Understanding Organisational Behaviour

This assignment delves into the complexities of organizational behaviour. It requires you to analyze various factors that influence employee behaviour within organizations, including motivational theories, teamwork dynamics, and leadership styles. You are expected to critically evaluate different theoretical frameworks like Herzberg's Two-Factor Theory and McClelland's Needs Theory, and apply them to real-world scenarios. The assignment emphasizes the importance of understanding these concepts for fostering a positive and productive work environment.

ORGANISATION BEHAVIOUR

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
P1.Influence of culture, power and politics.....................................................................................3
TASK 2.................................................................................................................................................5
P2. Theories Of Motivation.............................................................................................................5
TASK 3.................................................................................................................................................6
P3: factors which makes an effective team as opposed an ineffective team:-.................................6
TASK 4.................................................................................................................................................8
P4 Concepts and philosophies that influence behaviour in the Busaba Eathai...............................8
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................12

INTRODUCTION
Organisational behaviour is a subset of management activities related directly with
the understanding; production and control of human behaviour in the organisation. This report will
be laying emphasis on the Busaba Eathai Restaurant. It's a very renowned food chain with around
24 restaurants in United Kingdom. The study will include the organisation's culture; politics and
power and its influence on behaviour and performance of a team. The report will cover theories of
motivation and its influence on individual's behaviour. The project will cover the Critical analysis of
effective and ineffective team and evaluation of relevance of team development theories with
respect to organisational behaviour. The assignment will be covering the critical analysis and
evaluation of concepts and philosophies that influence behaviour of employees in workplace along
with concepts and philosophies of Organisational Behaviour.
TASK 1
P1.Influence of culture, power and politics
Organisation culture includes psychological environment, expectation, unique and social
assumptions, and experiences as well as the value of the guide member . It defines personality of
the industry. This show individual value and behaviours, and way of people interact. When
attempting to manage wide change of working condition that is particularly important. The
company want to control the power role and give the task according to the skill of employees and
ability. In that the firm include there vision mission and value. That show the staff are satisfied firm
culture (Coccia, 2014).
Organizational Culture Model : Charles Handay
The Handay model define the Morden culture thinking of the Busaba Eathai .
Four type of organisation culture model.
Power culture : In power culture is strong part of industry. power means authority of take decision.
In restaurants power is all level of employee. That reason employee enjoy work in business But
important decision take by major employee that's special privilege at workplace. In that lower level
worker have no option they have to strictly fellow managers / seniors instructions.
In team performance only team head have a power to take a decision and divided work. The
member of the group have no power so that the employees are discouraged the work. But when the
individual work by the worker they have to power to take decision and show the effort.

Task culture : employee work as a team for achieve goal. Team will work for target and complete
the task and solve critical problem threw the fellow rule and task . In target team will shift
depending on the mix talent member and complete the goal and solve customer problem (Avota,
McFadzean and Peiseniece, 2015). busaba Eathai Manager makes five or six members in an each
group. Member will be divided in a team there interest and worker specialization of the work that
will be help the member to achieve goal by each member. When a team each member work good
according to the there skill the worker develop individual work performance.
Person Culture : according to personal culture employees are more important for the organisation.
The culture is focus on individuals value oriented and work focused and self actualization of the
employee. Person culture is really just a collection of individuals who happen to be working for the
same organisation.
Role culture : In the Role culture based on the rule of the restaurant. The organisation rule is the
employee work responsibility, that about the firm position highly controlled with everyone in the
organisation. In role culture are divided according to the employee work ability skill, interest, and
there interest. In that the employee are take the best work according to the employee interest and
achieve the target (Hunter, 2018). Rule
Relationship Between Culture, Politics, Power, and Motivation
Culture is the power of the any firm that show the company growth and that will motive the
staff. In the industry rule, power, task, role etc are more important.
Politics is the verity of the activity to improve team and individual interest. It is tool for self
serving.
When worker have Power to take any action in the firm in some time the member use it
negatives and many conditions it will be show the positive effect (Rosenthal and Berg, 2015).
The culture power and politics will be use in positively in Busaba Eathai in that manner
give motivation for the work .That will affect the employee work performance. culture politics
power and motivation will use negative manner than the employee not work properly, they do not
complete target and in some time staff left the job. the negative environment demotivate worker for
there work. So that give the positive and negative effect of the employee work performance and all
are connected to each other. When all point will use employee influence the employee motive their
work. Motivation improve staff working strategy develop the work attitude.

TASK 2
P2. Theories Of Motivation
There are two theories of motivation namely:- McCleland and Herzberg's Theories
Of Motivation. Both these theories are completely different and are exercised in a completely
different way by the HR of Busaba Eathai Restaurant (Lozano, Ceulemans and Seatter, 2015).
McCleland Theory Of Motivation:- This theory of motivation is given by Professor McCleland in
the year 1960 and is also known as "Learned Needs Theory" because in this case the motivators
keep on learning time by time. This theory is driven on the basis of three elements namely:-
Achievements; Affiliation and Power. This theory lays its complete focus on achievement of a
desired goal and then, complete excellence in that particular work.
Achievement :- It focuses on the achievement of a desired goal and then, complete excellence in that
particular work. Now, it all depends upon a person's need for the achievement of a particular goal,
set of skills required, type of standards that are required to be maintained for accomplishment of a
task and achieving it. In Busaba Eathai Restaurant, the HR manager/ management of company is
focusing more and more on the achievements of an employee like:- his contributions and the efforts
that he has made to take this organisation to a new height. The organisation should praise his
employee for success; for skills applied to achieve crucial goals. All these things will boost the
morale and will lead to change of his attitude towards work (Memon and et.al., 2017). If an
organisation will not encourage employees like this then, there will be a negative change in attitude
and they will not be motivated to work for success of organisation.
Affiliation:- It is referred as a need for love, a sense of belongingness and relatedness with someone
with whom the employee is working for a long time. It is a type of social need of employee. When
an employee is working with Busaba Eathai Restaurant, he/she becomes a part of this organisation.
So, slowly and slowly he/she starts mixing up with the staff members of that company. Then, an
attachment is there with the peer members of that department. They are the team players for that
group and the behavioural changes also take place in that case (Charles, 2018). The organisation
should provide such an environment to the employee's that, they get motivated and feel free to
work. Busaba Eathai Restaurant is providing its employee's an informal group so that, the
employees stay motivated. Working in corporates and that too in a social environment just boosts up
the morale of employee and his level of satisfaction increases like anything.
Authority/Power:- This motivation need includes those persons who need to control one's own or
work of others. These people have a strong need to lead and to get succeed in their ideas. In Busaba
Eathai Restaurant, every employee has given powers with respect to his/her capabilities by the
management/HR personnel. Although, in some organisation's power is also given with respect to the

gender difference of employees. The behaviour of an employee gets affected if, he/she has not been
rewarded with the suitable rights. If the HR/management gives suitable power to an employee as
per the capability then, the employee will also grease his elbow with the given authorities to achieve
desired goals as his/her motivation level is boosted (Chaplain, 2016).
Herzberg's Theory Of Motivation:- This theory of motivation is also known as motivational
hygenic theory. The theory was given by Professor, Herzberg, in the year 1987. This theory mainly
focus on the factors of job satisfaction which are involved in doing the job and on, factors of job
dissatisfaction deal which are involved in defining the context of job.
Hygiene Factors:- These factors include salary, work environment, work conditions, safety and
security. If these factors would be at very low level at the workplace then, it will gonna make the
employee merely unhappy and dissatisfied with the job. In Busaba Eathai Restaurant, the HR and
the Management is focusing only on this thing that, the job satisfaction level of employees increases
day by day instead of decreasing (Huhtala and Feldt, 2016). Many companies, and business leaders
are considering that, salary is not a motivator as compared to the primary motivators like:-
achievement and recognition. So, here, behaviour of employee is depend upon the working culture;
behaviour of peer members/colleagues; supervisors; policies of Busaba Eathai Restaurant etc. if the
company improves these factors then, the behaviour of employee's would be improved
automatically. The same is the case with the motivational factors.
TASK 3
P3: factors which makes an effective team as opposed an ineffective team:-
In this case the of Busaba eathai restaurant , team work of the staff is playing the main role
to achieve the main goals of the company there are some factors below which are helping them for
make an effective team -:
open discussion – members should interact with each other frankly so they can participate
and contribute in the group they should feel comfortable with other members that they are not
competitors .if they does not interact with each other openly it can cause of the loss of restaurants
of Busaba ethai restaurant has so in tractive nature of members. Ineffective team members does not
communicate with each other openly (Gualini, 2017).
Decision making – the manager of restaurant always reach on the decision by the process of
convincing members by logical rather then crude voting. Relation between manager and members
of the restaurant was good manager was taking the decisions by convincing members. In the case of
less interaction between manager and members it will affect the team work. in ineffective team,
manager does care about members and takes decisions crudely.
Underlying goals- objectives of any task of team and acceptance of members is required to

build an effective otherwise some time it is very difficult to understand what group task is and what
are its objectives.
Members contribution- contribution of members in restaurant was equal in any task. They
all were participate equally in any discussion this is the sign how an effective team works. in
ineffective team a few people does not contribute their efforts in any task and any discussion.
Conflict Resolution- members of restaurant avoid their conflicts with each other and work
together. Ineffective team members never resolute their conflicts with each other (David
McClelland’s Three Motivational Needs, 2012).
Self evaluation- members of the restaurant were conscious about their work and objectives
of them were as similar to the goals or restaurant this thing stops to judge how well you are doing
rather then members tends to avoid any discussion of own maintenance. ineffective team members
does not conscious about their work and objectives.
Leadership-chairperson of any company or group does not dominate it in any effective
team. in this restaurant manager was not over dominate so that is the reason of effective team work.
Being over dominance is not good for the team. in ineffective team, leaders found to be dominate.
Division of labour- systematic process of decide work among members. Members are
assigned according to their field of specialization . And accepted work this is how the members of
Busaba eathai restaurant works. If work has not assigned in proper way and no one knows who is
going to do what. ineffective team does not carry any process of distribution of work.
Trust-trust among all the members and with the manager makes an effective team. these are
some factors of teamwork respect,trust,openness,synergy the workers should have faith and trust to
make an effective team. all the members of restaurant trust each other. Ineffective team members
does not trust each other.
Accountability -responsibility of manager towards employees shows how they are in
unity. And well understand each other. It is a relation based in which manager takes the
responsibility of any member or team in light of agreed expectations. members of restaurant were
honest about work so manger could take all the responsibility. on the basis of responsibility an
effective team build. In ineffective team, managers does not take the responsibilities of members.
Tuck-man theory stage 1 :-Forming in this stage team face and comp it its challenges and
opportunity in the case of restaurant manager is handling the team of 45 people. All the members
knows about their responsibilities and work. meeting environment plays a big role for initial
behaviour of each other (Herzberg’s two factor theory of motivation, 2017).
Stage 2 :-storming in this stage group starts to know about their co-workers or members. it
is a phase where members starts to build trust for each other. at this stage we can found positive and
polite atmosphere. and restaurant members are humble to each other. leader will describe the task of

group.
Stage 3 :- norming in this stage where team work together for a common goal and all the
members aware about their responsibilities. that is the reason restaurant has been awarded within 3
month. in this stage effective team member does not shows their conflicts they work together.
Stage 4 :- performing is the stage where members unexpectedly reach high level of success.
and now they are able to take any decision without asking their superior. in this stage superiors
participate in task. in the case of restaurant all the members are highly motivated and experienced
so the team does not need to assisted or instructed (Huhtala and Feldt, 2016).
TASK 4
P4 Concepts and philosophies that influence behaviour in the Busaba Eathai.
In today's world environment changes day by day and it influences the organisation too
much because need and demand of people are increasing and every day comes with a new
challenge. New inventions and discovery changes by a newer one. When talking about Busaba
Eathai, which is the food chain company and I am appointed as a manager in newly opened
restaurant. Philosophy never ever die, it runs with the time and the person and the concept.
Meet with the need of customer :-
The marketing concept and philosophy says that once Busaba Eathai has to meet with the
needs and wants of the customer, what exactly they want from the restaurant. organisation has to
meet also with the vision goals because it is also important and every organisation runs for this. The
organisation which use concept of marketing will definitely reach to their goal (Memon and et.al.,
2017).
Different philosophies-
Philosophy about product and services :-
Busaba Eathai knows about their strength and weakness. Product philosophy says that our
organisation knows about the product and services which provide by them. They know about the
condition of their product and services which are provided. Busaba EathaI knows that their product
is good or bad and better than or less than any other organisation so they will work on it according
the reviews and condition of them in the market. They know how to make stability of them in the
market. The organisation are in the condition that they sell the product which made by them. If their
product is good and running smoothly then everything is okay and if the product is not running
smoothly than they have to work on taste of their product their services. Every time they have to use
the technology about their product and services in a new way which attracts the customer. They also
have to focus on the cost of the product (Coccia, 2014).

Philosophy of selling the product :-
Through the use of marketing techniques Busaba Eathai will sell the products which make
by them. The philosophy says that this organisation has to divide the employees in various
departments and one of the department move towards the marketing concept and the other
departments have to focus on the growth and selling of the products and services that how fast and
good the services are provided to them and move to work on the production skills and give better
outcome to the customers. Now most of the other companies which want to tie up with many of the
hotels so they have to move towards them and use online selling strategy which are more profitable
for them and it is also useful for their goodwill. Making good relations with the staff and the
management is also gives benefit to Busaba Eathai restaurant (Rosenthal and Berg, 2015).
Marketing Philosophy :-
In marketing strategy, we see that the skills which Busaba Eathai restaurant design to make
the product is always meets with the needs of customer. In reality every time when a strategy is
being planned for the restaurant, they have to remember the needs and wants of the customer. Every
customer has his own and alternative choices and that person move towards the option which will
fulfil their needs and wants. It is critical to know about needs of customer because their taste and
preferences are changed due to the environment (Memon and et.al., 2017). There is need to
understand the customer so that Busaba Eathai restaurant serve their best to them. They have to
work with an online portal which through they easily know about the customers review and their
wants. Image maintaining is a critical task for the restaurants but they can develop their image
through adopt strategy.
Training and Development philosophy :-
In Busaba Eathai restaurant this philosophy influences too much. Some employees think that
training is important and some of them don't think about it so it makes impact upon the behaviour of
the employees in the organisation and it is harmful for Busaba Eathai restaurant. Training is a part
of employment and it decides the behaviour of employee in the organisation although it will
positive or negative. And their dedication for work also depends on this. Good relations make a
healthy company (David McClelland’s Three Motivational Needs, 2012).
CONCLUSION
From the above assignment it has been concluded that, the company was practicing a very
healthy culture which is free from all types of politics; and use of power by the authorities in a
positive manner. Motivational theories are helpful in boosting the behaviour of employees in a best
possible manner instead of using it in a negative sense. Working in a team is really very helpful as

the workload gets divided and efficiency and effectiveness increases which is very fruitful for the
organisation. So, company should focus on team building instead on focusing on individual
employee.

REFERENCES
Books and journals
Avota, S., McFadzean, E. and Peiseniece, L., 2015. LINKING PERSONAL AND
ORGANISATIONAL VALUES AND BEHAVIOUR TO CORPORATE
SUSTAINABILITY: A CONCEPTUAL MODEL. Journal of Business Management. (10).
Chaplain, R., 2016. Teaching without disruption in the primary school: A practical approach to
managing pupil behaviour. Routledge.
Charles, S., 2018. ORGANISATIONAL CITIZENSHIP BEHAVIOUR OF THE EMPLOYEES.
GLOBAL JOURNAL FOR RESEARCH ANALYSIS. 7(8).
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
Gualini, E., 2017. Institutional capacity building as an issue of collective action and
institutionalisation: some theoretical remarks. In Urban governance, institutional capacity
and social milieux (pp. 43-58). Routledge.
Huhtala, M. and Feldt, T., 2016. The path from ethical organisational culture to employee
commitment: Mediating roles of value congruence and work engagement. Scandinavian
Journal of Work and Organizational Psychology, 1.
Hunter, M., 2018. What lies beneath organisational behaviour: the role of hidden and unconscious
processes at work (Doctoral dissertation, London Metropolitan University).
Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management for
sustainability: designing and delivering a course at the University of Leeds to better prepare
future sustainability change agents. Journal of Cleaner Production. 106. pp.205-215.
Memon, M.A. and et.al., 2017. The relationship between training satisfaction, organisational
citizenship behaviour, and turnover intention: A PLS-SEM approach. Journal of
Organizational Effectiveness: People and Performance. 4(3). pp.267-290.
Rosenthal, M. and Berg, D., 2015. Teaching medical students organisational behaviour. The clinical
teacher. 12(2). pp.133-135.
Online
David McClelland’s Three Motivational Needs. 2012. [Online].Available through
https://www.pocketbook.co.uk/blog/2012/11/20/david-mcclellands-three-motivational-needs/
Herzberg’s two factor theory of motivation. 2017.[Online].Available through
<http://www.mbahelp24.com/herzbergs-two-factor-theory-motivation-hygiene-satisfier/>