Organisational Culture and Behaviour Analysis

This assignment provides a detailed analysis of organisational culture and behaviour, covering various theoretical frameworks such as Handy's Culture Typology and Maslow's Hierarchy of Needs. It includes a range of research papers and case studies that examine the impact of organisational culture on performance, job satisfaction, and employee engagement. The assignment also touches on the importance of leadership styles, management practices, and HR policies in shaping organisational behaviour and culture.

Organisation and Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Identify the influence of culture, power and politics on behaviour of organisation ............1
TASK 2 ...........................................................................................................................................4
P2 Evaluate various tools to motivate employees and teams to achieve organisational goals . .4
Task 3 ..............................................................................................................................................7
P3 Explain what makes an effective team as opposed to ineffective team ................................7
Task 4 ............................................................................................................................................10
P4 Apply concepts of organisational behaviour on 4com plc ..................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is an very important study of various methods in which people
communicates in a group. This concept is more focussed towards scientific approach to manage
employees. Usually this study is helpful in creating efficient business concern. This report is
about 4com plc which is an company involved in telecommunication services. It is an medium
enterprise with an annual turnover of approx £20M to £30M. Organisation culture, politics and
power influences the behaviour of employees in an company. It is required that HR manager will
encourage workforce by using various motivational techniques in order to get best possible
outcomes from them. Cooperation amongst team members is very important to make effective
group and attain objectives easily. This report will be analysing various components of
organisational culture and ways in which it can be made effective so that ultimate goals of
business could be achieved and company can survive in long-term.
TASK 1
P1 Identify the influence of culture, power and politics on behaviour of organisation
Organisation culture refers to an system of assumptions, behaviours, beliefs and values
that are shared amongst people in an enterprise. These factors influences people and gives them
ways in which they have to dressed up, act and perform their job roles. Different companies have
their unique culture which provides directions to its workers regarding their behaviours. 4Com
plc also has its own set of culture that is to be followed by every member of this enterprise. This
civilisation can be classified by using Handy's culture typology that includes following-
Illustration 1: Handy's culture typology
Source 1: Models of Organisational Culture - Handy, 2015

Power culture- In this culture, power remains with few people who are authorised for
taking decisions. These persons can delegate their authorities and responsibilities but
subordinates has to follow strict instructions of superiors ((Nafz, and et.al. 2011). Employees are
not allowed to participate in decision making process as they cannot share their views and ideas.
Task culture- Organisations where this culture is followed are formed to solve critical
problems. In this type of firms, employees with different fields but common interests come
together in order to form a team. Such companies basically includes five to six employees who
equally contributes to achieve goals and targets in creative and innovative manner.
Person culture- This culture is followed by those organisation which gives more
importance to their employees. In such firms, individuals are more focussed towards own
interests instead of company.
Role culture- In this culture, employees are given roles and responsibilities as per their
specialization and educational qualification to get best outcome from their performance. Here,
every person is answerable for the tasks assigned to them. In this culture, power comes along
with responsibility.
Importance of cultural difference awareness-
Business concerns are focussing more on cultural awareness in order to survive in
globalized competition. This understanding helps in enhancing communication, productivity and
unity at work place (Wong, Wong, and Ngo, 2012). It is also required to solve problems of
multicultural teams in business. This is very essential to study various cultures in an organisation
which results in strong relationships amongst employees. It assists in eliminating various barriers
from workplace. There are various employees with stereotype ideas which very difficult but
awareness of culture is important in order to overcome such issues and replace negative
stereotypes with positive knowledge (Ashby, 2013).
Hofstede's cultural dimension can be used for understanding various cultures. This deeply
illustrates values of different backgrounds. It includes following dimensions -
 Power distance dimension helps in understanding which member is less powerful in
organisation and it focusses towards equal distribution of power.
 Uncertainty avoidance is another conception that explains employees are not able to deal
easily with ambiguity and risks.

 Another attribute is Individualism vs. Collectivism that emphasis on preferences of
people regarding working alone or in teams.
 One of the important attribute is long term orientation vs. short term orientation which
describes focus of society towards goals.
Using these dimensions, 4com plc can understand cultural differences and make it in favour of
company.
Impact of globalisation and technology on organisation culture-
Globalisation is very important in today's working scenario. It includes expansion of
business in global market to achieve competitive advantages. Business concerns has to adopt
these changes in order to survive in new economy. Due to this there is huge influence on culture
of organisation as they are redesigning working scenario. This is required to develop knowledge
and skills in order to deal with changing business environment.
Technological advancements are very constant and it is important for this company to
adopt changes in technical scenario (Nutbeam, Harris, and Wise, 2010). This is required to
bring efficiency in working and retain customers for long time. So, when an organisation adopts
such aspects then some changes in its culture occurs due to change in policies, plans and
objectives of company.
Principles of network theory and system theory on organisation-
Network analysis focusses on relationships between employees to uncover the informal
communication pattern in organisation. This gives more emphasis on channels and media of
interaction to maintain effective working in company.
An organisation works in proper system and it may be open or close. In open system
powers are delegated to subordinates whereas in close system authority remains with superiors
only. This theory provides the ways in which organisation can maintain proper communication in
order to facilitate organisational behaviour.
Therefore, it can be identified that organisational culture influences performance and
behaviour of employees (Yaniv, Lavi, and Siti,, 2011).
Influence of power and politics- Power and politics plays huge role in an organisation.
Impact of powers depends on the usage of that authority. Positive power includes encouraging
more productivity by rewarding employees for good performance. This helps in motivating and
building confidence in workers. Negative power includes threatening employees with job loss

and punishments in order to increase their efficiency. It sometimes leads to high employee
turnover.
Similarly, positive politics at workplace helps in more productivity by establishing clear
policies ans proper chain of command which clarifies employees about whom they have to
report. Negative politics may lead to conflicts and unethical behaviour at work place as it
consists inequality and favouritism.
TASK 2
P2 Evaluate various tools to motivate employees and teams to achieve organisational goals
Motivation is an psychological process to encourage employees for attaining
organisational goals more effectively. It includes identification of personal needs of workers and
use it for the purpose of company's objectives. This is very important scenario in today's
competitive world. Motivation helps in putting human resource into action and improves their
level of efficiency. It is also required to build friendly relations and enhance satisfaction of
workforce. They remains stable in organisation due to which employee turnover reduces. All
these factors helps in achieving business goals in effective manner. There are various theories
through which employees and teams of 4com plc could be motivated.
Maslow's hierarchy of needs- This theory states that there are some needs that are to be
fulfilled before motivating an person (Punjaisri and Wilson, 2011). It is an humanistic approach
including various levels of needs arranged in an pyramid shaped model.

 Psychological needs are related with food, shelter, water and other survival needs.
 Safety needs includes personal and financial security.
 Belonging needs are related with friendships, family and relationships.
 Self esteem needs consists inner confidence, respect etc.
 Self actualization needs are the desires to achieve everything which is possible to get.
As per this theory, a person must be in healthy, secure, safe, belonged with others and
confident then only they could be motivated.
Hertzberg's two factors theory-
This theory includes two factors that can be used at workplace for the purpose of
motivating workers. These elements are as follows-
Motivator factors- Such components are related with work satisfaction, recognition and
career growth.
Hygiene factors- It includes remuneration, future benefits, company policies, and
relationships with managers and other workers. Absence of these factors could lead to
dissatisfaction and lack of motivation at workplace.
Illustration 2: Maslow's hierarchy of needs
Source 2: Saul McLeod, 2017

As per this theory, workers can be motivated by fulfilling these essential components
(Bird, Saalfeld, and Wüst,2010). It will help in generating satisfaction amongst individuals and
teams and they will perform more efficiently in order to attain organisation's goals.
ERG Theory-
Alderfer's ERG theory includes three categories of human needs-
 Existence needs are related with psychological desires such as food, water, clothing,
psychical love and affection etc.
 Relatedness needs includes social and external esteems such as family, friends, co-
workers, employers etc. These are related with recognition and security as s part of
group.
 Growth needs includes internal esteems such self actualization. This includes desires to
become more productive and innovative.
There are various process theories that are also useful for this purpose. These theories are
following-
Expectancy theory- This theory states that performance of people is depend upon
outcomes which they expect as results. For instance, they want rise in pay if they works for more
hours. It is based on three factors-
 First element is expectancy which believes that efforts will result in attaining desired
goals. It may be depend upon self confidence and past experiences.
 Instrumentality believes people thinks they will get rewards if they will perform as per
standards.
 Valence refers to the value expected as rewards.
Therefore, according to this concept, people can be motivated when they believes that they will
get desired rewards if they will attain their targets (Suppiah, and Singh Sandhu, 2011). If they
will not receive as per their efforts then they gets demotivated.
Equity theory- This theory is based on principles of balance and equity. According to
this, motivation level of an individual is related with equity, fairness and justice which is
practised by management. If there will be fair and equal treatment with every employee then
will be more motivated and it could be beneficial for achieving objectives of company.
Locke and Latham theory- According to this theory, if difficult goals are given to
employees and teams then they performs better as compare to those who are given less difficult

objectives. Goals can motivate workers towards to be more efficient in order to attain its
objectives.
Behavioural psychology-
Emotional intelligence is the ability to recognize emotions and understand others feelings
(Tsai, and Wu, 2010). It helps in maintaining effective relations with employees. This can be
used as an motivation tool because employees could be encouraged to perform better when
management is able to identify their emotions.
Soft skill refers to the communication style in which voice inflections and gestures results
in effective communication that is very essential in motivation process.
Task vs. relationship leadership
Medium enterprises like 4com plc also focusses on task vs. relationship leadership. There
are various types of leadership styles. Task oriented leader focusses motivates employees to
work efficiently by making procedures and policies whereas relationship oriented leader
motivates people by interacting with them and forming relationship.
Task 3
P3 Explain what makes an effective team as opposed to ineffective team
Team refers to group of people with different expertise fields required to complete
particular task or project. It includes high degree of interdependence, shared authority and
responsibilities and everyone is accountable for collective performance. Teams could be
permanent or temporary. There are various types of teams in 4com plc based on nature of tasks.
These are as follows-
Functional teams- These groups are includes members who are experts in the function
that is to be performed in order to achieve company's missions. Such teams are permanent in
nature and works continuously on projects and goals. For example- Marketing team, finance
team etc.
Problem solving – Such teams are formed to focus on solving specific problem and
issues (Fernández-Muñiz, Montes-Peón, and Vázquez-Ordás, 2012). These groups are
temporary in nature as it gets dissolved after resolving problem. Different experts suggests their
opinions and ideas but best possible alternative is to be selected to give better solution to an
problem.

Project teams- Such groups are temporary in nature. These are formed to carry out an
project. This type of teams could be divided in sub teams as per needs. Different members are
given different tasks according to their skill sets. It is formed for particular time any after
completion of task this gets dissolved.
Self managed teams- Such groups are powerful as every member has authority to take
decisions. Every individual manages themselves without any requirement of supervision.
Virtual teams- Such teams are becoming more common in today's business environment.
These groups are digitally communicated instead of personal interaction in people. Due to
technological advancements companies are not limited with talent of same country as they can
involve people across the countries (Sailer, 2010.). There are various benefits of technology on
such teams.
 Technology has made communication more easier as team members can connect
virtually. There is proper record of messages which helps every member in knowing
whatever is happening in company. This data can be checked if there is requirement for
that.
 Having virtual teams ensures customers that there are always someone on duty from
whom they can solve their after sales queries.
Team dynamics and team work-
Team includes three or more people from different functional units in a business
working together to achieve certain purpose, goals and projects.
Group includes three or more persons working independently from each other to attain
organisational goals.
Difference-
Basis Team Group
Purpose It is created for common
organisational purpose.
These are formed for
administrative purpose.
Role awareness Members are aware about the
fact that everyone will
contribute to achieve targets.
Group members are not aware
about their individual
contributions towards end
results.

Conflict resolution Leaders resolves the conflicts. Manager resolves conflicts and
disputes.
Management Leader is focussed towards
attaining goals so they
manages in that manner.
Managers manages
performance and also ensures
completion of task effectively.
Tuckman's team development model-
He has introduced five stages of team formation that results in effectiveness in group
(Kollmannsberger, and et.al., 2011). These stages are as follows-
 Forming stage represents the time in which team is starting and members are cautious in
behaviour due to which they avoids conflicts in order to create good impression on
everyone.
 In storming phase, conflicts ans competition increases as group members has understood
their tasks ans responsibilities.
 Once they are clear about their roles norming phase starts which consists forming sense
of community and team started focussing on group goals and they becomes
interdependent and trustable with others.
 In performing stage members starts doing their assigned tasks.
 Last stage is adjourning stage in which purpose of forming group has been completed and
hence, team dissolves.
Belbin's typology of effective team-
Belbin has introduced nine roles which can help in achieving maximum performance.
 Implementer is the organizer of team who manages discipline and task orientation.
 Resource investigator is the person who is open minded and always searches for new
ideas.
 Plant is the most creative and innovative person in team.
 Monitor is that member who analyses things deeply to give best judgement.
 Shaper looks for challenges and ensures goals are met on deadline.
 Coordinator is the one who coordinates activities in effective manner.
 Complete finisher has the talent complete tasks with full perfectionism.
 Team worker is most emotional person who creates pleasant environment in team.

 Specialist is the advisor of group who has high skills and technical knowledge.
Benefits and risks of team-
Teams are important for workplace as it ensures better solution for any situation because
more people gives various ideas for an issue. It also increases overall productivity of company.
This is also helpful in motivating employees and bring out the best performance from them.
There are certain risks also that can occur in teams. This results in conflicts between
members of team and sometimes inter- team. This is due to clash of thoughts, opinions and
perceptions this could reduce the efficiency of task.
Conflict resolution-
To make effective team it is required that there is proper resolution of conflicts. It is
essential to maintain productivity in outcomes. It can be done by following these strategies-
 Encourage proper communication in team.
 Work as per norms of company.
 Proper evaluation of performance.
 Adequate delegation of authority.
Task 4
P4 Apply concepts of organisational behaviour on 4com plc
Leaders are most important part in order to maintain effective organisational behaviour in
this company (Kloch, and et.al., 2011). The Path goal theory includes various leadership styles
that could fit in an work place to achieve goals effectively. This concept is also important for
motivating employees. It consists four styles-
Supportive leader- In this style, leader focussed on making pleasant work environment
by showing concern to members.
Directive- In this leader provides directions to member without connecting with them
personally.
Participative- Such leaders consults with members and asks for their opinion in planning
and decision making.
Achievement- In this style, leader sets tough challenges for team members and expects
high level of results from them.

Therefore, these leadership styles can be used as per the nature of situation in company.
This will help in improving performance of teams and objectives could be attained in effective
manner.
Barriers to effective behaviour-
Every organisation faces certain obstacles which affects organisation behaviour. Some of
the common barriers are as follows-
 Emotional barriers includes fear and trust issues which affects communication process.
 Language barriers includes difference in languages of people which could affect
organisation behaviour.
 Cultural barrier are formed because people are from different cultural backgrounds.
 Perceptual barriers are most common problems in this scenario it arises due to clash of
perceptions and opinions towards anything.
Contingency theory-
This theory is very useful in effective organisational behaviour. It explains various
situational factors that affects behaviour (Leary-Joyce, 2010). It includes maintaining
independent and dependent variables in order to assess behaviour of employees and motivate
them in such a way that it will facilitate company's growth.
Social capital theory-
It is an approach that is useful in making effective organisational behaviour. This
focusses on making social relations which are productive and beneficial for company. It includes
proper interaction amongst employees in order to maintain healthy relations amongst them.
Therefore, all these philosophies and and concepts could be used by 4com plc to ensure
effective team work and proper organisational behaviour in organisation.
CONCLUSION
It can be concluded from the above report that, organisational behaviour is very important
in today's global environment (.Mills, Dube, and Zulch, 2013). Motivation theories and
leadership styles affects individual behaviour ans maintains equilibrium in firm. Technology
plays important role in team work. Management is responsible for creating effective culture and
structure in organisation. It will help in personal growth of employees and also lead to effective
attainment of goals of company.

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Online
Saul McLeod, 2017 [Online]. Available through :<https://www.google.co.uk/search?q=maslow
%27s+need+hierarchy&source=lnms&tbm=isch&sa=X&ved=0ahUKEwjonoPFltfXAh
WDNY8KHUZnBAoQ_AUICigB&biw=1>.