Organisational Behaviour

This presentation explores the influence of politics, culture, and power on behavioural attributes in organisational behaviour. It discusses the strategies used by organisations, such as Google, to motivate employees and establish cooperation among team members. Additionally, it examines the application of organisational behaviour theory to Google. The presentation provides valuable insights into the impact of these factors on employee behaviour and overall organisational performance.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION
LO 1
Influence of politics, culture and power on behavioural attributes
LO 2
Strategies used by organisation to motivate its employees
LO 3
Approaches to establish cooperation among team members
LO 4
Application of organisational behaviour theory to Google
CONCLUSION
REFERENCES

INTRODUCTION
Organisational behaviour is known as the application of
theories to analyse and improve the behaviour and working
of people within organisations. The study also evaluate the
impact of this behaviour on overall performance of
company. The theories of organisational behaviour apply
various theories for understanding, predicting and
controlling the behaviour of employees within companies so
that business goals can be achieved

LO 1: Influence of politics, culture and
power on behavioural attributes
•The organisational culture of Google is considered as one of the key factor which
makes it first choice of talent pool to select as their employer. The major component
of its culture are innovation, risk taking and open and friendly communication among
team members. The organisation always encourages its employees to bring their
creativity without any fear of failure or hesitation.
•When company provides equal power and respect to all employees then it creates a
healthy competitive environment. Instead of providing less cooperation to leader who
is appointed without consent of team members Google appoints its leaders on the
basis of performance so that all individuals give support to it and provides their full
cooperation.

LO 2 : Strategies used by organisation to
motivate its employees
Reinforcement theory of motivation:
•Google effectively use this theory with its innovative additions. The
organisation provides rewards to its employees when they perform with
great quality.
•For instance the Founder's award and recognition among fellow team
members regularly motivates employees to work with more efficiency so
that they can also get rewards.
•On the other hand when employees fails to meet desired outputs then
feedbacks is provided to them so that they can improve their
performance.

CONTINUE....
Motivation theory based on Adam's equity concept:
• The key factor which is helpful to retain the excellent
performance giving employees is the recognition and suitable
rewards which matches the output they deliver.
• The company ensures that organisational culture is fun loving,
flexible and must fulfil all desires, comfort and expectations of
employees.
• The organisation follows strict process for recruitments and provides
extremely good packages to its employees.

CONTINUE....
Theory of McClelland's achievement
•According to this motivational theory the employees are motivated for work
when their needs are fulfilled by the employer. Each individual has different
need requirements.
•Google aims at satisfying the needs of every team members so that its
employees can work with full concentration. Some individual requires
achievements. For them challenging tasks serves as inspirational and source
of motivation.
•To meet such needs organisation regularly brings innovation in its practices
thus individuals never get bored or habitual of repeated tasks.

CONTINUE....
Need hierarchy of Maslow:
•The Maslow's motivation theory follows the principle that needs of human
resources must be followed starting from lower levels and then shifting to
upper level needs.
•The organisational culture of Google provides services such as
entertainment tools, refreshment services, free cafeteria, provides great
comfort to its employees.
•The job security and attractive financial benefits along with such
innovative culture is maintained by Google so that its employees
accomplish their tasks with more creativity and positive attitude.

LO 3: Approaches to establish
cooperation among team members
•The key elements which leads to conflicts among team members and
lower extent of cooperation are the ineffective communication and
conflicts among team members.
•Google has very clear and effective strategies to ensure that the
organisational teams are efficient and personal differences do not
overcome the organisational benefits and goals.
•The organisation provides psychological safety to its team members so
that they do not fear to provide cooperation and support to other team
members.

LO 4: Application of organisational
behaviour theory to Google
Organisation behavioural theories directly deals with the controlling of
human resource behaviour so that corporate culture can be made more
profitable and professional. The concepts associated with organisation
behaviour are based upon nature of company and human resources
working within the organisation. For achieving the efficient level of
accuracy and quality in the work practices Google must ensure that the
individual differences among team members are not prioritised more
than the business objectives.

CONCLUSION
From the prsentation it can be concluded that for success of organisations it
is important to investigate the behavioural aspects of groups and
individuals. The prsentation has explained the role of power and culture on
influencing the behaviour of individuals. It has also demonstrated the
significance of motivational theories and cooperation within companies for
executing their operational activities. Thus, it can also be observed and
concluded that for achieving new growth and quality levels organisations
must evaluate the organisational behaviour and the factors which can affect
the behavioural and performance aspects of their employees.

REFERENCES
Hashim, J. and Wok, S., 2014. Predictors to employees with
disabilities’ organisational behaviour and involvement in
employment. Equality, Diversity and Inclusion: An International
Journal. 33(2). pp.193-209.
Kitchin, D., 2017. An introduction to organisational behaviour for
managers and engineers: A group and multicultural approach.
Routledge.
Hashim, J. and Wok, S., 2014. Predictors to employees with
disabilities’ organisational behaviour and involvement in
employment. Equality, Diversity and Inclusion: An International
Journal. 33(2). pp.193-209.

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