Understanding Organisational Behaviour and Leadership Styles

This assignment delves into the concept of organisational behaviour, highlighting its significance in maximising employee capabilities and skills. It also examines various types of teams, including work groups and leadership styles such as directive and participative approaches. The path-goal theory and behaviour theory are discussed, demonstrating their impact on team motivation and performance.

Organisational
Behaviour

INTRODUCTION
Organisation behaviour refers to the procedure of examine the way in which workers of
company interact with each other and perform their job roles at workplace. This is carried out by
manager in order to determine the major factors that largely affect the behaviour of employees. it
is also known as an attempt to develop more efficient enterprises. A David & Co Limited which
is a food company is being considered in this study (Agarwal and et. al., 2012). Culture, politics
and power of an enterprise and its influence on individual and team performance will be
mentioned in this report. Further, various motivational tools and techniques which can be used
by the leader of company to encourage employees to perform well is also included in this. In
addition to this, major factors which makes a team an effective one and application of various
organisational philosophies of organisation behaviour will be covered in this.
TASK 1
P1
In organisation, there is requirement of different elements such as power which helps to
perform business operations in effective and efficient manner. These days, there is much
competition in industry so it is important to accept changes through which A. David and
Company Limited can attain long run sustainability. There is politics, culture and power within
organisation which gives positive as well as negative impact on performance of employees as
well as organisation.
Influence of organisation's politics
At work place, there are some formal, unofficial attempt to sell thoughts, ideas this is
organisational politics. This insist in These are some informal behaviour among workers in
organisation which have positive as well as negative impact on the environment of company
(Carney, Cuddy and Yap, 2015). For instance: A. David & Company Limited deals in food and
beverages so as per demand of consumer F&B manager has right to alter dish ingredients in
order to satisfy demand. This gives positive impact on brand image of A. David and Company
Limited. There is requirement of change in polices which are important and significant for
reducing negative impact. At the same time, it is effective because social network of candidates
gets improved with their personal interaction.
The impact of politics in an organisation is mentioned below:-
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Decrease in productivity- Due to politics in organisation, there are possibilities that
production of A. David and Company Limited get decreased because there are some gossips
among workers which affects performance of team. Due to organisational politics, there are
possibilities of miscommunication among workers and this affects their performance in negative
manner.
Increase in stress- There are possibilities that employees may feel stressed because of
miscommunication. There are some information which has to be kept secret in such case
employee may not concentrate on assigned job role. This give negative impact on performance
of individual as well as team.
Influence of organisation's culture
Organisational culture means values, beliefs, assumptions, beliefs of an organisation.
There are some set rules and regulations which has to be followed by workers of association.
There is difference in perception, attitude, customers of workers so this creates difference in
working style also (Crommelinck and Anseel, 2013). Vision, norms, symbols, language,
assumptions, belief are part of culture which has impact on performance of team as well as
individual. Culture of A. David and Company Limited can be understood by Handy's Cultural
Typology model. As per this model there are four cultures. They are discussed as under-
Power culture- As per this culture, power is held with few individuals who are having
influence on the employees of organisation. For instance in A. David and Company Limited
F&B services manager has power to alter cutlery then they can serve food in more attractive
manner which is good for satisfaction of customer and improvement in image of company as
well. There is less waiting time and decisions can be taken frequently.
Role culture- As per this culture different roles has to be assigned to employees through
which targets and goals of organisation can be achieved. These roles are assigned according to
skills and competencies of workers. It provides good quality product and services to customers
and knowledge of workers improved. When roles and responsibilities are clear to workers then
performance of team gets improved (Gold and et. al., 2013).
Task culture- According to task culture, business operations are divided into different
task and then distributed to employees. This culture is beneficial because in this power shifted
from individual to other candidate according to assigned responsibility. Employees are also able
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to learn different business activities. This helps to improve performance of employees as well as
team.
Person culture- This culture is advantage for employees of A. David and Company
Limited. As per this culture managers gives more importance to workers. They have a view that
if employees are satisfied then they give their best and performance of individual gets polished.
A. David and Company Limited applies task culture in organisation because this is
beneficial for performance of association. Workers are assigned with different roles and
responsibilities and asked to complete in specified time. This motivates them to give best.
Influence of organisation's power
Power is the right through which a person can take decision on its own. There are many
commercial activities which has to be conducted by employees in order to achieve goals and
objectives. Hence when some power is delegated to employees It becomes for them to perform
business operations in an effective manner. Power is the component through which employees
can be motivated. For instance: In A. David and Company Limited, kitchen manager has power
to alter taste of food then they can innovate new food item without prior permission (Emami and
et. al., 2012). This gives feeling of responsibility to them so as to perform their best. Some
powers which helps to improve performance of individual and team are as under-
Reward Power- This is the power that provides right to reward personnel according to
their performance. This power provides right to organise training program, promotions, etc. of
employees.
Expert power- This is the power which is occurred because of expertise knowledge. For
instance if cook is experts in making some sweet dish then he has right to make alterations in it.
This helps to improve performance of individual as well as team.
Referent Power- This is the power through which individual is able to influence other
person. This power is acquired by manager in A. David and Company Limited through which
they can motivate to perform business operations in specified manner.
Informational Power – There are some information which is important and significant
for performance of association. Information of financial data, future plans, etc. are some
confidential information which are kept by top level managers of A. David and Company
Limited (Fuchs and Edwards, 2012).
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TASK 2
P2.
Motivation refers to an impulse that make a person to perform some action. It is an
internal force which affects the intensity, direction and endurance of person's voluntary
behaviour. In term of organisation, motivation is directly linked with the performance of an
organisation. The working behaviour of an employees depends on the state of its motivation
toward job. When an employees is highly motivated toward work then they complete their task
more effectively and on time. On the other hand when an employees feel demotivated, they
mostly fails to perform their task.
Therefore, employee's performance is directly affected by the factors such as ability,
motivation and working environment. A healthy working environment and growth opportunities
always motivate employees to work hard and achieve their targets. This in turn will results in
higher productivity and success in market place. A David & Co Limited always focuses on
providing a positive environment and various growth as well as promotional opportunities to
their employees. These factors motivate employees to perform high quality work on time that
enhance their skill as well as goodwill of the company. It further support in achieving higher
revenue throughout the year (Kalliath and et. al., 2013). Following are the theories of motivation
that suggest various methods to be adopted for motivating employees at work place, these are of
two types:
Content theory:- This theory explain about the factors that motivate the behaviour of an
individual. It is also referred to as a need theories, because it generally focuses on the view that
concentrates on the importance of identifying the factors of motivation. It includes need of
hierarchical theory which is given by Abraham Maslow in year 1943. This framework categorise
the needs of human being into five categories according to their level of importance. A David &
Co Limited can apply this theory in order to motivate their employees to improve their
efficiency. These needs are explained below:
Physiological Needs:- It is considered as the basic needs of a human being which
includes food, shelter, clothing, air etc. These needs are essential for the survival of a person and
also have a huge impact over the behaviour of an individual. A David & Co Limited must
provide a compensation package to their employees so that they can fulfil their basic needs.
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Safety Need:- It refers to the need of getting economical security and protection from any
physical danger. A David & Co Limited must motivate its employees by providing them job
security and compensating over any accidents if it happen to them. This will help in improving
the performance of employees as they work without any fear of uncertainty (Kazemipour and
Mohd Amin, 2012).
Social Need:- It includes the need of belongingness, affection etc. in society in which an
individual lives. A David & Co Limited must promote a healthy environment where employees
work in coordination. This help in motivating employees to work effectively as they get support
from other which also contribute toward personal development of employees.
Esteem Need:- This factor includes the need of achievement, knowledge, competencies
and independence. Satisfaction of this need leads to increase in confidence, capability of an
individual to being useful resource for organisation. So, A David & Co Limited must appreciate
the work performed by their employees and also provide reward over them in order to motivate
them for future performance.
Self-Actualisation Need:- This includes the need of self-actualisation where a person
have desire to achieve a position in life. In order to motivate their employees, A David & Co
Limited must provide growth opportunities to their workers. This help in encouraging them and
other individuals to improve their performance in hope of achieving higher success in their job
(Kitchin, 2017).
According to this theory, the need of an individual is very essential factor that motivate a
person toward performing some action. So, in order to bring efficiency and quality in their
performance, A David & Co Limited must satisfy the need of their employees. This help in
keeping employees motivated and loyal toward the company.
Process theory:- This theory focuses on the behavioural and psychological processes
which motivate an individual to perform in a certain way. It includes the Vroom's Expectancy
theory, given by Victor H. Vroom. According to this theory, people get motivated to the extent
to which they expect that performance of certain action will help them in accomplishing their
goal. This theory is based on three concepts that are :
Valance:- It refers to the employment orientation that a person have with respect to the
desire outcome. Motivation factor of an employees depend upon the value that they add with the
outcome of their performance. A David & Co Limited, must identify the extrinsic (money,
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benefits, promotions) and intrinsic ( reward, satisfaction) need of employees. This help in
identifying the factors that motivate employees to perform well.
Instrumentality:- The factor suggest that manager must fulfil all the promises that they
giving to their workforces whether it is related to promotion or incentives. This help in keeping
employees motivated toward their work. A David & Co Limited must motivate their employees
by keeping reward over their particular set of performance. This motivate employees toward
achieving their goals (Millar, Hind and Magala, 2012).
Expectancy:- Each employees is different in term of their expectation and level of
confidence related to their skills and ability. So managers of A David & Co Limited must
identify the ability and expectation of employees toward their job and provide them training to
achieve those goals. This help in keeping them motivated to perform particular activities to fulfil
their expectations.
Techniques of motivation for employees are -
Job rotation- Job rotation means to shift employees from one position to another. This is
the way through which employees of A. David and Company Limited have knowledge about
different job roles. Employee working as cook in A. David and Company Limited is shifted to
food serving unit. This techniques motivates employees because they get knowledge about
different fields and dynamic personality development is possible.
Financial incentive- This is one of the effective technique and is beneficial for lower
level personnel. As per this technique wages, salary increments are done according to
performance of workers at A. David and Company Limited.
TASK 3
P3
Employees are very important part of an organisation as all the operations are performed
by them. They are source of knowledge, skills and competency which is required to achieve
organisational goals. It also helps to enhance performance, efficiency and effectiveness of a
company. A hard working and well formulated team is required to achieve higher level of
competitive advantage, which is possible if employees are hard working and loyal. In A David &
Co Limited all the operational activities are controlled and performed by different departments
that are divided in to teams. These teams perform their duties to run operations smoothly and
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increase the level of productivity. When the teams are working hard then organisation can
achieve its predetermined objectives that are acquire higher market share and maximised profits.
Team work is an essential tool for an organisation as it can help to perform effectively
and attain objectives and goals (Norton, Zacher and Ashkanasy, 2014) . Qualities that are
required by A David & Co Limited for forming an effective team are explained below:
 Mutual cooperation: It is an important and effective part which is required by the
organisation to form a team, as it can help team members to work with coordination. It is
also helpful for the work force as it can help them to ignore each other's flows and other
inefficiencies, this will help them to resolve conflicts among team and other members of
the organisation. Mutual cooperation can help to improve performance enhance work
quality of the team.
 Balanced roles: It is very important that team members should aware about their roles
and responsibilities and all of them should be specified. Managers of an organisation
should communicate with every employee regarding their work liabilities and direct them
while they are performing their liabilities. This will help the employees to be aware f
their expected work and possession and also help to enhance their performance.
 Good communication: Communication among team members, managers and other
higher authorities is very important as it can help employees to clear their doubts
regarding their job responsibilities. If the communication in the organisation is
transparent and managers are considering employee's opinion that it can enhance
motivation level of them and will result in increased engagement of employees in work
(Okurame, 2012).
 Effective leadership: If the leader of the team is very effective and have a personality to
convince a team than this quality can help the organisation to achieve success as the team
will work hard and follow the commands of the leader. Good listening, influencing,
motivating and commanding skills of a leader can encourage the team to work more
effectively and provide qualitative work to the organisation. If a team is working hard
with loyalty, this can lead the organisation toward success. A good leader motivates the
team who is following his commands and the team get intended to take challenges and it
also enhances skills of them to face and perform critical tasks.
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Therefore, Team work is more important to consider as it increases the performance level
of employees and reduces communication gap with their co-workers. Here are the some
differences between effective and ineffective team:
Effective team Non-effective team
An efficient team with proficient, skilled and
dedicated people are giving more efforts in
succession of an organisation.
It fails to contribute maximum due to lack of
guidance and motivation by leaders.
Effective team provides opportunities to its
team mates to share their views and
suggestions that can be further considered in
decision-making process
Ineffective team direct its team mates to vote
for plans formulated by them and ignoring their
feedbacks related to such plans.
Effective team is more supportive in nature for
its team mates which makes easy for them to
achieve its personal goals as well along with
team goals.
Ineffective team only focuses on achieving
team goals ignoring the needs of their team
mates.
Tuckman and Jensen's Model of Team
This particular model provide insight into the overall development of a team over the
period of time. As per the Bruce Tuckman all the stages would be followed in predetermine
manner. A group cannot have used to perform well unless, it has practised conflict and has
set social standards. Below mentioned various stages:
 Forming: It has been recognized that a team skill has to be organized and concern
with the overall orientation that would examine what kind of people are in the group.
In case of David & co, employees are assigned their overall assigned their overall
roles along with different opportunity to grow and challenges those are connected to
deal with specific kind of risk.
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(Source: Tuckman's Team & Group Development Model, 2017)
 Storming: Under this stage, the team is becoming more closely related with the team
staffs in order to gain each other trust. They voice their matters as a valuable outcome of
which issues can be arise. A tolerant attitude is of crucially significant in any vital
situation. The leader of David & co need to motivate their team to push their skills and
capabilities in removing barriers among employees (Ormiston and Wong, 2013).
 Norming: This is the third stage of Tuckman stages of groups development, the team
start working in a desired manner. It has been seen that team members are open to each
other thoughts. The team cooperates on establishing rules, values is developing their own
identity at the A David & co. It has been found that this company is enters into a healthy
relation with the employees which will assist them to attain their aims more effectively in
near future time. Performing: This is considered to be the last phase at which the overall team members
used to form a close relationships or bonding with their group. Employees used to
become more concern about their work and used to support each other more effectively.
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Illustration 1: Tuckman's Team & Group Development Model

Belbin theory of team development
Dr Meredith Belbin developed this theory in 1981 in his book. Different researches from
people states that an effective team consist of various skills and elements of the members. Belbin
stated that there are 9 elements required for achieving goals which are necessary for an effective
team also known as team roles. David & Co. must implement these elements and roles for
enhancing the performance and efficiency of doing work in teams. These elements are given
below:  Resource investigator: Such types of people uses their own interest of research for
identifying the ideas and resources required for the team. David & Co. should assign
such role to a research type person who would like to invent new ideas.
 Team worker: Such person assist the team in identifying the work which needs to be
done. David & Co. must assign this role to individuals who are highly interactive and
good communication skilled.
 Co-ordinator: Such persons determine the goals of the team and provide a proper
manner for doing the work. David & Co. should assign such role to a goal oriented
individual for effectively accomplishing the goals.
 Plant: This should needs to be creative and innovative in their work. David & Co.
should recruit innovative and creative individuals on the basis of their problem
solving skills.
 Monitor evaluator: It provides ideas for taking decisions. David & Co. must hire
evaluator on the basis of their knowledge of the field in which the task is assigned.
 Specialist: It has the necessary knowledge of the given task for achieving the goals in
specified time. David & Co. should assign this role to a experienced individual for
carrying out the work effectively and efficiently.
 Shaper: It is necessary for providing motivation to members for doing the task
efficiently. David & Co. must assign this role to a leader as they are effective
communicator and motivator.

 Implementer: It is necessary for implementing the strategies and way for executing
the task successfully. David & Co. needs to assign such role to managers due to their
experience in implementing such things..
TASK 4
P4
Path goal theory of Leaderships: It is said to be one of the effective theory which is
based on particular leader styles or behaviour that best suitable for employees and work
environment in respect to attain overall goal of an organisation. The aims and objective of an
employees would increase the moral, empowerment and satisfaction level among them so that
they become productive members within “A David and Co. Through this theory, the firms can
easily determine various styles of leaderships that used to bring out maximum level of outcomes
from their overall employees. It is entirely related with victor’s vroom concepts that can implies
that performance of an individual is based on expectation that can act properly in order to attain
more reliable results in near future time. This theory, aimed on their employee’s characteristics
as well overall efficiency of employees. Example, firm used to evaluate the overall capabilities
that are required for their workforce and to deal with emerging environment issues that are likely
to be face overall company’s relocation. In respect to make employees more capable, the
companies used to conduct with essential skills, knowledge and behaviour that is carried while
working at the office premises. David & Co. Limited must approve participative leadership style
which guides the managers to reflect views and feedbacks of the employees before making any
specific decision in future growth of an organisation (Robbins and et. al., 2013).
Classification of this model are explained below:
Employee characteristics: Application of such theory requires skills and knowledge of
employees in order to assess the distinctive conduct as per the needs and requirements. For an
instance, if a leader of David & Co. Ltd. Provide more structure than what is actually needed
then in that case workers feels demotivated. Thus, it is the prime responsibility of a leader to
identify the capabilities of employees so that maximum output can be gained through providing
them motivation.
Task and environmental characteristics: As per this concept, leaders should evaluate the
performance of each individual and break down their drawbacks. In addition with this, leaders
mainly emphasis on determining problems faced by employees at working environment so that
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further actions to be taken like conducting training and development programs which help in
minimising the shortcomings. In the event that the issues are excessively strong then it has
contrarily effect on future outcomes because of which leaders should provide them modify route
with the objective in order to work in right way. A portion of the qualities of common difficult
task are described as below:
Design of task: It is critical for a leader to described jobs and duties to its workers
regarding particular undertakings so every one of the activities are performed by the team mates
in right ways. It requires legitimate direction by leaders which conveys inspiration among
representatives to provide their earnest attempts to accomplish wanted target (Wong, Wong and
Ngo, 2012).
Formal authority framework: Leaders or managers can allot an appropriate objectives to
their workers based on their allotted task with the goal that future vulnerability can be controlled
and observed.
Work group: Contribution of every last employee ought to be must to make progress as
single efforts or non-supportive behaviour of employees will conveys negative result to
organization.
Leadership styles: It includes different authorities styles which may be actualized by
leaders to accomplish desired objectives and targets of an association. It tends to be additionally
comprehended by characterizing leadership approaches which are as under:
Directive: Under this, leaders guides to take choices all alone without approaching workers for
their inputs which makes disappointment and demotivation among representatives because of
which the staff turnover will expanded.
Participative: This leadership style guides the leaders or managers to include workers in
their basic leadership process in order to expands the adequacy of choices. Thinking about
perspectives, proposals of workers while settling on choices brings inspirations and fearlessness
among them which in results expanding standard for dependability of representatives and
diminishing representative turnover (Wood and et. al., 2012).
CONCLUSION
It has been concluded from the above project report that organisational behaviour plays a
major role in the growth and expansion of business organisation as it assist company to
maximise the capabilities and skills of their employees. There are various types of teams which
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are required to form by management in order to find out the optimum solutions in more
systematic manner. In addition, with this, path goal and behaviour theory also play a significant
role in motivating team regarding their functions and roles.
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REFRENCES
Books and Journals:
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