Organisational Behaviour: Influence on Individual and Team Performance

This report explores the influence of an organization's culture, politics, and power on individual and team behavior and performance. It also evaluates how content and process theories of motivation enable effective goal achievement. Additionally, it explains the characteristics of effective and ineffective teams and applies concepts and philosophies of organizational behavior in a given business situation. The case study focuses on LG Company, a South Korean multinational conglomerate corporation.

Organisational
Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1) Examine how an organisation’s culture, politics and power can influence individual and
team behaviour and performance...........................................................................................3
TASK 2............................................................................................................................................5
P2) Evaluate how content and process theories of motivation, and motivational techniques
enable effective achievement of goals in organisational context...........................................5
TASK 3............................................................................................................................................7
P3) explain what makes an effective team as opposed to an ineffective team.......................7
TASK 4............................................................................................................................................8
P4) apply concept and philosophies of OB within an organisational context and a given
business situation....................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10
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INTRODUCTION
Organisational behaviour is the process of understanding individual behaviour, attitude in
the specific situation that directly influences the performance of the overall organisation. With
the help of this firm can maintain a healthy working environment within the workplace. And firm
is required to maintain positive environment so that they can understand themselves as well as
others in the organisation with this they will be able to achieve targeted goals and objectives in a
effective manner. This report is based on the LG Company that is the South Korean
multinational conglomerate corporation and deals in electronics, chemicals and telecom
products. (Balwant, 2018).
This study includes analysis of the culture, power and politics in the organisation that
influence the behaviour of the employee. Furthermore it includes motivational theories and
techniques, effective and ineffective team and concept and philosophies of organisational
behaviour.
MAIN BODY
TASK 1
P1) Examine how an organisation’s culture, politics and power can influence individual and team
behaviour and performance
Organisational behaviour refers to the process the aim is to understand the individual
behaviour characteristics with the aim to design the strategies and polices in order to motivate
their behaviour in a effective manner. There are culture, politics and power factors within the
organisation that have a impact on the performance of the individual as well as of the team.
Mentioned below are the elements are disused in the context to the LG company.
Culture:
Organisational culture is the combined element of the value, expectations and practices that
guide and inform the whole team to take action in the right direction. With the perspective of LG
Company, manager has the responsibility to maintain the cooperative culture within the
organisation so that performance teams and individuals can be maximised in a effective manner.
Concept of culture is defined below in context to LG:
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Role culture: this culture of the organisation is based on the rules and regulations. In this manger
are posses with the responsibility of assigning the duties and roles to the individuals and team in
organisation as according to their interest, skills and abilities. By adopting this culture in LG,
overall productivity of the employees and organisation can be maximized. It support business in
to increase the quality of task done by the employees. Along with this it increase the efficiency
of the team and individual to attain the objectives in a well defined manner. (Gkorezis and
Petridou, 2017)
Person culture: In this individual considered themselves as superior and unique then the
entity. They give more importance to themselves rather than organisation and its objectives.
With the implementation of this culture in LG can increase the employees output at a individual
level but it will negatively affect the overall productivity of the organisation.
Task culture: This culture is formed in the organisation when team is made to addressed the
solution of the specific problems in order to progress the project in a effective manner. By this
culture in LG, will ensures the support of the individual and also encourage them to move to the
right and positive direction. This results in incrse in the motivation among the team members and
enhance the productivity of the business in a effective way.
Power culture: In this form culture, power to the take the decision is lies within the few
executives or in the hand of top management. With the execution of this culture in the LG
company, can increase the efficiency and quality of the decision making but also disrupt the
creativity and ability of the employees and team. This decrease the motivation and productivity
as whole. (Jacobs and Manzi, 2020).
Politics
Organisational politics are those activities that are not be considered as a part of the
formal role in the organisation. This is self-serving behaviour that employees use to enhance the
performance and probability of getting the positive outcome in the organisation. It can be in a
positive or in a negative form, if the LG use this as a positive politics then it enforce the flexible
working practices and adequate individual relationship with each other. And also help in increase
the overall profitability of the organisation. However if negative politics prevail in the
organisation then it results in the personality demotion, biasness within the team and overall
performance of the entity.
Power
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Power in the organisation lies in the hand of top and managerial executives within the
organisation. as they have the ability to influence the behaviour and performance of the
employees with the control of resources in order to provide the welfare to the company. In
context to LG Company, power can be used to control, maintain and preserve their workers and
employees. It will provide support to the quality decision making process and increase in the
efficiency in performing task and overall productivity of the organisation. (Khaola and Rambe,
2020)
TASK 2
P2) Evaluate how content and process theories of motivation, and motivational techniques enable
effective achievement of goals in organisational context
Motivation refers to process that desires the individual to do the work with the full potential and
with the enjoyment. Motivation of individual as well as of the team is depends on the mangers
and leaders of the organisation which involves abilities, competences and energy towards the
work. There are so many theories and different aspects that is followed by the entities. In regards
with the LG company their leaders and mangers are always up to encourage and motivate their
employees in order to achieve the desired outcomes. Some of the theories are discussed below:
Process theories
These motivation theories are define how behaviour of individual is directed, initiated
and sustained. which indentifies the relationship towards the dynamic variable in order to
develop and formulates the best and suitable motivational ways for employees. There are many
theories includes in this category, it also includes vroom’s expectancy theory which is discussed
below(Paull and Whitsed, 2018):
Vroom expectancy theory
Valance: It is refers to the individual preference towards the motivation. It is importance
to provide the motivation to the person as per their preference to get the effective outcomes. For
example if a person is get motivated by the money, then they might be not value the additional
off. In regards with LG positive valance develop the strong relationship and energise the
employee to do work.
Expectancy: This is refers to the belief that tends to increased efforts that leads in to
enhance the performance and the overall productivity of the company. In the context of LG,
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mangers and leaders always fulfil and satisfy the employee’s expectations so that they can
perform better and develop more strategy to be more successful.
Instrumentality: This is refers to the belief of the employees in to work with their full
potential that leads to appropriate rewards and outcomes. In LG company employees are able to
get the incentives and promotion from their leaders and mangers in return to their performance
that will company in to sustain employees and at a market place for the longer period of time.
Content theories
These theories focus on the internal factors of the individual along with their behaviour to
motivate them. This includes Maslow’s hierarchy of need theory is discussed below:
Maslow’s hierarchy theory
Psychological need: This includes the basic need that a human want to survive. This
includes food, water, shelter and cloths. In the organisation this need can be salary and working
condition of employee(Pereira, Malik. and Froese, 2017).
Safety needs: This is refers to the need related to the safety and security. This is based
not the secure emotional and physical environment from emotional distress. In the organisation
this need is the safe environment and job security of the employees.
Social needs: This is described as the feeling of love and belongingness. In the context
to the company this influences the need of strong relationship with the colleagues as well as with
the superiors for the better results.
Self-esteem needs: This is refers to the recognition, status, importance and respect that an
individual seeks for from the others. This is based on the positive image that a person wants to
show others. In context to organisation esteem need influence motivation for recognition,
enhance responsibility, involvement in the decision making process so that they can esily
contributes towards the goals of the organisation.
Self-actualization needs: This is known as the highest need of the category in which a
individual desires for the accomplishment of self-fulfilment. In context to the firm here this need
is fulfilled when a person achieve highest position in the organisation where an individual wants
to be.
Motivational techniques
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To make the employees and workers motivated within the organisation in order to attain
the desired goals and objectives effectively. Managers use several techniques that are explained
below:
Offer an incentive programme: develop and formulate the programme that rewards employees
for their hard work and good performance at a work place. Rather than providing only financial
incentives. Company also provides non-financial rewards such extra holidays, compressed work
week and a small trip etc. So that employees feel motivated and work more to get them(Rhoden,
2016).
Share profits to improve performance: In this technique company offers profit sharing as
per the performance of the employee. This gives them sense of pride and seeing earning
increasing that will enhance their performance as well organisational in order to gain the goals
and objectives.
Radiate positivity: This is refers to the creating a positive culture at a work place to
maintain the motivation. Being happy and enjoyable consistently tends in to the high energy.
Research also shows that happiness can boost the productivity of the performance and at a work
place.
Set intermittent goals: To maintain the motivation at a work place it is the responsibility
of the manger and leader to make the smaller and measurable goals. So that they can achieved by
the employees at given time this will increase the motivation to do more work.
TASK 3
P3) explain what makes an effective team as opposed to an ineffective team
Team refers to the group of individuals consist of different set of skills, interest, abilities
and knowledge who work to together to complete the task and towards the desired goals.
Effective team: This is team with the clear goals and objectives and work together to
achieve that gaols in an effective manner. An effective team is a base of the successful
organisation as they help in to improve quality, facilitate completion of work on a timely basis,
increase productivity and efficiency of the business as a whole. To work at a optimum level its is
necessary for the company to develop a team where each member brings their skills and talents
to achieve the overall success of the business(Salas-Vallina, Alegre and Fernandez, 2017)
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Ineffective team: This is the team with unclear and undefined goals. They faced the
problem while completing task such as lack of trust and conflict in between that effect the
outcomes and overall performance of the company. This type of teams is having the immense
negative impact on the productivity and profitability. And also on the success of the origination
this blockage in the growth of the company
Comparison between effective and ineffective team
Basis Effective team Ineffective team
Meaning This is the team with the clear
and defined goals and has
positive on the company
This is the team with the
undefined goals and has a
negative effect on the company
performance
Relationship Here relationship among team
member is positive they help and
support each other
Here team members have
jealousy, competition and a
conflict among them
Decision making In this everybody is included in
the decision making process
Decisions are taken by the only
superior without involvement
and consent of the team members
TASK 4
P4) apply concept and philosophies of OB within an organisational context and a given business
situation
Organisational behaviour is refers to the field of study and research that focuses on the
impact of the individual and group behaviour on the structure of the organisation. by
Understanding this fiem can easily improves their employees performance and can bring huge
effectiveness with the perfection. Along with this there are several resources that are used by the
companies in order to develop the best ideas and strategies as to understand the behaviour of the
employees that support in to provide them motivation. There are many theories and philosophies
used by the firm one of them is discussed below:
Path goal theory: this is known as model or essential theory which is based on identifying
leadership style or behaviour that will best suited on the employees as well as on the working
environment. With the help of this company can achieve their targeted gaols and also help in
enhance motivation level of employees along with satisfying their needs and wants on the timely
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basis. It is refers to different between effective and ineffective team types of leadership style and
behaviour which a-is suitable for the company to increase the motivation and to attain the goals
are given below
Employee’s characteristics
Working environment: in the context to the LG is necessary for the employees to maintain
the positive environment so that are able to face any challenges and also can produce the
profitable outcomes.
Motive: leader of LG Company needed to motivate them towards the motives of the
company at regular basis of time. In order to increase their work efficiency and productivity
Support: leaders and managers of the LG Company fulfil their employees needs and wants
and along with this also provides support when they needed so that they can perform with the
perfection.
Leadership style
Supportive: It consists of the several types of emotion, time, training and understanding
by the leaders and mangers. In the respective firm they always provide support and guidance to
its employees till accomplishment of the targets.
Directive: According to this style, leaders of LG Company always provide directions to
the employees so that they can achieve their targets in a best ways. It makes firm valuable and
increase confidence in the employees(Tamta and Rao, 2017).
Participative: In this style leader and manager also include employees in the decision
making and in others works. It directly influence people so that they can get high motivation and
achieve their targets in a short period of time.
Goal oriented: It is based on the behaviour of employees at work. Leaders of the LG
Company are very effective in their working as they have power to influence team member
through reviewing numerous working styles towards the goal of the company.
Motivational factor
 Define goals
 Ignore obstacles
 Clarify path
 Give support
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CONCLUSION
From the above analysis it has been concluded that organisational behaviour refers to the
great field that helps the entity to learn and understand about the behaviour of the employees
within the organisation. Furthermore are culture, power and politics within the organisation that
is used to manage the performance of the employees and operations in a effective way. There
various theories and techniques used by the entities to keep employees motivated at a work place
and have positive impact as whole. Thus, it is essential for every organisation to follow various
models and philosophies of OB to achieve targeted goals in short period of time.
REFERENCES
Books and Journals
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Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education. 42(3). pp.389-401.
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
behaviour: Organisational identification as a mediator. European Journal of International
Management. 11(1). pp.1-18.
Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing Policy.
20(2). pp.184-202.
Khaola, P. and Rambe, P., 2020. The effects of transformational leadership on organisational
citizenship behaviour: the role of organisational justice and affective
commitment. Management Research Review.
Paull, M. and Whitsed, C., 2018. Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective.
In Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.
Pereira, V., Malik, A. and Froese, F.J., 2017. Mapping the impact of Asian business systems on
HRM and organisational behaviour: Multi-level comparative perspectives. Journal of
Asia Business Studies.
Rhoden, M., 2016. Construction Management and Organisational Behaviour. John Wiley &
Sons.
Salas-Vallina, A., Alegre, J. and Fernandez, R., 2017. Happiness at work and organisational
citizenship behaviour. International Journal of Manpower.
Tamta, V. and Rao, M.K., 2017. The effect of organisational justice on knowledge sharing
behaviour in public sector banks in India: mediating role of work
engagement. International Journal of Business Excellence. 12(1). pp.1-22..
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