Application of Theories and Frameworks in Organizational Behavior

This assignment covers the application of several theoretical frameworks in organisational behaviour. It includes references to articles and books that discuss the use of these frameworks in real-world contexts. The theories covered include Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and the Theoretical Domains Framework. Additionally, it touches on the role of knowledge sharing in organisational innovation and the impact of top management team integrative complexity on corporate social performance.

ORGANISATIONAL
BEHAVIOUR

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals.........................................................................................4
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team.............................7
TASK 4............................................................................................................................................9
P4 Apply concepts and philosophies of organisational behaviour within an organisation.........9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is the study of human behaviour in organisation while
interacting with other personnel. There are many employees working in organisation in order to
attain goals and objectives i.e. good profits and improved sales. With these employees
organisational culture can be judged. Hence studying behaviour of workers at work place is
known as organisational behaviour (Chiboiwa, Chipunza and Samuel, 2011). In association,
there are many job responsibilities such as purchasing , sales, production, etc. so it is essential to
convey roles and responsibilities in effective and relevant manner, so targets can be achieved
within time and budget. This report is based on organisation which deals in food and beverages
sector i.e. A David & Co Limited. This organisation deals in dairy, bakery, cheese board, frozen
food, etc. This report covers influence of culture, politics and power on behaviour of others,
techniques to motivate individual and team, formation of effective team, concepts and
philosophies of organisational behaviour.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
In organisation, there are many employees working in different departments. There are
some changes which has to made in working style, so goals can be performed in appropriate
manner. Organisational politics, culture and power are essential because it affects environment of
A David & Co Limited. In food and beverages company, customer satisfaction can be achieved
when customer remain satisfied, so it is responsibility of HR manager of A David & Co Limited
to frame policies which creates good environment within organisation (Dartey-Baah and
Amoako, 2011).
Organisation's culture-
Organizational culture is a method of sharing assumptions, beliefs and values which
provides knowledge related to employee's behaviour in company. In organisation's culture,
shared belief have effective influence on employees in A David & Co Limited and influence on
dressing sense, perform operations and their actions and reactions are studied. Organisational
culture can be understood with the help of Handy's Model. Charles Handy is author of this model
which covers four type of culture. These are discussed as under-
1

Power culture- Power culture means power for decision making is held with few
employees. They are the key personnel which are responsible to complete job role. If A David &
Co limited use this model then efficiency of individual and team may get affected in negative
manner because in case of urgent decision, there is hold for talking permission from top level
managers.
Role culture- Role culture means different job responsibilities are assigned to employees
according to skill, knowledge, experience. If A David & Co limited uses this culture, then this is
based on rules. If role culture is followed by managers of A David & Co Limited then this is
beneficial because for team work because operations are performed according to skills and
knowledge (Farndale, Hope-Hailey and Kelliher, 2011). But employees are only work till
assigned job responsibilities which affects performance of team and organisation adversely.
Task culture-In task culture different task are assigned to employees in order to
accomplish specific project. There is different in job responsibilities while performing specific
task. If A David & Co Limited follows this task, then this gives positive impact on outcome of
team ad employees.
Person culture- In person culture, employees working in organisation see themselves as
supervisor and highest. Hence they cannot concentrate on core operations of organisation. If
managers of A David & Co Limited use this approach, then there are possibilities of conflict
among employees and they don’t prefer to work in team. This affects team and organisational
efficiency.
From the above discussion, the most relevant culture which must be followed in A David
& Co Limited is task culture. As per this culture, policies are farmed in order to accomplish
targets. This improves organisational efficiency and they are able to complete projects within
specified limit (Francis, O’Connor and Curran, 2012).
Organisational politics:
Organisational politics may be described as the use of informal efforts or influential
strategies that can affect the business activities, selling an idea, attain power etc.
Chanlat's characteristics model
Chanlat model divided political behaviour in three parts i.e. decisional, personal and
structural. Organisational politics can be analysed art the time when candidate are hiring in
2

organisation. This is essential and relevant as it assist in knowing courage, potential and passion
of individual. This is relevant and significant for creating positive outcome from future.
In A David & Co Limited this model can be implemented as it helps to attain goals and
objectives in effective and relevant manner. There is positive as well as negative impact on
performance of individual and tae, due to organisational politics. Hence it is responsibility
for managers to keep eyes of on working style of workers.
Positive impact of politics
Due to organisational politics, employees of A David & Co Limited have good relations
with internal and external parties of organisation. This is relevant for keeping long term
sustainability of employees at organisation and hence brand image of A David & Co Limited
gets improved. In food and beverages sector, demand of customers take place frequently, so
this helps to analyse external environment changes and hence implement it in organisation in
appropriate and relevant manner (Gold and et. al., 2013).
Negative impact of organisational politics
There are some negative aspect of organisational politics. There are possibilities of
personal conflict among employees. This affects performance of individual and team. They
do not perform operations in appropriate manner. At A David & Co Limited, there are
possibilities of gossips which affect actual and commercial actions.
Influence of power on group and person
Organisational power means ability of one person to influence others in order to attain desire
results and targets. There are some rights to top personnel to keep control on performance of
workers. In A David & Co Limited there is requirement of some power which is relevant and
effective for attaining goals and objectives. Power gives positive impact o performance of
individual and team. With the help of power top level personnel can insist subordinates to attain
goals and objectives. In order to understand organisational power, French and Raven model is
discussed. In this model there are six types of powers which are discussed as under-
Legitimate power- This power arise because of legal and authority of employees. As per
this laws, individual has right to make alterations due to designation. For instance: top level
managers of A David & Co Limited have right to take actions against subordinate level
personnel.
3

Reward Power: According to this power, managers have right to reward employees on
the basis of their performance and outcome. With the help of this power performance of
employees and organisations gets improved because they have chance to get reward.
Coercive power: Thos power arises because of fear of being punished and scolded. This
power insists other person in order to accomplish specified task under pressure of being
punished.
Expert power: This power can arise because of expertise knowledge in some field. Their
person is often treated with administration. For instance: legal advisor at A David & Co Limited
provides knowledge about performing operations in appropriate manner (Kasemsap, 2016).
Referent power: This power is part of management of business. When individual works
with refers to other person. If this power, operations of individual as well as team are performed
in effective manner.
Informational power: As per this power, there are some personnel in organisation which
contains confidential information related to employees and operations of organisation. In this
type of power, it is responsibility of employee to keep information confidential. This provides
satisfaction to personnel and they give their best.
TASK 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals
Motivation means influencing other individual to perform specific task in desired
manner. Motivation is best technique through which manager of A David and Company Limited
can achieve organizational behaviour. There is difference in organizational and individual’s
objectives, so it is responsibility of HR manager to bridge gap between it. apart from this there is
difference in worker’s demand also, hence it must be analysed by HR manager of A David and
Company Limited. For instance: organizational goal of A David and Company Limited is to
increase brand image and employee need is to earn good salary. Hence manager has to create a
link between it. A David and Company Limited deals in food and beverages sector, services can
be provided by employees to satisfy consumer demand. Hence they must be motivated to give
best so organizational development will lead to employee’s development.
4

In order to under concept of motivation, there are two main theories i.e. content and
process theory. These are discussed as under-
Content theory
Content theory covers concept or reason of change in human demand. This aspect covers
reasons of change in human needs despite of how they alters. Content theory of motivation can
be understood with different theory. In this report, there is discussion about Maslow’s need
hioerachy theory (Kaur, 2013).
Maslow’s Need Hierarchy Theory
This theory was propounded by American psychologist Abraham Maslow in 1940. This
theory covers five elements as per needs of individual. These are discussed as under-
Illustration 1: The Hierarchy of Human
Needs: Maslow’s Model of Motivation
(Source: The Hierarchy of Human Needs: Maslow’s Model of Motivation, 2018)
Physiological need- This is the first and basic need of employees. This need
covers clothes, shelter, and food for residing in society. This is primary need hence it
must be satisfied. HR managers of A David and Company Limited must satisfy this need.
Safety need- After basic need, there is softy need which talks about safe and
secure environment at work. There is requirement of proper lifting, ventilation, air, basic
facilities, etc. This need is important to retain works at organisation.
Social need- After safety need, employees wants to maintain some personal,
familiar, friend, love, affection relations with other employees. There must be friendly
5

environment at work place, so there is good environment in A David and Company
Limited.
Self esteem need- After social need, self esteem need arise. As per this need there
is requirement of rewards, awards to employees, so they can perform then there is
awarded to employees, they are satisfied that man angers recognise their performance and
this boost their morale. This assist in retaining employees at A David and Company
Limited and hence brand image of organization also increases (LA, 2013).
Self actualisation need- Self actualisation need is higher most in hierarchy which
is different according to perception of employees. This need arise when all above desires
are fulfilled. On attaining this desire, worker is fully satisfied and does not want to leave
organization.
Process theory
Process theory talks about why and how motivation occurs. There is a reason
behind motivation. These reasons can be understood with this process theory. In order to
motivate employees working organisation, it is essential to analyse reason behind
motivation and hence this is effective for growth of association. Equity theory is part of
process theory.
Equity theory-
As per this theory employees compare themselves with other personnel working
at same level in respect of input and output. Hence in this case, there is motivation to
employees with reward of others per with oneself. For instance: there is positive reviews
related to new dish in A David & Co Limited, and then there is reward and recognisition
to motivate them. This is beneficial for boosting confidence and morale of employee in
order to deal with external forces.
In order to motivate employees, reward recognition of employees must be done in
managers of A David & Co Limited in front of others (Laforet, 2011). This motivate tem
to give best, so the can also awarded and rewarded. In order to motivate employees there
must be balance between employee’s input and output. For instance: input is more and
output is low, and then this demotivate workers and they do not perform best out of them.
6

TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Team means two or more individuals are working in order to achieve same goals and
objectives. These are the people who are guided directed and nodded by single personnel to
achieving specific target with in appropriate time. There is difference in perception of individual,
so it is responsibility of team leader to provide guidance so targets can be achieved. A David &
Co Limited is the organisation which deals in food and beverages sector, so there are many
departments which helps to provide up o the mark eatable according to demand. Hence managers
are responsible to frame team which is effective in performing operations. This helps in attaining
goals and objectives within time (Michailova and Sidorova, 2011).
There is difference ineffective and ineffective team, which are discussed as under-
Effective team Non-effective team
In effective team, business operations are
proper planned, organised and communicate to
team mates.
While in such team operations are performed
in unsystematic manner. Team mates are not
aware about their job responsibilities.
There is open communication. So operations
are performed with best approach and
innovative manner (Francis, O’Connor
and Curran, 2012).
.
Team mates of ineffective team gossips with
each other, so there are more possibilities of
miscommunication.
Team mates of effective team works to create
balance between individual’s and
organisational goals.
Individuals of ineffective team give more
wastage to their desire and needs, which affects
team mottos and targets.
Here are the some characteristics of effective team for A David & Co. Limited are
described as under:
Mutual cooperation: In effective team, there is mutual consent and cooperation of team
mates. When there is cooperation among people, then they are aware about roles and
7

responsibilities. They have knowledge related to reason behind performing specific actions.
Hence this assists in getting positive results from team.
Balanced roles: In effective team, equal rights to every member. There are equal
responsibilities to employees. In effective team equal roles are assigned so every individual in
assigned in team activities. This helps to keep them satisfaction and equal opportunity o
participation in working of team.
Proper communication: Communication is way through which feelings, ideas, thoughts
are exchanged with each other. In effective team, there is proper channel through which
individuals can communicate with other. This helps in delivering information to concern person
who assist in performing responsibilities. For instance: in A David & Co. Limited there is
requirement of special demand by consumer, then front office communicate with production
department with business phone (Owoyemi and Ekwoaba, 2014).
Effective leadership: Leadership is proper in effective team because this assist in creating
synchronisation in activities of team mates. This is effective and positive for performance of A
David & Co. Limited. With leadership, fewer possibilities of negative outcome and in case of
any corrective measure can be taken.
Tuckman and Jensen's model of team:
Managers of A David & Co. Limited are responsible for farming effective team, this
assist in attaining goals and objectives within specified time. Formation of effective team can be
understood with Tuckman Model. There are five stages in this model which are as under-
Forming: This is the first stage in this model. As per this stage managers of A David &
Co. Limited take actions by selecting candidates for framing team. Team must be framed after
analysing roles and responsibilities with skills and knowledge.
Storming: After framing team, there are some issues among team mates because of
difference in view, opinions, ideas, etc. There are possibilities that workers do not want to work
in team and tries to become superior.
Norming: After storming norming follows (Farndale, Hope-Hailey and Kelliher, 2011). In
this step, there is some compatibility in team mates. They become familiar with each other,
so this is relevant for attaining team’s goals and objectives.
8

Performing: After norming performing happens. In this stage, executions of team
activities are done. Possibilities of positive results are more because employees become
compatible with each other.
Adjourning: This is the last step of Tuck ma model. In this step, in which official team gets
dissolved but team mates have personal and familiar relations (Dartey-Baah and Amoako,
2011).
This situation is good because they want to work in team again and this is fruitful for A David &
Co. Limited for attaining targets.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisation
Organisational behaviour means study of nature of employees’ interaction with other
employees. This is essential because this gives negative or positive impact on performance of
overall organisation. There are some factors which affects organisational behaviour of A David
& Co. Limited. These factors can be negatively or positively affects business operations.
Path Goal Theory
Path Goal theory is based on aspects of leadership. This provides ways through which
manager can provide such environment to workers, so they are ready to work with full synergy
to achieve goals and objectives. Aim behind this model is to increase motivation, empowerment
and leadership. Which boosts performance of employees and productivity of A David & Co.
Limited.
EMPLOYEE CHARACTERISTICS
Employees’ are the main aspects which helps to attain goals and objectives. This is the
aspect which helps to work in order to attain goals and objectives. While lading individual, it is
essential to know perception of employees (Wong, Ormiston and Tetlock, 2011). Then plan for
leadership approach. If manager understand demand, requirement, perception of employees, then
it is easy to motivate them. for instance: employees of A David & Co. Limited wants to work
with new and innovative techniques, then at work palace changes ahs to made regularly.
TASK AND ENVIRONMENT CHARACTERISTICS
Task and environment of organisation also affects desire of employees. If job task and
role are tough then there is requirement more motivation because the proper results are want.
9

While easy task can be effectively be performed, so managers can easily lead employees.
Environment of organisation must be dynamic and innovative. In case policies are statics and
unchanged then employees’ also does not want to work with new approaches.
Design the task- designing of task must in proper manner. it must be clear and
understandable to workers (Chiboiwa, Chipunza and Samuel, 2011).
Formal authority system- There is a group way, hierarchy in A David & Co. Limited
which assist in performing work. There must be proper analysis of work performed by
employees so corrective actions can be taken at the same time.
Work group- While framing group to accomplish task, it must be according to skill,
experience, knowledge. This is significant for getting positive results from teams. This is
relevant for achieving positive results.
LEADER BEHAVIOUR OR STYLE
This is the last independent factor of path goal theory. In leadership, there is essential and
crucial role of leaders. They are the components which assist in performing operations in
effective and relevant manner. They are the people who guide and lead team mates and put
efforts for getting positive return (Woodand et. al., 2016). As per this theory, there are four types
of leaders behaviour. They are-
Directive- Directive behaviour means, leader provides guidance to perform task and
responsibilities. In case of negative results, corrective actions are taken according to view of
leaders.
Supportive- In supportive leadership, leaders’ supports, motivates employees to work
with new and innovative ideas. Hey have right to share new ideas which might fruitful for
achieving targets.
Participative- Participative is the leadership style which takes part with employees/ they
themselves works as employees in order to motivate workforce.
Achievement- At last, achievement is the style in which leader sets goals and targets to workers
and motivates them by showing confidence in them to achieve it.
Participative leadership is best in case of A David & Co. Limited because in this case if
some problem arise, then it gets resolved frequently because leaders are facing it practically, so
best technique is used to resolve it.
10

CONCLUSION
From the above discussion it is clear that organisational behaviour is one of the important
aspects for organisational growth and development. There is requirement of some changes in
working environment which improves efficiency of workers. Organisational culture can be
understood with the help of Handy’s model. Out of this, task culture is most relevant and
significant for improving performance of individual and team. French and Raven model is used
to understand organisational power. Motivation is most essential component which assists other
person to give desired and relevant results. Maslow’s need hierarchy theory provides
motivational l technique for all level of employees. In organisation goals and objectives cannot
achieved with the help of team, so managers are responsible for farming effective team. At last,
there is discussion about path goals theory which assist in leading workers, so they can achieve
goals and objectives.
11

REFERENCES
Books and Journals
Chiboiwa, M. W., Chipunza, C. and Samuel, M. O., 2011. Evaluation of job satisfaction and
organisational citizenship behaviour: Case study of selected organisations in
Zimbabwe. African Journal of Business Management. 5(7). p.2910.
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.
Farndale, E., Hope-Hailey, V. and Kelliher, C., 2011. High commitment performance
management: The roles of justice and trust. Personnel Review. 40(1). pp.5-23.
Francis, J. J., O’Connor, D. and Curran, J., 2012. Theories of behaviour change synthesised into
a set of theoretical groupings: introducing a thematic series on the theoretical domains
framework. Implementation Science. 7(1). p.35.
Gold, J. and et. al., 2013. Human resource development: Theory and practice. Palgrave
Macmillan.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications
(pp. 406-429). IGI Global.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of
Management and Business Studies. 3(10). pp.1061-1064.
LA, B., 2013. Will prescriptions for cultural change improve the NHS?. BMJ. 346. p.19.
Laforet, S., 2011. A framework of organisational innovation and outcomes in SMEs.
International Journal of Entrepreneurial Behavior & Research. 17(4). pp.380-408.
Michailova, S. and Sidorova, E., 2011. From group-based work to organisational learning: the
role of communication forms and knowledge sharing. Knowledge Management
Research & Practice. 9(1). pp.73-83.
Owoyemi, O. and Ekwoaba, J. O., 2014. Organisational Culture: A Tool for Management to
Control, Motivate and Enhance Employees’ Performance.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal, ESJ. 9(17).
12

Wong, E. M., Ormiston, M. E. and Tetlock, P. E., 2011. The effects of top management team
integrative complexity and decentralized decision making on corporate social
performance. Academy of Management Journal. 54(6). pp.1207-1228.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd.
Online
The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018. [Online]. Available
through:<http://personalityspirituality.net/articles/the-hierarchy-of-human-needs-
maslows-model-of-motivation/>.
13