Organisational Behaviour

The study helps to operate the business of the firm in more effectiveandefficient way(Scandura, 2017).Organizationalbehaviourhelpstogainthe understanding of the ways in which firm can improve the performance of the employees, promoting innovation and leadership etc. The study helps to operate the business of the firm in more effectiveandefficient way(Scandura, 2017).Organizationalbehaviourhelpstogainthe understanding of the ways in which firm can improve the performance of the employees, promoting innovation and leadership

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1) Influence of culture, power and politics on organisational behaviour.................................3
P2) Theories of motivation to achieve organisational objectives...............................................6
LO 3.................................................................................................................................................7
P3Explaining an effective team as opposed to an ineffective team............................................7
LO 4.................................................................................................................................................9
P4 Explaining the concept and philosophies of organisational behaviour within an
organisations...............................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is the study related with the way in which the people that are
working in the organisation acts. The study helps to operate the business of the firm in more
effective and efficient way(Scandura, 2017). Organizational behaviour helps to gain the
understanding of the ways in which firm can improve the performance of the employees,
promoting innovation and leadership etc. On the basis of this, company modify the method of
evaluating the performance of the workers.
The Report will be based on A David & company Ltd. The firm deals in producing and offering
vegetables, fruits, ready made products to restaurants, hotels, schools, and government etc. The
Report will outline the impact of power, culture, politics on organisation behaviour. It will also
describe the way in which theories of motivation helps to achieve business goals, how the team
can cooperate with others. It will also explain concepts of organisation behaviour in the context
of organisation.
MAIN BODY
P1) Influence of culture, power and politics on organisational behaviour.
Organisation culture-
The term organization culture refers to various traditions, beliefs, habits, norms, values,
attitude of the people that are working in the company (Sheldrake, 2015).
Handy's Model- The model has been developed by Charles Handy . It has defined different
types of organisational cultures. These are as follows-
Power Culture-
In case of power culture, only some people will have the authority to take decisions in the
organization. The actions and performance of the employees will be influenced by the rules and
regulations of the firm.
Role Culture-
The organization which is following Role culture, will control the activities of employees
on the basis of rules. The authority to workers will be given on the basis of their position in the
firm.
Task Culture-

Organisation follows task culture when it has to resolve any problem or to complete a
particular project. The effectiveness of the team will depends upon the team dynamics.
Person Culture-
In case of person culture every individual believe that they are important for the
company. Ex- accountant etc.
Impact on the behaviour and performance of the company-
A David & company Ltd should follow Task culture in the organisation because, it will
help the employer to assign right task to the team members. This will also help make decisions
quickly, as well as it will motivate the employees to perform better(Dipboye, 2016). It will help
to achieve the objectives of the company such as increase in level of sales and profits etc. When
provides authority to team members to perform the task, they feel that they are being valued.
Therefore, it helps to improve motivation level of employees as well as leader of team. Handy's
Model has defined various types of cultures and it will help to improve the individual
performance as well as group performance because, company will follow Task culture and this
type of culture helps to motivate workers for accomplishing the objective of team and
organization.
Power-
The term power refers to the ability to influence the actions of other individuals that are
working in the company. The power of people in the organization plays an important role in
influencing the behaviour and performance of employees as well as team members.
According to French and Raven Model, there are five different forms of power such as-
Coercive power-
Coercive power is based on the concept of coercion. Under this, organisation forces the
employees to perform the task.
Reward power-
Under this, the management of the organisation has power to delegate the work to
employees and in return they provides rewards to them.
Legitimate power-
The legitimate power of the people in the organization depends upon the role they are
playing. Under this type of power, the leader has power to punish or to give rewards to the
employees(Vasu, Stewart, D.W. and Garson, 2017).

Referent power-
Referent power refers to the power of the leader of the company who possess strong
interpersonal skills. Under this, the leader is seen as a role model for the workers.
Expert power-
Expert power depends upon the knowledge, skills of the leader of the company. It is
based on the fact that, the person who is having expert knowledge can easily influence the
workers.
Impact on the behaviour and performance of the company-
The management of A David & company Ltd should provide expert power to the leader who is
having expert knowledge and skills in a particular area. Because, this will help to easily
influence the workers of the company to perform a particular task. Due to expert power, firm can
improve the trust of employees on leader. Team members will be more open towards the leaders
and this will help to improve motivation level of workers.
Politics-
It refers to the process of using the power that was not sanctioned by the management of
the firm. Politics occur due to the difference in the interest of the peoples that are working in the
organisation.
Impact on the behaviour and performance of the company-
There are two sides of organization politics that is positive and negative. Positive politics will
motivate the employee of A David & company Ltd to motivate the employees so that, they will
help to gain competitive advancement. This will also support positive behaviour of the workers.
Negative politics will affect the commitment of employees of A David & company Ltd as well as
their performance in negative manner(Miner, 2015).
P2) Theories of motivation to achieve organisational objectives.
The motivation is the process of peoples and employees for take action for accomplishing
the goals and motivation is very important and effective for the business and A David &
company. Here, is two type of motivation theory content and process theory.
Content theory
The content theory is consider the what humans are needed at workplace. This theory is
also called as need theory which is try to identify the needs of employees ans relate to that with
motivation. The Maslow hierarchy theory in refers the content theory.

 Physiological needs are the basic needs of employees such as air, water and food.
Employees are satisfied with all those needs the they are able to give their hard
contribution for achieve gaols.
 Safety and security needs are most important need of employees. This refers to person
desire for the security. At that employees want full protection with the company. By this
they feel safe and protected with their job.
 Belongingness and love needs are the basic needs which are accepts by group and
workplace (Hajro, 2017). The positive work place is always help to rise motivation of
employees towards attaining their roles and responsibilities of work task.
 Esteem needs are values and respect which is expect by employees from their co-worker
and also form senior manager. They want every peoples in organisation give respect to
them and show values for their work. By this employees are feel respected and give hard
contribution for work.
 Self-actualization needs is reflect to employees for achieve their desire level. At this stage
employees are realize that, they are valuable and responsible for the work and their
growth at workplace.
Those are the elements of the Maslow hierarchy need theory. When all needs of employees are
fulfilled the they are able to give their hard contribution for achieving goals and objective of
company as well as improve productivity of David & company.
Herzberg theory-
The theory helps to motivate the employees to achieve goals of the firm. It is based on two
factors that are motivators and Hygiene factors. Motivators influence employees to work hard
and Hygiene factors should be present because if they are not present employees will not
contribute their maximum.
Process theory
The process theory is refers how human behaviour is affect to peoples. This theory is
focus on physiological process which is affect to motivation of employee in David & company
Ltd. It concerns the high motivation of peoples and create option for giving best performance of
employees. The Adams equity theory is refers process theory of motivation. This theory is best
for create values ans motivation of employees (Adams equity theory. 2017). This theory is stated
employees are feel motivated when manager treated equal to them in organisation as per work

and performance. In the A David & company, each employee give their hard contribution for
achieve goals and objectives. For example; if employees are done their work same time with best
result. In that manager have to treat them same and give fair treatment otherwise this can give
negative impact on the company. In that, manager have to treat them same for their work. By this
employees are highly motivated and give their hard contribution for achieve goals and objective
of company.
Vroom theory -
It says that increase in efforts of employees will improve the performance of workers.
Performance is affected by the availability of resources, right skills and necessary support of
supervisors etc.
LO 3
P3Explaining an effective team as opposed to an ineffective team.
Setting aims and objectives for the team members along with same lines that definitely
increases the productivity. Within the organizations there are both kinds of effective and
ineffective team exist within the work culture (Ferrell, 2016). Effective team members has
always concern towards the company aims and objectives and they also well understand and
accept the company situations and work accordingly. In the contrast ineffective team and also
brings the ineffectiveness among the working performance. In other words, ineffective team
always creates the difficult situations.
Belbin Nine Team model
Resource Investigator : Resource Investigator is the form of developing results to
motivate employees in an more developing manner. In order to analyse and measure the effective
team performance David Co. can use this model to evaluate the proper advantage and goals.
This model explains the four stages of team building through company can also gain the
company advantage by implementing the set plan in an effective manner.
Team worker : Team worker are the employees or motivators that strengthen and
explore the new opportunities and develops contacts. However, the main purpose of this model is
to explains that as the team develops maturity and ability and ability to analyse the relationship
which establish the leader effective changes.

Co-ordinator : Coordinator are more handle the team in maturity that is more effective
and influencing in order to meet out the company aims and objectives. It is the initial stage
which consist high dependence on leader for guidance and direction. Leader must be prepared
to answer lots of questions about the team purpose objectives and external relationship.
Plant : Plant is the another element of team that are most creative and innovative.
Besides, might ignore incidentals and may be too preoccupied to communicate effectively. The
team is more strategically aware and the team knows clearly why it is doing what it is doing
more effectively and more challenging. The team is more strategically aware with no
interference or population from the leader. There is a focus on over achieving goals and the team
makes most of the decisions against the criteria agreed with the leader. The team has a major
high degree of autonomy.
Monitor Evaluator : High dependence on leader for guidance and direction (Hajro,
Gibson and Pudelko, 2017). In this stage generally employees mus be not prepared to answer lots
of questions about the teams purpose, objectives and external relationships.
Specialist : Besides, ineffective team members has always ignoring the instructions given
by the leader. Effective team employees has always take initiatives to perform creative work in
order to generate the long lasting results for the company development. However, this situational
context and differentiate the best goals and opportunity.
Shaper : This is the challenging and also ensure that the team keeps moving and does not
lose focus or momentum. This is the second stage of team development where the group starts to
sort itself out and gain each other's trust. In which effective team members has always come up
with new ideas and goals. Besides, ineffective team members are less interested to contribute to
the team members goals and opportunity.
Implementer : Implementer needed to workable and strategy and carry it out the best
efficiency performance that makes the good outcomes and objectives. This stage often starts
when the voice their opinion and as a results of this a conflict may arise between team members.
In this stage people feel safer will push the boundaries set up by the team in the forming stage.
Completer Finisher : Completer and finisher is the most effective and polished team
roles that are most effective team players that manage the work at the most prominent manner. In
this next step of building team is resolved disagreements and personality clashes result in greater
intimacy. In other words, effective team has always try to resolves all conflicts and issues with

other team members (Homan and et.al., 2015). But contrary, Ineffective team members are never
solve conflicts with employees with leading challenging task and build-up the new formation
goals and objectives in an proper. The team may engage in fun and social activities and goals.
The team leader and some of leadership is more shared by the team effectiveness.
Disagreement occur but now they are resolved within the team positively and necessary
changes to processes (Podsakoff, MacKenzie and Podsakoff, 2017). However, this study and
goals also considered the most challenging. In other words, ineffective team members are always
reducing the work and make ineffective environment within the business. Besides that, effective
team members has always work in a team with long lasting results and aims.
LO 4
P4 Explaining the concept and philosophies of organisational behaviour within an organisations.
Concept and philosophies of organisational behaviour
Individual behaviour : In within the organisation each employees has their won
different behaviour and nature to tackle the situations. As per the science they also supported this
idea that each individual has generate unique concept or philosophies.
Perception : Perception of an individual also very different at the particular situations.
Employee also see work differently for different in their personalities, thoughts needs etc. this
makes the organisation behaviour and creates the new concepts.
Whole person : This OB concepts defines that individual personal life never be
detached from his professional life. It is interconnected in different manner.
Motivated behaviour : An employee has so many needs inside that makes his motivated
and confident. Some motivation level helps company to manage the fulfilment and enrich their
quality of work.
The desire for involvement : Every employee is actively seeking opportunities to work
to involve in decision making problems.
Organisational behaviour and philosophies has major some concepts such as individual
differences, A whole person, Caused behaviour, human dignity, organisations are social systems
and mutuality of interest. Holistic concept. However, such philosophies or the human nature
might affect the overall business goals and objectives, in order to explains the organisational
concept David & Co. can applying the model of path goal theory. Personality of an organization

is like the the characteristics of the organizations. That also contributes the best way of
controlling things and major opportunities to understand the overall behaviour.
Path Goals Theory
Directive Leadership
As according to path goal theory it define the directive leaders tell their subordinates
precisely what they want them to and how they should do it. Directive leaders has always
provides the monitoring process. In order to support the best goals and objectives in an proper
manner.
Supportive Leadership
Supportive Leadership style is the another tool to measure the organization behaviour and
leading the best source matter and goals. Supportive leaders has always contribute to the
effective management styles that leads to be the most effective learning goals. They consider this
information before making their final decisions (Rahim, 2017). Such leaders has always s
support employees in their critical manner. However, they always consider this information
before making their final decisions.
Participative Leadership
Participative leaders are those employees or leaders who always contributes their best
way of performing ideas. Along with that, style and involve subordinates in decision making by
welcoming their ideas and inputs. Participative leaders has always contributes in the best
performing manner in order to beat the competitive business environment. These leaders have a
collaborative style which involves subordinates in decision making by homecoming their ideas
and input. They consider this information before making their final decisions.
Achievements Oriented Leadership
Achievements oriented leaders challenge their subordinates to strive for excellence in the
workplace continually. Such kinds of leaders are established a high baseline for performance and
expects continuous improvement from this baseline. All such leaders has always contributes the
best styles and meeting the work objectives and goals (Woodcock, 2017).
Path Goal theory

CONCLUSION
The above Report has outlined the importance of organisational behaviour in improving
the level of performance of the employees. The Report has also described importance of task
culture with the help of Handy's model, role of expert power in improving the productivity and
behaviour of the workers. Further, it has described the impact of positive and negative politics on
performance of employees. It has also described various theories of motivation to motivate the
employees. The theories that helps the firm to support the development of teams and various
philosophies that will help to achieve development goals related with individual and
organisation.

REFERENCES
Books and Journals-
Dipboye, R., 2016. Exploring industrial & organizational psychology: Work & organizational
behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
Publishing.
Ferrell, O.C., 2016. A framework for understanding organizational ethics. In Business ethics:
New challenges for business schools and corporate leaders (pp. 15-29). Routledge.
Hajro, A., Gibson, C. B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural
teams: Linking organizational diversity climates to teams’ effectiveness. Academy of
Management Journal. 60(1). pp.345-372.
Homan, A. C.. and et.al., 2015. The interplay of diversity training and diversity beliefs on team
creativity in nationality diverse teams. Journal of Applied Psychology. 100(5). p.1456.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Podsakoff, P. M., MacKenzie, S. B. and Podsakoff, N. P., 2016. Recommendations for creating
better concept definitions in the organizational, behavioral, and social
sciences. Organizational Research Methods. 19(2). pp.159-203.
Rahim, M. A., 2017. Managing conflict in organizations. Routledge.
Scandura, T.A., 2017. Essentials of organizational behavior: An evidence-based approach. Sage
publications.
Sheldrake, J., 2015. Charles Handy’s ‘The Future of Work’Re-visited. Global Policy Institute
Policy Paper, (27), pp.2-9.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.
Woodcock, M., 2017. Team development manual. Routledge.
Online-
Adams equity theory. 2017. [online]. Available through:
<https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/
030300.scorml>