Exploring Organisational Behaviour and Leadership Theories

This report explores the concepts and philosophies of organisational behaviour, including Custodial and Collegial philosophies. It also discusses how these concepts inform and influence behaviour in both positive and negative ways. The Path-goal theory of leadership is explained, highlighting the importance of effective motivation and communication. The Tuckman model of team development is used to illustrate the different stages a team goes through. Finally, Handy's model of organisational culture is discussed, showing how different cultures can impact employee behaviour and performance.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1. Impact of organisational culture, power and politics upon individual and team
performance............................................................................................................................3
M1. Critical analysis of the influence of culture, power and politics on individual and team
performance............................................................................................................................6
TASK2.............................................................................................................................................7
P2. Content as well as Process motivational theories.............................................................7
M2. Influencing behaviour through effective application of motivational theories...............9
TASK3.............................................................................................................................................9
P3. Effective team v/s ineffective team..................................................................................9
M3. Team development theories for development of dynamic co-operation......................12
TASK4...........................................................................................................................................12
P4. Application of philosophies as well as concepts of organisation behaviour.................12
M4. Critical evaluation of impact of organisational behaviour on individual and team
behaviour..............................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour refers to the sequence of management activities which are key
to understanding, predicting and influencing the behaviour of individuals within an organisation.
This can also be defined as the study of the manner in which people tend to act within the group.
This study is necessary for enhancing work performance, raising the job satisfaction and
encouraging innovation within the organisation through effective leadership. This report is
conducted on A David and Company Limited which is a medium-sized organisation of UK
engaged in food and beverage industry. This report will explain the influence of culture, politics
and power on the behaviour of others in the company. This will further assess the various
methods to motivate the individuals and teams to accomplish desired goals and objectives
(Agarwal, 2014). This report will also demonstrate on how to cooperate effectively with others.
Then later part of the report will apply various concepts and philosophies of an organisational
behaviour within an organisation.
TASK1
P1. Impact of organisational culture, power and politics upon individual and team performance
Organisation culture is a system of shared assumptions, values and beliefs which governs
or regulates the behaviour of people in an organisation. It also includes the expectations of an
organisation, experiences, philosophy and value that holds it together (Afsar and Badir, 2015).
Every organisation develops and maintains a unique culture which provide guideline and
boundaries for the behaviour of the members of the organisation.
Handy model of organisation culture
Developed by Charles Handy and Roger Harrison, this model is used to gain an insight
into the four types of cultures that are found within an organisation. In this regard, this model is
applied in context of A David & Co. as follows:-
 Role culture: This culture in an organisation is concerned with various rules and are
highly controlled. Power is a role culture in an organisation which is determined by the
individuals position in the company. This type of culture is found in bureaucratic
organisations where there is low degree of cooperation and low power distribution. If this
type of culture exist in the company then, it will offer security and opportunity for
individual and teams to learn expertise knowledge. Also it helps individuals and teams in

promotions by rewarding the performances of the people at pay scale when they are met
up to the standard level (The Tuckman Model of Team Development, 2017).
 Power culture: Within A David & Company, power is generally held by certain top
authorities whose influence is spread across organisational premises. This controls
radiates from the centre, swift decisions are possible, few rules and little bureaucracy.
Therefore, this type of culture determines entrepreneurial organisation because it has high
cooperation level and low power distribution. If this culture is adopted in the organisation
then it will be useful in evaluating what is expected from them and perform accordingly.
Than it results in happy and satisfied organisation which effectively accomplishes the
goals and objectives of the company by improving individuals and team behaviour while
contributing in raising their performances.
 Person culture: Within this culture, employees consider themselves superior to
organisation. It is usually found in professional organisations where employees have full
in dependency, highly educated and work with their own experience. They have low
cooperation and high power distribution (Baldoví and et. al.,, 2014). If organisation
adopts this culture, then every individual and team will work effectively in order to
contribute to their best. This is because everyone thinks their position as superior.
 Task culture: This culture organises teams in a company which are formed for the
purpose to address specific problems. In this power is derived from expertise as long as
team requires expertise. There is high cooperation and distribution of power is also high
in which employees are high experienced professionals and are problem solving oriented.
If organisation adopts this culture, then this will result in improved performances of
teams and group because of people prefer to work at this culture as it emphasis on
groups, expert powers, rewards, etc.

Source : Handy Model of Organisational Culture. 2018
Power refers to the authority of an individual to be able to influence a group or person.
This is the potency of the individual to get things done the way one wants them to be done
(Bonanni and Cafazzo, 2014). There are various types of power which can be used by the David
company and limited and they are discussed below :
 Legitimate power: This is based on the agreement and commonly held values which
allow a person to have authority over another individual. It can be formal or informal.
When this power is used within A David & Co., this tends to improve the performance of
individuals as well as teams as they become aware of the roles and responsibilities which
are required to be performed by them.
 Reward power: This is concerned with one's control and allocation of material resources
and rewards. In the organisation it is based on control over salaries, commission, wages,
etc. When this power is implemented within A David & Co., this tends to motivate
individuals and teams to perform better as every person wants some or other form of
reward in response to the performance delivered by them.
 Coercive power : It is derived from the individuals ability to influence other via threats,
punishments and sanctions. This is concerned with punishing, fire, reprimand another
Illustration 1: Handy Model of Organisational Culture. 2018

employee. If this power will be practised in the company then this will affect the
performance of the individuals and team adversely (Chumg and et. al., 2016). Post
implementation of this power within A David & Co., this tends to create fear among
individuals and teams as every person wants to work in comfortable, healthy and safe
environment.
 Expert power : This is derived from processing knowledge and expertise in a specific
area. Such people are given great importance in an organisation because of their problem
solving skills. When A David & Co. practices this power, this tends to create a favourable
result for the individuals and team and improve their performance with the aid of training
sessions and guidance.
 Referent power : It is a power of an individual over the team which is based on high
level of admiration and respect for the power holder. When this power is exercised within
A David & Co., it helps in developing healthy relation between superiors and
subordinates thereby contributing towards the development of teams and individuals.
Politics in the organisation is the use of power and social networking in the company to
attain the changes that are advantageous for the individual and organisations. This is required to
obtain benefits which are beyond the control of the company and helps in getting things done at
the right time (Clark and et. al., 2017). Organisation must practice effective politics because it
will be useful in developing individuals and team behaviours and performances through effective
motivation, following various legislations which protects the interest and rights of the people.
M1. Critical analysis of the influence of culture, power and politics on individual and team
performance
Culture : There are various types of organisational cultures and each culture has a
positive and negative influences on individual and team behaviour and performances. As
organisation al culture is friendly and comfortable then it influence team and individuals
performance positively as they are perform effectively with full potential. In case if the culture of
the firm is not friendly individuals or team hesitate to discuss any thing with one another so their
performance get influence negatively.
Power : It is the ability or potency to influence other for making work done. There are
various types of power which affects the performances of the individuals and team. If power is

provided to the team and individuals so they perform effectively as they do not has to depend
upon their seniors for small things. This may develop their performance.
Politics : It is the actions or activities concerned with achieving and using power in the
organisation. This must be followed smoothly and by maintaining stability in the company to
accomplish goals and objectives (Green and Peloza, 2014). This can influence performance of
the individuals and teams as politics are performed in firm as negative manner so they may staff
not able to perform effectually.
TASK2
P2. Content as well as Process motivational theories
Motivation is a word which is derived from the world motive which means needs and
desires within a individual. Motivated team and individual serves as an important asset for the
organisation. A company will use different theories of motivation such as content and process
theory. Content theory are also known as need theories (King, 2017). It figures out about the
needs and desires of individuals in order to motivate them by fulfilment of these needs. There are
many types content and process theories which will be used in the David and company limited
and they are discussed below:-
Content theory
Maslow's need hierarchy theory
 Physiological needs : These includes things that are necessary for a individuals survival
for example food, water, breathing, and homoeostasis. These are the most dominating
needs of all type (Knies and Leisink 2014). David and company limited will satisfy these
needs of individuals in order to increase their level of motivation through satisfaction.
 Safety and security: Safety needs refers to a person's desire for security which includes
security against financial risks, illnesses and accident. People want to formulate orderly
conduct in their lifestyle and thus the need for safety significantly contributes to their
behaviour.
 Social needs :This includes things such as love, acceptance and belongingness. In order
to avoid problems such as loneliness, depression and anxiety organisation will satisfy
these needs so that individuals fell motivated at work place and their work may not get
effected by such problems.

 Esteem needs : It becomes extremely important to employees to gain respect and
appreciation for the work done by them. Organisation will satisfy these needs in order to
ensure that employees feel valued and they feel that they are making a contribution to the
world by their work (Omar and et. al., 2016).
 Self actualization needs : Maslow explained these needs as peoples desire to achieve
full potential as human beings. It reflects an individual desire to grow at their best
potential. These needs are never fully satisfied as there are always new opportunities to
continue. An organisation will provide different opportunities to them in order to
motivate people to strive for their best potential.
Source : Maslow's hierarchy of needs. 2019
With the implementation of this theory within A David & Co., the managers as well as
leaders of this enterprise aim at fulfilling the personal and organisational needs and requirements
of employees. This tends to motivate the workforce to utilise their full potential and deliver
effective and efficient performance. When employees get encouraged to deliver performance as
per the set targets, the organisational goals and objectives can be achieved in a timely manner.
Process theory
Illustration 2: Maslow's hierarchy of needs. 2019

This address the issues related to cognitive and rational process thereby focussing upon
behavioural and psychological procedures which tend to encourage individuals. It deals with the
issues relating to process works.
Vroom's expectancy theory
This theory is based on the assumption that an individual behaviour depends upon the
choice made by him in comparison to the given choice. That means a individual chose one
behaviour over another with an expectation about result.
Victor Vroom used an formula
Motivation force = Expectancy * Instrumentality*Valence
 Expectancy : It states that employees level of motivation will depend upon there needs
for rewards. It is a faith that better performance will lead to better results. Organisation
needs to ensure individuals gets fair rewards so that their expectation and hard work
results in achievement of set goals (Pennington, 2014).
 Instrumentality : It refers to belief if a individual perform well then valued outcome will
be received . First value item will result in second value results. Organisation will use this
theory to motivate employees by making good promises of additional rewards that can
be in the form of bonuses or promotions.
 Valence : The end result differs from individual to individual because it depends upon
their own basic needs requirement . Organisation will find out what individual need and
what motivates them as one might value money and other might value number of holiday
provided by organisation. Organisation will use this theory to find out about each
individual value process in order to keep them motivated.
Here, by applying this theory within A David & Co., enterprise tends to provide choices
to employees to choose work as per their own accord on the basis of factors like skills,
knowledge, competence, abilities and experiences. When employees get work as per their choice,
they get motivated to perform in an effective and efficient manner.
With the help of both the theories firm can able to motive staff to attain the objectives
effectively. Through both the theories Maslow's need hierarchy theory and Vroom's expectancy
theory, respective company can know about their requirement if they are fulfilled then
organisational objectives can be performed effectively. By vroom's expectancy theory, firm can
fulfilled only when their right resources are available, skills required for doing job and essential

support, motivate in performing effectively and result in increasing productivity, identifying
values as well as need of their employees and provide them appropriate benefits
M2. Influencing behaviour through effective application of motivational theories
By effectively applying Vroom's expectancy theory and Maslow's need hierarchy theory
within A David & Co., the organisation can gain success in influencing the behavioural
characteristics of individuals and aligning them towards the achievement of organisational goals
and objectives. By applying Maslow's need hierarchy theory, respective firm can able to
influence the behaviours of the teams and individuals as all the requirements of the team and
people are accomplished such as Physiological needs, Safety and security, Social needs, Esteem
needs, Self actualization needs. Through this motivational theory they will perform effectively
with full potential and attain the objectives of the company. With the help of Vroom's expectancy
theory company can motivate employees giving fair rewards, by making good promises of
additional rewards that can be in the form of bonuses or promotion, value money and other might
value number of holidays etc. all this influence the behaviour of the team and individuals.
TASK3
P3. Effective team v/s ineffective team
In an organisation, everyone work with one or the other person or in team. It stresses on
collective performance where the members are individual and mutually responsible (Rock,
2014). Therefore, the David company and limited will create team to bring together group of
people with complementary skills and interest to work towards the attainment of organisational
goals and objectives. These teams not only bring together the different kind of people who poses
numerous skills but also enhances the communication level which is higher on teams. There are
different types of teams which are formed for different purposes and they are discussed below :
 Functional teams : These teams are concerned with the group of people within the same
work area or department who meet on daily basis to analyse customer needs, solve
problems, promotes continuous improvement. They are permanent teams and usually
works on ongoing goals and objectives (Samraj, 2014).
 Problem solving teams : These types of teams are temporary in nature and are formed
for the purpose of solving an issue or problem. Its aim is to help the organisation to come

up with a relevant solution so that they can improve their performance and reach at next
higher level.
 Virtual teams : It is a any type of team which communicates by using digital modes and
easier communication enables people t develop team based on strength and weakness
rather than geography.
 Cross functional teams : This team considers members of different departments and a
team tackles specific tasks which requires different expertise and inputs (Smirnov and et.
al., 2014). It is usually happened when a new product is launched in the market.
 Self managed teams : In this each team members brings a certain set of skills to make
informed decisions, complete assignments and deliver services for customers. In this, the
team members feel highly motivated because they have the power to make decisions.
A David & Co. use self managed teams in order to effectively carry out work within the
organisation as the individuals who are part of this team are highly motivated personnel who
work for the achievement of organisational goals and objectives in a timely manner.
Tuckman Team Work Theory
A David & Company use this theory as discussed below :-
 Forming : This is the first stage of team development in which members try to explore
and understand the behaviour of team members. This is an effective stage as here people
are polite and try to adjust themselves as per the team (Handy Model of Organisational
Culture, 2018).
 Storming : In this stage, members begin to compete with one another for status,
leadership and control. This stage is quite effective as this helps to resolve the issues
related to role of individuals in a group.
 Norming : The members begin to move towards cohesive manner and establishes a
balance between various conflicting forces. The effectiveness of this stage can be
demonstrated with the fact that this stage develop a cooperative feeling among the team
members.
 Performing : In this, the team make efforts for the performance of work and
accomplishment of organisational goals and objectives. This stage is effective as here
members trust each other and work collectively for the attainment of set goals.

Source : The Tuckman Model of Team Development. 2017
Difference between effective and ineffective teams
Basis Effective team Ineffective team
Atmosphere This team has an open
atmosphere where people are
highly participative in the
activities and also free from
threat.
This team does not have open
surroundings and people are
forced with threat and fear to
work which often affects their
mental ability.
Rewards They have clear policies
regarding the rewards and
based on contribution of the
groups through peer
recognition.
In this the reward system is not
clear and justified and people
are often rewarded through
subjective and arbitrary
appraisals.
Illustration 3: The Tuckman Model of Team Development. 2017

M3. Team development theories for development of dynamic co-operation
Every organisation needs people to work with the cooperation of whom is needed to
accomplish the goals and objectives effectively and efficiently (Szczepańska-Woszczyna, 2015).
The theory of Tuckman has explained the various stages which are useful in making team work
effective. Also there are various kinds of teams in every organisations which are formed for
different purposes.
By analysing team and group development theories to support the development of
dynamic cooperation. It is seen that tuckman theory helps them to achieve the objectives by all
stages such as forming, storming, norming, performing and adjourning. As this help them to
create such activity for effective working of team, to start sort itself out as well as gain trust of
each other, building supportive working environment as well as team members now know each
other in better manner, continue work for progress for keeping fruitfulness of group, to take
decision independently, to ensure that team designed is perspective in nature etc.
TASK4
P4. Application of philosophies as well as concepts of organisation behaviour
The path goal theory
This theory consist of three parts and they are discussed below which will be beneficial
for the David company and limited.
 Leader behaviour : Motivation is a very crucial element in leadership and plays a
significant role in path goal theory of leadership. So leader behaviour is describe the four
leadership styles in the company namely, directive, supportive, achievement oriented and
participative.
 Contingency factors : It assumes that leader are flexible and can adapt themselves in
contingent situations. This is influenced by the environment, work and characteristics of
the employees.
 Investigating motivation : This theory gives an assurance to the organisation that leaders
can improve the output by influencing and motivating their employees and guiding them
towards accomplishment of goals and objectives.
Some types of leadership are as follows:

 Directive – In the directive leadership style, leader give guidance to employees and let
them experience what is expected from them as well as how they have to do activity so
that objectives can be accomplish. Directive leadership style will be use in David
company and limited when task are unstructured as well as difficult to completed or in
the situation when personnel are not experienced.
 Supportive -It is an leadership style in which support are provided to personnels by
showing concern for their welfare as well as develop friendly working environment.
Apply supportive leadership style in David company and limited result in providing job
satisfaction to employees. It play important role when task are full of stress as well as
risky or boring.
Philosophies of organisational behaviour - Organisation behaviour have numerous
philosophies some of them are described below :- Custodial – This states that before giving task to any employ it is necessary to provide
proper training so that work will have performed in effective manner. Along with this,
manager of David company and limited has to provide some monetary benefits because it
is best source of motivation. This also result in reducing employee’s turnover ratio.
 Collegial – As per this philosophy work should be assigned to every staff member
working within David company and limited. So, through this Collegial philosophy
employee feel motivated through authority given to them as well as behave in discipline
manner. Because there is some responsibility given to them and they have to perform it in
effective manner.
M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour
in both a positive and negative way
If the behaviour of leader is supportive and participative then they will be able to create
friendly, safe and good atmosphere for working which will make people feel comfortable and
assure security to them so that they will work with full zeal and confidence towards the
accomplishment of goals and objectives (Teslya and et. al., 2014, September). But if leader is not
effective and lacks the necessary skills like communication or ineffective motivation then this
will lead to the poor performance of the people in the company which can affect the goals and
objectives.

Both concepts and theories of organisational behaviour influence the behaviour positively
and negatively. As Collegial philosophy employee feel motivated through authority given to
them as well as behave in discipline manner and Custodial result in reducing employee’s
turnover ratio. This may influence behaviour positively as they are more encouraged. Path-goal
theory of leadership points towards a leader who motivates and helps the assistants about the
actions and behaviour which is if followed, will lead to accomplishment of objectives. Moreover,
it also impact negatively as individual or team always expect something in context of work. In
case not facilitated they may not perform effectively.
CONCLUSION
From the above report it has been concluded that organisational culture, power and
politics has a strong influence on team and individual behaviour. This has been elaborated with
the help of Handy model of organisations culture. Various content and process theories of
motivation have been explained to influence employees within the company. Also, team and its
various types are explained in detail which influences the various purposes of establishing teams
with the help of tuckman theory of team. The path goal theory is also explained to influence the
negative and positive behaviour of the people and organisation.

REFERENCES
Books and Journals

Online
Handy Model of Organisational Culture. 2018. [Online]. Available Through:
<https://www.toolshero.com/management/handy-model/> .
The Tuckman Model of Team Development. 2017 [Online] Available Through:
<https://generativityllc.com/blog/2017/9/1/the-tuckman-model-of-team-development>.

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