Organisational Behavior of Shell Assignment

Organisational Behavior

Department Business
Table of Contents
INTRODUCTION...........................................................................................................................3
L01 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.............................................................................................................4
P1 Organisation’s culture, politics and power influence on individual and team behaviour and
performance............................................................................................................................4
LO2..................................................................................................................................................6
P2 Methods to motivate individual and team ........................................................................6
L03 Evaluate how to motivate individuals and teams to achieve a goal.......................................12
P3 Effective Team and Ineffective Team.............................................................................12
TASK 4 .........................................................................................................................................15
LO4................................................................................................................................................15
P4 Concepts and philosophies of Organisational Behaviour...............................................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19
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INTRODUCTION
Organisation behaviour can be referred as the term used for evaluation of the style people
communicate within their team and a company. Often, the evaluation can be implemented as an
attempt to create more effective and efficient organisation business. This can be referred as
human behaviour analysis in the organisation determining, the interface among enterprise and
behaviour as well as enterprise itself. The main purpose of to carry out this study is to develop a
proper conceptualisation and revitalise theory of organisational within the life. This can trace
their roots back to earlier organisation evaluation and Max Weber.
This report will analyse organisation behaviour and various aspects of Shell or Royal
Dutch Shell i.e. an gas and oil companies incorporated in UK (Andersson, Jackson and Russell,
2010).
This is one of the major six gas and oil organisation i.e. Sixth-biggest enterprise in the
2016 revenues measured at the global level. This assignment will evaluate culture influence,
power and politics on the other people behaviour within company. It will help in stimulating
teams and individuals to meet their goals. This will helps in understanding the ways through
other can co-operate In regard of discussing above mentioned aspects this report will analyse and
implement various concepts and philosophies as well.
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L01 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context
P1 Organisation’s culture, politics and power influence on individual and team behaviour
and performance
An organisation can be defined as the management and coordination of operating certain
activities and task in regard of achieving objectives and target. Organisation behaviour can be
defined as the behaviour and interaction methods used by individual of enterprise that
influencing their working environment. People who perform in an organisation are rendering the
proper development and training. There are certain parameters for following effective structure
which have been determined already through the organisation. The power, culture, teams and
values play major role in the determination procedure of structure and policies of BBC which
influence company's outcome in several manner (Avey, Palanski and Walumbwa, 2011). Shell
is one of six largest oil and gas company which has been dominating the market and prices as per
their needs and requirements. Understanding the importance of organisational behaviour, the
company will analyse the major influence of power, politics and culture of enterprise.
CULTURE
Culture influence: Royal Dutch Shell is a large organisation that supply their services
and products in the global market as the enterprise is rendering major products. Shell culture has
delivered the unique recognition of enterprise among the society their consumer and clients.
Effective administration is required for the enterprise. In order to create an effective brand
identification, this is essential for companies to manage more comfortable environment for
growth and development of their individuals. If the worker are more comfortable in performing
in organisational environment, the work productivity can be more higher. Royal Shell Culture
provide more effective and positive environment to their consumer. In order to understand it's
impact, the Handy's Culture typology will be opted (Bolino and et. al., 2013). Here are classified
some of the culture influence that affect human behaviour which is mentioned as below:
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 Power culture: Culture of enterprise play vital role in achieving getting power within the
working enterprise. This can assist worker to adjust in the working environment where
power in the company where the power of practice coordination is attempted by an
individual. Role culture: Culture of enterprise will assist in determination the duties and roles that
worker will perform within enterprise. They will set their roles according to practices and
worker's skills.
 Task culture: This can aid in rendering worker task and practices according to their
interest and qualification due to attain enhance productivity and performance.
Culture of organisation can be defined as the principles and values which manager and
leader share to the associates of enterprise. This can be defined as the procedure that set the
standard of worker communication along with controlling the transactions of business.
The negative and positive activities and behaviour which are presents among worker that
reflected in their performance. An organisational culture presents in their business hours, office
environment, clients treatment, worker benefits, satisfaction etc.
Shell, follow vertically integrated structure and are active in the oil and gas industry
region involving the refining, production, exploration, distribution and marketing, transport,
trading, power generation etc. (Choi, 2011).
Shell operate in various nations in more than 70 nations, manufacturing approximate 3.7
million each year as well as has more than 44,000 products stations globally. 92,000 employees
and more workers are performing their practices within the organisation for which the company
has been managing their practices in effective manner.
There are various drawbacks and limitation of the presented report but due to
administration of various activities and operations, the company has managed their weaknesses
in more significant manner. The motive of corporation has been altered after the changes in
political teams for achieving more new changes.
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Now after facing such situation and working as per the change business structure, the
company has carry out various modification within their culture, guidelines and policies of
enterprise. It have facilitated employee's liberty and cater more values of them within the
industry and organisation.
POWER
Power and politics of organisation also influence the behaviour of organisation that
consist of those practices which are essential to operate to meet the determined outcome that is
impossible to meet in the standard condition.
Entire tactics have a very negative influence on the person on team and individuals
behaviour cause this can build a negative aura within the company in which worker does not feel
more better and perform effectively.
This is essential have a proper culture awareness and knowledge to worker due to which
organisation will discriminate between worker on the grounds of their company's culture or
worker themselves (Colquitt and et. al., 2011).
Each culture should be agreed over the open hands such as Royal Dutch Shell who is an
international organisation as well as thus, they should be managed distinct people coming from
various culture.
Hence, it can affirm that all of these components of politics, power and culture of
organisation that are needed to be managed more effectively.
POLITICS: United kingdom government has develop rule and regulation related to
exchange rate, international trade, global marking, taxation, CSR activities, labour laws and
many others act. It is a obligation of an organisation to follow all policies as well as regulation of
government in order to run entire business activities appropriately and achieve goals and
objectives in limited period of time. By which thus effect their performance positive as well as
negatively. In positive ways, company has get relaxation and entire into new market easily when
authority make strong relationship with other nation. In negative ways, when their own nation
can not have healthy relation with another country like UK, France.
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LO2
P2 Methods to motivate individual and team
HR manager of an organisation has organising training program with in work place in
order to enhance skills and knowledge that help to increase performance, productivity of staff
members in long period of time. Through this, firm has capable to motivate workers toward
enterprises goods, services offers. So that, training event help to achieve goals and objective in
appropriate ways in limited period of time. There are various method of improve labour
motivation. It is very important for organisation to adopt strategies related to motivation because
it enhance employees performance and productivity as well as produce high quality of product
and services that gain high customer's satisfaction (Demir, 2011). So that, it is a most important
work for any company to implementing motivating planning work place. There are two type of
condition extrinsic or intrinsic, those are explain as follows:
Extrinsic: Management used this method of motivation when they want employees
completing their target according to their own thinking or thought. It help to develop self
confidence and firm give extra holidays, bonus, high payment and many more.
Intrinsic: In this, manager assign employees role and responsibilities according to staff
members desires or like given them task which are most favourite, provide challenging situation
etc. It give high satisfaction to workers that help to rise performance quality.
These two method can not applicable in all situation. So that, management of an
organisation has analyse their working environment and accordingly select best approaches in
order to motivate employees in an effective ways to achieve goals and objective in limited period
of time. Each and every company want more motivating as compare to other but this task not so
easily to gain (French and Holden, 2012). It is all most impossible for those organisation how
can not able to motivate staff members in an effective ways. Thus create negative impact on
enterprises performance as well as quality of goods or services. Several scientist has study
organisation behaviours and develop theorise which are help to motivate labour with in work
place. Some motivational theories are Herzberg, Maslow, Alderfer Adams and many more.
Motivational theories are divided into two part content as well as process.
Content Theories: It is as reference as need theory because it focus on employee's wants,
demand as well as identify motivating factors in order to enhance performance, identification of
needs help organisation to motivative all staff members in an appropriate manner.
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Process Theories: Management of the company has analyse individual behaviour in
order to know like or dislike which help to resolve issue at work place. For example, how work
process with in firm has affect presentation.
Several motivational theories are explain as follows:
 Maslow's Need Hierarchy Theory
Maslow's has develop need hierarchy in order to address individuals various kind of needs
according at different level of life stage. It has divided into five part and each organisation want
to full fill these needs at different level department (Griffin and Moorhead, 2011). These all
theory part are arrange in systematic manner which are show in fig 1, individuals has want to
achieve firstly psychological needs and then safety followed by social or so on. It shows that,
needs are full fill on step to step process and on one period may jump into next level without
achieving prior needs stage.
Figure 1. Maslow's Need Hierarchy Theory
Five kind of Maslow's needs are explain as follow: Psychological needs- It is a basic needs of human being like food, water, house, cloth etc. Safety needs- Each and every individuals want to safety related to finance, health etc. in
order to live life without any big uncertainty.
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 Social needs- Family, friend, love, support etc. with them individual person cannot live
their life happily, it provide emotional satisfaction to workers. Self Esteem needs- After achieve all fist there stage needs, person want to respect form
other people that enhance self confidence, motivation and many more (Kinicki and
Kreitner, 2012).
 Self Actualization: In that stage, person want to work for gain prestige at society or an
organisation, they work for social development as well as make good will, that enhance
motivation into them in an effective manner. Hertzberg Two factor theory: Management of the company has used this theory in
order to motivating employees, fig 2.
Figure 2. Hertzberg Two factor theory
Those are explain as follows: Hygiene Factors: When person are negatively motivated by something that affect their
work performance or productivity in long period of time. So that, manager adopt this
theory to develop positive motivation into workers, through this, presence staff members
may not the affected. For example, when people is habitual to drugs and if can’t gain
that, then person ready to do anything to get same.
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 Motivators: With an organisation, various kind of motivational factor are exist like career
growth opportunities, self satisfaction, interesting work and many more (Lazaroiu,
2015). It is a management responsibilities to manage these kind of factor with work
place, if it can’t be the same then dissatisfaction may occur which create negative impact
on performance.
 Alderfer's ERG Theory: This theory has divided into three categories, fig 3:
Figure 3. Alderfer's ERG Theory
 Growth Needs- All employees want growth in their career, when organisation provide
opportunities of growth to their staff members then they are motivating toward work. Relatedness needs- Management of the company make healthy, safe and strong
relationship among workers, thus enhance motivation that are related to satisfactory
relation with others labour with in enterprises.
 Existence Needs- In this phase, company has checked employees whether they are
physically suitable or not for work.
 Vroom Theory: Vroom theory explain motivation is a partly depend on decision of
management in order to achieve effect outcome in limited period of time, fig 4. (Lu, 2014).
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Department Business
Figure 4. Vroom Theory
They believe, person select their behaviour in a way in which they are believe to receive
appropriate outcome.
◦ Expectancy
◦ Valence
◦ Instrumentality
 McCLELLAND’S THEORY: McClelland's theory can help you to identify the dominant
motivators of people on your team. You can then use this information to influence how you set
goals and provide feedback, and how you motivate and reward team members.
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Figure 5. McCLELLAND’S THEORY
L03 Evaluate how to motivate individuals and teams to achieve a goal.
P3 Effective Team and Ineffective Team
Team is a define as group of people which are work together in order to achieve common
goals and objective in an effective manner in given time frame. It is a leader responsibilities to
develop strong, healthy relationship among all team members that reduce conflicts as well as
enhance performance in long period. Organisation has different kind of project, for each one,
they are make team with certain objective or goals to produce outcome. Team can be able gain
objective or not be (Miner, 2015). So that it divided into two part effective as well as ineffective
team. That are explain as follows:
 Effective Team : In this, each one team members has work to achieve goals common
goals. Management of the company used open communication strategies with in group of
people that increase knowledge, skills related to task, through this they are not depended
on leaders to explain about issues and task.
 Ineffective Teams:- In this kind of group of person can not share their problem and
learning with other team members. So that, all individuals are depend of leaders which
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affect work in negative ways. It is a management responsibilities to make healthy
relationship between employees at work place (Moore and et. al., 2012).
There are several kind of team with in an organisation which help to achieve goals
effectively. They are explain below: Functional Team:- With in an organisation various kind of functional department has work
and each one section has their own team to achieve specific aim which are assign to their
division by management. Here, all work with in one department has divided into sub section
or work are accordingly assign. Here, subordinates report to section manager those have
primary responsible for team performance. In functional team, members has play four kind
of role that are detail as below:
Team Leader:- One team leader are assign in order to manage, control, organise all
members in an effective manner. They are able to influenced employees behaviour as well as
individuals are follow them.
Record Keeper:- Record related to work activities which will taken into consider during
achieving goals by whole team. It is a summarised form of all work.
Progress Chaser:- Each one activities has assign time period so that progress chaser has
take responsibilities to completing project task on given time frame (Osland and Turner, 2011).
Document controller:- All team members has keep record of their work and associated
documents which help management to take future decision on same kind of condition.
 Work Group: Company has assign same task to group and all work together according to
management assign role, responsibilities. It save resources of firm and increase benefits. These
person are capable to support enterprises in best possible manner.
 Quality Team: Management of firm has make team which are take care of quality of product
and services. It is called excellence team that save workers from workload problem or any
negative impact which affect their performance badly. Quality team is a cross functional in
nature as well as temporary.
 Problem Solving Team: In this team, members are came form different department with
several kind of knowledge, skills, abilities, capabilities, capacities and many more. With in an
organisation various type of issues are rise which affect performance as well as sustainability of
thy company at market place. This team has analyse all problem that are related to different
section and give expert solution with their experiences (Pinder, 2014). It is a priority work for
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them but they are temporary in nature, all members are work in different section and came
together for a particular reason. Mean, when management need this team, all members are
present other views they are separately work in order to achieve different goals.
 Virtual Team:- Virtual team are handle situation or issues through online mode by
conferencing or any other technological application. Location is not matter in this
condition, employees geographical area can not affect process but connectivity may occur
problem. Team members are choose very carefully by management, they need best
communication skills in person because there are not physical interaction and virtualise
depend on voice.
Technology has create big impact in organisation function. HR manager of the company
has conducting training program to increase knowledge or skills of employees related to
technology. Through this, firm are capable to reduce workload on workers which help to enhance
performance as well as productivity in long period of time effectively (Sinclaire, 2011). Several
technology that improve team function are explain as follows:
 Groupware
 Smart phones
 Smart PC's
 E-mails
 Internet Social media etc.
Tuckmans' Team Development model: It explain development method of team in an appropriate
ways. Tuckman's model has includes four way that are detail as follows:
1. Forming- In this model, team members are
depend on leaders for direction.
2. Storming- Here, Strom occur when decision
are taken with in the group. All employees are
endeavour to prove their part effectively.
3. Norming- In this model, decision are taken
on the basis of group opinion. All
responsibilities as well as role are divided into
workers according to their capabilities and they
are accepted that effectively.
4. Performing- All group member know their
role and responsibilities in order to completing
task with out receive help form leaders.
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This model help to management to develop in-dependency between employees and
leader. Thus enhance maturity of staff members that assist to achieve goals and objective in an
effective ways in limited period of time (Demir, 2011). Through this, leaders are able to make
healthy relationship among workers and they are free to adopt leadership style according to their
own thinking.
TASK 4
LO4
P4 Concepts and philosophies of Organisational Behaviour
In regard of considering the organisational behaviour in Royal Dutch Shell, this is very
fundamental to consider its values, principles, cultures as these elements are very essential for
the organisation. The corporate values and culture of Shell leads worker in their decision and
judgements which they undertake each and every day. Here are mentioned some of those: Integrity: Organisation is committed in regard of their integrity because they claim which
this builds their market reputation. Respect: They are dedicated toward more reputation as the organisation claims that
individuals of whole enterprise should be ratted with fairness and honesty. Responsibility: The employer care their worker and consumer as well as also the social
environment in which the company operate. Whatever they agree to render that work on
that. Pioneering: Organisation has built by this which is still operating their business. This
deliver more passion for achieving and creating more bright future.
Path goal Theory of Leadership: This theory explain, leaders describing their leadership
style in order to motivate all staff members which help to achieve goals in appropriate manner.
Leaders are select their working style according to environmental needs, wants as well as which
are depend on their employees. The main objective of an organisation has develop motivation
among labours so that they become more productive as compare to before (Colquitt and et. al.,
2011). Management empower workers in order to increase their performance that help to gain
aim in limited period of time. Path goal theory has based on Vroom concept of motivation, in
this employee are act as certain ways in order to based on expectation which are provide positive
outcome. It also explain the process where leaders behave in a particular ways to guide their
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team members and help them to performance better all daily task. Goal path theory consist
following step:
 Selection of appropriate leadership form
 Finding of environment and employee characteristics Focussing on psychological features that help employees to competing task in an
effective manner to get success.
Figure 6. Path goal Theory of Leadership (Sources: Goal path leadership theory, 2016)
Employee characteristics: All employees are able to communicate their issues with
leaders as well as they are interpret behaviours of leaders on basis of desire, needs, ability and
many more.
Environment characteristics: It is a leaders responsibilities to analyse environment where
workers are work in order to know factors which are affect performance or productivity. They
are develop strategies to remove negative element form work place to create motivation,
satisfaction among all staff members (Choi, 2011). Management of the company make strong
communication network so that all major issues are manage in a appropriate way to achieve
competitive benefits at market place.
Leadership styles: In this four leadership style are provide supportive, achievement,
directive, participative. Manager are used this style manage all employees in an effective
manner.
Application: In this, it may believe that workers are flexible in their nature which help to
management in order to implementing change at work place. They are easily execute all
strategies as well as plan to achieve goals, objective in limited period in an effective ways.
According to situations staff members behaviours may change so that leaders are consider on
this.
Contingency Theory: Contingency theory says on one method are best that provide full
guaranty of success. So that, management of an organisation select best method according to
current situations that help to run whole business activities in an effective ways in specific period
of time (Bolino and et. al., 2013). Leader of the company has select leadership style according to
situations not their own ways. They believe, there are certain element or principles that are help
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organisation to achieve aim effectively. This mode are divided the situation that are detail as
follows:
 Leaders position: Authority which are connected with leader's position is explain or
discuss in detail.
 Team structure: Clarity in the task that are performed by all staff members. In this, team
structure are develop according to assign work to workers in systematic ways.
 Leader's attribute: Check the ability of develop interpersonal skills and healthy
relationship among employees.
The policies and concepts which are implemented in Royal Dutch Shell have impacted in
performance and behaviour of worker. Several concepts and theories such as contingency theory
and path goal theory which are mentioned in regard opt cater the organisational changes.
This theory claims that leader render more guidance as well as provide a way to their
worker if they are not even able to work. Similarly in the theory of contingency, this is
mentioned that there is no suitable manner to make the certain decision within an organisation
which worker as per their condition (Avey, Palanski and Walumbwa, 2011).
Activities of team development which are implemented in Royal Dutch Shell should be
linked to the aims and objectives of organisation. It is due to their major objectives as well as
henceforth, organisation's mission will not be attained.
The culture of corporation and values of enterprise which play vital role in the behaviour
shaping practices within organisation.
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CONCLUSION
This can affirm from the mentioned report that organisation behaviour can be referred as
the term used for evaluation of the style people communicate within their team and a company.
An organisation can be defined as the management and coordination of operating certain
activities and task in regard of achieving objectives and target.
Understanding the importance of organisational behaviour, the company will analyse the
major influence of power, politics and culture of enterprise.
There are various method of improve labour motivation. Some motivational theories are
Herzberg, Maslow, Alderfer Adams and many more.
Team is a define as group of people which are work together in order to achieve common
goals and objective in an effective manner in given time frame. In regard of considering the
organisational behaviour in Royal Dutch Shell, this is very fundamental to consider its values,
principles, cultures as these elements are very essential for the organisation.
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REFERENCES
Books and Journals
Andersson, L., Jackson, S. E. and Russell, S. V., 2013. Greening organizational behavior: An
introduction to the special issue. Journal of Organizational Behavior. 34(2). pp.151-
155.
Avey, J. B., Palanski, M. E. and Walumbwa, F. O., 2011. When leadership goes unnoticed: The
moderating role of follower self-esteem on the relationship between ethical leadership
and follower behavior. Journal of Business Ethics. 98(4). pp.573-582.
Bolino, M. C. and et. al., 2013. Exploring the dark side of organizational citizenship behavior.
Journal of Organizational Behavior. 34(4). pp.542-559.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Colquitt, J. and et. al., 2011. Organizational behavior: Improving performance and commitment
in the workplace. McGraw-Hill Irwin.
Demir, M., 2011. Effects of organizational justice, trust and commitment on employees' deviant
behavior. Anatolia. 22(2). pp.204-221.
French, S. L. and Holden, T. Q., 2012. Positive organizational behavior: A buffer for bad news.
Business Communication Quarterly. 75(2). pp.208-220.
Griffin, R. W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in
Law and Social Justice. 7(2). p.66.
Lu, X., 2014. Ethical leadership and organizational citizenship behavior: The mediating roles of
cognitive and affective trust. Social Behavior and Personality: an international journal.
42(3). pp.379-389.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Moore, C. and et. al., 2012. Why employees do bad things: Moral disengagement and unethical
organizational behavior. Personnel Psychology. 65(1). pp.1-48.
Osland, J. and Turner, M., 2011. The organizational behavior reader. Pearson.
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Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Sinclaire, J. K., 2011. Student satisfaction with online learning: Lessons from organizational
behavior. Research in Higher Education Journal. 11. p.1.
Online
Motivational Theories. 2017. [Online]. Available through:<https://contactzilla.com/blog/5-
psychological-theories-motivation-increase-productivity/>.
Shell Highlights Importance of Innovation and Technology in Today's World. 2017. [Online].
Available through:<https://www.prnewswire.com/news-releases/shell-highlights-
importance-of-innovation-and-technology-in-todays-world-615460304.html>.
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