level 5 UNIT 12 organisational behavior

Organisational
Behaviour
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine how organizational culture, politics and power influence the individual and
team behaviour as well as performance.......................................................................................1
TASK 2............................................................................................................................................4
P2) Content and process theories of motivation and motivational techniques............................4
TASK 3............................................................................................................................................7
P3) Role of effective team in achievement of objectives............................................................7
TASK 4..........................................................................................................................................10
P4) Concepts and philosophies of OB including leadership style.............................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Organization behaviour is considered as a human behaviour in which different types of
people are behaving difference which pads an organization effectively. This involves top
performance, motivation, structure of organisation, behaviour and communication that has
affected on organisation positively. It is important for organization to behave to behave good and
maintaining positive behaviour which can help to increase organisational productivity and
profitability. In other words organization behaviour is the effected management activity which is
formed for the purpose of build a good performance (Salas-Vallin Alegre and Fernandez, 2017).
It is a branch of social sciences that seeks to be good behaviour in organisation and
acknowledging the present situation which can arise in organisation to perform the organisational
activities. To understand about this organisation selected company is Apple that is an American
multinational technology company which was founded in the year of April 1975 by Steve jobs.
This is a large organisation that has headquarter in Cupertino, California that designs develop
and sell the consumer electronics software and online services according to people demand. This
is considered big four Technology Company across the all countries. This report covers different
topics such as relationship of organisation politics power and culture that has impacted on
behaviour and performance of team and individual. Also consider in this report theory of
motivation difference between effective and ineffective teams and organisational behaviour
concept and theories that are uses so achieve the organisational goals in certain period of time.
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TASK 1
P1 Determine how organizational culture, politics and power influence the individual and team
behaviour as well as performance.
The growth of organisation is depends on the culture, power and politics which are important for
organisation to focus on them and maintain a good behaviour. In organisation different types of
people are living that have different culture and tradition impacts on individual and team
performance. This impacts directly on organisation and its performance which can help to get the
higher productivity. In Apple organisation number of employees are working that has helps to
increase the overall productivity because it is maintaining all activities in a synchronised form
(Kitchin, 2017).
Influences of organisational culture on individual and team behaviour:
Organisation Culture – This refers as shared values, system and attitudes that helps to run a
business effectively. if people are not following right culture then it may impacts on action and
production as it decreases. It uses to play daily activities smoothly and reduced employee
turnover. Positive and effective culture of Apple company helps to improve, monitor and control
the employees performance. To understand about culture and its impacts Handy culture theory is
used that is defined below:
Power culture: This power states as a person who have authority and power to make
decision which has impacted on individual and team person. Because it is only one who
formulates policies and regulations to run a business and maintain it profitability. In case of
adopting this culture, manager formulates regulations which have to follow by all employees and
need to work according to them so it has influence individual behaviour. Moreover, team
performance also works according to manager who has power so assigned work can be complete.
Task culture: This means task which is assigned by managers between people that have
to be completed. In Apple the manager of each department assigned the task between employees
and motivates them to work accordingly that helps to complete goals. From this culture
individual has influenced positively as they focus on their task and give efforts to complete it.
Team performances become effective and active by getting task and working with people
(Laforet, 2016).
Person culture – This culture is related with people who understand superior themselves
and work as they want. This culture is used by people who helps themselves and maintaining the
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performance. In context to Apple, individuals are performing business activities as they want
team work has not be completed due to person culture (Whelan, 2016).
Role culture – This culture mainly based on performance, roles and responsibilities of
employees that are given by manager by knowing their interest, qualification, skills and
experience that help to perform job role efficiently. In Apply, roles and responsibilities of
employees are delegated between employees with their interests and experience. This impacts on
individual behaviour positively as employees perform their role efficiently. Team also perform
good and well that increases organisational productivity.
Politics – This refers as interference, government regulations and interest groups where
number of people are running their business and getting things done effectively. In Apple
organisation number of people are working collectively but some people who have special
knowledge and close to managers plays politics which has impacted on individual behaviour and
team performance. They wants to get opportunities and promotion so they follow them only who
have power and authority to make decision. The impact of politics on individual behaviour and
team performance are as defined:
Decrease in productivity: Politics can increase confusion between employees because
such people spend their whole time to observe others and they do not focus on their performance
which reduces organisational productivity. On the other side, team performance do not remain
stable because some employees plays politics and they do not get ready to work (Pereira, Malik
and Froese, 2017).
Dissatisfaction in employees – Politics influence individual behaviour negatively as it
increases feeling of dissatisfaction between employees because credit of well doing and good
performance goes to interested people or who are close to manager. Therefore, politics
influences individual and team performance negatively by creating a feeling of dissatisfaction.
Power - Control refers to an ability to influence and handle people in a systemic manner,
particularly though they do not wish to alter or consider alter. This would have an effect on
actions by careful control of resources. Control is used to comply as well as the dedication of all
staff employed in Apple organisation.
According to French & Raven, Apple can use a power structure from different sources which
can be listed below:
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Reward power: This power is related to reward mechanism in which organisation should
uses different sources of rewards that can influences employees and get ready to work. In Apple,
managers can use this power in order to influence individual and team performance (Ruck,
Welch and Menara, 2017).
Coercive power: This is opposite of reward power which uses by people by threating,
punishing and others that can impacted on individual behaviour and team performance. In Apple,
if management adopt this, then employees work under threat which gives wrong results and
reduces organisational productivity.
Legitimate power: It can be defined as power in which mutual agreement and positions
helps to getting the work complete. This power derives from formal position and hierarchy
authority that helps to run business. In Apple, manager can use legitimate power by delegating
the authority between employees which can help to maintain the organisational performance by
getting team work.
Referent power: This is another form of power employees refer others to getting the
work complete and completing the goals. In Apple company, manager can use referent power by
concentrating on high performance and maintaining the activities (Goh, Ritchie and Wang,
2017).
Expert power: This can be considered as expert and agents who provide knowledge and
experience to employees in order to complete work and task in certain period of time. Employer
of Apple can use this power in order to getting thing done by expert people who helps to attain
the business goals.
TASK 2
P2) Content and process theories of motivation and motivational techniques
Motivation is the activity which is uses by all people in order to complete the goals and
objectives. Without motivation, success of organisation is not possible because employee are
those people who works effectively and give efforts to complete the task. to meet the goals of the
company on time, it is important to give sufficient feedback and inspiration to workers as it
increases the efficiency of workers (Wood and et. al., 2016). Motivation approaches are used to
explore and promote the motivation and interest of workers to be productive and rational. In
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context to Apple company, managers are using content and process theory to motivate the people
that are as defined:
Content theory: This is motivational theory which is used to motivate the people by
understanding their needs and wants. According to this theory, manager motivate people by
filling employee’s needs and wants that helps to complete the work. This involves Maslow’s
theory, Herzberg motivation theory, ERG and McClelland’s needs theory that can help to
motivate the people. Some theories are as defined:
Maslow theory: Maslow's inspiration principle was founded by respected psychologist
Abraham Maslow in 1940. As per Maslow, individuals have a certain hierarchy of expectations
and thus behave in such a manner by filling their essential needs are met before they choose to
reach any higher standards. Psychologist Abraham presented this idea in a hierarchical diagram
of the triangle.
(Source: Maslow's need hierarchy theory, 2014)
Physiological needs:- This involves basic needs and wants of people who are working in
organisation and giving their efforts to perform the activities. Basic needs of employees
such as food, shelter, clothes, water etc. that are important to fulfil. In context to Apple
company, manager must fill the basic needs of their employees so they can perform
optimally (Maslow's need hierarchy theory, 2014).
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 Safety needs:- Such requirements require protection in all sorts of harmful factors,
health and security, regulation, peace and freedom from terror. Apple must have a safe
atmosphere free from any risks of physical and psychological damage. A safe workplace
climate offers a sense of protection that can boost the efficiency of workers by removing
both worries and risks. (Laforet, 2016).
 Social needs:- Once they get safety and security they demand social needs which means
interaction with society people such as friendship, acceptance, trust and believes that
satisfied employees. In Apple, employer should focus on this and need to maintain good
relationship with employees which helps to give better performance.
 Esteem needs:- This element of Maslow theory indicates achievement, self esteem,
respects and independence at the time of working which make feel good employees and
get complete the task in certain period of time. In context to Apple, manager is required
to provide esteem needs to people which can help to improve themselves and
organisational performance (Balwant, 2018).
 Self-actualisation:- This need is related to self-actualisation of employees that involves
potential, personal growth and increasing learning which provides a high level of
motivation to employees. In Apple, managers provide personal growth chances to people
which gives better level of motivation to workers and retain them in organisation for long
period.
Process theory: This is also a motivational theory is which is used to explain good
behaviour of employers and encourages them to work effectively. This involves goal setting,
reinforcement theory, Vroom expectancy and Adam’s equity theory that motivates people. Apple
company is using goal setting theory to motivate the employee such as:
Goal setting theory - Edwin Locke's Target Setting Theory was established in 1960. The
primary focus of this philosophy is to offer inspiration and feedback to staff by creating more
nuanced and meaningful targets that can improve the efficiency and income of workers by
providing an intrinsic incentive to accomplish these daunting targets. This theory is based on
principle which are used to setting the goals and attain effective development. Apple company is
using principles at the time of using goal setting theory that is defined below:
Clarity: This means when goals and objectives of organisation are set by employer then it
must be specified and clear so it can be understandable by employees effectively. This create a
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sense in people’s mind and reduces the chances chaos which help to perform well and maintain
good performance. For instance, incremental in profitability up to 50% within 2 years by
improving efficiency. Manager of Apple organisation should share and clear with employees
which make happy to employees.
Challenge: -In order to increase the productivity of workers, it is important to set a realistic
objective so that workers can make successful attempts to meet that aim or aim. Employees of
Apple are more driven to accomplish ambitious tasks who presenting them with greater
incentives and a sense of self-confidence (Bakotić, 2016).
Commitment – It has defined that completing any task and goal commitment and loyalty is
necessary which encourages and motivate employees to work effectively. In Apple, once
employer has committed then it is required to complete for the welfare of employees and
organisational betterment.
Feedback- This is another motivational principle that should be used by organisation in
order to bring improvements in organisation and completing the work effectively. In Apple, open
discussion and input from staff offers an incentive to explain priorities, change target challenges
and obtain appreciation. Feedback facility offers staff a sense of dignity and an incentive to
discuss their challenges and concerns that can boost their productivity and provide greater
motivation. Therefore, every organisation should get feedback from their employees which helps
to maintain the organisational productivity and make feel employees as part of organisation.
TASK 3
P3) Role of effective team in achievement of objectives
Team means collection of two and more than two people working in organisation for
giving their efforts which helps to perform activities effectively. In other words, a group of
individual who understand the needs of organisation and delegate the roles and responsibilities
between employees and work accordingly which helps to improve the organisation productivity
(Chumg and et. al., 2016). In Apple company, many employees are working collectively. In this
organisation, employers has delegated the work among employees by knowing their skills,
capabilities, performance and experience that helps to complete the work. Team has been
categorised in two types effective and ineffective team. Effective team consider those people
who have special type of knowledge, hard and soft skills and capabilities that helps in
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organisational activities. In effective team means people who do not take interest in business
activities and also do not contribute in organisational activities.
Difference between effective and ineffective team are as defined:
Basis Effective team Ineffective team
Meaning This means when group of people
is consciousness about
organisational operation and
achievement of goals is
considered as effective team.
This means group of people who avoid
the operations and participation in
business activities that is considered as
ineffective team.
Open discussion In this, people who are in team
share or discuss their views and
ideas with in front of all which
improve organisational
productivity.
In this, collection of people think
about themselves and not share their
thoughts with other that give results
low productivity.
Shapers They are playing a role of shaper
as they are assertive, dynamic,
outgoing and flexible who
focuses on organisational goals
and objectives.
They do not focuses on organisational
goals because they are not assertive
and dynamic who do not accept the
accept the challenges.
To understand the role of effective team in Apple organisation which helps to improve the
business process and selling activities Belbin typology is used that below:
Action Oriented role
 Sharper- This means people who have capability, assertive and dynamic characteristics
which motivates people highly and desire to attain the business goals. These are people
who make things happen and handle the all obstacles. In Apple, team members are
playing this role by handling and controlling the business activities.
 Implementer- This type of people are defined as systematic loyal, practical and
conservative who mainly focuses on goals and implement the plans which can help to
increase the business. In Apple, team member are performing their roles by taking
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responsibility and accountability of execution of business strategy (Chang and et. al.,
2016).
 Complete Finisher- This means when people are defined as orderly completion of task,
painstaking, detail people helps in done the work by team. In Apple, member work
effectively as manager balance between perfection and more practical outcome by done
the work (Chumg and et. al., 2016).
People Oriented Role
 Co-ordinator- These mainly descried as confident, calm, coordination and control that is
mature approach to complete task. In Apple, manager focuses on team as whole
controller which helps to achieve shared goals of team and helps to maintain the good
profitability.
 Team worker- This involves people who are sociable instead of generally sensitive that
supports people and boost the morale of employees that helps to whole individuals to
work in a team. In Apple, manager delegate the roles and responsibilities of team so they
can work collectively and perform well.
 Resource Investigator- This contains enthusiastic, extroverted and curious people who
can use available resources optimally and marinating the organisational activities. In
Apple, all people are responsible to use resources optimally by using their skills and
experience which helps to improve organisational productivity.
Cerebral roles
 Planet- This involves unorthodox, creative and individualistic that uses to solve the
problems and maintaining healthy relationship between employers and customers. The
manager of Apple organisation are focusing on this roles and completing the task by
maintain good relationships (Corfield and Paton, 2016).
 Monitor evaluator- This is important role which is required to be played by people who
are working in organisation. This involves serious and prudent characteristics which can
help to monitor the performance and provide a sense of team equality. In Apple, team
members identify new ideas and evaluate their performance by monitoring which helps to
bring changes according and maintain good performance. Specialist- This means person who are working in organisation should have special
knowledge and experience which help to decide goals and accomplish them. In Apple,
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employee are working collectively as they ensure all organisational targets has meet
properly which helps to improve profitability.
Team Development Theories
This model is used to improve the relationship between team and organisation so they can
work effectively and increase the organisational productivity. The management of Apple
organisation are using team development theories in order to develop effective team which helps
to attain the business goals. To understand this team development model is used by management
that is defined below:
 Forming- This is considered as first step of Team development theory in which all
people introduced each other and evaluate their skills which helps to bring changes. This
is used by Apple organisation as it bring changes by knowing interest and skills of their
team which helps to increase organisational efficiency (Balwant, 2018).
 Storming- This is difficult and stage which is used by people in Apple organisation that
helps to overcome the obstacles and confusions in organisation. Moreover, manager solve
the conflicts in team that helps to maintain the team efficiency.
 Norming- In this stage, consensus develop leaders and employees effectively. In Apple
organisation, team performance increases cooperation and emerging relationship which
motivates employees and maintain the good performance (Elsmore, 2017). Performing- That is the phase where a member of the team has a realistic chance to
apply and perform their skills and expertise. Around this point, the team leader begins to
feel confident and self-sufficient, which increases their productivity and ability to achieve
the goal. In Apple, team members are performing their activities by solving their
problems by completing task and meeting with organisational goals. Adjourning – This is last stage in which all goals of organisation has been accomplished
by maintaining actual performance. The management of Apple are making plans which
comes to an end and managing organisational performance.
TASK 4
P4) Concepts and philosophies of OB including leadership style
Leadership is the activity which is used to motivate employees and completing the things
done in effective time. Apple is large size organisation is selling electronic items to customers by
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understanding their needs and wants which helps to increase the capabilities and business
performance. This is important for organisation to maintain a good behaviour and activities
effectively. To understand about this path goal theory is used by Apple organisation that are as
defined:
Path goal theory – This is considered as OB philosophy which uses by organisation to
improve the motivation level and communication which helps to maintain the high productivity
and profitability. Apple is using path goal theory that is defined:
Conflicts – The production and performance of Apple organisation is decreasing from last
2 years because of unclear responsibility of employees which confused them what they need to
do and how. This is important for organisation to solve this problem by using path goal theory.
Employee characteristics - At this point, it is the duty of the Apple’s leader to consider or
analyse the preferences and desires of workers so that appropriate methods and techniques can be
implemented to encourage or inspire workers to increase their performance. Employee are highly
skilled, expertise and easily communicable which helps to improve the business performance
(Darcy and Manzi, 2017).
Task and Environment Characteristics: Community, politics and corporate strength are
the main features of the corporate environment. Apple’s members are responsible for building
and maintaining an optimal working climate and community by discussing and managing
workers' issues in a timely manner. In this manager of such organisation is required to talk with
employees and provide them a solution. A safe environment offers a strong workplace climate
and a greater incentive for workers who lead the way (Gkorezis and Petridou 2017).
Leadership Behaviour or Style- This process in target thinking approach is useful in
choosing or introducing the most effective leadership style in an company to provide workers
with the right guidance and inspiration. Kinds of leadership include a collaborative,
participatory, guidance and achievement-oriented style of leadership. The use of a participatory
model of leadership is ideally adopted for Apple organisation to have an acceptable amount of
independence and engagement of employees in decision-making that offers more incentive and
trust for workers to enhance their results (Gkorezis and Petridou 2017). In this leadership style
manager share information with employees and participate in their activities by clearing their
responsibilities and problems which helps to achieve the organisational goals effectively.
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CONCLUSION
Through this report, it can be inferred that OB plays a vital role in the review of team and
individual activities that have a direct effect on the organization's success. Efficient workers are
the ones who carry out their job and meet the goal on time. Community, authority and policy
have a huge effect on employee and team behaviour. The use of reward analysis is used to test
the implementation and consequences of behavioural research. Usage of the Tuckman Project
Growth Model and the Belbin Project Positions to build an successful squad. The job of the
Belbin team offers details on 9 key positions to make the team successful.
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(Salas-Vallin Alegre and Fernandez, 2017) (Kitchin, 2017) (Whelan, 2016) (Laforet, 2016)
(Pereira, Malik and Froese, 2017) (Ruck, Welch and Menara, 2017) (Goh, Ritchie and Wang,
2017) (Wood and et. al., 2016) (Balwant, 2018) (Bakotić, 2016) (Chumg and et. al., 2016)
(Chang and et. al., 2016) (Corfield and Paton, 2016) (Elsmore, 2017) (Gkorezis and Petridou
2017) (Darcy and Manzi, 2017)
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