Organizational Behavior and Leadership Analysis

The provided document is a comprehensive assignment that delves into various aspects of organizational behavior and leadership. It includes references to several journal articles, books, and online resources that discuss topics such as conflict cultures in organizations, work-family intervention processes, psychological capital, management theories, cultural change, and emotional labor. The assignment aims to understand the impact of leadership styles on employee satisfaction and performance, as well as the role of management theories in shaping organizational behavior. It also touches upon the importance of tacit knowledge-sharing behavior, job satisfaction, and organizational commitment.

ORGANISATION
AND
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Influence of organisation’s culture, politics and power on individual and team behaviour
and performance..........................................................................................................................1
M1. Analysis of culture, politics and power as individual and team on Organisation...............3
D1. Critically evaluation of team and organisation towards recommendation...........................4
TASK 2............................................................................................................................................4
P2 Content and process theories of
motivation and it effective in achievement of goal....................................................................4
M2 Evaluating the behaviour of other through different motivational theories ........................6
TASK 3............................................................................................................................................6
P3 Explain what makes an effective team as
opposed to an ineffective team...................................................................................................6
M3 Analysing development theories to support the dynamic cooperation.................................8
TASK 4............................................................................................................................................8
P4 Concepts and philosophies of
organisational behaviour within an
organisational.............................................................................................................................8
M4 Exploring the negative and positive way of OB concepts ...................................................9
D2 Critical analysis of OB theories ...........................................................................................9
CONCLUSION ..............................................................................................................................9
REFERENCES..............................................................................................................................11
.......................................................................................................................................................12

INTRODUCTION
Organisation behaviour refers to the study of human behaviour in an enterprise
(Organizational behavior, 2015). It is an essential approach that analyses the effect of structure,
individual and group activity on business organisation with a purpose of following knowledge
towards increasing company's effectiveness and profitability (Ashkanasy, Becker and Waldman,
2014). There are various models of research that are involved with OB such as maximising
satisfaction and job performance as well as encouraging motivation and leadership.This report is
based on A David & Co Limited which is a beverage and food organisation in the United
Kingdom. This assignment determined about different forces such as politics, power and and
culture of an organisation that affect the behaviour and performance of both; teams and
individuals. The way enterprise can attain its objectives and goals with the help of different
models of motivation are all described in the study. Further, various components which support
in making a group impressive and application of certain elements of OB are also shown in this
project.
TASK 1
P1. Influence of organisation’s culture, politics and power on individual and team behaviour and
performance
Handy’s cultural typology: This was provided in the year 1999 by Charles Handy. As
per this aspect, culture is identified as regulations, rules and norms present in the societies. It is
the idea, custom or moral as well as the way a person reacts in front of society members. In the
respective firm, culture is differentiated into four basic parts which are described as below:
Power Culture: It is identified as the entire system which influences relationship between
team and individuals. In company, there are some employees who hold effective power and
effect other person in the enterprise. A David & Co Limited workers are mainly judged by their
accomplishment and performance.
Role Culture: This kind of culture focuses on the duties which are monitored by workers
of an enterprise (Demir, 2011). Refereed firm's workforces are aware regarding their roles and
responsibilities, then alter them to work or function constructively.
Task culture: This kind of culture is defined as a job oriented and emphasised on
acquiring work done due to groups. In A David & Co Limited, all members of teams are defined
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in order to achieve particular objectives and goals. Respective organisation accepts that with
accurate combination of personalities, leadership and skills, team can get maximum productivity
which in move gain the profitability of company.
Illustration 1: Cultural Change and Leadership in organisation
(Source: Cultural Change and Leadership in organisation, 2014)
Person culture: In this kind of culture, workers involves themselves as unique and
superior to the organisation (DiPaola and Tschannen-Moran, 2014). Workforce of A David &
Co Limited put their efforts but they are requiring accurate amount for that.
Awareness regarding the business culture is very important as this assists in effective
performance of technical operations of company. It is also essential in order to see optimum
utilisation of resources of enterprise.
Politics is an activity of proceed judgements applicable to team. Politics, in the business
organisation limited is unofficial and informal which directly affect productivity and profitability
of company. Employees who does not consider in hard work and lay on politics in order to Build
their secure position in company and increase apprehension from their managers. Impacts of
policies on workforces and its behaviours or performance can be determined by following points:
Minimise entire productivity: Politics reduce the overall performance of employees and
decrease business productivity in a direct way (Gelfand and et. al., 2012). Workers who play
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political relation in business give few consecration to their work as well as spend maximum
period on notice others. As a result employees fails to accomplish their targets or goals which
develop delay in attainment of objectives by enterprise.
Affect concentration: Through Politics employees analysis issue to attention on their job
or work and are very much curious in spoil the individual image in front of mangers. When
employees become more considered in political relation that they build various mistakes through
poor intention on their job.
Change the employees attitude: Main impact of politics or government is that it
alteration the workers attitude (Graham, Ziegert and Capitano, 2015). In the company, internal
politics do not follow workforce to provide their full efforts to organisation.
Power plays an essential duty in the performance of business operations in an effective
and efficient way. In company, power can be determined on various types which are described as
below:
Legitimate power: It is present in the form of business position which affects its
performance and productivity. Employees who acquire higher position in firm become more
power or ability as compare to another workers who are functioning at lower level.
Reward power: Ability and capability such as aid a perk, reward and incentive to a
person is formed as reward power. It is also known as biggest in way of rare appreciation.
Coercive power: In this, workers has more power or ability to punish a person in reason
of complete the allotted task. This kind of work through force and fear employees to analysis
different ways of fulfil project. This develops negativity or uncompetitiveness in the employee's
mind and affects its behaviour and productivity of company.
Expert power: It will come from knowledge and skill of individuals at workplace.
Employees who have such kind of ability are observed as long term members of the organisation
(Hammer and et. al., 2011).
M1. Analysis of culture, politics and power as individual and team on Organisation
According to Kinick, (2014), power, politics and culture are three important aspects
which highly influence the behaviour and performance of team and individuals in a direct way. It
is significant that employees who have different types of power and ability in order to achieve
long term gaols and objectives of company in limited time period.
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On the other hand, Hindmarsh, (2010) there should be negative politics in the
organisational culture that does not motivate and encourage workers in order to perform all their
tasks and projects in an effective and systematic way.
D1. Critically evaluation of team and organisation towards recommendation
According to Llewellyn, (2011) there are four main elements such as culture, power,
politics and motivation are essential elements for the business success and development. All
these are interrelated with each other for the attainment of long term and desired targets of
company in limited time period.
On the other hand, Misra, (2011) without such four aspects, company cannot grow in
competitive marketplace as well as not increase their annual turnover in short time duration. In
this, manager of A David & Co Limited should try to motivate and encourage all their workers
related to completing all tasks without any difficulties and regulation.
TASK 2
P2 Content and process theories of
motivation and it effective in achievement of goal
Motivation is very essential and important part of the organisation and individual to attain
their personal and professional goal in certain time period. In this role of manager is to motivate
and encourage their all employees for achievement of desire objectives and targets of business
entity (Du Plessis and Barkhuizen, 2012). In simple word, it describe to the person willingness
towards the accomplishment of their goal. A David & Co Limited apply two kinds of motivation
theory in order to motivate all employees about its work. These are determined as below:
Content theory: This kind of theory mainly emphasis on encouraging individual in the
organisation so that they can work more efficiently and effectively. It is also beneficial and
useful model for the firm to increase their profitability and productivity in certain time period.
Process Theory: It is also valuable and essential theory for the company to motivate
entire employees who are working in enterprise. This model analysis the problem that workforce
are handling with and give accurate evaluation that assist to maximise the entire productivity of
employees. A David & Co Limited adopt this aspects foe developing open and healthy
atmospheres in which all members feel better to discuss their opinion and difficulty (Francis,
O’Connor and Curran, 2012).
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There are some aspects which are the part of process and content theories are determined as
below:
Maslow's Hierarchy of Needs: It was formulated in 1940 by Abraham Maslow. This theory
states that person is motivated or encouraged in order to achieve few needs and wants (McLeod,
Maslow's Hierarchy of needs, 2015). It is very beneficial and useful model for the company to
accomplish its primary requirements which is for endurance, after achieving that necessity
employees become promoted in try of getting other requirements as well. Such kind of approach
includes five needs of human which re describe as below:
Physiological Needs: These theory contains the basic necessarily which each and every
workers needs for their endurance such as water, food, air etc. All these are important part of the
individual so in this responsibility of A David & Co Limited manager to give all requires in a
proper way (Gabriel and et. al., 2015).
Safety Needs: These type of aspects generates safety needs among workers in way of
giving security, stability etc. For Providing such kind of need to the employees, they work more
effective and efficient for increasing business turnover.
Love Needs: These requirements give better sense of affection, belongingness with
family & friends which encourage them. It is also essential for the company to provide such type
of needs and maximising their sales.
Esteem Needs: In this, refereed firm workforce start enhancing and developing self-
worth & self-esteem such as respect, dignity etc. With the use of this aspect, employees easily
deals with business customers.
Self-actualization Needs: In this, employees of the business entity pertain their entire
potential. Fundamentally it covers the wants and desire of person that she or he is expected and
capable of becoming.
Herzberg's Two-Factor theory: It was developed in 1959 by Frederick. With the use of this
model company easily motivate and encourage their all workers about its basic needs (Kinicki
and et. al., 2014). There are some factors which are includes in this theory are describe as below:
Hygiene factor: It is very important and beneficial theory for the business to encourage
their team members about its work. Without this aspects, all employees are feel lack of
motivation and dissatisfaction. In this business policy, wages, connection with administrator are
highly included.
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Motivator factor: These aspect develop sense of achievement and pride among employee
for their hard and effective work. They further effects the individual to task more efficiently and
effectively. There are some parts which are includes in this such as recognition, career
advancement, personal growth etc.
Vroom's Expectancy Motivation theory: These model tells regarding the objectives and
targets of the workers which encourage them in order to perform or work well in the company. It
also identified that the requirement should be better and put sufficient efforts to fulfil those wants
(Llewellyn and Hindmarsh, 2010). Vroom had understand that the efficiency and performance of
employees is lay on its experience, skills, competencies and knowledge. This aspect is based on
certain believes concentrate psychologically so as to create motivational factor. It assist the
workers to enactment in an essential ans satisfactory manner.
Behavioural Psychology: It is mainly concentrated with the connection between an
individual and its mind. Employees behaviour like responses, emotions, action and views in a
specific situation. In each and every enterprise million number of workforce work with
capabilities, personalities and skills.
M2 Evaluating the behaviour of other through different motivational theories
Motivation is very essential and significant for an organisation to have knowledgable
employees and encouraged workers in order to accomplish desire objectives and goals.
Respective firm use two types of motivation theory such as content and process. Both are highly
important for motivating individual regarding its work. For usage of all theory, behaviour of
person is different because they not same in nature.
TASK 3
P3 Explain what makes an effective team as
opposed to an ineffective team
Team building is refers to the sense of commitment and belongingness. Team is
identified as an individual team which work with each other for a common target. It is develop
by leaders to manage solution of an issue (Misra and Puri, 2011). In A David & Co Limited,
group and teamwork mainly involves in giving results of the problem in a systematic way and
increase the productivity or profitability of the business for decreasing additional cost efficiently.
There are some kind of teams which are determined as below:
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Project Team: It is refers to the effective group in which persons belongs to various
teams, functions and allotted with certain project of a similar task. Each and every members of
team work on a specific project which are framed for a particular time period. Project team needs
involvement of few division to fulfil a project on period.
Function team: These are also main division which plays essential role in success and
development of company. In this all workers of A David & Co Limited reports to the
administrator and he is responsible for all things. These group work or function to achieve long
term and desired goals.
Virtual team: In this, employees work jointly from various locations and places to attain
common goals and purpose (Suma and Lesha, 2013). For performing all task, such kind of work
environment is maintained and developed by using digitalisation. The group transmits easier
communication tool follow administrator to create group on the basis of weakness and Strength.
Problem solving team: These groups are developed for solving a specific problem in an
accurate way. These groups deals effectively with the problem arising in the process of project.
With the help of line managers, facilitators come with each other and gives better solutions
towards actual issues of a project.
There are some importance of different types of teams which are identified as below:
Mutual Cooperation: For creating an effective team, there should be an essential and
mutual group action among entire workers. Preparedness to be committed and engaged in a
positive way which is essential for enhancing business performance.
Balanced Roles: Accurate balance of abilities, skills and aspiration should existence in a
group. In this all members have better understanding of person's duty in order to achieve
objectives and goals of entire team.
Good communication: Different types of teams also very essential for reducing the
conflict and misunderstanding between the manager and employees (Suppiah and Singh Sandhu,
2011).
Tuckman and Jensen's Model of team development: In this, Tuckman classifies different
groups of communication which are determined under this:
Forming: In this phase, team members acquired regarding opportunities and challengers.
The team depend on administrator for getting accurate direction.
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Storming: It is second step, in this plan are created in order to manage all issues in an
effective way. In it, employees start recognise with together and make trust.
Norming: In this, different members come into statement on issue's solutions for group.
Here, all employees are capable to freely explicit their opinion and enhance their behaviours to
decrees misunderstanding.
Performing: It is identified last phase, in which, group workers entirely support,
understand and cooperate together collectively as particular unit.
M3 Analysing development theories to support the dynamic cooperation
Tuckman and Jensen's Model of team development is very essential and important for the
organisation to achieve long term and desire objectives in limited time period (Wood and et. al.,
2016.). With the use of this model all employees are easily identify their position in the
company. This aspects is also essential and significant for the organisation to accomplish all
tasks in a specific time period.
TASK 4
P4 Concepts and philosophies of
organisational behaviour within an
organisational
Organisational behaviour assist in monitoring and predicting the human behaviour. It
assist the administrator in keeping the employees efficiency and promote them to attain
maximum productivity. For increasing the performance and productivity of team, several models
are selected by A David & Co Limited manager, such as Path Goal Theory.
Path Goal Theory: It is mainly emphasised on identifying the behaviour and style of leader
which better cause the work environment. Main aim of referred firm is to promote and satisfy
workers in an effective and essential way. This aspect is never a comprehensive activity which
follows some essential phase are as below:
Employee characteristics: In this group interpret the leaders behaviour on the way of
their requirement like degree of framework, affiliation. In this they require desire to monitor and
perceived ability in an effective way.
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Task and environment characteristics: In this, such kind of theory based on decreasing
misunderstanding (Wood and et. al., 2016.). If the conflict are too better then the manger or
leader of respective organisation requires to help the person in choosing a framework to work.
Leader behaviour and style: Leader of company set their behaviour to the task and
person feature so that the employees motivation excel at their motive.
In the A David & Co Limited, there are different problems which highly effects on
business performance and profitability. Some issues are determined under this:
Unclear goals: If the objectives and goals of A David & Co Limited are does not clear,
so it is identified as barrier towards the employees performance (Graham, Ziegert and Capitano,
2015). It distorted the worker performance as they do not understand what is anticipated to be
completed.
Poor communication: Lack of interaction and action among the different employees
effects the employees performance of group. It also hinders the business productivity as the
policies and goals may not be unintelligibly transmit to the workers.
Leadership style: All leadership style is selected by the business leader is not accurate
then it will effects of group and acts as issues in team powerfulness.
M4 Exploring the negative and positive way of OB concepts
Organisation behaviour is very essential and important concept which is useful for the
enterprise in order to increase business turnover (Hammer and et. al., 2011). Negative effects of
this concept is influence on company performance and productivity in highly. Positive effects of
the aspects is increase motivation level among the employees.
D2 Critical analysis of OB theories
According to Hammer, (2011) Path Goal Theory is very essential for the business entity
in order to encourage motivation level among the employees. This theory also help in
maximising the productivity and profitability level of business entity.
On the other hand Gabriel, (2015) This type of model is assist in improving performance
and effectiveness of company in limited time period.
CONCLUSION
As per the above mentioned report, it can be concluded that organisation behaviour is the
essential study of human behaviour. In this culture, policies of organisation highly effects on
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business performance and profitability in a direct way. In order to promote employees enterprise
use two types of motivation theory such as process and content. In the organisation there are
different number of conflict and misunderstanding which are face by all worker during work. In
regards to reduce this issues firm use Path Goal Theory because it support in achieving long term
goals and objectives of business.
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REFERENCES
Books and Journals
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Behavior. 35(7). pp.909-919.
Demir, M., 2011. Effects of organizational justice, trust and commitment on employees' deviant
behavior. Anatolia. 22(2). pp.204-221.
DiPaola, M. and Tschannen-Moran, M., 2014. Organizational citizenship behavior in schools
and its relationship to school climate. Journal of School Leadership. 11(5). pp.424-447.
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Gelfand, M. J., and et. al., 2012. Conflict cultures in organizations: How leaders shape conflict
cultures and their organizational-level consequences. Journal of Applied Psychology.
97(6). p.1131.
Graham, K. A., Ziegert, J. C. and Capitano, J., 2015. The effect of leadership style, framing, and
promotion regulatory focus on unethical pro-organizational behavior. Journal of
Business Ethics. 126(3). pp.423-436.
Hammer, L. B., and et. al., 2011. Clarifying work–family intervention processes: The roles of
work–family conflict and family-supportive supervisor behaviors. Journal of Applied
Psychology. 96(1). p.134.
Du Plessis, Y. and Barkhuizen, N., 2012. Psychological capital, a requisite for organisational
performance in South Africa. South African Journal of Economic and Management
Sciences. 15(1). pp.16-30.
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.
Gabriel, A. S. and et. al., 2015. Emotional labor actors: A latent profile analysis of emotional
labor strategies. Journal of Applied Psychology. 100(3). p.863.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Llewellyn, N. and Hindmarsh, J. eds., 2010. Organisation, interaction and practice: Studies of
ethnomethodology and conversation analysis. Cambridge University Press.
Misra, S. K. and Puri, V. K., 2011. Indian economy (p. 174). Himalaya Publishing House.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal, ESJ. 9(17).
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd.
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Organizational behavior. 2015. [Online]. Avilable through:
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