Organisational Behaviour Report: Motivation and Team Dynamics

This report delves into the multifaceted aspects of organisational behaviour, focusing on the impact of culture, power dynamics, and political influences on individuals and teams within an organisation. It examines how these elements affect employee performance, motivation, and the achievement of organisational goals. The report analyses various motivational theories, including content and process theories, such as Maslow's hierarchy of needs and goal-setting theory, to understand how to enhance employee engagement and drive. Furthermore, it explores different team structures and development theories, identifying factors that contribute to effective and ineffective teamwork. Through the application of organisational behaviour concepts and philosophies, the report provides insights into the complex interplay of individual behaviour and organisational outcomes. The report utilizes a case study of A David & Co to illustrate the practical application of these theories and concepts, highlighting the importance of fostering a positive work environment, managing power dynamics, and promoting employee satisfaction to achieve business objectives. The report also discusses the importance of effective management of human resources to maintain the goodwill of the company.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Impact of culture, power and politics on individual as well on organisation....................1
LO2..................................................................................................................................................3
P2 Content and process theory of motivation to achieve organisational goals......................3
Features of Goal Setting Theory.............................................................................................5
LO3..................................................................................................................................................6
P3 Theories which makes effective team opposed to ineffective team and development
theories which support the development of dynamic cooperation........................................6
LO4..................................................................................................................................................9
P4 organisational concepts and philosophies which influence the behaviour of individual and
organisation............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour provides an understanding of human behaviour that why they
behave as they do in the organisation. It helps to study on the complex nature of the human
beings in the company for identifying the effects and causes of the behaviour. A David company
limited provides distribution and production of the vegetables, fruits and bakery items and they
delivered it on the daily basis to the hotels and restaurants. This report will study on the impact
of the organisational behaviour culture, power, politics of individuals in the organisation. It will
motivate individuals and team to achieve goals and objectives. There are different types of team
and team development theories and factors for the organisation. Business situation is given for
applying the concepts and philosophies of the organisational behaviour.
LO1
P1 Impact of culture, power and politics on individual as well on organisation.
There are various factors which affect the performance of employees as well as impact on
firm.
Impact of organisational culture
Culture of different employee are different in the organisation as all employees are from
different backgrounds and culture. A David & co's organisational culture is something which
represents the beliefs, customs, religion, ideologues, practice s and police followed by employee
which direct them to work and to behave with each other. the work culture which provided by A
David & co and it is is a common platform through which all employees can unite and work in
common direction.(Landells and Albrecht, 2017). Organisational culture is basically a term
which defined the beliefs, assumptions, behaviour which contribute to unique psychological and
social environment.
The organisational culture is explained using Handy's model of culture
1.Power culture-all the employees are required to follow the orders of their superiors. As
they have authority to give orders to their subordinates. Power is something which help in fast
decision making. superiors sometimes delegate they authority at different levels to their
subordinate sp that work can be done on time and they will be able to achieve their goal.
2.Person culture-All the policies and strategies made by authorities by keeping in mind
the culture of all employees that no employee get hurt or get dissatisfied. To earn full potential
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efforts from employee it is necessary for managers to satisfy the all employees by not hurting
their sentiments and culture norms.
3.Task culture -this is a culture where team, of 4 to 5 members are formed to accomplish
the task. The team members having common interest and goal and they come together to work in
a team .all individual contribute equally to accomplish the task given in innovative way. A David
& Co follows task culture that helps business in retaining its staff and motivating them in
efficient manner.
4.Role culture-it is delegation the roles responsibilities to individuals according to their
educational qualification, specialization .this culture is adopted to clarify the roles and tasks
which every individual has to perform.
Some power of organisational individuals which are mentioned below which directly or
indirectly affect the David & co. In task culture company gives different task to its workers on
the bases of their skills and abilities. With the help of this culture, company becomes able to
satisfy its employees. As people get job as per their capabilities thus, become able to perform it
properly. This is the best way through which enterprise can manage its productivity and can raise
confidence of its staff members. This impact positively on business unit.
Impact of power and politics
1.coercive power-It is also called a punishment power and it is dependent on fear. The
force which is imposed on employees relates to the punishments and threats.
Some higher authorities who play politics are generally pay less attention at workplace which
again resulting in inefficient performance because these people are mostly interested in behaving
irrational and partial and spend their most time in back biting and criticize their fellow workers.
Which resulted in failing to achieve targets and goal.(Eyben and et.al., 2015)
2.Referent power- this power is something which is based on interpersonal attractions is
something which is based on possession by an individual of any desirable resources . Politics is
basically the activity which consume much of the time of people which result in lower
concentration towards the work performance and as a result work doesn't get completed on time
and resulting in non achievement of gaols and objectives.
These people are more interested in spoiling the image of peoples to discourage them.
3.Expert power- followers are perceiving their agent an expert and they are trusting them
that the expert is valid and whatever they knowledge given by them is valid and relevant.
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4.Legitimate power -this power is based on mutual agreement and position. Some
managers of A David & co. are using the legitimate power if they are feeling insecure of their
ability to influence other employees using their different form of power.
Due to political power some employees are not being praised by their bosses and higher
authorities and are not working hard and if they are being promoted-to next level due to political
relations which leads in discouraging in demotivating the other employees who are not get
promoted after their so much of efforts as well.
A David & Co ensures using positive power and politics. As higher authorities look upon
the performance of each staff and accordingly they promote their employees. This system aids in
motivating people and raise confidence of them towards the firm. They become positive and
become loyal towards the brand. As there is no favouritism thus, all people perform their work
efficiently. On other hand if there is negative power that means if authorities misuse their power
and promote their favourite employees without considering their performance then other
employees will get negative and that will affect their working performance to great extent.
Sometimes politics increase the stress of employees because it is difficult to work
without friend at workplace continuous-9 hours, humans are not machines ,they need friendly
environment .and employees hesitate to discuss the problem with others in fear of getting the
secrets leaked. Superior sometimes get a wrong picture about what is actually happening in the
organisation which leads to partiality and discouragement of employee of organisation.(Tong,
Tak and Wong, 2015.)
Though, power and politics have some positive impact also on individual as well on
organisation as power and politic pressure helps employees to work effectively and efficiently in
organisation. .A David & co uses some of its power on their employees to improve the
performance of employees to achieve organisational goal. Sometimes because of powers
organisation authorities are able to solve any internal conflicts which leads to organised
management structure.
Organisations overall performance is completely depended on the performance of
employees As employees are the human resource which brings productivity and maintain the
standards of the quality.
Efficient management of all resources including human resources is also helpful in maintaining
the goodwill of the company.(Changand Lin, 2015)
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There is direct impact on individual because of culture, power and the politics. They all relate to
their performance. Effective management of these factors will lead to achieve organisation as
well a individual gaol, and mismanagement of these factors will result in failure of achievement
of goals.
M1
Culture has high impact over individual and team performance. Task culture helps in
making people satisfied towards the brand and retaining them in firm for longer duration. By this
way people perform well in business and team as well. On other hand if culture of firm is not
good then it will negatively affect individual and team performance. Because employees will not
be comfortable and they will not perform their duties efficiently.
D1
There is strong relationship between culture, politics, power and motivation. As if culture
of organisation is good then people will be motivated and they will perform well. Whereas if
there is misuse of power and negative politics then in such condition motivation level of workers
will get affected badly.
A David & Co should ensure making people satisfied and have to allot them work on the
bases of their capabilities. This will motivate them and they will feel happy. This will raise their
working efficiency.
LO2
P2 Content and process theory of motivation to achieve organisational goals.
Content Theory Of Motivation
Content theory of motivation is concerned with the internal factors that actuate human behaviour.
Four most content theories are-
 Maslow's hierarchy of needs
 Alderfer's ERG theory
 Herzberg's motivator-hygiene theory
 McClelland's learned needs theory
Maslow's hierarchy of needs
Maslow's introduces this concept of a hierarchy of needs.
By Physiological Needs: These are the biological requirements for human survival, e.g. air,
food, drink, shelter, clothing, warmth, sleep. If these needs are not satisfied the human body
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cannot function optimally. The motivation to have roof over your head is driven by the most
basic survival need.
By Safety Needs: A safe and secure working environment reduces the threat of physical injury.
When workers believe that the level of risk has been minimized and that good health and safety
practices are judiciously enforced and monitored by management, they feel more comfortable
and less distracted from performing task to achieve the target.
By Social needs: Workplace offers an opportunity to be part of a team in which they can share
their perspective knowledge, skills and unique experience to solve the problems in which they
have a vested interest. Competition, focus group, after work get together can make employees
feel as if they are “family” and motivate them to work and achieving goals.
By Esteem Needs: This refer to the need for the self-esteem and respect, with self-respect being
slightly more important than gaining respect and administration from others as a manager you
can account for the esteem needs of your employees by offering praise and recognition when
employee does well, and offering promotions and additional responsibility to reflect your belief
that they are valued employees.
By Self-actualization Needs: A key aspects of self-actualization is ensuring that employees are
only put in positions for which they are capable, Such people seem to be fulfilling themselves
and to be doing best that they are capable of doing.
If A David & Co fulfils these requirements of its employees, then it would help in
encouraging people and retaining them in firm for longer duration. By providing them job
security, incentives, shelter entity would be able to boost their energy. By this way these
employees will perform well and will contribute well in accomplishing goal of business unit. If
company identify needs of its employees and fulfil these requirements. Then this will help
business in motivating its staff members and retaining them in the firm for longer duration. As
the main objective of A David & Co is to retain its skilled workers in the firm for longer duration
and enhance profitability of company. If firm ensures providing safer and secure environment to
them then employees will like the workplace environment and they will perform well. This is the
best way through which organisation can achieve its goal.
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Process theory of motivation:-
The process theories address more the issues relating to how the process works and
sustains itself over time, such as factors that determine the degree of effort, the continuation of
effort, the modification of effort, etc.
The main process theories are:-
 Vroom's expectancy theory
 Skinner's reinforcement theory
 Victor Adam's equity theory
 Locke's goal setting theory
Locke's goal setting theory:-
Goal setting theory of motivation states that specific and challenging goals along with
appropriate feedback contribute to higher and better task performance and also give direction
to an employee about what needs to be done and how much efforts are required to be put in.
The development of an action plan designed to motivate and guide a person or group toward
a goal.
Features of Goal Setting Theory
 The willingness to work towards the attainment of the goal is the main source of job
motivation. Clear, particular and difficult goals are greater motivating factors than
easy, general and vague goals.
 Specific and clear goals lead to greater output and better performance. Unambiguous,
measurable and clear goals accompanied by a deadline for completion avoids
misunderstanding.
 Goals should be realistic and challenging. This gives an individual a feeling of pride
and triumph when he attains them, and sets him up for the attainment of next goal.
The more challenging the goal the greater is the reward generally and the more is the
passion for achieving it.
 Better and appropriate feedback of results directs the employee behaviour and
contributes to higher performance than an absence of feedback.
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A David & company raise incentive for employees to complete work quickly and
effectively. This may lead to better performance by increasing motivation and efforts, but also
through increasing and improving the feedback quality. A David & Co takes feedback from its
employees and involve them in decision making process. This make them feel valuable and they
become loyal towards the brand. This helps business in motivating its staff and retaining them in
the firm for longer duration.
M2
There are several motivational theories that helps in influencing behaviour of workers to
great extent. Maslow theory explains various needs of the person, if organisation fulfil
requirements of its employees then it would be beneficial in making them positive and retaining
them in firm for longer duration. On other hand if entity fails to provide job security, incentives,
rewards to its workers then employees will be negative and will not feel satisfied towards the
brand.
LO3
P3 Theories which makes effective team opposed to ineffective team and development theories
which support the development of dynamic cooperation.
Team development theory
Team:-
A group of members which is set of full complementary skills required to achieve the
goals and objectives. It is just a collection of people working on the same task.
Different types of team in organisational context:-
Departmental team
Operational team
Functional team:- It is a group of members with a common objective of the functional expertise
working on the Same goals and objectives(Chumg. and.et.al. 2016.).
Problem solving team:- A team of individuals which assembled the work on a project or task
which involves to resolve one or more issues that have already arisen or deal effectively with the
problems and issues.
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Projects team:- Projects team is a team whose members are manually belon to the different area
of the group and functions and assigned them for the activities on the same projects and task.
They only used for a definite period of the time.
Virtual team:- A virtual team refers to the group of members participating in a common task or
projects for making collaborative efforts, and the purpose of the team is to achieving the
objectives and goals of the A David company limited.. It is geographical dispersed team and
remote team.usually it refers to the group of individuals who are working together from different
geographic locations and rely the communication technology(Elsmore. 2017. ).
Factors that make effective team
Communication: - Effective Communication leads to success by the efforts of the team.
Communication makes an effective team in the A David company limited. To achieve same goal
and objective it’s important to have an effective communication with the team members. In order
to develop the teams its important to understand the scope of the goals and how to reach the path
of the objective.
Effective and soft communication make good and strong bond between team members
which creates better understanding for their roles and goals. Soft communication make them
comfortable and give them satisfaction with their job.
Leadership: This another important factor that makes an effective team, if leader guide
its employees well and make them understand their role. Then employee will be happy and will
perform their work effectively. In the absence of good leadership it is not possible to form an
effective team.
Stability: - The factor which significantly improve the performance of the team with the
degree of stability among the group members and the leaders of the projects. There are so many
effective roles which increase the turnover rates with experience level of higher groups which
includes better communication method, identify of effective role who is capable to do it.
Role identity: - From the structure of the team all the members are capable of doing
different roles and diversifying the efforts and developing the experts of subject matter. Team
manager have to find out the skill's and knowledge which members have provided numerous
capabilities which is necessary to achieve the goal(Morgeson. And.et.al. 2015. ).
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Effective team increase the profit rate of the A David co limited and perform well with
their full on effort. The atmosphere of the team is comfortable and relaxed for all the team
members. Task is easily accepted by all the team members.
M3
Belbin theory of team development:-
For practice of the employees that they work together on a common objective. A David
company limited keep the employees engaged with the organisational objectives and goals.
 Plant:- Plants are highly created by the inventors and innovators. They provide major
ideas for the development spring. The main uses is to solve complex problems and
generate proposals for the A David company limited. They are original, independent and
clever but sometimes weak in communicating with other people with a different
wavelength. They use their imagination and innovative idea to planting the team and
achieving the objective.
 Resource investigator:- Resource investigator gives a opportunity to team to start a
project for pursuing contacts and start up. Team members have focused outside the team.
They are good at their communicating with the outside and inside employees of the A
David company limited(Woodcock. 2017. ). Resource investigator are good in reporting
back of ideas and exploring, developments and resources outside the team.
 Coordinator:- coordinator word refers to the person who guide the team in a right
direction and its all focus on the objectives of the team. Coordinators are always
confident, mature and stable because its their responsibilities to observe the capabilities
of others(Majumdar. 2018. ). They choose the right person for delegating the task for the
work. Coordinator helps everyone to focus on the objective and goals with the
clarification of the decision.
 Shapers:- Shapers are the motivators in A David company limited for those employees
who are nervous and need lots of energy for achieving the goal. They are focused for
their success and winning the task. They always provide the necessary direction and to
ensure the team is keep moving and doesn't loose momentum and focus. They give
challenges to the team which motivate them.
 Monitor evaluator:- Monitor evaluator in A David company limited have a high level of
ability to think and analyses the work process which is running in the team(Serpa. 2016.
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). They give fair, logical and impartial judgement on what is going in the team. They are
serious minded and slow in decision making.
 Team worker:- They are most supportive person of the team and give concerned about
other team members which give them satisfaction. In A David company limited the team
workers give their support to the other team members which motivate them to work in a
group. Team worker are generally popular member in the group and very good listener.
They operate the team with sensitivity at workplace but sometimes they may be
aggressive in critical situation(Turner. 2019. ).
 Implementer:- Implementer means to implement on the situation's and take the
suggestion of their colleagues seriously. They are self disciplined and efficient in their
work. Implementer has good sense of humour and a better deal to self-control and
systematic discipline. Implementer of the A David company limited had a favour of hard
work and easily tackle all the problems in a very systematic manner.
 Completer finishers:- They collect all the details about every situation in the A David
company limited. They have a great capacity for following through all the details. It can
be unlikely to start of anything which they cannot finish. They are internally motivated
by the internal anxiety and yet outwardly with they may appear unruffled. Completer
finishers are always available for the demand of the task and have a close concentration
with accuracy of high degree.
 Specialists:- In A David company limited specialists are dedicated by individuals who
are pride themselves of acquiring the technical skills. They maintain their professional
standards and it's their priority of centre work(Waddell. 2016. ). Specialist are expert by
commitment along with a narrow front. They can easily resolve the technical problems
with technical answer. Specialist has a command support on their subject because they
know more about their subject than anyone else.
LO4
P4 organisational concepts and philosophies which influence the behaviour of individual and
organisation.
Organisation behaviour and nature of people and organisation. This can be understand by
the system approach which is based on general concept that everything is interdependent and
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