Unit 12: Organizational Behavior

ASSIGNMENT 2 FRONT SHEET
Qualification BTEC Level 5 HND Diploma in Business
Unit number and title Unit 12: Organizational Behavior
Submission date 7/4/2020 Date Received 1st submission
Re-submission Date Date Received 2nd submission
Student Name Lê Đức Huy Student ID GBD1845
Class GBD0704 Assessor name Nguyen L
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of p
that making a false declaration is a form of malpractice.
Student’s signature Huy
Grading grid
P3 P4 M3 M4

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Table of Content
1. Introduction .................................................................................................................................................... 4
2. Demonstrating an understanding of how to cooperate effectively with others ............................................. 4
An introduction of effective activity ....................................................................................................................... 4
3. Analyze teamwork effectiveness in activities ................................................................................................. 5
Theory and how the Tuckman model works. ........................................................................................................... 5
Apply the Tuckman model to analyze effective team work .................................................................................... 7
Applying concepts and philosophies of organizational behavior to a given business situation .............................. 8
Applying concepts and philosophies of organizational behavior within the chosen organizational context .......... 8
Conclusion .............................................................................................................................................................. 9
References ............................................................................................................................................................ 10

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1. Introduction
In any organization or business, big or small, there are experienced employees and they will work
together in a small group of their professional expertise. By dividing the work equally, each person will
receive a certain responsibility and work so that the task and the plan are completed in the fastest and
most effective way. This short essay will cover all the elements and skills to draw conclusions about
support or hinder teamwork. From there, the report will prove the importance of teamwork skills,
solidarity as well as the same orientation and goals with the members when working in groups.
2. Demonstrating an understanding of how to cooperate effectively with others
An introduction of effective activity
Sun Group's staff consists of 6 members: Ai Nhu, My Duyen, Thanh Huyen, Son Tung, Kim Duy and Duc
Huy. The team tasked next month will accomplish the goal of communicating to employees and
customers about Sun Group's culture in order to attract an objective and better view from customers
and help the company increase sales in the region in the month. next. The team leader Ai Nhu made a
statement about Sun Group's culture, goals, and tasks each month for each member through the
meeting. At the same time, the manager also wants to listen to the opinions and contributions of each
member of the group. Each member will have their own strengths and weaknesses and they will speak
out differences or contributions to help the team work better in the future. However, they always aim
to help the company develop sustainably to the top, showing a professional working style, friendly
working environment. Specifically, Son Tung is a sociable personality and a good communicator, he
always wants to listen to the opinions of the group members about the remaining issues in the group

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and himself. Help the group go up. Besides, My Duyen is a passionate employee, she always helps
everyone in the group as quickly as possible. Regarding Duc Huy and Kim Duy, the two were fairly quiet
in the group, but they knew how to listen and solve problems quickly. Manager Ai Nhu, a gentle but
assertive manager at work, divided the task of having members, and was also a conflict solver in the
group. Thanh Huyen is a senior employee of Sung Group and also one of Binh's most effective assistants
in managing and training new employees, she is the one who supports all other staff's questions. About
the company and its rules. However, there are still some conflicts and issues that need to be addressed
in the group. The video below will focus on how to manage training for members of the Sun Group
working culture and solid teamwork. This is clearly shown by the actions of employees during the
working process. In a group, it is impossible not to have conflicts and conflicting views among members
who want to achieve common goals - achieve the goals that the company has set. Management will
gather staff and will listen to the opinions of each person on all aspects to help the group go up.
3. Analyze teamwork effectiveness in activities
Theory and how the Tuckman model works.
Forming:
This is the period when the group was established, the members are still unfamiliar with each other
and start getting to know each other to collaborate for the immediate work. At this stage, the members
may not yet understand the overall purpose of the group as well as the specific tasks of each member
of the group. The group can make decisions based on consensus, rarely fierce conflicts because people

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are still wary of each other. The general psychology at this stage is: Excitement with new jobs; Wary of
approaching and sharing with other members; Observe and explore people around; Position yourself
in the structure of the group.
During this period, the leader must show his leading role, because the other members have not yet
located and clearly defined their duties in the group. (agilebreakfast.vn, 2016 )
Storming:
This stage occurs when the members begin to reveal themselves and can break the established group
rules. This is a very difficult time for the group and can easily lead to bad results.
At this stage, conflicts between members may occur due to different reasons such as work style,
manners, controversy over issues or solutions, culture, etc. may be dissatisfied with each other's work,
making comparisons between themselves and others. The group is hard to come to consensus-based
decisions.
Members can also begin to question rules that have been established, want to modify, test and
possibly break those rules. Worse still, some members may appear to be non-cooperative,
uncompromising at work, and dissatisfied with the current way of working. The communication and
support in the group is not really good. The morale of some members may go down, which can lead to
stress or stress.
During this period, the members are no longer focused on the work towards the common goal.
However, they also began to understand each other better. The important thing at this stage is that
the group must identify and face its situation. (agilebreakfast.vn, 2016 )
Norming:
This period comes when people begin to accept each other, accept the differences, try to resolve
conflicts, recognize the strengths of other members and respect each other.
The members began talking more smoothly, consulting each other and asking for help when needed.
There may be constructive ideas. People start looking at common goals and have a stronger
commitment to work. There may be new rules established and adhered to to minimize conflicts, to
create a favorable space for members to work and collaborate.
The Norming stage can be interwoven with the Storming phase because when there are new issues
(new jobs, new decisions, new conflicts, etc.), members may fall into a state of conflict as before.
Efficiency at this stage will be increased, because now the team is able to focus more on work towards
a common goal. (agilebreakfast.vn, 2016 )
Performing:

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This is the period when the group achieves the highest efficiency in work. The operation is easy without
any conflict. This is a stage that not every group can reach.
At this stage, the rules are followed without any difficulty. The mechanism of mutual support within
the group is effective. The enthusiasm and commitment of the members with a common goal is no
doubt.
The members feel very comfortable working in groups. New members will also quickly integrate and
work effectively. If a member leaves the group, the performance of the group will not be seriously
affected. The dominant spirit expressed at this stage is teamwork. (agilebreakfast.vn, 2016 )
In addition to the four stages mentioned above, the Tuckman Model also refers to the final stage of
the operation of a group called Adjourning. This happens in different situations, such as when the
project is over, when most of the members leave the group to take other positions, when the
organization is restructured. For the enthusiastic members of the group, this is a period of "pain",
"attachment", "regret". Especially for the members who have not seen a better future.
Apply the Tuckman model to analyze effective team work
Forming
Each team member gathered and listened to Ai Nhu's manager,
In this stage the members seem to accept the guidance and coordination by Nhu and respect each
other's decisions and voices. In this stage, the manager Nhu will be the one to share information, solve
problems, be open to members so that he can understand the psychology and improve the team
members. There may be some information regarding how people have been treated in the past, this
can lead to some situations handling the old way, so the members first voiced their ideas first. . His
own ideas for management can be positively perceived.
Storming
This is a difficult time for all team members. The members of the group also do not have too many
conflicts, but the problem here is the leader, Huyen's staff had to argue with the leader because she
was divided by too many jobs and jobs. she had to make a complete difference with the other members
in many ways, and Ai Nhu was not happy about her attitude. To be respected, first of all must respect
others; battling feelings of inadequacy, wondering who would support or weaken them, and that was

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how Binh managed to train her. This is the time when the manager has to deal with a lot of work which
leads to pressure and no one gives up and the possibility of forming a faction in the group is to slow
down the work or may have to cancel the project.
Norming
To help members work together in a peaceful environment. Specifically, follow the proposed solutions
to resolve conflicts between employees. A member meeting is proposed, so that everyone can sit back
and listen and offer the best solution to the group. Since then, each member's opinion has been heard
and respected by everyone. After going through a stable period, this is a period of high performance.
Members understand the mission and develop it to improve their performance. Specifically, after
hearing the comments and feedback from the team leaders Nhu decided to redistribute the work and
Huyen also received a part of her fault. The members then understood their goals and missions. The
members collaborated together and solved the project together. In addition, through the meeting,
they understood each other better and respected each other, creating a better working environment.
Applying concepts and philosophies of organizational behavior to a given business situation
Applying concepts and philosophies of organizational behavior within the chosen organizational context
Sainsbury's was a supermarket that operated in the retail sector in 1869; Sainsbury was started by
James and Mary Ann Sainsbury's in England (United Kingdom). It has many branches across the country
selling a variety of different products. Sainsbury's main goal is to meet the needs of successful
customers and provide investors with good financial returns. Sainsbury's goal is to provide all
colleagues with the right opportunities to develop their skills and thus be ultimately compensated for
their involvement in the success of their business. Applying the Path-Goal hypothesis can be a great
case for Simon Roberts, president of Sainsbury's PLC, to focus on authoritative fashion as well as the
ability to support increased cooperation in a period of time. Unique but extraordinary victory segment.
Agree with the Path-Goal hypothesis, distinguishing the fashion and behavior of pioneers to match the
working environment and employees to achieve goals. The need for this motivation is an important
part of making certain results look appealing. An unfulfilled individual need can create stress that can
be seen in personal performance. If the need is satisfied, it will lead to reduced stress and benefits in
achieving specific goals. (Robbins, (1993) cited in Ramlall, S. 2004: 55). Sainsbury motivates its
employees with employee incentives and employee reward programs that will help increase
productivity, increase sales, and motivate employees. This program was set up by Sainsbury's direct
sales team to provide current marketing support to benefit employees. Sainsbury's gift cards and gift
certificates provide the perfect reward for motivating your employees or saying thank you. For every

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employee, there is something from the grocery store to fashion, health and beauty. To help staff with
security and postage costs, we have provided gift cards that are activated and when an employee
orders, it will be activated. A £ 1,000 discount is available to staff. Sainsbury's desire, that all employees
should carry out their work with efficiency and high awareness when they make excessive difference
in business. In the short term, lack of motivation can affect work and lack of long-term commitment;
Lack of commitment can lead to reduced productivity and income for Sainsbury's. Regular staff
encouragement is very important to Sainsbury's. Various motivational theories are used by Sainsbury's
to motivate their employees. According to Sainsbury's PLC CEO Simon Roberts, one of the keys to
Sainsbury's success is the sense of responsibility our team has built. Here everyone has an impact on
continually improving our offers to customers. Feedback from investors on People helped us identify
solutions that enable us to motivate people to implement. Stay in Sainsbury when all employees work
in groups and ensure that everyone works together and creates a friendly atmosphere. According to
Simon Roberts, the place feels valuable and respected. This can be done if the employee is promoted
to a higher level. High demand is when employees feel they have reached their potential. Staff
performance will be faster if all of these needs are met at Sainsbury's. (sainsburysbusinessdirect.co.uk,
2019) In addition, the CEO here also recognizes that communication is an important part of the
company. Sainsbury introduced the 'Tell Justin' program, inspiring colleagues to let executives know
how they felt about Sainsbury could be improved. This scheme is marked as very successful. 12000
colleague requests have been received since the start of the program and the proposed quality
significantly improves Sainsbury's growth. To improve communication and meeting colleagues, we
have strengthened our Councils and put them at the center of key activities such as the Talkback action
planning. Sainsbury's trust by engaging colleagues helps make Sainsbury a great place to work by
applying colleagues' ideas about performance. (Moorhead, Griffin, 2010, p.281)
Motivation and employee commitment are vital to Sainsbury's accomplishments. It has been verified
that there is a clear link between customer satisfaction and employee motivation by leaders. The role
of the organization is to ensure that Sainsbury's people complete well so employee motivation is
always high, leading to better customer service through appropriate training facilities and various
communication channels. The leader applied.
Conclusion
The field of organizational behaviour can be both exciting and complex. Various concepts and variables affects
the interactions described, and when accumulated together these factors provide with various opportunities to
enhance the personal and organizational effectiveness. In this, report “Organizational Behaviour” with
reference to the organization “Sainsbury”, an overview of organizational behaviour has been elaborated. It has
been analysed in this report that how culture, politics and power influence the behaviours of individuals. The
various content and process theories of motivation have been evaluated to justify how they enable in
achievement of goals and objectives. Organizational behaviour includes the core topics of motivations,

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behaviour, interpersonal communication and many more. In this report, the different concepts and philosophies
of organizational behaviour has been applied to the organization.
Link You tube https://youtu.be/dTBY0QYu6w0
References
"Factor that affect the motivation of employees at sainsburys." All Answers Ltd. ukessays.com,
November 2018. Web. 4 July 2020. <https://www.ukessays.com/essays/management/motivation-of-
employees-at-sainsburys-management-essay.php?vref=1>.
UKEssays. November 2018. Factor that affect the motivation of employees at sainsburys. [online].
Available from: https://www.ukessays.com/essays/management/motivation-of-employees-at-
sainsburys-management-essay.php?vref=1 [Accessed 4 July 2020].
Agile Breakfast. 2020. Mô Hình Tuckman Về Các Giai Đoạn Phát Triển Của Nhóm - Agile Breakfast.
[online] Available at: <http://agilebreakfast.vn/mo-hinh-tuckman-ve-cac-giai-doan-phat-trien-cua-
nhom/> [Accessed 4 July 2020].