Organisational Behaviour Analysis - Doc

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Organisational Behaviour
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1Part 1................................................................................................................................................1P1 Analysing how organisational culture, power and politics influence individual's and team'sbehaviour and performance....................................................................................................1P2 Applying theories of motivation and techniques that enable achievement of goals.........3Part 2................................................................................................................................................5P3 Demonstrating an understanding of effective team in contradiction to ineffective team.5P4 Application of the concepts and philosophies of organisational behaviour......................7CONCLUSION................................................................................................................................9
INTRODUCTIONOrganisational Behaviour is a group of management activities performed by an individualfocussing on understanding, prediction and controlling behaviours in work. It is the processwhich shows how people act within organisation (Acker, 2012). Theperception concern aboutthe area of study identifying how groups and individuals behaviour influence organizations.Tocontrol people's behaviour the organisation finds a way of maintaining balance in the system.Every organisation has some culture for setting the rules for employee's behaviour. The impactof all these works brings improvement in the business. The reports state about the influence ofMorrison's management behaviour, culture on team behaviour and their performance. Also,motivational theories and techniques are used to show achievement of goals and Concepts andphilosophies of Organisational behaviour within an organisational context is discussed in thereport.Part 1P1 Analysing how organisational culture, power and politics influence individual's and team'sbehaviour and performance.Organisation nowadays has become a combination of culture, power and politics.Individuals not only think of completing the tasks but there are many other things that need to betaken care of. The behaviour of organisation with an individual influence their daily operations.The impact that power and politics have on the firm reflects its culture.Organisational structure of any company main component in day to day operations. It isused to define how tasks are divided and distributed among people. Work specialization,departmentalisation, chain of command, spans of control, centralization and decentralisation arethe six elements that should be considered while designing organisational structure. Culture,power and politics of an organisation directly reflects these components of organisationalstructure (Coccia, 2014). Power and politics place a very important role in business developmentand employee's behaviour. The impact of power depends on the understanding of the employee.They may take it as positive or negative power and then influence others in the workplace.Politics may have influence on the power and can identify if the overall culture of theorganisation encourage completion of objectives.Positive power:1
Positive power is the good power that encourages employee's performance, give themfreedom of making decisions, rewarding employee for good performance, and appointing morewho are skilled and has the ability to perform well. Positive power gives good vibes toemployees and team in the organisation. It builds confidence and motivation within theemployees for working harder andgain organisational objectives. They are given power toexpress their views and work together in the organisation.Positive power take individual towardspositive path in order to meet the individual needs. That helps in individual development process.Overall, this affect team building performance as well.Negative power:This is a type of power which negative vibes to the employees. Leaders do not respect theemployees of the organisation. The leaders order employee to complete their task by threateningthem and giving them punishment if task is not performed well or not on time. It leads theorganisation's decreased quality of production and also a great loss of turnover for theorganisation and its reputation (Kitchin, 2017).Negative power always creates dissatisfactionamong all other employees that affect overall team building performance level. Overall, thisfactor affect both individual or team behaviour in terms of negative outputs. All leaders ofMorrisons required to avoid negative power over employees.Positive politics:Employees who knows how to use politics in the organisation creates a good culture forthe organisation and are more productive than others. Making some policies and chain ofcommand makes it easier for employees to work efficiently. This makes the employees and teamspend more time on quality work production.Positive politics helps to make good decisionmaking approach. Besides, it also helps to encourage individual confidence level as well.Besides, good decision of an individual employee can help to build overall team behaviour.Negative politics:Organisation develops negativity in the workplace and that creates conflicts betweenpeople and that affects the performance of the people. If employees are encouraged to bedishonest or unethical towards work, the firm faces decrease in productivity and reputation.Influence is getting carried away by anyone's behaviour, quality, attitude, etc. Influenceare also divided into types: A silent authority will not have much influence on the staff oremployees (Christina, Dainty and Waterson, 2014.). Assertiveness is another type of influence2
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