HRM Assignment: Leadership Styles and Motivation

This HRM assignment report discusses the importance of leadership styles, including task-oriented and relationship-oriented leaders, in achieving organizational objectives. The report also explores the concept of organization behavior, highlighting the significance of employee motivation, dignity, and effective communication in a workplace setting.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1. Analysis of organisational culture, politics and power in context to influence individual
and team behaviou..................................................................................................................3
TASK 2 ...........................................................................................................................................7
P2. Discussion about content and process theories of motivation to enable effective
achievements of goals.............................................................................................................7
P3. Explanation about effective team and ineffective team.................................................12
TASK 4..........................................................................................................................................14
P4. Philosophies and concepts of organisational behaviour.................................................14
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisation behaviour refers to management activities which is concern with predicting,
influencing and understanding behaviour of others within organisation. It is a observation of
group or individual behaviour in response to others as a whole (Organizational Behaviour.
2017). It is also refers to study the way people of an organisation act within group. To make
business operations work effectively, certain primarily principles are applied. This report is upon
4Com Plc which was establish in 1999, their aim is to improve communication services of UK
SME market. Headquarters is in Bournemouth, Dorset. This report includes analysis of political,
cultural and power behaviour influence individual as well as team behaviour. The different ways
to influence individual and team behaviour, criteria or ways to make effective team. Philosophies
of organisation behaviour in different situations.
TASK 1
P1. Analysis of organisational culture, politics and power in context to influence individual and
team behaviour
Organisation behaviour refers to analysis the structure of workplace and find out ways so
that performance of an organisation can be improved. The certain issues which they address like
workforce motivation, incentives, office environment and team building or best way to manage
the dynamics of organisation change (Coccia, and Cadario, 2014). To improve performance of
individuals as well as group it's essential for HR manager of 4Com Plc to understand
organisation culture, politics and power to influence employees of organisation.
Organisation culture
It refers to a systems which share attitudes and beliefs that develop within an organisation
or guide the behaviour of employees of an organisation. It only means of sharing values and
norms within employees of an organisation. So that the employees can have proper knowledge
about the vision and mission of the company. The organisation culture must be structured as
employees need to be clear with objectives and performance expectation or degree of direct
supervision to employees as to complete the allotted task. The HR manager must provide regular
performance rewards so that employees of organisation get motivated and do work as according
to set standards. The management must support their employees or manager provide clear
communication, warmth, assistance and certain kind of support to their employees as well as to

subordinates. In organisation individual must have freedom, responsibilities and opportunities of
exercising initiatives within organisation (Coccia, 2015). The Charles Handy a leading
authority for organisation culture is defined certain kind of culture like power, task, role and
person.
Handy model of culture:-
 Power culture:- In an organisation the power is held to few or to specified individuals
who influence or motivate employees to work so that organisation performance can be
improved. The HR manager of 4Com Plc can use rewards system to motivate employees
so that company performance will improve. There are several rules in an organisation and
it is necessary to the employees that they must follow them to achieve their target. This
situation have certain consequences like employees take quick decision making whether
that decision is best for long-term perspective.
 Role culture:- organisation with role culture is totally based upon certain rules within
organisation. The workers who are work within the firm is manage by the management of
the firm so that they can work according to the culture of the company. In role culture of
power of an individual is determined through person's position within structure of an
organisation. They are built with specified detailed or organisation culture is tall rather
than tall in role culture (Du Plessis and Barkhuizen, 2012). The HR manager of 4Com
Plc different types of activities so that performance of organisation improved as they give
detailed description of activities which employees need to perform. The decision making
in this culture is painfully-slow, as leaders are less likely to take risk.
 Task culture:- These culture is formed within organisation when team is form to address
specific issues or progress projects. To complete specified task is essential for
organisation within time duration, so power within team is often shifted to each other
depending upon members capabilities as well as status of a problem or project. If task
culture of organisation proves effective it can determined through team dynamics.
 Person culture:- This culture refers to in which individuals see themselves very much
superior as well as unique within the organisation. It means just a collection of individual
within organisation who work or same organisation with same objective. This culture was
not found in many organisation as compare to other cultures.

For example: 4Com Plc can apply task culture in their company, work are distributed
among their workers according to its capabilities as a result task can be done effectively. This
impact the performance of the team positively. According to their experience, qualification work
are delegated to their members so that they have sufficient knowledge regarding its work and
accomplish the targets on particular time periods in order to achieve the goals of the firm.
Organisation Power
It refers to ability as to influence other people within organisation so that employees get
motivated as to achieve objectives of organisation (Emami and et. al., 2012). The capacity of
individuals to affects the behaviour of subordinates within précised and controlled resources. It
influence the individual and team achievements because it is fundamental human phenomena
that are deeply ingrained on the psyche and conscious personality of individuals. Power is
basically related to an ability the at is used by the senior of the company to motivate or influence
the employees so that they can achieve their target on time. It impacted individuals performance
in positive aspects because if they get motivation and encouraged towards a particular or specific
goal, they achieve its in given period of time and make improvement in its performance. It also
impacted the team performance because achievement include the ability to create a clear vision
and ability to understand organisational culture. With the help of power in terms of influence and
motivation, the member of a team achieve their goals and objectives on time or they make focus
on performance development. The French-Raven's five forms of power which is introduced to
observe the observability and the extent to which the power is dependent on the structure of
organisation.
French-Raven five form of power:-
 Coercive Power:- This idea is based upon idea of coercion which means employees are
forced by someone to do work against their will. The main objective of this power is
compliance which is illustrates what happen when compliance is not happen. This power
have positive as well as negative consequences. Sometimes it might lead to problems, the
HR manager of 4Com plc can use this power when they want work must be completed
according to leaders perspective.
 Reward power:- This power refers to providing incentives or any other rewards to
individuals as according to their ability or motivate employees (Fuchs and Edwards,
2012). When it's comes to improve performance of an organisation so that objectives or

goals can be achieved in time then HR manager of 4Com Plc will rewards employees
whether it's monetary or non-monetary reward.
 Legitimate power:- This power is also known as positional power as derived from the
position a person or individual holds in organisation hierarchy. Reward and punishment
can be seen as legitimate part of leadership role within organisation. The HR manger can
loose this power once they loose their position as well in organisation.
 Referent power:- This power derives from interpersonal relationship which persons
cultivates with people of organisation. This power is posse when employees like and
respect their leaders, as they often seen as a role model. The HR manager who has
referent power have a good appreciation in organisation. The performance of employees
or organisation improved if HR manager have good relationship with subordinates.
 Expert power:- This power is imposed to those individuals who have in-depth
information, knowledge or expertise. The HR manager is highly intelligent and they are
being trusted to serve organisation so that objectives can be achieved. The employees
who trust and respect them are ready to do work according to leader perspective.
From all the above power, 4Com Plc can apply the reward power as this is given as per
their performance level. This impact the employees as well as team both feel motivated and try
to perform effectively and accomplish their objectives on time.
Organisational culture and politics also influence the team and organisational behaviour.
Basically culture is related to attitudes, experience, beliefs and values of a company which
acquired by the company through social learning. It create impact on the team and firm's
behaviour because it provide a sense of direction to the employees and controls the way, they
behave each other. It bring all the employees on a common platform in unit at the workplace. In
4Com Plc, when employees belong to different culture, the organisation is faced a challenge of
ensuring that all employees behave according to the polices of the firm. In an organisation ,
there are different employees and belong from different nations. So it negatively influence the
team behaviour and performance because the employees face issues related to communication
and others. They will not achieve their tasks in set period of time.
Organisational Politics
It is known as the office politics. In 4Com Plc, it can be the use of power and social
networking to achieve changes that benefits the company or individuals who are working within

it (Kazemipour and Mohd Amin, 2012). The manger of the company can mange organisational
politics by analysing the organisation chart, understand the informal network, by building
relationships, by developing employees skills and neutralize the negative politics. It influence the
productivity of the organisation because according to the analysis , it can be analysed that the
people who play politics at the workplace pay less attention to their work. Which negatively
impact the productivity and performance of the company. With these impact the HR manger can
know about the weakness and reason which decrease the productivity and can make or design
rules and strategies to manage the organisational politics and enhance productivity. For example:
In 4Com plc if superior do politics and develop relations among workers then it impact the team
members positively as this creates good working environment as a result their goals can be
achieved on specified time. In case superior involves in politics only then they do fully
concentrates upon task which will result in minimising productivity of firm.
TASK 2
P2. Discussion about content and process theories of motivation to enable effective achievements
of goals
Motivation refer to the influence and encouragement that is provided by the leader and
manger of the company to motivate the employees so that they can do their work properly and
help in organisational growth. There are two types of motivation positive as well as negative, in
positive employees increased their outputs but whereas in negative motivation employees
performance will reduce (Mahembe and Engelbrecht, 2014). It also refers to internal as well as
external stimuli which generates energy in individual to complete the desire goals with full
commitment. To improve performance of 4Com Plc HR manager use content an process theories
of motivation so that goals can be achieved effectively.
Content theory of motivation
This theory refers to examines why human needs are changed in organisation. This theory
have greatest impact on management practices or policies within work environment. In other
teams what are the needs of employees through they get motivated to accomplish objectives of
organisation. The content theories like Maslow's hierarchy of needs, Herzberg's motivation
theory, Alderfer's ERG theory, McClelland's three needs theory. To improve performance of
organisation as to motivates employees HR manager of 4Com Plc use Maslow's need theory.

Maslow's hierarchy of needs theory
It comprises with five-tier model as to motivate employees so that organisation goals and
objectives can be achieved. This theory works from bottom of hierarchy upwards, the need of
human are physiological, safety, social, esteem and self actualisation. If there is a growth in
needs of human then motivation in employees will also increased and performance of
organisation is also improved. The needs are:-
 Physiological needs:- These are biological needs which human required or these are
essential need for human survive (Norton, Zacher and Ashkanasy, 2014). Drink, food,
shelter, clothing, sleep is a biological needs. If these need of employees are not fulfilled
then there body stop functioning. The Maslow's considered this need is an important, if
these are not fulfil then other are not going to met. The HR manager motivates
employees by providing extra incentives to labours of organisation so that performance
can be improved.
 Safety need:- These refers to get protection from elements, order, law, stability, security
and freedom from fear. The employees wants security in office premises, in terms of
payment etc. If these are fulfilled then organisation performance is improved as
employees are get motivated to do work as to accomplish organisation objectives.
 Social need:- These need are imposed when employees fulfil their physiological and
safety need. Employees will motivated when interpersonal relationship motivates their
behaviour (Robbins and et. al., 2013). They want to popular in organisation.
 Esteem needs:- This need starts with when individuals wants reputation and respect in
organisation. The employees get motivated when HR manager of 4Com Plc promote it's
employee as they become senior. The objectives and goals are easily accomplished
organisation manager.
 Self actualisation need:- This stage includes self-fulfilment, seeking personal growth,
realising personal potential and peak experience. This stage is when individual have
desire to become everything one is capable of becoming.
If all the above needs of the 4Com Plc employees are fulfilled then its impact their
performance positively as they are satisfied and do the task effectively. In case if needs are not
accomplished through firm them, it impacts negatively upon workers performance as they are not
satisfied.

Source: (Maslow's hierarchy of needs. 2019)
ERG motivation Theory- This theory is developed by Clayton P. Alderfer's in 1969 to provide
satisfaction to the needs of people. According Alderfer, the needs are divided in to three
categories:
Illustration 1: Hierarchy of Needs

Source: ERG theory of motivation, (2017).
Existence Needs- This need is related to the physiological and safety aspects of human
beings. In 4Com Plc, it is related and include all material and physiological desires such as food,
water, air, clothing , safety and affection. Herein, if all the needs of employees all fulfil in firm
then they are encouraged and do the work efficiently and attain objectives of organisation.
Relatedness Needs- It is related to the social needs with whom they established
realtionship such as family, friends, colleague and others. In 4Com Plc, it is related to the better
relation of employees with their superiors an colleague.
Growth Needs- It refer to self actualization and self esteem which can be internal to the
individual. In 4Com Plc, it is related to personal and professional development of employees.
The above theory impact the employees of 4Com plc as it assists their manager to
encouraged its group members so that their performance can be enhanced within firm also
accomplish their goals effectually. If not then they take work lightly and firm can noty attain tits
objectives.
Process theory of motivation
Illustration: ERG theory of motivation

This refers to psychological and behavioural process as to motivates employees so that
organisation objectives can be achieved. In essence, HR manager will also examines person's
need which will affect person behaviour in order to achieve goals which are related to employees
needs. The 4Com Plc manager use this to examines employees within an organisation can be
motivated. The process theory of motivation are expectation theory, equity theory, reinforcement
theory and goals setting theory.
The expectancy theory:-
This theory is developed by Victor Vroom to make focus on outcomes rather than the
needs and wants of consumers. This theory states that intensity of a employee as to perform in a
particular manner is totally depends on the intensity of an expectation that the performance of an
organisation will be followed by definite outcome. This theory states employees get motivated
is totally depends upon how much individual is getting as a reward. The HR manager of 4Com
Plc use this theory to motivate employees by giving them rewards rather than imposing or
focusing on needs of particular employees within organisation. The leaders expects best
performance from employees which leads to rewards (Santos, A. and Eger, A., 2014). There are
three components which manager can use to motivate employees like expectancy,
instrumentality and valence. If this theory is effectively imposed in organisation then goals as
well as objectives will achieved effectively. Through this theory the employees of 4Com plc get
encouraged as well as give their best in order to get rewards also accomplishing the objectives of
company. Also its is not suitable as workers can break also break all the protocols of the firm for
getting rewards as a outcomes it reduced their vale within market.
Equity Theory of Motivation
This theory is developed by John Stacey Adams in 1963 and it focus on the monitoring
whether the distribution of resources is fair to both relational partners. This theory can be used
by 4Com Plc to measure comparing the ratio of contribution and benefits for employees. This
theory is divided in to two categories which are as following:
Inputs- They are typically refers to effort, loyalty, hard work, commitment, skill, ability,
adaptability and flexibility etc. of the the participants who are participate in the work to achieve
organisational objectives.
Outputs- They include financial rewards such as pay, salary, gifts, expenses, bonus,
commission, promotion, recognition and others.

If the employees feel are that inputs are fairly rewarded by outputs than they are happy in
their work and motivated to continue inputting at the same level or do work with more
effectiveness to achieve the organisational objectives. Also, this theory impact the employees of
4Com plc as it provides fair results in all situations so that they get motivated and also perform
effectively within organisation as well as attain their objectives. These all theories are beneficial
for the employees because with the implication of them, the management of the company can
monitor the needs and demands of the employees and provide employees benefits according to
the organisation's norms. It is effective for the employees because this help in motivating
employees and they will perform their duties in more effective manner which increase the
profitability and productivity of the organisation and help in building is strong position in the
market.
TASK 3
P3. Explanation about effective team and ineffective team
Effective team means when work of an organisation completes in time or efforts of team
members turns to productive results. Effective teamwork makes organisation or it's products
succeed. If the manager wants to gather effective team then manager need to identifies core
characteristic of effective team. The performance of 4Com Plc will improve if manager is being
able to build effective team so that goals can be accomplished. Characteristic of effective team
are:-
 Clear direction:-The goals and path need to be clear to the team otherwise it become
difficult for team to accomplish objectives. If teams members don't have precise goals or
direction then it become difficult for them to give successful outcome, then it become
difficult assign right work to potential employee.
 Define roles:- The each member of team must be clear with roles and responsibilities.
As they need to work must be assigned appropriately so that objectives can be achieved
timely.
Ineffective team:- This term refer to a group of people and employees in which number
of people are doing work to achieve their goals or target in given period of time. This teams don't
helps organisation to accomplish objectives and due to this performance of organisation is also
not get improved.
Difference between Effective and Ineffective team

Basis Effective team Ineffective team
Members
contribution
In effective team appropriate as well
as a lot discussion take place, in
which every member take part and
impose their own opinion.
In effective team few members or
peoples trends to take part in
discussion as well as their
contribution to achieve a common
object.
Listening The each member in effective team
listen to each other and every idea is
hearing as well.
In ineffective team people don't
listen to each others. Sometimes
people ideas are being ignored or
over ridden.
Decision making It can be a process in which an
individual and group of people make
decision towards a particular
objective or strategy.
It is an which is taken by the head
and manger of the company to solve
the problems which is generated in
the way to achieve a goal.
Conflict
resolution
It is a process in which people and
employees participate to resolve their
issues and the problems are solve an
individual or manager.
It refer to a process in which the
conflicts of people are solved by the
leaders and by organising a
meeting.
The effective group development theory:- Tuckman and Jensen model( stage theory model)
This theory refers to model of process of individual or group interaction which
emphasizes the four models in organisation. As to make team effective so that objectives of
organisation will be accomplished within certain time duration. The stages to develop effective
team are:-
 Forming stage:- This is a first stage when organisation few employees are gathered or
formed a team to accomplish agreed goals, purpose etc. At this stage members start
setting certain parameters for the task and for the team itself (Teh and Sun, 2012). In this
members break the ice and get to know each. If members are known to each other than it
become difficult for organisation to make effective team as well as purpose is also not get
fulfilled.

 Storming stage:- It a second stage in group development, dissatisfaction between group
can be arise any time in the process. At this stage conflicts and disputes are arise due to
which team become ineffective. Individuals must have purpose related so that they are
being able to complete task in time.
 Norming stage:- The roles and responsibilities of each member in the group must be clear
or acceptable. To take big decisions in group members have to agree upon same idea
otherwise it is not possible to take decision.
 Performing stage:- In this stage , the people have clarity about the vision and objective
fro which they are perform. The members is focused upon over achieved goals and team
take decisions against the criteria agreed with the leader. This disagreement occurs within
the team and it is easily resolve as well as positively resolve within organisation.
 Adjourning stage:- This stage is occurs when one member of a group disband once the
role and job is completed. In this stage group wrap-up all it's activities and as to move on
towards to new thing (Thomson and Van Niekerk, 2012). In this stage employees
examine what they want to achieve or analysed the accomplished objectives within
organisation.
Factors that make an effective team
There are certain factors which makes effective team within organisation so that
objectives can achieved as well as performance of organisation is also improved. The factors
are:-
 Communication:- To make an effective team within organisation is very important
4Com Plc HR manger to communicate strongly. The members must communicate with
each other so that they being able understand each other. The communication is key to
make organisation or successful team efforts. Members don't just know the targets dates,
achievement criteria is clear to employees etc. but they also know about progress with in
group or towards meeting those planned goals. In between team communication is
essentials otherwise accomplishing goals is difficult.
 Cooperation and Coordination:- In team it is compulsory that between members
cooperation as well as coordination is essential otherwise completing task in time or
goals are also being achieved. In ineffective team there is no corporation or coordination
between members then objectives of an organisation is not being accomplished.

TASK 4
P4. Philosophies and concepts of organisational behaviour
Path goal theory of leadership
This theory provides ways to leader to encourage and support their employees so that
they can do their work effectively and help in achieving organisational objectives. These goals
increase employees motivation, satisfaction and empowerment so that they become productive
member of an organisation. This theory is based upon expectancy theory refers to an individual
will act in a certain way as based upon expectation need to act according to followed outcome
(Wong, Wong and Ngo, 2012). The 4Com Plc telecom HR manager used this theory to
maximise it's output by increasing their motivation level as well as satisfaction level so that goals
of an organisation can be achieved effectively. In this leader chose specified behaviour which is
best suited to employees needs and in working environment so that leaders don't faced difficulty
to guide their employees through their path to obtain achievement in daily activities. To improve
performance of organisation it's essential for leader to make their employees motivated.
Classification of path goal theory are:-
 Employee characteristic:- The employees of organisation interpret leaders behaviour
which is totally based upon their needs like affiliation, perceived level of ability, degree
of structure and desire for control. If leaders provide direction than employees demanded
than they become demotivated. So, leader have to précised while providing any direction
or structure to employees. As this situation will make difficulty in completing or
accomplishing organisation goals (Wood, and et. al., 2012). To make organisation
performance effective it's essential for leaders not to be more structures or less directive
towards employees.
 Task and environmental characteristics:- The main focus of path goal theory is to
overcome all the obstacles, if any obstacles become more strong then it become difficult
for organisation to perform accordingly so that organisation goals will be accomplished.
The task need to designed effectively so that employees will get to know roles and
responsibilities appropriately. Leadership behaviour:- The leader will adjust their style according to employees as
well as according to task characteristic so that employees get motivated or do excel in
their job and goals of organisation effectively accomplished. The leader is used directive

and supportive leadership style as according to employees as well as task in organisation
(Xerri and Brunetto, 2013). To improve organisation performance effectively it's
important for leader to make sure that more directive leader can also harm performance
as well as less directive leader is also so according to team and employee capabilities
leaders needs directive.
Contingency theory of leadership
This theory is proposed by Fred Edward Fiedler in 1964 to empathize the importance of
both the leader's personality and situation in which they operate. They outline two style of this
theory, they are as below:
Task Oriented- This style of leader are task motivated and they are focus on maintain
relation with their employees of those people who are working a group. In 4Com Plc, if the
company use this theory, the main objective of the leader is to finish or complete the task in the
given period of time.
Relationship Oriented- this style of leader are focus on build relationship. In 4Com Plc,
they are conscious about to employees that they are not facing any problem when they are doing
or perform to complete a task.
Concept of Organisation behaviour:
Some concepts of organisation behaviour is applied in 4Com plc are mentioned below:
 Motivation of employee: An employees have various requirements which are to be
fulfilled that leads them to do well within work. For example: If employees of 4Com Plc
work hard to get promotion and unable to get it then they feel demotivated and shows
that in their behaviours. So, 4Com Plc can apply this to encouraged all workers in order
to accomplish the goals. For example, in 4Com Plc if the employees are working in a
team for attaining a shared goals of the company than the couture and polices of the
influence it. If they are facing issues related to lack of knowledge and feeling
demotivated then the management of the company can providing them training, learning
and development session according the organisation's polices. So that they can make
improvement and effectively attain the business objective of the firm and motivate for
working effectively.
 Dignity of employees in firm: Employees have to be treated with dignity as well as
respect. Generally in workplace management considered workers as a commodity which

they purchase by giving money. For example: 4Com Plc can use this by paying fair
wages to their employees, providing training, motivating workers and so on. All these
shows that respective company management respects the dignity of employee's.
CONCLUSION
Form the above report it can be concluded that HR manger of organisation must use
different style in different culture. The manager must use powers but in a positive manner so that
goals will be achieved in organisation and they don't misuse any of the power. The rewards is
best and manager of organisation use this power to make their employees motivated. To motivate
employees manager need to identify whether employees are need oriented or motivated through
appreciation. The effective is build when manager use effective communication or make
coordination between each other so that organisation objectives are accomplished effectively.
The leaders of this organisation is less directive as employees are skilled and up to date with
information as well as effectively make decisions so that organisation is being able to improve
their performance.

REFERENCES
Books & Journals