Concepts and Philosophies of Organizational Behavior
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Added on 2020-06-06
Concepts and Philosophies of Organizational Behavior
Added on 2020-06-06
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ORGANIZATION AND BEHAVIOUR
Table of ContentINTRODUCTION...........................................................................................................................1P1 Analyze how an organization’s culture politics and power influence individual and team. . .1P2 Evaluate how content and process theories of motivation helps in goal achievement...........3P3 Explaining the ways to makes an effective team....................................................................4P4 Apply concepts and philosophies of organizational behavior within an organization...........7CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONOrganizational culture refers to set of experience, expectations, believes, philosophiesand values that guide the behavior of all the people and expressed in the self-image, workingpractices and interaction with others. Every organization have their own values which arefollowed to optimize their business performance. It is reflected in their corporate mission, vision,norms and beliefs. A David & Co. Limited is a food and beverage company of UK that offersfresh fruit, vegetables, exotic produce, bakery items and others and serve it to restaurant, hotels,nursing homes, schools, government contracts and caterers. It generates an annual turnover ofGBP 10m to GBP 20m every year. The thrust of the assignment is to examine its culture andinvestigate the way how it encourage all the individual and teams to achieve goals. The reportwill also evaluate the need to make an effective team and apply relevant concepts & philosophiesof organizational behavior. P1 Analyze how an organization’s culture politics and power influence individual and team Organizational culture refers to shared assumptions, belief and values that helps indirecting and governing people behavior. Such values strongly affects all the people and dictatetheir working style, act, behaviour and performance. According to Charles Handy, there may befour kinds of culture includes following as described below:Power culture: Organizations, in which, power is held in the hand of just few people andinfluence the entire business unit. Role culture: Such establishments works in a highly controllable environment and followstrict rules and regulations by working under the long chain of command. All the people havedelegated authorities set in the hierarchy (Martin, 2014). Task culture: When people works in a team to address specific issues, then, such cultureis followed by right mix of personalities, skills and leadership. Working in team always generateeffective and creative solutions. Person culture: In such firms, every individual works uniquely and worked together fortheir organization (Jan and Maqbool, 2015). Considering all of these, it is clear that A David & Co. Ltd follows power culture,because, in these company, all the major decisions, policies and strategies exists centrally in the1 | Page
hand of top-level managers who are board of directors such as CEO, CFO and Chairman. Theyhave key authority to make business decisions, devise plans and set vision, mission andobjectives that are conveyed it to all the other employees who are liable to follow and implementthe set rules & regulations. Hofstede developed a theory of cultural dimension for cross-cultural communication. Thetheory presents that culture significantly affects all the members’ values and manage theirbehavior. It has various dimensions includes power distance index, individualism V collectivism,uncertainty avoidance Index, masculinity V femininity, long-term Vs short-term orientation andindulgence Vs restraints (Pavlovic, 2015). As stated in the case, that A David & Co. Ltd followspower culture, therefore, it is obvious that people at lower level may feel inequality due tounequal distribution of power. However, although, the central decision making authority exists inthe hand of top managers, still, as they invite subordinates and respect their opinion and views,hence, the level of power distance is comparatively lower. With the help of active participationof the workers in the business decisions, they feel that their efforts and contribution to theorganization are being valued by their respective seniors. Company also implement theirsuggestions and views if they seem beneficial which provide a better feeling to everyone. Thus,it becomes clear that A. David & Co. Ltd’s corporate values respect everyone. The rise of globalization and digitalized technology strongly influenced and shaped theculture in the 21st century. As earlier, decisions were centralized just in few hands who use theirown power to make decisions without involving subordinates. Thus, they follow autocratic stylewhereas as the time changes, companies started involving subordinates too in the main decisions.Now-a-days, leaders have a favorable attitude towards all the people as they feel that targets canbe achieved only after the mutual contribution of all. Moreover, participation of all the membersin the business decisions helps to know their unique advices and suggestions that might befeasible and beneficial for the A. David & Co. Organizational politics means number of activities that are linked with using influencetactics so as to improve business interest. Individual with political skills tend to perform better inhaving more personal power and helps to manage stress and the job demand. Power has a stronginfluence over outcome and seen as a property viewpoint that is embedded in the hierarchicalstructure of A. David & Co, which top authority uses in business decisions. They have power to2 | Page
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