Table of Contents INTRODUCTION...........................................................................................................................4 LO1 Analyse the influence of culture, politics and power on the behaviour of others in an organisational context.................................................................................................................4 M1. Critically analyse how the culture, politics and power of an organisation can influence individual and team behaviour and performance.........................................................................6 LO2 Evaluate how to motivate individuals and teams to achieve a goal...................................7 P2. Evaluate how content and process theories of motivation and motivational techniques enable effective achievement of goals in an organisational context............................................7 M2. Critically evaluate how to influence the behaviour of others through the effective application of behavioural motivational theories, concepts and models.....................................9 LO3. Demonstrate an understanding of how to cooperate effectively with others..................10 P3. Explain what makes an effective team as opposed to an ineffective team..........................10 M3. Analyse relevant team and group development theories to support the development of dynamic cooperation..................................................................................................................12 LO4. Apply concepts and philosophies of organisational behaviour to a given business situation.....................................................................................................................................13 P4. Apply concepts and philosophies of organisational behaviour within an organisational context and a given business situation.......................................................................................13 M4. Explore and evaluate how concepts and philosophies of OB inform and influence behaviour in both a positive and negative way..........................................................................14 D2. Critically analyse and evaluate the relevance of team development theories in context of organisational behaviour concepts and philosophies that influence behaviour in the work place ....................................................................................................................................................15 CONCLUSION..............................................................................................................................15 REFERENCES..............................................................................................................................16
INTRODUCTION Organisational behaviour conducts study in the way to interact individual within groups. In thisregard, this study more efficiently work with creative ideas that can be applied in management of workers. As a result, it aims to maximise output from individual group members (Salminen, Vanhala and Heilmann, 2017). Present study based on A David & Co Limited that provides production and distribution of fruits. They offer different kinds of fresh fruits, vegetable, etc. That are ready and consider in preparing products. Furthermore, they also serve bakery items that significantly contributes to the firm’s development. For gaining insight information of the present report, it covers influence of culture, power and politics, etc. All this consideration assists to find positive and negative behaviour in the chosen business. Furthermore, it includes content and process theories which create major impact on organisation goals and objectives. Moreover, it considers theory to make effective team as opposed to an in effective team. LO1Analysetheinfluenceofculture,politicsandpoweronthe behaviour of others in an organisational context P1.Analysehowanorganisation’sculture,politicsandpower influence individual and team behaviour and performance. In A David & Co Limited these elements create major impact which will be discussed in following consideration: Handy culture Power culture: In A David & Co Limited, with power culture held among few individuals whose influence spreads within the organisation. There are different rules and regulations in a power culture. Role culture: When organisation considers role culture, it is based on several rules. They are highly controlled with everyone to develop more significant advantages. Power in role culture is also determined with position and particular structure. It is built on detailed structured that is typically tall with long chain of command. Consequence also based on different perspective of risks (Oeij, Dhondt and Vroome, 2016).
Person culture: In the enterprise, with person culture successfully develop with several individual to see unique and superior in the business. An organisation with prson culture is based on collection of individuals who work for same organisation. Task culture: Task culture forms within the teams of business that is formed to address specificproblemandissue(Rickaby,GlassandMcCarthy,2017).Itiscreative perspective in A David & Co Limited to mix team members. Hofstede model According to this model, it can be stated that following are different dimension of the present model:Power distance index: This dimension deals with fact that all individual in societies are not equal. It expresses positive attitude of the culture towards these inequalities amongst people. Power distance defined as extent to which less power members of institution in the country expect power in A David & Co Limited.Individualism versus collectivism: In this aspect, fundamental issue addressed with degree of interdependence to maintain effectiveness among several members. Collectivist societies people also belong in a particular group to take care of them in exchange for loyalty.Masculinity versus femininity: High scores on this dimension indicates that society will be driven by competition, achievement and success. In this aspect, it can be defined as value system of A David & Co Limited is the best throughout the organisation life. However, low score on the dimension means that dominant values in society are caring for others and quality of life.Uncertainty avoidance index: This dimension has to do with way that consider by society deals to fact that future brings anxiety and different cultures that learnt to deal in different ways. Long term orientation: This dimension describe how society can maintain links with own past while dealing with challenged of present and future. Raven and French powers Legitimatepower: According to this power, it can be stated that employees lose their position which instantly disappear that also influence position rather than one person
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(Oeij,Dhondt and Vroome,2016). Scopeofpower isalso limitedfor particular situations. Therefore, in A David & Co Limited have right to control. Rewardpower: People in particular power are also possessing rewards power. It raises promotions, desirable assignment, training opportunities, etc. If others expect A David & Co Limited reward them to do business with high probability to do business. Problem with this power based on strong as it seems to make strong. Supervisors rarely have completed control with salary increasing. In this aspect, some actions values can be perceived (Salminen, Vanhala and Heilmann, 2017). Coercivepower: According to this power, it can be stated that problematic and abused activities can be successfully develop in the organisation. In this kind of power, a cause dissatisfaction or resentment among people that can apply in threats and punishment with common coercive tool. Expertpower: When employees of A David & Co Limited with creative knowledge and skills that assists to understand situation and work for solution, implement judgement and generally outperform others. Referent power:This power characterized with referent power which comes from one person to liking and respect other people. In addition to identifying with different perspective way. Mainly celebrities have referent power which influence person that often makes everyone feel good so that they tend with lot of influence. POLITICS Politics in organization is influenced by four factors that is decisional, structural, power and functional.Decisional politics is the situation when the person at workplace with authority takes random decision without involvement of employees. This is the type of politics which leads to resistance and lack of interest in workplace activities. Structural politics is the situation which arise when top management at workplace takes certain decision which leads to changes in work environment sometimes leads negative working place environment. Further, there is power politic which arise due among employees due to difference in job role and responsibility. Apart from this, functional politic is the situation which arise due inter departments decision of supervisor and lower level employees. Impact on individual, team and organizational performance
Power, politics and culture are significant beliefs in the study of organisation behaviour. With this regard, power and politics are lively conceptions and are important functions of communication between several elements in A David & Co Limited. On organisation behaviour of the chosen business, power influence positively which influence and control anything which helps to value others. ADavidand Co.Ltd isinfluencedby power culturewhereemployeesworkin pressurized environment which impacts performance and interest of employees and team coordination. The influence of politics on A David and Co. Ltd is of sudden decisions which hampers employeesand team performance. Thisisalso denoted by hofstede'scultural dimension according to people of UK are resistance to uncertain conditions and situation at work place. Expert power impact employees, team and organisational performance of David A co. Ltd. Where expert individuals of organization are focused on managing employee’s motivation and creative workplace environment by boost interest of employees and team working which enhance organisational performance. M1.Criticallyanalysehowtheculture,politicsandpowerofan organisation can influence individualand team behaviour and performance. In order to determine successful power, it can be stated that culture, power and politics influence to the individual and team performances. For example, when manager of A David & Co Limited get reward power it impacts positive with performing desired level of results. On the other hand, when manager not getting reward power, they are not effectively involved to make appropriate decisions in the business. Hence, it impacts negative on the results. Power, politics and culture related with each other because it contain individual and team performances in effective manner. For instance, when manager follow task culture they need to work within the team to distribute it among several members. As a result, it assists to focus on the special quality of employees to perform several functions and operations as per the business requirements. Culture can be defining as the arts and other manifestation of human intellectual achievement regarded collectively. Power can be define as ability or capacity to do something. Capacity and ability also influence the behaviour of others or course of event. With use of coercive power, people can deal with threaten that someone will be fired. Position also allows taking justification
to do several things (Rickaby, Glass and McCarthy, 2017). Power decides generally judged which can be accomplishing to perform functions to make quick decisions. It also assists to develop long term interest of the chosen business (Webb, Morgan and Goddard, 2016). People will listen to employees to maintain trust and respect that stated by people. With the help, ideas that possess by other that look to develop leadership in particular area (Bittencourt, Meeuwisse and Fonseca, 2016). LO2 Evaluate how to motivateindividuals and teamsto achievea goal P2.Evaluatehowcontentandprocesstheoriesofmotivationand motivational techniques enable effective achievement of goals in an organisational context Generally, there are two kinds of theories of motivations, which are content and process theories. The content theories refer to fulfil staff members needs in appropriate manner. Therefore, they can motivate employees with suing different sources. On the other hand, the process theory refers to ways to motivate employees. Some motivational theories have been discussed below. Also, how the use of the theory can contribute in developing motivational techniques in an organisation has been evaluated. Maslow’s theory of motivation: In this theory hierarchy of needs is considered in different rang from lower to higher. Lower needs of employees fulfilled leading to demand other needs. In A David & Co Limited, this kind of needs consider limitations and criticism. There is little limitationwhichconsidersevidencesupporttofollowhierarchicalstrictly.Researchhas challenged to impose Maslow’s pyramids. Social needs are mainly higher than any others (Webb, Morgan and Goddard, 2016). Maslow's theory helps in the chosen business to fulfil staff members needs with providing them several benefits. This is because, each staff member of A David & Co Limited has different needs and requirement. Therefore, manager need to deal as per their requirements. Table1. hierarchy of needs theory NeedsImplementation Physiological needs It includes food, shelter, clothing, etc.To manage this need Maslow can provide pantry facility to employees. This will help the firm in managing
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flexibility at workplace. Safety needsWorking environment must be safe, relatively job security and freedom from other threats.To manage this A David Co. Ltd has complied with standards of occupational health and safety which helps the firm in providing safe working environmentlikehygienicwashroomfacilities,cleansurroundings, emergency exit for uncertain situations. Social needsIt considers generate feeling of acceptance, belongingness with reinforcement team dynamics.To manage social motivation company organises information training and meeting session with employees. This helps in encouraging employees’ participation and aid management in deriving areas which needs to focused. Self esteemItconsiderschallengingandmeaningfulworkassignmentthatenable innovation, creativity and progress long term goals.In accordance with A David Co. Ltd can focus on inter recruitment which is the best of filling vacant position and appreciating employees’ skills, interest and work. Self-actualisationThe realization or fulfilment of one's talents and potentialities. However, to manage this motivation at workplace organisation can focus on reward managementprogrammeswhichareintrinsiclikeemployeesofmonth, performer of month, etc. Processtheories Process theory considers method through employees is motivated to consider positive behaviour of results. Within A David & Co Limited, goals are important consideration that assists to meet with innovative characterises and design with motivational program. Vroom’s theory: In order to develop motivation, there are several elements indicates level of motivation. Attractiveness of the rewards sought, and probability of the rewards obtained. In this regard, A David & Co Limited employee feeling to get value from business organisation to put higher efforts of work efforts. There are several elements exists in which it is based on three variables valence, instrumentality and expectancy (Salminen, Vanhala and Heilmann, 2017). Activityimportance ValenceThis can be characteristic on the basis of special outcomes and termed as the
valence. As a result, people can prefer different activist behaviour. InstrumentalityIn this regard, association between first level and second level also ascertained to gain positive results. ExpectancyIt considers relationship, between chosen course of action and its predicted outcomes. As per Vroom theory, manager of the chosen organisation need to indicate certain levels of motivation through they can easily communicate several benefits to get best value. In this regard, more efforts and efficiency required among several employees to deal with desired level of outcomes. In addition to this, it can be recommended that action must be taken to focus on the predicted outcomes and results.This type of motivation in A David Co. Ltd can be managed by management by offering extra part for extra work. This will increase employee interest in work and also will helps in achieving business objectives. Thus, in accordance with content and process theory of motivation it can be said that fulfilling hierarchical needs of motivation like self-actualisation and social and physiological needs of employee can assistA David & Co Limited in boosting employee’s morale. M2.Criticallyevaluatehowtoinfluencethebehaviourofothers throughtheeffectiveapplicationofbehaviouralmotivational theories, concepts and models. There are different kinds of content and process theories applied such as Maslow’s and Vroom theory. In the content theory, main focus of A David & Co Limited to motivate staff members through fulfil needs of them as per requirements. This considers understanding towards that develops research. It gives answer of what to motivate staff members with different sources (Peso, Even and Barron, 2014). With this regard, Maslow’s theory considers different kinds of elements of needs. For instance, physiological needs, safety needs, social needs, self -esteem self-actualisation. These needs must be satisfied by the chosen enterprise to deal with creative activities and tasks. Therefore, hierarchical structure of needs followed by manager to deal with each person requirement. In addition to this, it is also useful to focus on effective application of motivation in the business. When manager fulfil each level of need, it helps to increases loyalty of staff members towards the business. On the other hand, vroom theory also considers developing more effective results at workplace. Valence, instrumentality and expectancy are
such concepts and aspects. Importance of motivational program is that organisation highly focused to increase productivity to understand application of various settings. It will increase discussion and meaningful program that can be initiate with desired level of results (Bittencourt, Meeuwisse and Fonseca, 2016). On the basis of these elements, effectiveness increasing to focus on motivation. In this theory, three stages consider that assists to meet with creative results and outcomes. Valence shows specific outcomes which need to be cater to motivate staff members and fulfil their needs. Instrumentality consider relationship between first and second level outcomes. As per this theory, person does not feel higher need until the needs of current level have been satisfied. It includes different kinds of needs, physiological, safety, security, esteem and self-actualisation. D1.Criticallyevaluatetherelationshipbetweenculture,politics, powerandmotivationthatenablesteamsandorganisationsto succeed providing justified recommendations. With the help of positive culture, politics and power motivation also develop successfully. It assists to focus on the individual and team performances. In this regard, person culture adopted by A David & Co Limited in which special qualities and features considered to attain desired objectives. On the other hand, as critical evaluation these elements assist to focus on motivation level which would be beneficial to develop more desired results (Rickaby, Glass and McCarthy, 2017). Motivation is more important perspective that assists to meet with the successful outcomes and results. In this regard, all level of needs must be fulfilled by the manager to attain more effective advantages in the business. It helps to focus on the successful results and accomplish business goals as well. LO3. Demonstrate an understanding of how to cooperate effectively with others P3.Explain what makes an effective team as opposed to an ineffective team. Team can be defined as group of players that forming one side in competitive manner. Effective team can be comprising as accomplish business purposes through make their efforts and energizes team members in successful way. With this regard, several people engage to accomplish business goals and objectives. However, ineffective team often due to suffer lack of purpose, efficiency and they have personal mutual objectives to attain overall effectiveness. In
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order to make effective team of A David & Co Limited, it is essential to focus on employee commitment, effective leadership, proper communication, etc. All these perspectives help to attain more desired level of outcomes to lead with successful results and overall targets at workplace. In the chosen business, lack of communication and commitment of several people create issue to make effective team to attain overall goals and objectives. As a result, it is essential to look on Tuckman theory and Belbin team roles. Characteristics of effective team: A team which knows clearly in which direction they the member of the team move. In an effective team the members are clear with their role The team members are able to communicate effectively which create a transparency in the communication process and avoid any type of misunderstanding between the team Characteristics of ineffective team: The members of team are not committed with their work There is lack of trust among the team members People of the team do not share information with each other Recommendation The David & Co. Limited is currently facing the loss in the market due to ineffective top management. Top management of the company is unable to make the strategies in order to meet the demand of market. The company can take the following measures in order to convert its workforce into an effective team. The company should try to indulge employees in such activity which help them to interact with each other. The company should set goals for the team members and should also design the steps in order to achieve such goal. Some responsibilities should be assigned to team members which will make them feel valued. It will help an individual to feel responsible. The company should celebrate success of each team member it will increase the motivation level of employee In every business, there are different kinds of operations and functions continuously develop to focus on desired level results to focus on the creativity and effectiveness. In this regard, everyone needs to possess tendency to behave in particular way that increases working
with other people. In A David & Co Limited useful knowledge and effectiveness generally increases that assists to meet with different roles in whole team. In this regard, Belbin team roles helps to encourage different types of people to fill objectives with different roles (Peso, Even and Barron, 2014). They are as follows: Plantrole: Plant are innovators and highly creative to seed with ideas and consider major development program. In this way, they prefer to operate with themselves at some distance from other members of the whole team. Imagination and often working also tend to introverted and react strongly to criticism and praise (Webb, Morgan and Goddard, 2016). Ideas also offers that are radical who possess practical communicating with different people in A David & Co Limited. Resourceinvestigator: This kind of people working with enthusiastic and extroverts’ characteristics so that positive communication can be successfully develop to work inside and outside. They are natural negotiation who adopted exploring new opportunities and developing several contracts. Furthermore, they are bringing new ideas and information that are important for whole team. With the help of effective communication, they are easily communicating different activities to work under pressure (Bittencourt, Meeuwisse and Fonseca, 2016). Monitorevaluator:Monitorevaluatorsareseriousandopenmindedwhoprudent individual with built over enthusiastic. They are generally slow to make decisions in A David & Co Limited so that they are monitoring whole work of the organisation. With the help of good capacity, they are easily making judgement to take all factors to analysis problems and issue into account. There are relatively small numbers of ideas and suggestions continuously develop to focus on the crunch decisions (Rickaby, Glass and McCarthy, 2017). Coordinators: Coordinators are those people who possess characteristics in which ability to work and share goals in appropriate manner. In this regard, different elements consider that assists to accomplish desired results such as mature, trusting and confident. In A David & Co Limited coordinator delegate readily with interpersonal relationship which successfully develop to spot talent and use them to accomplish objectives. They are also ensuring that resources are used in best manner to accomplish desired results of goals and objectives within the enterprise (Alsop, Griffin and Smith, 2016). Shapers: Shapers are highly involved and motivated people who possess energy to accomplish desired results and outcomes. With this regard, they are aggressive extroverts and
possess string drive. They are working as challenging and concerning with win. They are also led with push several people towards accomplishment of aim and objectives. ole team to lead with different factors and outcomes (Jacobs, Clark and Jack, 2016). Implementer: Implementer is those who posses’ roles with practical common sense and good deal of self control and discipline. They are generally favour hard work that assists to meet with tackle of different issue and problems in systematic manner. Team workers: Team workers in A David & Co limited most important characteristic those consider several functions and operations to increase significant advantages. In this way, it can be stated that team workers are generally mild, sociable and concerned about others. As a result, perception and diplomatic in term of good listeners and generally popular members in a whole group. They are generally operate with sensitivity at work which assists to accomplish particular situation. Completer/finisher: Completer or finisher have a great capacity for follow through attention to details. They are unlikely to start anything that they cannot finish. They are motivatedbyinternalanxiety.Withthehelpofdifferentperspectivetoconcentrateon introverted and require little in the way. Furthermore, it also assists to maintain high standard which can be inspire to concern for precision (Belbin Team Role Theories, 2018). Specialists: Specialists person are those who take different goals and objectives with dedicated individual who pride themselves to acquire technical skills. With the help of specialist knowledge, priorities also maintain professional standard for further and defending with own field. Tuckman stages of development In first stage of forming, it can be stated that there is high dependence on leader for guidance anddirection.Littleagreementonteam'saimsalso received fromleaderwith rolesand responsibilities. Storming stage considers become more close within team members to gain desired level of trust. With the help of proceed work, it can be stated that guidance also successfully develops for group development (Chaplain, 2016). In norming stage, team starts to fulfil goals and objectives in systematic manner. With this regard, team leader can give more autonomy to increase work independently. All members of the staff give their participation to increase more significant advantages. It helps to fulfil their own development which would be beneficial to gain desired level of results at workplace. At last stage of performing, team functions
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also develop successfully implement to create several benefits in the task. All team members exactly work expected so that aims, and objectives can be accomplish to maintain cooperation within group. Hence, it increases performances of group in systematic manner (Peso, Even and Barron, 2014). Application of Tuckman theory in order to develop team Forming:The David & Co. limited should first assign task to the individuals. For example, the company is currently facing loss in the market therefore a task to improve sales should be given. At this stage the members will came to know about the challenges and opportunities associated with the task. Storming:The members of team starts to handle the problem on their own and start to gain trust of each other. Norming:At this stage team members will come to know each other by going through all the clashes which result in greater intimacy among team members. At this stage the members start to pursue the common goal. Performing:Once the team is able to finish its task successfully. The members can split and can do other continue with another project. M3.Analyserelevantteamandgroupdevelopmenttheoriesto support the development of dynamic cooperation. In order to develop team performance, group development considers different stages such as forming, storming, norming and performing. Team cannot be considering without any program. In forming new team still organised and therefore it concerned with orientation. There is different kind of people within the team and basic tasks. Team leaders of A David & Co limited taking guidance to create well learn. Storming stage considers become more close within team members to gain desired level of trust. With the help of proceed work, it can be stated that guidance also successfully develops for group development (Chaplain, 2016). In norming stage, team starts to fulfil goals and objectives in systematic manner. With this regard, team leader can give more autonomy to increase work independently. All members of the staff give their participation to increase more significant advantages. It helps to fulfil their own development which would be beneficial to gain desired level of results at workplace. At last stage of performing, team functions also develop successfully implement to create several benefits in the task. All team members exactly work expected so that aims, and objectives can be accomplish to maintain cooperation
within group. Hence, it increases performances of group in systematic manner (Peso, Even and Barron, 2014). With this regard, wider front also taken by implementer to maintain loyalty and interest within the business. They are less concerned with pursuit self interest. Implementer has lack of spontaneity and they are show signs of rigidity (Johansen, Olsen and Torsteinsen, 2015). Eventually, they are becomes expert to increase significant advantages. There are different kinds of roles played by specialist person that provide single mindedness (Nunbogu and Korah, 2017). In the chosen business, technical quality is specialist implemented that helps to increase more creative results and outcomes in the business. They promote unity and harmony in team to develop effective results within the whole program. It creates and maintain informal network of communication between team members. With the help of different work, it can be stated that different point of view in systematic manner (Raveendran and Devaki, 2018). Shaper are generally good managers because they generate action and thrive under pressure. They are excellent at sparking life into successful team and they are useful in group where political complications consider developing significant advantages. They are drive force within the wh LO4. Apply concepts and philosophies of organisational behaviour to a given business situation P4.Applyconceptsandphilosophiesoforganisationalbehaviour within an organisational context and a given business situation. In accordance with discussion over motivation management ofA David & Co Limited it can be said that company lacks employee’s motivation and therefore it is important for the management to focus on encouraging employee’s morale of working and increasing individual interest in work activities. The company should focus on self-actualisation and social motivation andprocessmotivationbecauseintrinsicandextrinsicmotivationplayacrucialrolein improving employees’ interest in workplace activities. Employees in A David & Co Limited are resistant to uncertain situation and sudden changes and therefore focusing on social interaction and team working spirt of employees can be beneficial step to manage changes in workplace conditions.Lack of employee commitment in the selected business create several issues at workplace so that it is essential to look upon desired level of results to attain targets at workplace. In addition to this, different characteristics of effectiveness also implementing overall goals and find some issues which need to be attain
appropriate business situation. With the help of Path goal theory, effective leadership style has been implemented to judge situation and improve significant advantages at workplace. In order to develop effective performance in organisational behaviour there are different concept and philosophies successfully develop in appropriate manner. The chosen leadership style is only acceptable when employs are motivated and satisfied. There are four kinds of leadership styles identify that are as follows: Directive leadership style: In this leadership style, leaders knew exactly which must be done. In this regard, tasks must be performed as per deadlines. It means that leader of A David & Co limited provides employees with clear guidelines to the processes and tells that expected as best to carry out tasks.This style of leading will help the leading person in managing coordination in employees’ activities on the basis of division of roles and responsibilities. Supportive leadership style: In this kind of leadership leaders pays a lot attention to the needs and well-being of his employees. Their behaviour also characteristics by being friendly and empathetic. They treat their employees with respect and supports with necessary. This management style is useful in situation which employees have personal problems (Greasley and Wang, 2016). They are temporarily de-motivated in A David & Co limited. This leading approach will helpsA David & Co Limited in managing employees resistant because in this leading person ill seek for employees participation with the help of which the individuals will eb able to understand the situation and will lead to cooperation. Achievement-oriented leadership: In this kind of leadership style, leaders generally sets challenging goals. They are generally expecting achievement at highest level from employees and trusts which increase ability to handle it. This approach h can be helps with coordination with Tuckman team building whereA David & Co Limited can focus on grouping employees for common business goals. This will encourage process motivation where achievement of business goals will support extrinsic motivation of staff.Approach of leading and managing employee’s motivation will be beneficial of the company as well as employee’s motivation. Participative leadership: Participative leadership style, leader deems with very important to work with employees. Ideas and opinion in decisions can be judging to focus on highly involvement of decision-making process. It means employees are developing to focus on the business development with effective leadership (Webb, Morgan and Goddard, 2016). This approach of leading ill support social motivational needs of staff where leaders ofA David & Co
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Limited will ai at involving staff in discussion of every situation. This ill aid in encouraging employees and managing innovation in working style. Social capital theory In order to determines social capital theory, it can be stated that there are several elements consider which define identified contemporary barriers at workplace of A David &CoLimited.Therefore,itcontainsgroupcharacteristics,generalisednorms, togetherness, everyday sociability, voluntarism, etc. Social capital theory Group characteristicsThereareseveralkindsof groupcharacteristics considered such as number of membership,contributionof money,frequencyof participation, source of group funding, etc. Generalised normsHelpfulofpeople, trustworthinessofpeople, fairness of people. TogethernessTogethernessconsistwhen peoplegetalongwithgoals and objectives. Everyday sociabilityEveryday sociability assists to increasemoresignificant advantages NeighbourhoodAsking with neighbour to take proper care and helps to set more direction. VoluntarismVolunteeredpeoplefulfil expectationswithfair contribution to neighbourhood.
TrustTrustcanbeconsiderfrom family, tribes, castes, business owners, etc. M4.ExploreandevaluatehowconceptsandphilosophiesofOB inform and influence behaviour in both a positive and negative way. In order to determine different types of concept and philosophies of OB, it can be stated that different aspect of elements influence in positive and negative way. Therefore, it can be stated that path goal theory assists to focus on the different kinds of leadership styles that assists to develop more significant advantages at workplace (Bittencourt, Meeuwisse and Fonseca, 2016). With the help of directive leadership style, A David & Co limited can easily direct their all employees which influence positively on the functions and operations which would be beneficial to gain more effective results. In addition to this, it is also successfully built to increase positive influence in the chosen organisation. With this regard, it can be stated that all employees are possessed different roles and responsibilities to perform creative results. All employees are work as pr direction of their mentor so that it would be developing significant advantages. Path and goal theory assist to focuses on maintain more creativity which helps to inform different people in positive and negative behaviour (Khan, 2015). With the help of path goal theory leaders are flexible an adapt to the organisation for leaders can improve output that influence and guiding them to increase different aspects. With the help of intrinsic or extrinsic motivation, it can be stated that employees mainly focused to receive extra responsibility and working independently to maintain trust. Employees are carrying work independently that assists to direct to make desired results (Jacobs, 2015).In A David & Co limited, there is path goal theory model explained in which leaders specifying style with behaviour that is beneficial for the employees and organisation as well. Main goal to increase employee’s motivation is that satisfaction level also develops among several individual who is based on expectation and it act on the basis of given outcomes (Horner and Swarbrooke, 2016). There are different kinds of leadership styles consider which based on situation of employees.
D2.Critically analyse and evaluate the relevance of team development theoriesincontextoforganisationalbehaviourconceptsand philosophies that influence behaviour in the work place With the help of tuckman team development theory, it can be stated that different concept and philosophies must be consider to increase significant advantages at workplace. Furthermore, it includes 4 stages through A David & Co limited can develop their group performances such as forming, storming, norming and performing. In this regard, effectiveness will be developing to maintain effectiveness. It will assist to determine different concepts and philosophies. Moreover, there are several activities has been promoted which ascertained for team development. It assists to encourage positive behaviour and performances (Salminen, Vanhala and Heilmann, 2017). On the other hand, there is different contingencies also followed which would be beneficial to know about each person participation in the business. Therefore, it targets to accomplish more goals. Employeesgetclosesupervisiontomanagement’sstylesthataremoresuitedforvery experienced employees who need guidance and to check on regularly (Rickaby, Glass and McCarthy, 2017). Leaders generally forces which display excellent work achievement and constant improvement (Oeij, Dhondt and Vroome, 2016). In A David & Co limited employee are able to work that are fully independently to solve problems with effective management style. CONCLUSION From the above report, it can be concluded that organisational behaviour assists to increase positive results in A David & Co limited. This is because, it helps to conduct study of different human behaviour which would be beneficial to attain more targets and goals. With the help of creativity, it can be stated that different types of culture, power and politics create major impact on the results to develop creativity. In this regard, the chosen business adopted role culture in which different rules and regulation can be applied to develop more effectiveness. It will increase positive influence on team and individual in systematic manner. Furthermore, it summarised about different types of rules and regulations which need to be adopted to increase positive results at workplace of the organisation. In addition to this, different kinds of team roles explained that assists to encourage to develop more effective results at workplace.
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