Food Industry Management and Branding

The assignment provided is an in-depth analysis of the food industry, focusing on management strategies such as branding, quality control, and environmental management. It presents various research papers and case studies from reputable sources, including academic journals like Food Control and Journal of Brand Management. The document aims to provide a comprehensive understanding of the food industry's management practices and their impact on the environment and consumers.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 How organisational culture, power and politics influence team behaviour and
performances..........................................................................................................................1
M1 Critically analysis how culture, politics and power influence team behaviour and
performance............................................................................................................................3
LO 2.................................................................................................................................................3
P2 Content and process theories of motivation and motivational techniques to accomplish
goals in organisational context...............................................................................................3
M2 Critically evaluate influence behaviour of others through effective application of
motivational theories, concepts and models...........................................................................5
D1 Critically evaluate relationship between culture, politics, power and motivation which
enable team to accomplish their success with recommendations...........................................5
LO 3.................................................................................................................................................5
P3 What makes an effective team as opposed to an ineffective team....................................5
M3 Relevant team and group development theories that support development of dynamic
cooperation.............................................................................................................................6
LO 4.................................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour within an organisational context for
given business situation..........................................................................................................7
M4 Explore and evaluate concept and philosophies of organisation behaviours which inform
and influence behaviour in positive and negative context......................................................9
D2 Critically analysis and evaluate relevance of team development theories in context of
organisational behaviour concept which influence behaviour at workplace. ......................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour consist study about nature of human beings. It assists to assess
causes and effect of that behaviour on enterprise. There are certain importance of any type of the
enterprise which assists to understand organisation and employees in better way. This study
influence each other with several factors that helps to motivate workers. It involves leadership
style and corporate culture as per workplace characteristics (Adedeji, Popoola and San Ong,
2017).
Present study based on A David & Co Limited that deals in small business and consist
operations in food and beverages. Main quality of this company is that they produce fresh
products to build trust of several customers on the enterprise.
Present report includes organisation's culture, power and politics which influence
individual and team behaviour with their performances. Furthermore, it contains theories of
motivation and techniques that are enabled to accomplish organisational goals. Moreover, it
covers methods to make effective team opposed to ineffective team. At last, it includes concepts
and philosophies that are implemented in the organisation to accomplish desired level of
efficiency.
LO 1
P1 How organisational culture, power and politics influence team behaviour and performances
A David & Co Limited determine important functions in the business which assists to
perform several operations with team. Power and politics plays an important role in organisation
which govern that decisions are made towards employees interaction with other people. In
particular business, impact of power depends on the whether workers consider positive and
negative power which influence to determine overall culture (Trevena and et.al., 2015).
Influence on Culture:
There are mainly four types of culture that exists within enterprise towards effective team
performance in chosen business. For instance, competitive, controlled, creative and
collaborative. A David & Co Limited focuses on creative culture which impact positive and
employees feel loyalty. In this regard, they are able to deal with competition and implement
innovations. Successful culture assists to focus on the self-organising teams and collaborative
project groups as well. As a result, it is essential to make creativity in the enterprise which would

be beneficial to gain individual reward structure with subjective decision making (Wood, 2018).
Furthermore, it also contains different effects on staff members to consider recruitment and
operate successfully in the company with culture. It helps to gain more succeed in world start-up.
In different teams, distinctive culture implemented so that fail and success depends on this
perspective to attain overall development.
Handy culture
As per power culture, few individual influence spreads in the enterprise. According to
this system, in A David & Co Limited few rules and little bureaucracy to control radiates from
the centre. As per role culture, highly controlled on the business as hierarchical structure
develop. In task culture, power derives from expertise as long team requires expertise. Team
successfully develop their own objectives. As per person culture, people believe themselves to
superior to the organisation. Hierarchical culture is follow.
Influence of Power on team behaviour and performance
When A David & Co Limited consist positive power in the organisation as it encourages
productivity. It gives power to staff members to make decisions, rewarding them with strong
performances. When they perform strongly, it influences to supervise other staff members as
well. Positive power builds confidence and motivate all people to work harder. As a result, it
considers positive influence on the desired results. It also creates results in higher level position
to gain respect and communication. Employee retention rates are higher when staff members
have power to express their work together and concern for the organisation (Zeiger, 2018).
However, when leaders in the chosen company does not respect their workers, it creates negative
influence of power. This type of leader negatively motivate among staff members to perform and
recognising hard work. Not only quality of work diminish, but also leads with high turnover of
employees.
Politics influence on team behaviour and performance
Employees of A David & Co Limited learn to navigate politics in the organisation with
more productive manner. On the other hand, it also creates negative impact in an enterprise
because climate is also not successfully developed to encourage and engage to dishonest or
unethical behaviour (Sassi, Belloni and Nugent, 2018). In order to produce quality of work,
productivity in the enterprise decreases so that high turnover rates exists in the business. When
staff members are encouraged to engage in dishonest, or unethical behaviour reduced to get deal

ahead with competition. When the organisation faces decreases in the productivity, it is essential
to assess reasons. Without clear policies and chains of command, employees are unable to lead
with spending more time on searching.
M1 Critically analysis how culture, politics and power influence team behaviour and
performance
Culture create impact on the organisation in positive manner because it assists to
maintain loyalty and ethical consideration. In this regard, it is important to focus on all
perspectives to implement decision making and reward structure. Creativity and their
performance influence with drastically with different organisational culture. As critical
evaluation, politics influence team behaviour to compete with power in the economy (Salim and
Padfield, 2017). This is because, when individual gain power in absolute terms high expenses
incurred. As comparatively, expenses resulting to create relevant shift with distribution of the
power.
Furthermore, human being also tends with make comparison on the basis of sense of self-
esteem. Therefore, politics creates impact on the team behaviour and performance. They can
easily compare other people to decide proportional shares of authority which reflect an attrition
on the power base. Position can be relative compare with others against personal standards and
feel sense of loss. This tendency deeply ingrained to develop experience with effect of
comparison in family. Culture mainly influence when the enterprise contain recruitments. This is
because, different background and culture adopted by people (Swinburn, Kraak and Magnusson,
2015). It impacts negatively to perform functions in appropriate context. Therefore, the chosen
business need to adopt only one culture that adopted by all employees in the business. It can be
depends on various things and ways which need to be done in effective manner. (Renton,
Daellenbach and Davenport, 2016).
LO 2
P2 Content and process theories of motivation and motivational techniques to accomplish goals
in organisational context
Theories of motivation consider successful implementation of goals and objectives. It
assists to work within the environment in successful manner and management practices.

Content theory: Content theory deals with motivation towards people and it is concerned with
individual needs and goals. In this regard, Maslow, Alderfer, Herzberg and McClelland theories
considered with implementation in A David & Co Limited.
 Maslow's hierarchy of needs: Maslow's theory consider different kinds of needs which
possess by each individual. In A David & Co Limited, these kinds of needs includes with
physiological, security, belongingness, self-esteem and self-actualisation needs.
Physiological needs contains basic level of requirement such as food, water, shelter, etc.
that are requires for survival (Rashid and Ghose, 2015). The selected business must fulfil
this needs to fulfil basic requirements of people. Security needs consist needs for safety
in physical environment such as stability, freedom, etc. Belongingness needs relates with
desired for friendship, love, etc. Self-esteem needs are those that associated to obtain
respect to each other. At final, self-actualisation needs are correspondence to their
achievement. As per implications of the hierarchy, every individual requires
accomplishment of lower level needs such as safe working environment, adequate
payment, take care of each family member, etc. (Punjaisri and Wilson, 2017).
Level of needs Implication
Physiological needs Provide lunch break, wages, rest break, etc.
Safety needs Provide safe working environment, retirement benefits and security in
job.
Social needs Sense of community with team based project and social events
Esteem needs Recognise achievement to make and feel appreciated and valued
Self-actualisation Provide employees challenges and opportunities with full career
potential
Process theory: Process theory consider to address more issues that are related with works and
sustains with overtime. There are several factors determines degree, continuation and
modifications of efforts (Pedersen, Rosati and Farsang, 2017).
 Equity theory: In this theory, constantly, level of efforts identified with fellow workers
and reward also receive for it. When they perceive significant differences, level of efforts
assists to develop own performances with taking certain measurement. Level of workers

also monitored in A David & Co Limited with effective rewards on fair and equitable
basis. It can be quickly adjusted. In this consideration of motivation, current situation can
be successfully maintained. It leads with ideas that possess by every individual and
identify inequalities in input and output. Therefore, motivational technique assists to
accomplish more desired goals in systematic manner at workplace It seeks to adjust to
reach perceived quality. This theory also based on the idea that possess by individual to
suggested with higher perception and more motivated with unfair environment which will
be demotivated. It is the easiest way to see equity theory work so that probable efforts are
made to deal with effective motivation process (Odunlami and Matthew, 2014).
Evaluation: Maslow theory of motivation help to grow physiological, security,
belongingness, self-esteem and self-actualisation needs. Physiological needs contains basic level
of requirement such as food, water, shelter, etc. while on the other side, process theory help to
achieve their individual needs as well as goals. Even motivational technique assists to
accomplish more desired goals in systematic manner at workplace
M2 Critically evaluate influence behaviour of others through effective application of
motivational theories, concepts and models
However, Maslow's hierarchy theory influence behaviour of others with respect to
different needs to satisfy them. In order to satisfy staff members needs, each level requirements
will be fulfil to make effective results. In this consideration, concepts and models will be develop
to fulfil physiological, security, belongingness, self-esteem and self-actualisation needs. As a
result, it creates positive behaviour which successfully helps to deal with innovations and
creativity (Nyarugwe, Linnemann and Luning, 2018). It is most important part of the system that
ascertained to focus on the development of employees.
D1 Critically evaluate relationship between culture, politics, power and motivation which enable
team to accomplish their success with recommendations
With the help of culture, power and politics motivation build successfully to develop
more significant advantages. In this regard, it is important to accomplish desired results. A David
& Co Limited need to maintain their effectiveness with appropriate system. They should clearly
say to all employees regarding culture, politics, power and motivation. It enables to communicate
success with recommendations (Nayak and Waterson, 2017). There is positive relationship

between culture, politics, power and motivation which assists to ascertained different level of
needs of employees.
LO 3
P3 What makes an effective team as opposed to an ineffective team
In order to make effective team in A David & Co Limited, there are several ways.
Effective team assists to promote more desired level of efficiency to share their ideas and
opinion with each other. In this regard, it is essential to look upon reliability which assists to
focus on the products and services which consider constant review, measurement and actions. It
develops business strategy, results, customers, etc. that make perfect relationship with several
aspects (Levay, Chapman and Wittman, 2018).
Good leadership: The best leaders reliably follow with their commitment which is going
perfectly. In A David & Co Limited, effective team successfully develop to focus on maintain
more creative work at workplace.
Ability to adapt: It is essential to adopt clearly defined roles and responsibility to each
member in the chosen business. This is because, team members are possessed willing to across
the lines of responsibility to perform functions and operations in desired manner. Effective team
can be made when they enhance their efforts towards the goals and objectives (Grayson and
Hodges, 2017). Best teams can take responsibility for their own tasks that are completion to
ascertained goals.
Diverse make-up: Right members bring diversity of thought, experience and skills in a
successful team in A David & Co Limited. It assists to put together in a particular team of people
who possess similar background and experience. For accomplishment of little purpose, leaders
recognise and encourages team diversity that rewarded to gain solution without consideration
(Bragg, Roberto and Elbel, 2017).
Effective communication: It is one of the important perspective in a team where
successful communication happen regularly. Interaction across the team members accomplish
necessary tasks with conducting regular team meetings in A David & Co Limited. It is a good
way to make effective team with good methods for quick ways and updates (Schatz, 2018). Rule
of communication is also successfully develop with clear ideas and considered to commenting in
a team.

Skilled conflict management: Conflicts occurs in the business which make ineffective
team. In order to make effective team it is essential to prepare whole team for conflict
management. It often new ideas and solution that comes from different opinion (Adedeji,
Popoola and San Ong, 2017). Therefore, it must be applied in A David & Co Limited to keep
conversation among professional and listen each other. It also assists to build trust properly.
Effective team Ineffective team
Under this team all team members are skilful
and effective so that they will help to attain
their all defined goals.
In ineffective team, no effective
communication is there which help to attain
their defined objectives.
M3 Relevant team and group development theories that support development of dynamic
cooperation
In a successful team, it is essential to work in desired manner and attain goals as well. In
this consideration, within A David & Co Limited, Tuckman theory of group development
implement which support for dynamic cooperation in the organisation. There are four stages
included such as forming, storming, norming and performing.
 Forming stage consider high dependence on leader for guidance and direction. In this
way, purpose can be accomplish through maintain external relationship (Trevena and
et.al., 2015). It builds successful program to lead with system process. Members also tests
tolerance which direct whole program to perform desired level outcomes at workplace.
 Another stage consider storming in which decisions come easily in a particular group.
Therefore, position also establish to maintain relationship with clear direction of leader.
Furthermore, purpose also increases that persist factions with power struggles. Team
needs to communicate and focused on particular goals that helps to maintain relationship
and solve emotional issues. Progress also attain through focus on coaches (Wood, 2018).
 In third stage of norming, agreement and consensus largely forms among several team
members who respond successfully with facilitation. Roles and responsibility must be
clear among several team members which assists to communicate big decisions. Group
agreement also build in smaller teams with appropriate commitment.

 In performing stage, of David & Co Limited team is more strategically aware with their
purpose clearly. Team accomplish their vision to take appropriate participation from
leader. However, disagreement also occurs which need to be resolved in whole team
positively. Therefore, necessary changes to processes and structure made so that
relationship also maintain successfully to delegate tasks (Swinburn, Kraak and
Magnusson, 2015).
LO 4
P4 Concepts and philosophies of organisational behaviour within an organisational context for
given business situation
Organisational behaviour within the organisational context successfully develop which
based on few fundamental concepts that revolve around nature of people and enterprise (Sassi,
Belloni and Nugent, 2018). There are different concepts which are successfully developed inf
OB. In A David & Co Limited, following are certain concepts and philosophies consider in
successful manner: Individual differences: Every individual of this world is different from others. Therefore,
in the selected enterprise support idea to promote effectiveness. It comes originally from
psychology, unique, personal experience, etc. (Salim and Padfield, 2017). Therefore, it
makes people more different that is useful for development of A David & Co Limited. Perception: Each person possess different perception so that they all present differently
to same product or services. It occurs from the experience so that it would be beneficial
to organise and interprets sees according to lifetime experience and accumulated value.
Therefore, it will assist to maintain more creativity through adopt different people views
(Renton, Daellenbach and Davenport, 2016). Furthermore, employees are also looked
differently as per their personalities, needs, demographic factors, experience and social
surrounding. Whole person: Personal life of employee's is not detached from their working life. In this
context, mainly women employees take participate because they have also concentrated
on their personal life, kids, families, etc. (Rashid and Ghose, 2015). Therefore, it impacts
on the concentration which means for their working life. Hence, manager of A David &
Co Limited require to treat all members same.

 Motivator behaviour: An employee has many kinds of needs so that they want to fulfil it
to perform several functions. As a result, motivation is also important perspective which
is necessary to maintain quality of work. Path also work towards to increase need and
fulfil it in better way (Punjaisri and Wilson, 2017). It increases quality of work in the
chosen organisation. Consequently, it will develop positive performance at workplace. Desire for involvement: Employees of A David & Co Limited actively take part to
seeking opportunities in order to work with involve in decision making problems. In
order to develop learning, it can be stated that experience also continuously develop to
provide chance to express their opinion, ideas and suggestions for decision making
(Pedersen, Rosati and Farsang, 2017). Meaningful involvement can also bring mutual
benefits for the parties to gain desired level efficiency. Value of the person: As per this concept, every staff member wants treated fairly and
separately from other people. They are generally refuse to accept old idea and just treated
as economic tools because it is the best creation of whole performances (Odunlami and
Matthew, 2014). Due to this reason, in A David & Co Limited need to treated their
employees with carrying, respect, dignity and other things from their employers and
society. Human dignity: According to this concept, each person needs to be treated with dignity
and respect whether they are lower level or upper level employee. It confirms that people
must be treated differently from other factors so that higher order also recognised to
respect each other (Nyarugwe, Linnemann and Luning, 2018). Organisation is social system: Organisation also possess social system so that it is
essential to consequently includes certain activities that are governed with social laws. In
order to accomplish psychological needs, in A David & Co Limited need to fulfil roles
and status as well. Therefore, behaviour also influenced within the group where two types
of social systems exists side by side in the enterprise (Nayak and Waterson, 2017). The
chosen organisation consider formal and informal social system which assists to
accomplish desired results outcomes. Mutuality of interest: Mutual interest is represented with the statement of the enterprise
for accomplish need of people and organisation. This is because, every business requires
people and people requires business. Hence, both have purpose to accomplish their goals

and objectives with formed and maintained some mutuality with interest among their
participants. In A David & Co Limited, people see that they are easily reached towards
goals so that objectives will be accomplish with mutual understanding development
(Levay, Chapman and Wittman, 2018). It develops cooperation because there is no
common base to build desired results. Furthermore, mutual understanding also provide
sense to try to assemble group for development. It provides super and ordinate goal
which unites variety of needs which people bring in the organisation.
 Holistic concept: In this consideration, fundamental concept placed together in which
holistic concept together. This concept work to interprets that relationship successfully
build to gain social system in effective manner (Grayson and Hodges, 2017). It takes
across the broad view where people can easily understand many possible of the other
factors that influence their behaviour in A David & Co Limited. Issues are analysed in
terms of the total situation that effect terms of isolated event and program.
Path Goal theory
According to the path goal theory, there are 4 kinds of elements consider such as
leadership styles, employee contingencies, leader effectiveness and leader behaviours.
Leadership styles consider in four perspective such as directive, supportive, participative and
achievement oriented. As per employee contingencies, skills and experience assists to focus on
A David & Co Limited. Leader effectiveness also successful develop with motivation, employee
satisfaction and leader acceptance. The theory helps to determine the employees as well as
environmental characteristics and further it will also focus on motivational factor that also help
for the success of the employees. This theory also focus on the leadership style which should be
selected by the leader such as directive, supportive or participative.
M4 Explore and evaluate concept and philosophies of organisation behaviours which inform and
influence behaviour in positive and negative context
In order to successfully attain functions and operations, there are different systems
carried in A David & Co Limited. With this consideration, different concepts and philosophies
also applied which takes important place for the organisation. There are different concepts
undertaken which assists to develop positive understanding and analysed in term of total
situation. With consideration of individual difference, it can be stated that all member have
different views so that it create positive and negative both kind of impact. When employees

participate with their full involvement, they can easily encourage towards accomplishment of
business goals and objectives (Bragg, Roberto and Elbel, 2017). However, when the organisation
forcefully involve their members it creates negative impact on the outcomes. As a result, they are
work with discouragement in the enterprise.
D2 Critically analysis and evaluate relevance of team development theories in context of
organisational behaviour concept which influence behaviour at workplace.
With this consideration, tuck-man team development theory implement which assists to
understand increasing in positive outcomes in the team with effective consideration. There are
mainly four elements generally included that assists to develop team performance in positive
manner such as forming, storming, norming and performing. As critical evaluation, As per these
steps, each person need to focus on their work to accomplish desired results. Value of the person
concept create positive impact on the performances which assists to develop significant
advantages at workplace (Adedeji, Popoola and San Ong, 2017). In this regard, each staff
member of the chosen business wants to treat separately and respectably.
CONCLUSION
From the above report, it can be concluded that organisation behaviour consist important
role in the business. In this regard, report summarised about the influence of culture, politics and
power in positive and negative consideration on the organisation. It assists to develop more
significant advantages which develop more systematic work at workplace of A David & Co
Limited. It assists to focus on desired level efficiency which would be beneficial to attain overall
goals and objectives of the organisation with team members' participation. Furthermore, it
articulated about ways which make effective team. In this regard, good leadership qualities, etc.
implemented to focus on desired level efficiency at workplace. At last, group development
theory has been explained which assists to maintain more creativity and effectiveness with
tuckman stages of development.

REFERENCES
Books and Journals
Adedeji, B.S., Popoola, O.M.J. and San Ong, T., 2017. National Culture and Sustainability
Disclosure Practices: A Literature Review. Indian-Pacific Journal of Accounting and
Finance. 1(1). pp.26-50.
Bragg, M.A., Roberto, C.A. and Elbel, B., 2017. Marketing Food and Beverages to Youth
Through Sports. Journal of Adolescent Health.
Grayson, D. and Hodges, A., 2017. Corporate social opportunity!: Seven steps to make
corporate social responsibility work for your business. Routledge.
Levay, A.V., Chapman, G.E. and Wittman, H., 2018. ‘It’s just the right thing to do’:
Conceptualizing a theory of change for a school food and beverage sales environment
intervention and implications for implementation evaluation. Evaluation and program
planning.
Nayak, R. and Waterson, P., 2017. The Assessment of Food Safety Culture: An investigation of
current challenges, barriers and future opportunities within the food industry. Food
Control. 73. pp.1114-1123.
Nyarugwe, S.P., Linnemann, A. and Luning, P.A., 2018. Food safety culture assessment using a
comprehensive mixed-methods approach: A comparative study in dairy processing
organisations in an emerging economy. Food Control. 84. pp.186-196.
Odunlami, I.B. and Matthew, A.O., 2014. Compensation Management and Employees
Performance in the Manufacturing Sector, A Case Study of a Reputable Organization in
the Food and Beverage Industry. International Journal of Managerial Studies and
Research (IJMSR), pp.108-117.
Pedersen, E.R.G., Rosati, F. and Farsang, A., 2017. What is in a business case? Business cases as
a tool-in-use for promoting water management practices in the food sector. Journal of
Cleaner Production. 162. pp.1048-1060.
Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in Corporate Branding (pp. 91-108). Palgrave Macmillan,
London.
Rashid, S. and Ghose, K., 2015. Organisational culture and the creation of brand identity: retail
food branding in new markets. Marketing Intelligence & Planning. 33(1). pp.2-19.
14

Renton, M., Daellenbach, U. and Davenport, S., 2016. Finding fit: An exploratory look at SME
brand orientation and brand management in the New Zealand food and beverage
sector. Journal of Brand Management. 23(3). pp.289-305.
Salim, H.K. and Padfield, R., 2017. Environmental Management System in the Food and
Beverage Sector: a Case Study from Malaysia. CHEMICAL ENGINEERING, 56.
Sassi, F., Belloni, A. and Nugent, R., 2018. Equity impacts of price policies to promote healthy
behaviours. The Lancet.
Swinburn, B., Kraak, V. and Magnusson, R., 2015. Strengthening of accountability systems to
create healthy food environments and reduce global obesity. The Lancet. 385(9986).
pp.2534-2545.
Trevena, H. and et.al., 2015. Protocol for a cluster-randomised trial to determine the effects of
advocacy actions on the salt content of processed foods. BMC public health. 16(1). p.75.
Wood, R.C., 2018. Strategic questions in food and beverage management. Routledge.
Online
Schatz, T., 2018. What Makes Teamwork Effective?. [Online] Available through:
<https://smallbusiness.chron.com/teamwork-effective-694.html>.
Zeiger, T., 2018. The Impact of Power and Politics in Organizational Productivity. [Online]
Available through: <https://smallbusiness.chron.com/impact-power-politics-
organizational-productivity-35942.html>.
15