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Organisational Behaviour Assignment - ASDA

   

Added on  2021-01-01

24 Pages8299 Words171 Views
ORGANISATIONAL BEHAVIOUR

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1Evaluate organisational culture, politics and power impacting individual, team behaviour andperformance............................................................................................................................1Critical analysis of how the culture, politics and power of the organisation can influence,individual and team behaviour and performance...................................................................6TASK 2............................................................................................................................................8Content and process theory of motivation..............................................................................8Improved level of motivation to achieve organisational goals.............................................11Critical evaluation of relation between power, politics, culture and motivation in achievingorganisational goals..............................................................................................................12TASK 3..........................................................................................................................................12Different types of team in an organisation and their importance in achieving organisationalgoals......................................................................................................................................12TASK 4..........................................................................................................................................16Organisational concept/ theory to improve team performance and productivity.................16CONCLUSION..............................................................................................................................20REFERENCES .............................................................................................................................21

INTRODUCTIONOrganisational behaviour is defined as behaviour of an individual in organisationalsettings. It is an application that specifies the manner in which a people can act or behave withinan organisation. It includes different area of research which are related with improved jobperformance (Arvey, Li and Wang, 2016). enhanced job satisfaction, encouraging leadership andpromoting innovation. This assignment is written in context with ASDA which is a Britain basedsupermarket retailer, situated in Leeds, West Yorkshire. It was founded in 1949 and at presentsuccessfully operating at around 640 geographic location. This report will cover the manner inwhich culture, politics and power in an organisation can impacts the individual, performance andteam behaviour. Beside this, report will contain different content and process theories associatedwith motivation. Along with it, motivational techniques will be discussed. Also, team and groupdevelopment theories are mentioned to support development of cooperation. At last, concept andphilosophies of organisational behaviour in organisational context is mentioned. TASK 1Evaluate organisational culture, politics and power impacting individual, team behaviour andperformanceOrganisational cultureOrganisational culture is stated as philosophy, expectation and experience of anorganisation along with the values which guides the behaviour of members in a desired way. Itinvolves underlying values, beliefs and assumptions which contribute towards the psychologicaland social atmosphere with an organisation. To understand different type of cultures within anorganisation, Handy's typology is widely used which is stated below: Handy's typology: This model states that there are four kinds of organisational culture whichvaries from each other in their effectiveness. In context with ASDA, these cultures are mentionedbelow: Power culture: In some organisations, power is help by only few people and they havethe authority to take all decisions. These person enjoys special privilege withinworkplace. People with power are given the duty to delegate responsibilities to otherworkforce and in this type of culture workers don't have the right to express theiropinions. By implementing it, ASDA can quickly responds to an event and performance1

will be judged on the basis of results. This organisational culture will improve individualbehaviour and performance but in case of teams behaviour and performance, this cultureis not suitable (Borkowski, 2015). This is because teams will have no power to share theirviews and have to follow the orders given by management. Role culture: In this culture, each worker is given some roles and responsibilities inaccordance with their interest and expertise. This will helps them in delivering their bestperformance. Organisations following this culture are based on rules. In case of ASDA,this culture will benefits individuals in delivering their best performance as work will beallotted to them in accordance with their potential. In case of team behaviour this cultureis suitable, as employees will perform duties according to their roles. This culture willimprove the overall performance of ASDA that will results in increased revenues andprofitability. If roles will not be performed in a systematic manner, this culture can resultsin reduced working potential which can leads to loss of revenue. Task culture: There are some organisations in which specific teams are formed to solvea critical problem or achieve target. In these organisations, people with common interestcame forward and formulate a team. In context with ASDA, this culture will benefits thecompany in performing tasks in an innovative manner. This culture is well suitable forteam behaviour and results in enhanced overall performance of company. For individuals,this culture is not advantageous as solving critical problems individually is a difficultprocedure (Brickley, Smith and Zimmerman, 2015). Person culture: In this kind of culture, individuals consider themselves as more superiorthan the organisation where they are working. In person culture, employees are moreconcerned about their self interest rather than achieving organisational goals. This culturewill motivate individuals to deliver their best performance so that their personal interestcan be satisfied. In case of teams behaviour, this culture is not suitable as it do not focuson unified and coordinated work due to which working performance of team can reduce. It is recommended that ASDA can adopt role culture within organisation. This will helpthe company in achieving their goals in a proper manner as every employees will be given workin accordance with their expertise and interest. Organisational power2

Organisational power is defined as the ability to influence different people within anorganisation. It is the potential of an individual to impacts the behaviour of other individuals sothat all the work can be performed in a desired manner. In context with ASDA, French andRaven model of power is defined below:French and Raven power modelThis power model states that manager in an organisation can drives its power form fivedifferent sources which are mentioned below:Legitimate power: This power is also called as positional power. This kind of power issolely based upon mutual agreements and position of a person within an organisation. Incase of ASDA, manager can use this power to delegate tasks to other employees so thatall the work can be carried out in a proper manner (Effelsberg and Solga, 2015). In caseof individual and team behaviour and performance, this power is not suitable as it willforce employees to work according to the orders given by company. Beside it, this powerwill benefit manager in ASDA to take quick decisions due to which all the tasks will beaccomplished in a timely manner. Reward power: This kind of power is based on the capability of an individual to impactthe incentives allocation within an organisation. These incentives can be appraisals,salary increment, bonus or promotions. Manager in ASDA, can use this power tomotivate their employees so that they can deliver their best performance. By thisorganisational performance will enhance that will results in high revenues andprofitability. This power will influence individual employees and teams to perform welleven in complex situation in hope to gain rewards and benefits. But in case offavouritism, this power will demotivate workforce due to which organisationalperformance will reduce. Coercive power: This organisational power is opposite to the reward power. In this kindof power, manager of a firm can influence workforce with sanctions, threats orpunishments. This is an abusive kind of power which will force the employees to performbusiness operations without their will. This power can reduce the working morale ofemployees due to which they will not be capable to deliver their best performance.Beside it, this power will results in accomplishment of work in a systematic and timelymanner which is beneficial for company (Friedman and et. al., 2015). 3

Expert power: An individual have this kind of power due to the knowledge andexpertise that he posses. It is based on talent and skills of a person. This power can eitherbe advantageous or disadvantageous depending on the situation. With this power,manager in ASDA can influence its workforce to obey their orders so that all the workcan be performed in an organised way. This power will benefits the company inachieving organisational goals in desired manner. If manager is not capable to manage itssubordinates then company may have to face heavy loss of revenues. This can reduce thework performance of company. Referent power: It is associated with interpersonal attractions among differentindividuals working in same organisation. People having this kind of power are liked byother individuals. These persons are capable to influence other individuals to follow theirorders due to their charismatic nature. In case of ASDA, company can use this power toincorporate confidence in the working behaviour of employees. This will help thecompany in performing challenging work with positive attitude. If manager is not able tosustain a good image in front of employees then this power will results in mismanagedwork (Gelfand and et. al., 2017). It is recommended that concerned company can adopt reward power as it will motive theemployees to deliver their best efforts and performance in order to achieve benefits and rewards.This will benefit company in gaining advantage over rival companies. Organisational politics: It is defined as informal strategies or efforts that can impact the activities related withbusiness and attaining power. As per the views of Chanlat, political behaviour within anorganisation can either be personal, decisional or structural. It is the duty of manager in ASDA tomanage organisational politics of company in a desired manner. Impact of politics on teams andindividuals is mentioned below: Decrease in the productivity- It has been observed that those workers which areengaged in organisational politics have less concentration towards work. Due to whichoverall productivity of firm reduces. In this situation, workers are more interested inpointing out other's mistake that can impact the performance of an individual and team ina negative manner (Graham, Ziegert and Capitano, 2015). 4

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