Organisational Behaviour and Performance

ORGANISATION AND
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Organisation’s culture, politics and power influence individual and team behaviour and
performance............................................................................................................................1
TASK 2............................................................................................................................................3
P2. Content and process theories of motivation and motivational techniques to attain
organisation goals...................................................................................................................3
TASK 3............................................................................................................................................6
P3. Effective team as opposed to an ineffective team............................................................6
TASK 4............................................................................................................................................8
P4. Concepts and philosophies of organisational behaviour within organisational context. .8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour indicates towards the culture, politics, trends and activities of an
organisation. Managers, leaders and employees work around the business culture which is made
up of multiple layers (Adeniji, 2011). This is the analysis as well as study of behaviour of
employees and managers with respect to the way in which they will work together for specified
goals of organisation. This report is prepared on the basis of small and medium sized enterprise.
4Com plc, a telecommunication organisation, is chosen business type to define the meaning of
organisation behaviour. The way its culture, politics and power influence individual and team
behaviour is described in this report. Different motivational theories and concepts are explained
here as well. Further, various aspects are discussed in relation to effective team as opposed to an
ineffective team are discussed.
TASK 1
P1. Organisation’s culture, politics and power influence individual and team behaviour and
performance
Three major factors are responsible to make a structure of organisation which are culture,
power and politics. These elements help in building the image of organisation and are helpful to
create goals and objectives. Organisational structure is made up of multiple departments and
sectors which remain interconnected with each other. These departments’ work around common
goals and objectives of an organisation (Alfes and et. al., 2013). Managers, leaders and teams are
the major part of departments.
4Com plc is one of the telecommunication organisations of UK. It was found in the year
1999 with an objective of improving the communication system and building an effective
communication and connectivity system. It is a medium sized organisation with multiple
branches and subsidiaries. It has approximately 300 numbers of staff members in organisation
which are working at its head office. Organisation has won many titles and awards in
telecommunication industry. Recently, it won the title of “The Sunday Times Best Companies to
Work”. Organisation containing its position in top 20 best companies in the world in its stream.
There are different types of services provided by 4com plc. Supply of telephone
equipment with connection system, handsets and mobile telephones, installation and
maintenance of system and equipment, Voice over Internet Protocol (VoIP), providing network
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connectivity, line rental and access to communication networks as well as broadband are the
services which are provided by organisation in UK.
Culture: - 4com is an organisation which works around excellence and quality
deliverables. It has hard working and effective workforce which remain active and energetic at
every level. Organisation believes in striving and achieving excellence in work (Burnard and
Bhamra, 2011). Employees and staff members are awarded for better performance and
operations. A healthy and environment friendly workplace culture and effective teamwork are
the main two factors which led the organisation to achieve the title of Sunday Times as
Companies to Work For. It also contributes in the form of charity which is the central theme of
organisation. Meting monthly targets whilst generating staff rewards also affect the amount of
charity of each month. People of 4com plc are proud of the culture which is created over the
years. It is an organisation with a combination of leading expertise with a passion for delivering
great.
Power: - Organisation is very concerned with its compliance policies and regulations.
There is a specific code of conduct made which is followed by the management and departments
of 4com plc. Policies and procedures are defined publicly that how the organisation works, what
are motives and objectives of organisation. Mission statement of 4com plc is centralised “to be a
company that becomes a benchmark for all competitors” by delivering customer satisfaction and
quality services to customers. It also indicates towards building healthy and cooperative
workplace environment within the organisation. It power culture motivates and encourage people
to work together and achieved the targets every year.
Politics: - 4com plc is the 21st growing company of UK. It has a partnership with
Siemens and Samsung communication. It has a strong brand image in telecom industry.
Employees are working effectively towards continuous growth and development of organisation.
Government policies and standards make its political culture more effective and strong.
Employees are bound to follow the protocol and manner to perform well (Coccia, 2014). It has
its self-code of conduct which is written in response to the general condition of entitlement 14.2
and GC 14.4 (code of practice and dispute resolution) as set out in sections 52 to 55 of the
communication act 2003.
Performance and working of employees highly influenced with the culture, power and
politics. Company has achieved regular awards and prizes which encourage employees to work
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