other to do well.
Ineffective team: Members of ineffective teams lack unity in their work, due to this there
are chances of conflict among themselves. There is difference in organisation's goals and
individual's goal (Inesi and et. al., 2011). Here members react before analysing the whole
situation and reduce productivity.
Functional team: This team works on traditional benchmarks. There is a common goal
for all the members belonging to different functions work diligently to achieve them.
Problem solving team: As the name suggests, this team is formed to to solve problem
which arise in the company. Group of people work to a achieve a specific target set and resolve
the matters related to it.
Project team: This teams works in different groups but to achieve same goal. 4Com PLC
is divided in different sub groups. Team gets dismissed after achievement of goal.
Impact of technology on organisational team:
Technology is the base in today's era. It affects the working and personality of individual.
The pattern of working, efficiency and effectiveness of person working in 4com PLC gets
influenced. Employees gets satisfaction due to use of latest technology in their working.
Information technology increases the scope working of employees in 4com PLC. Decision
making authority and control system also gets affected. There is more transparency in the
working of 4com PLC. Use of information technology changes the authority, accountability of
the employees in 4com PLC.
Virtual team is basically intangible team where working of individuals are linked with
each other but they are not working while sitting nearby. At this time information technology
works at its best. It plays very important and vital role in communicating with each other
working from different locations (Kaur, 2013).
Team dynamics and team work:
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Group is a collection of individuals to achieve some common goal having regular contact
and mutual relation. Team is much more than just mere group of people. This the value addition
to individual's performance.
Team dynamics are the forces which insist individuals to work in team and perform well.
Group of persons working in team to achieve set target.
Team Group
 Group of persons who work together
to achieve goal and they can identify
in group.
 Collection of people who work jointly
to accomplish task.
 In team there can more than one
leader.
 In group there is only one leader who
leads whole group.
 Here accountability is personal or
impersonal.
 In group individual person is liable.
Tuckman's team development model and impact of development stages on individual
development: This model introduced by Bruce Tuckman in 1965. It helps in growth and
development of team.
 Forming: this is the initial stage in the model. It gives the chance to acquire and resolve
problems faced while achieving goal.
 Storming: this model talks about tolerance power and patience of the members in a team.
It states that different personality have different views regarding different situation and
hence individual may act differently as per the situation.
 Norming: this stage gives the quality to achieve team's objective that members have to
tolerate dilemma of other teammates. This proves to be effective in achieving goal
(Lumley and et. al., 2011).
 Performing: at this time members are ready to perform their assigned duties. Their main
objective is to achieve task of the team.
Belbin's typology for managing effective teams and considering roles and skills required
for effective teams:
Action oriented:
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 SHAPER(SH): These people accept changes and emphasis to improve performance.
They deal with situation to reduce the chances of failure.
 COMPLETER FINISHER(CF): These people work with full sensitivity giving emphasis
at every small component. They are punctual and motives team mates to complete work
in time.
People oriented:
 COORDINATOR (CO): Top level management personnel are involved in this group.
They provide guidance to the lower level people to achieve set target. They listen
problems faced by team members and resolve them patiently.
 TEAM WORKER(TW): `These people who support other team members in their
working and give importance to work together.
Thought oriented:
PLANT (PL): This model is less practical as compared to others. They are not good in
communication. These people try to innovate new things and apply them.
MONITOR-EVALUATOR(ME): Members under such model evaluates the performance of
other people and make decisions. They carefully analyse the advantages and disadvantages of
alternatives.
4Com PLC applies TUCKMAN'S TEAM DEVELOPMENT MODEL. As this model is
easy to apply and understandable. This company bifurcate different people under category. This
help team to motivate and work with more efficiency. This improves the performance of 4com
PLC.
Benefits and risks of team:
BENEFITS:
Team is a way of learning and innovating new things. 4Com PLC is good example for
team. Team work provides chances to create trust in the mind of customer, which provides an
edge to organisation over competitors. Working in group reduces the chances of conflict in
organisation.
RISKS:
There are chances of unequal participation of members of team. Sometimes there is
confusion regarding accountability (Nyberg and et. al., 2011). Sometimes there is chances of
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personal conflicts which may lead to inefficiency in working of team mates. As per 4com PLC
working in team is a long term process.
TASK 4
P4 Application of various OB theories and philosophies for an organisational context
Under this main focused is given on path and targets of organisation so it is important for
the managers to build the policies which is best suited, according to needs of employees and
fitted to the corporates culture which helps in attaining daily based objectives. This theory
described the goals, path,objectives and strategy of organisation so on the context of 4com PLC
which is one of a best telecommunication company required to fascinated towards mission and
vision of company which is possible only they considered their employees as important asset and
guide,influence them to achieved their target keeping in mind organisation objectives through
regular scanning of external environment (Suppiah and Singh Sandhu, 2011).
Path goal theory is a concept that describes the different leadership style, behaviour under
which leader select specific behaviours which is best fitted to employees and external
environment that may best guide the employees to attain their routine targets and enhance their
performance in an effective manner. This Theory is given by Martin Evans (1970) and then
further developed by House (1971).
As to attain gaols and objectives in best manner and encourage employees in effective
manner,leaders of 4Com PLC can take advantage of numerous form of leadership and
behavioural styles. There are mainly four leadership styles that can be undertaken by leaders of
company to effectively manage their operations in best way:
Directive: Leaders are require to direct their employees in a coordinating way as this
lead towards ensuring employees performance in best effective manner.
Supportive: With the help of this aspect in leadership styles it is essential for 4Com PLC
leaders to offer effective support to their employees in order to effectively fulfil organisational
objectives.
Participative: With the help of effective strategies and policies employees can be
encouraged in best effective manner this will help organisation to increase workers effectiveness
along with their actual work standards.
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Achievement: As to fulfil organisational targets and objectives in effective way it is
required to frame strategies and policies in best effective manner as to gain more developing
opportunities.
Importance of path goal theory that increase productivity and enhance organisational
performance:-
Optimum utilisation of resources:-
If organisation working according to market demand enforce the employees for better
performance. Adaptation of leadership skills which automatically reduce cost improved
productivity and leads to optimum utilisation of resources. The main objective behind it to
secured revenues, increase efficiency and build cost effective atmosphere. So we can see 4com
PLC managed all activities in such way that increase productivity and decrease fixed variable
cost.
Brand equity:-
It is most important component of organisation which is intangible. It is a sustainable
means for company to increase market share in external world. Brand equity will help in
attracting customer to use company products, services. Strong goodwill in eye of customer will
provide premium price for all services and considered as support system in building dominant
position in market. In context of 4com PLC it retained top position in telecom sector and always
appreciate by users.
Improved Performance:-
Value addition of any organisation is possible only when they fixed their goals , targets in
advance and make strategies and execute the same in the ideal manner to achieve its targets. This
can be further assisted through advice of top level, direct authority, accountability of employees
that to whom they received and work under which authority so for all telecom sector. All
strategies are prefixed through proper leadership guidance in every targets according to needs of
employees which leads to improved performance (Teh and Sun, 2012). Therefore this company
is one of set example who work on the path goal theory and focused in delivering better
leadership lessons that enhanced employees performance.
Competitive advantages:-
This term is very common in all corporate sector and everyone is desperate to attain it.
The company works in appropriate manner designs their master plans after scanning customer
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demand, trends also positions of competitors in particular field and come up with a product
which is distinct with their competitors. This will help a business in attaining competitive
advantage . The company aims to which is possible through better leadership and motivation
techniques so if we see in context of 4com PLC successful in retaining dominating position as
compare other telecom company
Effective employer employee relationship:-
When both superior subordinate communicate with each other in every task superior act
as leader and understands the strength weakness of subordinate on the basis of such analysis
supervise him for increasing efforts and 4com PLC always adopt policy of rewarding employees
with greater selections of benefits.
Barrier to effective barrier,situational resistance and social capital theory:-
Complex Process:-
Work on this theory sometime create complexity because of adopting diversified
leadership skills having different aspect of learning. , research only partial support to theory and
this theory fail to explain the relationship between leader behaviour and subordinate motivation.
In respect to 4com PLC it is UK based multinational company located in different countries so it
is difficult for them to cope with different leadership skill apply due to distinct culture.
Resistance to change:-
In many organisation employees as well as organisation lost many opportunities because
of still adopting traditional technology which is outdated. They are not aware about their past
performance or what measure they need to adopt to improve their future performance. In case of
the company, it comes up with new technology, strategy or different policy procedure to measure
their performance then employees resist to change which create hurdles in growth of
organisation (Walsham, 2012). This business carries around 300 employees base sometime leads
to difficulty if workers are stagnant towards particular culture and working conditions.
Family and social network:-
People working in different organisation are also influenced by family, friends culture
behaviours. This influencing creates problems and diminished social capital and it also affect
working conditions, fabricate politics in corporate environment. These factors ultimately affect
team spirit among employees (Two Factor Theory of Motivation: Hygiene and Motivational
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Factor. 2017). This same situation also seen in 4com PLC that give bad impact to the image of
such big company.
CONCLUSION
It can be concluded from the above report that organisation behavioural constitutes as an
important part of the organisation. It helps a business in identifying behaviour of an individual
and defines approaches through which it can be manipulated. In this context a business employs
Maslow's hierarchy motivation tool to uplift the performance of employees working for the
company. It is essential to form an ideal team through Tuckman team model approach. This will
again help a business in creating positive impact on organisational culture and productivity.
Lastly, Path goal theory defines various characteristics and styles of leadership which are to
employed by a business depending upon their suitability to the organisational circumstances.
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REFERENCES
Books and Journals:
Adeniji, A. A., 2011. Organizational climate as a predictor of employee job satisfaction:
evidence from covenant university. Business intelligence journal. 4(1). pp.151-166.
Dartey-Baah, K. and Amoako, G. K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management. 3(9). pp.1-8.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J. M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Gabriel, A. S. and et. al., 2015. Emotional labor actors: A latent profile analysis of emotional
labor strategies. Journal of Applied Psychology. 100(3). p.863.
Hafenbrack, A. C., Kinias, Z. and Barsade, S. G., 2014. Debiasing the mind through meditation
mindfulness and the sunk-cost bias. Psychological Science. 25(2). pp.369-376.
Inesi, M. E. and et. al., 2011. Power and choice their dynamic interplay in quenching the thirst
for personal control. Psychological Science. 22(8). pp.1042-1048.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of
Management and Business Studies. 3(10). pp.1061-1064.
Lumley, E. J. and et. al., 2011. Exploring the job satisfaction and organisational commitment of
employees in the information technology environment. Southern African Business
Review. 15(1). pp.100-118.
Nyberg, A. and et. al., 2011. Destructive managerial leadership and psychological well-being
among employees in Swedish, Polish, and Italian hotels. Work. 39(3). pp.267-281.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Teh, P. L. and Sun, H., 2012. Knowledge sharing, job attitudes and organisational citizenship
behaviour. Industrial Management & Data Systems. 112(1). pp.64-82.
Walsham, G., 2012. Are we making a better world with ICTs? Reflections on a future agenda for
the IS field. Journal of Information Technology. 27(2). pp.87-93.
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Online
Two Factor Theory of Motivation: Hygiene and Motivational Factor. 2017. Available through:
<https://iedunote.com/two-factor-theory/>.
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