Annotated Bibliography of Organizational Behavior and Management Studies

The provided content includes 15 academic articles and books related to organizational behavior, management, and leadership. The topics covered include measuring organizational citizenship behavior, the dark side of organizations, strategic customer branding, and the impact of narcissism on work behavior. Other articles explore issues such as effective implementation of ISO 9001, job satisfaction among lecturers, and the relationship between dominant leadership behavior and job satisfaction. Additionally, there are articles discussing the role of intrinsic motivation in changing clinician behavior, corporate social responsibility, and the influence of emotions on decision-making. The texts also touch upon topics like organizational commitment, human capital theories, and leadership style evaluation.

ORGANISATION BEHAVIOUR

Table of Contents
Introduction..........................................................................................................................................4
Task 1....................................................................................................................................................4
a) Compare organizational structure and culture of Caligari and Zizzi......................................4
b) How structure and culture of Caligiri impacts performance in the nation.............................5
c) Explain factors that influence employee behaviour at work in Caligiri ................................6
Task 2....................................................................................................................................................7
a) Compare effectiveness of various leadership styles and suggest one suitable for restaurant. 7
b.) Explain how organisation theory underpins practice management at restaurant...................7
c.) Evaluate different approaches of management by taking another organisation....................8
TASK 3.................................................................................................................................................9
a.) Discuss effect of various leadership style on motivation.......................................................9
b.) Compare numbers motivation theories for organisation......................................................10
C.) Select one motivation theory to implement in the cagliari firm..........................................10
TASK 4...............................................................................................................................................11
a.) Explain the nature of the group and team behaviour in the organisation.............................11
4.2 Explain the factors that are hindering the improvement of the team work and also how
effective teamwork can be boost Cagliari.................................................................................11
4.3 Evaluate the impact of technology on team functioning ....................................................12
Conclusion .........................................................................................................................................13
References..........................................................................................................................................14

INTRODUCTION
Organizational behaviour is study on people for their communication in the team or groups.
This research help the firm to conduct efficient business in the nation or world. It is utilized for
human resources in order to increase their output in the firm (Meurs and et.al., 2013). Cagliari is
leading restaurant in United Kingdom. It provides Italian food to its consumers in many areas of the
nation. The present report defines relationship between organisational culture and structure in the
firm. It also state behaviour of individual during the working period. It also introduce the effect of
organizational structure and culture on performance in the country. It also describes various
leadership styles in the enterprise. Further, it evaluates the different approaches for management in
the organisation. In an addition, it also stresses on motivational and leadership theories in the firm.
It also represents effective mechanism to develop teamwork in Cagliari restaurant.
TASK 1
a) Compare organizational structure and culture of Caligari and Zizzi
Generally comparison of organisational structures and culture is classified in two parts. It is
described below the paragraph.
Structure of Caligiri: Organisation follows hierarchical structure. All decisions are taken by top
level in the firm. Lower level management not have power of authority(means power to take
decisions) in the Caligiri. Conflicts are arise in between different functional levels in the
organization because they do not accept changes in work life. There is absence of communication
from lower level to top management (Coghlan and Brannick, 2014). Decisions are flow from top to
bottom but suggestions are not flows bottom to top level management in the Caligiri .
Structure of Zizzi: Employee has power to takes decision in his functional area and they ready to
accept changes so there is minimum chances to develop conflicts in the Zizzi. There is appropriate
communicative procedure in the firm. Organisation decisions and suggestion flows accordingly its
necessity. Some critical decisions are taken by top level management and there are also some
experienced persons in every department who takes decisions to manage work in the Zizzi (Caesens
and et.al., 2015). Employee of corporation has power to takes decision in his functional area and
they ready to accept changes so there is minimum chances to develop conflicts.
Culture of Caligiri: Bureaucratic structure is present in Caligiri restaurant's culture. There work
procedure is rigid and excessive command over the employees in the firm. Employee turnover is
there due to lower motivation level in its workers. In the Caligiri restaurant there is absence of
affection from the workers so they not feel attachment with the organization. Employees of
corporation do not work properly so customers are not satisfied (Swarna Nantha, 2013). Training
and development programmes are not conducted by the organization so its employees not having

growth.
Culture of Zizzi: Organization follows pragmatic culture. In Zizzi, working style has flexibility
change according to the situations. Employees turnover are not present here because they are highly
motivated with its working environment. Employees of organisation are hard-worker and feel
affection with the restaurant (Ruzaman and Sakka, 2015). In addition, services of Zizzi are
customer oriented and properly managed by workers so clients are satisfied. Worker of firm is
highly upgraded, professional and skilled because company works on development programs to
enhance skills of workers.
b) How structure and culture of Caligiri impacts performance in the nation
Structure as well as culture of Caligiri organisation highly impact the on its performance in
the nation.
Structural impacts: In Caligiri restaurant, organization structure is hierarchical. All control of
decision making is done by top level management in the firm. So there are chances to delay in
taking decision (Cheung-Judge and Holbeche, 2015). They do not easily accept changes because
employees are already frustrated with the working environment of corporation. Employees of
Caligiri restaurant is demotivated with working style of the organisation. So the efficiency of
workers is also low in the firm. There is lack of effective communication so orders are not flow
effectively and the result is command will not be obey by employees in the enterprise. With the
absence of proper convey same as suggestions also will not recessive by management. Conflicts
always arise due to miscommunication in the organisation.
Cultural Impacts:The working culture of Caligiri restaurant is rigid and command on power to
take decision. Then Employees are not feel free. They work in demotivated position in the firm.
Workers of restaurant are not attached with the culture of organisation. They do not provides
satisfaction to its customer because proper services not avail by the restaurant. There is lack of
training and developing program. So employees of Caligiri is facing problem due to lack of
professionals knowledge. Level competencies of staff members is so lower in the firm because they
are not upgraded with present scenario (Linstead, Maréchal and Griffin, 2014).
c) Explain factors that influence employee behaviour at work in Caligiri
The factors those effected working behaviour of employees. It is represented below the
points.
Leadership- Leadership is the activity which is managed by the managers (as leader) on the work
place. It influences behaviour of the individual employee as well as group. In case of the restaurant,
the manager of Caligiri is strict. So, workers do not feel good and relaxed in the environment. The

leaders present in firm do not guide his employees to get better efficiency in work and properly
assign day to day working profile (Ou, Shih and Chen, 2015). This leads to increased employee
turnover, decrease in motivation and productivity of the Caligiri restaurant.
Work Culture: If positive Working culture is followed in the restaurant then it may make the
employees happy and enthusiastic. It may further increase productivity of work. Policies and rules
should same for every employee. Transparency at all level is required. in the situation of crises Boss
should Provides proper counselling to its workers (Jena and Goswami, 2014).
Job Responsibilities: Boss should motivates to his employee to perform work progressively batter.
He/she encourage improving skills time to time to his subordinates. Don't creates overburden of
work (Boddy and et.al., 2015).
Effective Communication: Communication is important at the all level of Caligiri. Employee
doesn't works effectively without communicate each others. Here, the need on part of management
is to convey important decisions taken by the managements (Meurs and et.al., 2013). It is essential
to express views, problems, grievances and suggestions.
Family and Personal Life: When an organisation appoint the eligible person as employee at first
check background because it effects working productivity and efficiency of employees (Willman,
2012). For example: If employee is belong to poor family then there may be chances to theft
stationary. Conflicts in personal life also affect present task. It creates stress and irrational behaviour
of the employee.
Relationship at Work: In caligiri restaurant worker need to talk, discuss and express feeling or
experiences is important to reduce work Borden (Seppälä and. et.al., 2012). The interaction of
employees is necessary for avoid conflicts. Boss should not shout on its subordinates.
TASK 2
a) Compare effectiveness of various leadership styles and suggest one suitable for restaurant
There are various Leadership styles in the organisation which impact organization’s growth
and its operations.
Autocratic Style: In this approach, management of restaurant does not involve any type of
employees in the decision making process. This type of leadership is beneficial in specific
condition. For example, if top level management of Cagliari make any strategic plan by excluding
all its employees in order to provide better growth in the market. This approach also aids the firm
to develop any type of plan very fast in the firm (Gonos and Gallo, 2013). This process also
provides good monitoring process by supervising every activity of employees in Cagliari. It also
provides complete control on operations of restaurant because outcome is totally controlled by its

managers.
Democratic Style: This approach includes all the important employees in decision making process
within the restaurant. There are many advantages of this method in Cagliari. This process also
increases motivation of employees in the organisation by showing their value in the company.
Further, this improves the efficiency and productivity of the firm (Jackson, Schuler and Werner,
2011). It also provides new ideas and concept which can give optimistic benefits to the Cagliari.
This helps in increasing the creativity in staff members within firm.
Laissez faire style: In this method, only employees takes decisions for the organisation. Managers
of restaurant provide this power to make decision in the corporation. This approach provides high
level of job satisfaction in the firm (Chen and Tan, 2013). It also gives full autonomy to employees
regarding working in Cagliari restaurant.
As per case concern, organisation can use democratic style to improve its operations. This
strategy can be fruitful for the restaurant because many executives are demotivated because of
autocratic approach which is followed in the Cagliari. These things create conflicts between
employees and management. Staff members can be internally inspired to do effective work by
associating decsion making process of restaurant (Nargesi and et.al., 2013). It will further increase
the loyalty of employees towards the firm by implementing democratic style. This will help in
improving the performance and productivity of organisation in the market of UK. This way,
Cagliari can earn maximum profit in the United Kingdom.
b.) Explain how organisation theory underpins practice management at restaurant
Mainly, corporation can use administrative theory which underpins practice of management
at restaurant in the United Kingdom. This research is given by Fayol to complete the organisational
tasks very effectively. This process also includes the concept of staff, line, committees and
functionality of management in the Cagliari (Pielström and Roces, 2012).
Organization can use division of work which help to enhance its managerial and operational
work. Corporation can also give authority and responsibility to employees for completing
organisational objectives and goal. Management of restaurant can create effective rules and
regulations which help in maintaining the discipline in working premises (Mullins, L.S., 2013).
Cagliari can appoint its manager’s every area who can provide effective orders to the employees
for proper working. This approach can help firm for maintaining of its unity of command
Organisation can also provide training to the employees to work together for completing goal and
objectives. This process can also aid to the firm for unity of direction (Coghlan and Brannick,
2014). Management of Cagliari can also provide good salaries, bonus, incentives, proper duty time
and non financial rewards. This process also helps the firm to achieve efficiency and performance in

the market. Management of corporation can also divide its work various departments which can
also help to reduces intern departmental conflicts. Organisation can follow equity rule to keep
transparency in the work. This approach also contribute optimistic role to increase the loyalty in
employees towards Cagliari.
Restaurant can also provide job security and medical insurance to its employees. Further, it
can oblige the employees to stay in the enterprise. It will also assists in increasing the performance
of staff members in the corporation. Management of restaurant can also provide opportunity to take
initiative for employees (Caesens and et.al., 2015). This approach can help the individual to
increase the confidence level which can give benefit to Cagliari to enhance growth in the market.
Organisation can also use line and staff concept because these personnel are directly connected with
organisational objectives. This process can also help the firm to complete goals in the market.
Corporation can also make committees of various employees including managers in different areas
to take any type of effective decision (Glassman and et. al., 2013). This process also helps the
restaurant to make its operations easier. Enterprise can also use proper functionality like planning,
organizing, controlling to manage its working for employees
c.) Evaluate different approaches of management by taking another organisation
There are many approaches of management which are different from Prezzo restaurant in the
United Kingdom. Cagliari follows extremely autocratic style which is de-motivating employees in
the firm. According to Hao (2012), Prezzo restaurant adopts democratic approach for it staff
members. This process is inspiring workers of the organization towards its work. This method is
also improving performance and efficiency of the restaurant (Hao, Kasper and Muehlbacher, 2012).
Cagliari also uses extremely hierarchical structure which impose many restrictions on its
employees. The restaurant further gives higher financial targets to workers which are not feasible to
meet as per the present situation in the market. This process is increasing inter departmental conflict
in the enterprise (Ruzaman and Sakka, 2015). On the other side, Prezzo restaurant uses hierarchical
approach but it provides effective autonomy to its employees which internally motivate them in the
firm.. Because of this, firm is not facing inter- department issues in the organization. In Cagliari
restaurant, there are so many issues between workforces because many of employees are from
different countries. So it creates language problem for workers in the firm. On the contrary note,
Prezzo also holds diversified workforce but there are no conflicts between staff members because
corporation conducts training and extra activities in regular time intervals which improves
relationship between employees. Mainly these all process is affecting the growth of Cagliari in the
market (Willman, 2012).

TASK 3
a.) Discuss effect of various leadership style on motivation
Various leadership style also affect motivation of employees in the Cagliari. It is described
below the paragraph.
Currently restaurant uses autocratic leadership style in the organisation. This approach is
highly demotivating employees of the firm. This process is creating dissatisfaction in staff members
which becomes cause of employee turnover in the Cagliari. In an addition, this leadership style does
not consider any request of workers in the organisation. This method is increasing conflicts between
managers and staff members which is directly affecting productivity of employees in the firm
(Verkhohlyad and McLean, 2012). It is also affecting the financial condition of Cagliari in the
United Kingdom. Frequency of Customers is also reduced as comparison of previous years due to
lack of service. These things are directly decreasing the profit of restaurant in the market.
Mainly corporation can adopt democratic style in the Cagliari. This process has also many
positive impacts in the organisation. This approach can increase the internal motivation of
employees by including them in the decision making process of firm (Chen and Tan, 2013).
Management of rest can take many ideas and concepts from them in the meeting. This process can
also positively inspire the staff members of cagliari. It can also contribute effective role to increase
honesty of workers towards firms. This approach can also oblige the employees to complete their
duties and job in the organization (Gibbins-Klein, 2011). As result, this type of motivation can
greatly help the enterprise by increasing performance and efficiency in the market of United
Kingdom. This process also aid the Cagliari to increase consumers rate in restaurant. By adopting
democratic style, organisation can earn huge in the market by providing effective services with help
of employees.
b.) Compare numbers motivation theories for organisation
There are many motivational theories which affect the performance of employees within
Cagliari in United kingdom.
Mainly, Reinforcement theory is divided in positive, negative, punishment and extinction.
On the other side, Maslows theory is categorised in five parts like basis needs, safety,
belongingness, esteem as well as self actualization. As per reinforcement theory, organisation can
provide fully attention to remove the weakness of employees in Cagliari within the first phase
(Cheung-Judge and Holbeche, 2015). This process can also improve the efficiency of workers in the
organization. It can also improves teamwork in the restaurant. On the other side, Maslows theory
does not emphasize to eliminate weakness of staff members in the starting phase. This process can
affect performance of Cagliari in the market (Lowenstein, 2015). Firm can face many problems in

the nation. As per Reinforcement theory, organisation does not provide more concentration on
salaries of the workers in the starting phase. If staff members provides good efforts for firm then
restaurant gives good salaries to them. Some times, this process may demotivate the worker in the
firm. Employees of the Cagliari can leave the restaurant in the UK. On the contrary note, if
organisation implement Maslows theory then this approach also provide good motivation to the
worker by completion of its basic needs like better salaries (Meurs and et.al., 2013). This process
can externally inspire the employees to do optimistic work in the organization.
C.) Select one motivation theory to implement in the cagliari firm
As per present situation of Cagliari, managers can choose Maslow theory to increase the
motivation in the workers. Mainly, employees of firm are highly disappointed with managers. This
method can help the firm to attract the concentration of employees towards leaders by providing
good benefits. In an addition also, it can also aid the managers to improve their image front of
workers in the firm (Needie, D., 2010). This approach can also help the Cagliari to remove
problems of staff members. It can also aid the employees to accomplish its basic needs in the
corporation. Organisation can give better salary to the its employees. This process can inspire the
staff members externally in the corporation. Employees of Cagliari can contribute effective role to
complete their tasks in a appropriate manner. Managers of restaurant can also provide various safety
needs such as work safety, job security, health insurance for workers (Nargesi and et.al., 2013). This
process can also increases the loyalty towards the firm. It also help the organisation to reduce
employees turnover. This way, Managers of Cagliari can manage good relationship with their
executives by providing these facilities. Management of corporation can also completing
belongingness need by including decision making process and creating extra activities. This way,
organization can change the perception of employees by taking new ideas and concepts (Pielström
and Roces, 2012).
TASK 4
a.) Explain the nature of the group and team behaviour in the organisation
The nature of group and team behaviour can be interpreted with the aid of Tuckman theory.
If the employees of Caglari restaurant can participate in a restaurant event to create a new dish. So
team behaviour can be considered with the contribution of This theory.
Forming: In this approach, manager of the Cagliari can develop new team for dish making in the
event. Employees of the restaurant can do this job together to make new food. this way, They can
know the activities, nature as well as attitude of their other executives in the programme (Tuckman,
2010)
Storming – In this method, various kind of conflicts can occur among the workers of Cagliari in

respect of dish preparation because every worker try to do its job in a distinct way in the event
(Seppälä and. et.al., 2012). So it generates so many issues for managers in this event.
Norming: In this step, employees of the Cagliari attempt to solve their complexities through
effective interaction in the restaurant event. They also provide respect to managers regarding their
order completion. They develop strong loyalty in respect of dish development process (Swarna
Nantha, 2013). Employees of Cagliari gives effective contribution to develop optimistic
relationship.
Performing and Adjourning: After the previous step, Staff members make dish as per their plan in
the event. Employees of Cagliari shows optimistic corporation towards their job in the programme.
Then after, managers of restaurant measures performance of the employees and gives their reviews
regarding improvement in the event (Gibbins-Klein, 2011).
Conclusion
From the task, it can be concluded that tuck man theory contribute effective role for Caliari
to develop effective dish in event. Further, it helps the organisation to improve behaviour of
employees in programme.
4.2 Explain the factors that are hindering the improvement of the team work and also how effective
teamwork can be boost Cagliari
There are many factors that impact the appropriate teamwork in the enterprise which are
represented below the points.
Leadership: Generally leadership style of Cagliari is totally autocratic. Top level management does
not associate with middle level managers and staff members in decision making process in firm
(Seppälä and. et.al., 2012).
Organisation Structures and Culture: It is also valuable reason which is creating bad impact on
the team work in corporation. Cagliari utilizes hierarchical structures and bureaucratic culture in
organization premises. So in coordination among various sections such as sales, purchase, operation
and human resources is not optimistic due to huge conflicts in restaurant (Boddy and et.al., 2015).
Team Work: Staff members does not able to realize their responsibilities in the Cagliari. Mainly
many employees are from diversified culture in firm. They are also belong to from different nations.
This thing is also enhancing complexities among staff members due to poor communication and
lack of defined roles of workers in the Cagliari (Van Aaken, Splitter and Seidl, 2013).
To recover from this issues, enterprise has to concentrate on various aspects. Some of them
are represented below the points. Cagliari can improve the interaction of staff members through
training procedure in the with help of effective trainer. Restaurant has to eliminate the autocratic

leadership style. Management of firm should utilize democratic approach to improve performance
of employees. Cagliari should associate important executive and managers to take appropriate
decision in the meeting. Organization should take recommendations from managers in respect of
improving work style so that performance and efficiency of overall system can be raised. Cagliari
can generate optimistic from market (Linstead, Maréchal and Griffin, 2014).
4.3 Evaluate the impact of technology on team functioning
In digital era, restaurants and hospitality industry are concentrating toward effective use of
new emerging technologies in their business to enhance flexibility of customers. Managers of
Cagliari are using different technologies including video conferencing, database tools , internet and
extra-net to communicate with team-members at strategic level. For example, if enterprise will use
these technologies effectively then team-members will motivate to give their best at workplace
(Glassman and et.al., 2013). On the other side, Intranet and emails, enterprise relationship
management software and direct interaction strategies are used by managers of restaurant to
communicate with their team-members at tactical level. Technologies used by managers of
restaurants helps them to overcome communication gap between different level of enterprise (Chen
and Tan, 2013). In addition, UK government also taking initiative to make human capital of country
capable by organizing training and seminars. By using technologies, firm will be able to establish
communication between diverse population and monitoring over their roles and responsibilities in a
proper manner (Willman, 2012). Apart from this, cloud computing, web 2.0 and big data kinds of
technologies can be beneficial for organisation to reduce infrastructure cost and meeting expectation
of techno-savvy customers in a proper manner.
CONCLUSION
From the current report, it is clear that there is a direct relationship between organization
structure and culture. Leadership, work culture as well as job responsibilities also impact the
behaviour of individual in the enterprises. Without effective utilization of human and financial
resources, enterprise would be unable to grasp business opportunity in a proper manner. Democratic
leadership style and different approaches used by management of Cagliari would be beneficial for
company in modern era. On the basis of report, it is identified that enterprise is facing several issues
which include language problem and cultural issues at workplace. However, by considering
concepts and organizational theories, management of restaurant would be able to overcome
problems and better perform as compared to other competitors present in the market.

REFERENCES
Journals and Books
Boddy, C. and et.al., 2015. Extreme managers, extreme workplaces: Capitalism, organizations and
corporate psychopaths.Organization, 22(4). pp. 530-551.
Caesens, G. and et.al., 2015. The relationship between perceived organizational support and
proactive behaviour directed towards the organization. European Journal of Work and
Organizational Psychology. pp. 1-14.
Chen, Z. and Tan, H. K., 2013. The impact of organization ownership structure on JIT
implementation and production operations performance. International Journal of Operations
and Production Management. 33(9). pp.1202 – 1229.
Cheung-Judge, M. Y. and Holbeche, L., 2015. Organization development: A practitioner's guide for
OD and HR. Kogan Page Publishers.
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Gibbins-Klein, M., 2011. Winning by thinking: how to create a culture of thought leadership in
your organization. Journal of Development and Learning in Organizations. 25(1). pp.8 –
10.
Glassman, S. and et. Al., 2013. Motivational interviewing and recovery: experiences of hope,
meaning, and empowerment. Journal of Advances in Dual Diagnosis. 6(3). pp.106 – 120.
Hao, Q., Kasper, H. and Muehlbacher, J., 2012. How does organizational structure influence
performance through learning and innovation in Austria and China. Journal of Chinese
Management Studies. 6(1). pp.36 – 52.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jena, R. K. and Goswami, R., 2014. Measuring the Determinants of Organizational Citizenship
Behaviour. Global Business Review. 15(2). pp. 381-396.
Linstead, S., Maréchal, G. and Griffin, R. W., 2014. Theorizing and researching the dark side of
organization. Organization Studies. 35(2). pp. 165-188
Lowenstein, M., 2015. Strategic Customer Brand-bonding: Building Personalized Value and Loyal
Behaviour through Obsessive Focus, Discipline, and Innovative and Engaging
Communication. Journal of Creating Value. 1(1). pp. 108-118..
Meurs, J. A. and et.al., 2013. It's all about me: The role of narcissism in exacerbating the
relationship between stressors and counter productive work behaviour. Work and Stress.
27(4). 368-382.
Mullins, L.S., 2013. Management and organisation behaviours. 10th ed. Pearson Prentice Hall.
Nargesi, Z. R. and et.al., 2013. Organization Behaviour and Development-Related Issues in
Effective Implementation of ISO 9001. Sains Humanika. 64(2).
Needie, D., 2010. Business in context. 5th ed. Cengage Learning.
Ou, W. M., Shih, C. M. and Chen, C. Y., 2015. Effects of ethical sales behaviour on satisfaction,
trust, commitment, retention and words-of-mouth. International Journal of Commerce and
Management. 25(4). pp. 673-686.
Pielström, S. and Roces, F., 2012. Vibrational communication in the spatial organization of
collective digging in the leaf-cutting ant Atta vollenweideri. Animal Behaviour. 84(4). pp.
743-752.
Ruzaman, N. B. K. and Sakka, S. S. B., 2015. The Relationship between Dominant Leadership

Behaviour of Deparment Leader and Job Satisfaction among Lecturers in Training Institute.
Research on Humanities and Social Sciences. 5(1). pp. 110-115.
Seppälä, T. and. et.al., 2012. Change‐oriented organizational citizenship behaviour: An interactive
product of openness to change values, work unit identification, and sense of power. Journal of
Occupational and Organizational Psychology. 85(1). pp. 136-155.
Swarna Nantha, Y., 2013. Intrinsic motivation: how can it play a pivotal role in changing clinician
behaviour?. Journal of health organization and management. 27(2). 266-272.
Van Aaken, D., Splitter, V. and Seidl, D., 2013. Why do corporate actors engage in pro-social
behaviour? A Bourdieusian perspective on corporate social responsibility. Organization.
20(3). 349-371.
Verkhohlyad, O. and McLean, N. G., 2012. Applying organizational commitment and human
capital theories to emigration research. Journal of Training and Development. 36(2/3).
pp.308 – 328.
Willman, P., 2012. Thinking, feeling and deciding: the influence of emotions on the decision
making and performance of traders. Journal of Strategic Direction. 28(4). pp.10 – 15.
Online
Gonos, J. and Gallo, P., 2013. model for leadership style evaluation. [Pdf]. Available
Through:<https://www.efst.hr/management/Vol18No2-2013/10-Gonos_Gallo.pdf>.
[Accessed on 5th November 2015].
Tuckman, B., 2010. Forming, storming, norming and performing team development model. [Pdf].
Available
Through:<www.sst7.org/media/BruceTuckman_Team_Development_Model.pdf>.
[Accesssed on 5th November 2015].