Impacts of Culture, Politics, and Power on Organizational Behavior

This document discusses the impacts of culture, politics, and power on organizational behavior. It explores different types of organizational culture and their effects on individuals and teams. It also examines the importance of organizational politics and power. The document provides recommendations for improving behavior and performance in an organizational context.

Organisational
Behaviour
October 2020

Organisational Behaviour October 2020
Submission Front Sheet
Unit Title and Number: Organisational Behaviour (Unit 12)
Assignment Title Organisational Behaviour assignment
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24923
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Organisational Behaviour October 2020
Table of Contents
1. INTRODUCTION.......................................................................................................................5
2. Overview of organisation............................................................................................................5
3. The impacts of culture, politics and power on the behaviour of others in an organisational
context..............................................................................................................................................5
Define and explain organizational culture...................................................................................5
The influence of culture on organization behaviour....................................................................6
Types of organization culture and their impacts (positive and negative) on organisations and
importance for individual and team behaviour............................................................................6
The importance of culture on individual and team behaviours and performance.......................7
Recommendations to the selected company................................................................................7
Define and explain organizational politics..................................................................................8
The importance of organisational politics on individual and team behaviours and performance
.....................................................................................................................................................8
Organisational power and its influence on individual and team behaviour in the organizational
context..........................................................................................................................................8
The impact (positive and negative) of the above-mentioned key elements on individuals, team
behaviour and motivation levels, and performance.....................................................................9
4. Motivational Theories..................................................................................................................9
Define and explain motivation.....................................................................................................9
How the selected company is currently motivating Individuals and Teams...............................9
Maslow’s hierarchy of needs.....................................................................................................10
Vroom Expectancy theory..........................................................................................................10
Recommendations on how the company can use the discussed motivational theories to
improve motivation and performance individuals and team for effective achievement of the
organisational goals...................................................................................................................11
Justification of how your recommendations can help the company you selected to reduce
turnover......................................................................................................................................11
5. The Concept of Team Development...........................................................................................12
Define Team and Group............................................................................................................12
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Tuckman team development model...........................................................................................12
Advantages and disadvantages of Tuckman model...................................................................12
Belbin team roles with its advantages and disadvantages.........................................................12
Challenges in team development...............................................................................................13
What makes an effective team as opposed to an ineffective team?...........................................13
The benefits of effective teams on the organization performances...........................................14
Suggestions how the company you have selected can use both Tuckman model and Belbin
model to develop cooperation within the teams........................................................................14
6. Philosophies or Organisational Behaviour...............................................................................14
Path-goal theory leadership styles and how they can help the company you selected to improve
team performance and productivity...........................................................................................14
Merits and demerits of Path Goal Theory..................................................................................15
Situational leadership theory.....................................................................................................16
Merits and demerits of situational leadership theory.................................................................16
Situational Leadership theory can influence behaviour within the selected company to and
overcome resistance...................................................................................................................16
Social Loafing theory................................................................................................................16
Merits and demerits of Social Loafing Theory..........................................................................17
Social Loafing Theory can influence effective behaviour within the selected company..........17
Concept of perceptions..............................................................................................................17
Concept of individual differences..............................................................................................17
Concept of Social system...........................................................................................................17
Company apply concept in various ways that influences organisation productivity.................18
7. CONCLUSION..........................................................................................................................18
8. REFERENCES..........................................................................................................................19
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1. INTRODUCTION
The behaviour of organisation means how things or tasks are doing by individuals and
group of people because they have different attributes and perspectives which uses to operate the
business. When a business is running in competitive environment is important to understand their
culture, values, predictions, control of human behaviour that can help to manage the good
performance (Wilkins, Butt and Annabi, 2018). The management should have leadership and
management skills which can help to bear the risk and operate a business successfully by
providing assistance to employees. IKEA is the chosen company for this report that is Swedish
multinational company situated in Netherlands that offers different design of furniture which is
ready to assemble. The aim of report to understand how behaviour affects the operation and
profitability of organisation. This report is covering how culture, politics and power influence
other's behaviour, how to motivates individual and teams, what is important to make effective
team, uses of model in relation to organisation for maintaining a situation.
2. Overview of organisation
IKEA is a larger size furniture retailing company which was founded in July 1943 by
Ingvar Kamprad. The headquarter of organisation in Delft, Netherlands etc. The stores of IKEA
in 40 countries where it operates 294 stores that are selling different design of furniture at retail
prices. In this, 2, 11,000 employees are working who are managing their task and roles in well
manner and increases the business performance. The main of organisation to become the largest
company in this industry and attain the higher competitive advantages. The management of such
organisation is responsible to manage all functions and activities by maintaining good working
culture that increases sales (Hackett and et. al., 2018).
3. The impacts of culture, politics and power on the behaviour of others in an
organisational context
Define and explain organizational culture
The culture of industry comprehend attributes, behaviour, and values that are important
for running a business as it contributes in social and psychological environment. This can be
maintain through attraction, selection, rejection, hiring new employees, training and reward
system that can help to increase the business performance in case of maintained properly.
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The influence of culture on organization behaviour
The organisational culture is main factor which influences behaviour of organisation in
the form of employees, employer, workers and shareholders. In context to IKEA, maintaining
effective culture of organisation where each employees are feeling free to share their message
with others and get ideas to complete task that helps to increase the performance and outcomes
(Mannion and Davies, 2018).
Types of organization culture and their impacts (positive and negative) on organisations and
importance for individual and team behaviour
The culture is important factor that should be consider by management while running a
business that can help to operate and regulate the business activities continuously. IKEA is larger
organisation that uses one of the suitable culture out of many that are defined by using Handy
Culture theory:
Role culture: This culture is showing the main power of position where role and
responsibilities of employees are delegated according to their skills and abilities. IKEA can
select role culture in their organisation for making task complete and managing all performance.
 Positive impacts: By using this this, individual and team behaviour feels secure
and get opportunity to become specialist to perform their roles efficiently.
 Negative impacts: In IKEA, this can create a feeling of frustration for ambitious
people who wants to learn new and power oriented. If employees do not perform
their roles effectively then it create the challenge for organization.
Person culture: This is unusual culture that founds rarely in organisations. In this,
individuals sees them as important part of organisation and exists only for getting salary.
Adopting this culture, chances for IKEA to reduce the sales and profitability because employees
does not get ready to work properly.
 Positive impacts: This can be effective for employees only as they does not have
responsibility to perform task.
 Negative impacts: This makes organisation more orthodox and not activities is
performing easily.
Power culture: The power culture mainly relies on individual instead of committee
where only one person has power to make decision on the basis of results and performance. This
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can be abrasive and tough for employees to accept because individuals accompanied success by
low morale and high turnover. In case of adopting this by IKEA, management holds this power
where they allocate work between employees and expects to complete on time strictly (Tourish,
2020).
 Positive impacts: If management of IKEA uses this culture in right manner that
make happy to employees and employer where it can breed quite intense
commitment to organisational goals.
 Negative impacts: If it is anticipating wrongly then it influence individual and
team negative as lead to dissatisfaction and high labour turn over.
Task culture: The job and project oriented culture is known as task culture that mainly
emphasis on getting the job done by bringing together resources and right people effectively. In
selecting this culture by IKEA, specific task and project be complete on time and increases the
business performance.
 Positive impacts: This increases the morale and willing to work more in
employees that support to manufacture better quality of products and deliver them
(Blake and Lloyd, 2020). This helps to complete the task by involving individual
and team members to whom work assigned.
 Negative impacts: In case resource are lack then it became difficult for
management to satisfy employees and get ready them to done the job perfectly.
This affects the team and individual as they cannot work properly if task is not
understand properly.
The importance of culture on individual and team behaviours and performance
Culture refers as customs, social behaviour, ideas and beliefs that should be followed by all
in relation to operating a business. Culture are important which vary organisation to organisation
and people to people that should be follow by organisation in order to operate a business and
increase profitability. In IKEA, individual and team are following role culture which helps to
perform the different roles and responsibilities that helps to increase the organisational
performance and profitability.
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Recommendations to the selected company
From the discussion it has recommended to IKEA, use the task culture that is suitable to
complete the assigned projects on time and increase the business performance. This will help to
increase the sales as employees understand their responsibilities and perform well.
Define and explain organizational politics
Organisational politics is defined as self-serving behaviour that employees uses to
increase the organisational profitability by maintaining all activities. This can be positive and
negative which uses by management for the purpose of retaining employees, increasing
performance and challenging the position (Ghafoor and Haar, 2020).
The importance of organisational politics on individual and team behaviours and performance
The politics in organisation is like an influencing power that have in one person who is
responsible to make decision and increase the performance. For example, management of IKEA
has decision making authority and responsibility who analyse the employee’s performance and
does partiality with some staff as their well performance credit is given to other who have not
involved in activities.
This influenced individual as they does not feel good and create the conflicts between
employees. Moreover, team behaviour influenced negatively as employees neither get ready to
accept changes nor perform well (Phornlaphatrachakorn, 2019).
On the other side, politics can be affected IKEA negatively as management behave
differently from employees that create the feeling of conflicts and they does not works properly.
The management give opportunity to only those people who are near to close them which
reduced the organizational productivity. To prevent from this negative impacts management of
selected organization should behave equally with all staff and should all give good opportunities
to all that can help to overcome from difficulties and increase the business performance.
Organisational power and its influence on individual and team behaviour in the organizational
context
Organisational power defined as ability that uses by a person to make things happen as
per one's perspectives and managing the task. In context to IKEA, management has power to
assign between employees and encourage them to work do so. The management is using French
and Raven power model that are as defined:
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Coercive power: This means threat of force to get compliance from another that affects
the employee's performance. Force includes social, physical, political, emotional and economical
that uses by management for the purpose of getting work done from employees effectively.
Reward power: This means giving appreciation and title of good performance at the
workplace which influence employees to work more effectively. This is most effective power
that may use by company for increasing business performance and activities (Dinc, 2018).
Legitimate power: This power comes from election, appointment, selection and position
that a person acquire and influences employees to work well. In this, management influences
employee by their influencing behaviour, attitude, belief and values that support to run business.
The impact (positive and negative) of the above-mentioned key elements on individuals, team
behaviour and motivation levels, and performance
Therefore, IKEA is using reward power which is positive, influences individual and team
behaviour positively. As management evaluate the employee's performance and give them
rewards for good performance that increases their morale and satisfaction level. On the other
side, team performance remains good and well in changing environment which provide higher
profitability.
On the other side, if management has used their power negatively as coercive and
legitimate then productivity will automatically reduce as employees make decision to leave
organization and to recruit new employees and providing them training in IKEA will be
considered as longer process that might be create problems in arranging investment. To prevent
from this negative impacts IKEA should be use their power in good ways as reward and expert
that can help to complete the task in certain time and attain the higher profitability.
4. Motivational Theories
Define and explain motivation
Motivation is the process and activity which mainly uses by a person in order to fill the
requirement of employees and motivate them towards completing their roles and responsibilities.
This is supporting activity which should be adopt by organization in order to motivate the
employees and provide job satisfaction. This is important for organisation to focus on needs and
wants of their employees then provide them proper assistance that can help to make them happy
and increase the organisational profitability.
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How the selected company is currently motivating Individuals and Teams
For motivating the employees IKEA is adopting different ways and activities that are
beneficial for organisation as well as employees. The chosen organisation currently motivating
individuals and teams by understanding their goals, assigning them roles according to their
interest and capability to work, directing them and controlling their activities which motivates
them and supports employees to work effectively (Al Izki, 2019).
Maslow’s hierarchy of needs
Maslow's hierarchy of needs is a theory of motivation which mainly uses by organisation
in order to operate the business by arranging the employees at right place. This theory is uses by
IKEA Company that are as explained:
Physiological needs: Employees who are working in organisation have some basis needs
such as food, water, shelter, sex, air, and sleep which provided by management of IKEA
company.
Safety and security: This means employees are demanding some basic safety and
security such as financial security, Health and wellness, safety against accident and injury
(Safadi, Easton and Hasson III, 2020).
Social needs: This means people are demanding social needs such as friendship, love,
family, social groups, community groups, and attachment that are provided to employees of
IKEA Company that helps to increase the satisfaction level.
Esteem needs: This is another needs that become important for employees of IKEA
Company to get respect and appreciation in front of others that can help to increase the business
performance.
Self-actualisation needs: This is another needs which require to be complete by feeling
that all needs are fulfilled and managed properly. With the help of this employees understand
themselves a part of organisation and work effectively.
Advantages
The advantage of this theory is that it is beneficial for employees and organisation as it
fill the individual's needs and wants by delivering quality of products and services. When the
employees are motivated by the way of meeting their needs in the organisation, they can improve
in their performance which will help IKEA to focus on their advertising appeals on specific
needs shared by large segment of their target market. However, there are some disadvantages of
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Maslow hierarchy of needs. The theory is not appropriate at all pace because needs of every
employees is not same, and this create the challenge for organisation to motivate them.
Moreover, it may be difficult for measure to analyse the needs and wants. This is generic and
weak
Vroom Expectancy theory
This is a theory that separates efforts, outcomes and performances that can help to
motivate the employees. Motivation is the important factor that should be uses by organisation in
order to make happy and satisfied the employees. This theory assumes that behaviour results
from conscious choices and select the alternative which can help to motivate the employees.
IKEA is using vroom expectancy theory are as defined:
Expectancy: This can be defined as idea that uses by management of chosen
organisation by increasing the amount of efforts that helps to increase the performance.
Valance: This is the perceived value which uses by employees to increase the outcome
and maintain the positive relations (Waddell, Creed, Cummings and Worley, 2019).
Instrumentality: In this, management of IKEA believes that more design and
distribution channel will be used to reach potential customers. Therefore, it motivate employees
by giving those rewards and other benefits.
The advantages of Vroom Expectancy theory is that this theory represent employee's
confidence by showing their talent, expectation and confidence. This boost the morale of
employees and managing their task effectively. By using Vroom expectancy theory IKEA can
increase the task and performance by motivating employees. However, the disadvantages of
Vroom Expectancy theory that rewards are not necessarily associated with performance and it’s
based on skills and education which is different in employees. In IKEA it does not provide the
fully satisfaction to employees that create problems.
Recommendations on how the company can use the discussed motivational theories to improve
motivation and performance individuals and team for effective achievement of the
organisational goals
IKEA can use the Maslow theory that is best for motivating as it need to understand the
needs of employees and provide them benefits accordingly which can fill their needs and
increase their performance in attaining the organisational goals. Moreover, by sharing goals with
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team and getting the work done on time this increases the morale of employees and provide them
different benefits.
Justification of how your recommendations can help the company you selected to reduce
turnover
From the above discussion it has been recommended that IKEA should be use Vroom
expectancy theory as all employees has different needs and wants that need to be fill. BY using
vroom expectancy theory, management of organisation will know their need and make efforts to
fill them that will provide higher level of satisfaction and increases the profitability.
5. The Concept of Team Development
Define Team and Group
Team and group refers as collection of people who are engaged in organisational
activities and function that are completed by such people in order to increase the sales and
profitability. In IKEA, effective and ineffective team are working who perform their roles in
different manner and manage the all activities.
Tuckman team development model
This is a model which uses by organisation to know the team behaviour and development
of team who are working and managing all activities. The management of IKEA organisation
uses Tuckman model by explaining all stages such as:
Forming: In this stage leader and group member of IKEA faces the problem of managing
their roles and functions because they are not ready to accept the changes.
Storming: This is another state in which group of IKEA thinks collective by sharing their
views and thinking deeply how to improve the performance (Naz, Li, Nisar and Rafiq, 2019).
Norming: In this, leader is responsible to clear goals and make the effective team who
get ready to accept the changes in relation to increase the business performance and profitability.
Performing: The ending stage which uses by IKEA's team and its member who focuses
on goals, accept the challenges and manage the task effectively which helps to increase the
performance and profitability (Mathies, Lee and Wong, 2018).
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Advantages and disadvantages of Tuckman model
Advantages: The Tuckman model larger pool of ideas, does interaction between team
members and bring the changes which can help to increase the performance of IKEA Company.
Disadvantages: This is time consuming model that take too much time for managing
team and accepting the challenges. Moreover, this not always become correct in running a
business. Where is the analysis?
Belbin team roles with its advantages and disadvantages
Belbin typology is a system and process which defines the role and responsibilities of
employees in a particular organisation that can help to manage the good performance and
increase the profitability (Pecino and et. al., 2019). In context to IKEA, different types of roles
and responsibilities of team member are as defined:
Action oriented
 Shaper: This means employees are having speciality of extrovert that helps to manage
the work and increase the performance effectively.
 Implementer: The management of IKEA organisation bring the changes and implement
in their organisation by performing their roles and responsibilities effectively.
People oriented
 Coordinator: The role of IKEA's team is coordinator which is uses to coordinate with
other employees effective and manage the task effectively.
 Resource investigator: In organisation, resource allocation and investigator is important
that role is plays by management in order to operate the business and increase the
organisational profitability (Koc, 2018).
Challenges in team development
Challenges in relation to team defined as problem which are facing by organisation at the
time of performing their roles and responsibilities effectively that affected the organisational
profitability. In context to IKEA, challenges are facing by team development such as conflicts
between employees, not sharing information, lack of transparency, poor change management etc.
are arising while working that may reduce the sales of organisation as well as profitability
(Chionis and Karanikas, 2018).
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What makes an effective team as opposed to an ineffective team?
Effective team Ineffective team
This group is having skilled and talented
workers who wants to work for their future
growth that make opposed to ineffective team.
Where as in this, no team members are willing
to work and they works only for getting
remuneration.
The effective team of IKEA is conscious of its
operation and management that helps to
increase the performance.
Whereas, in this team no one is conscious
about their operation and not to work well.
The benefits of effective teams on the organization performances
In IKEA, management develop the effective team by analysing their skills and talent
which helps to increase the organizational performance in challenging environment by solving
problems. All members of team are working collectively and they manages all function by
developing the effective team. The management understand the task and share with employees
that can help to complete the project and attain the business goals.
Suggestions how the company you have selected can use both Tuckman model and Belbin model
to develop cooperation within the teams.
IKEA is large size organisation that uses the Tuckman and Belbin model in their
organisation for the purpose of developing a business and managing all activities which can help
to increase the organisational profitability. By using Tuckman, management develop the
effective team and Berlbin uses to perform different roles. This helps to build the effective team
in which all members works collectively and give their efforts to attain the business goals.
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6. Philosophies or Organisational Behaviour
Path-goal theory leadership styles and how they can help the company you selected to improve
team performance and productivity
This model is based on model is based on leadership style or behaviour leader applies in
organisation which will increase employee's motivation level, empower them and satisfy them so
that they become productive resource for organisation. It is best thought for a process in which
leader’s behaviour suites employee's needs and their working environment which will guide
them through path of obtaining the daily work activities. The leader can solve the problem
mentioned above by using combination of supportive and participative leadership style (Rezaei,
Allameh and Ansari, 2018). The ways in which the leader will implement the style are as
follows:
1. Determination of employee's and environmental characteristics
Environmental characteristics means how easy an organization adopt the changes and
manage the business activities that can help to operate the business and attain business goals.
Personal characteristics of employee's are important to determine their ability to work and focus
they have toward their performance growth. According to problem of company leader needs to
identify lack of abilities in staff members who are coming to company for work and make them
comfortable in this situation (Engelbrecht and Samuel, 2019).
While taking about environmental characteristics in company over-coming the hurdles is
the main focus of path goal model. To make the manufacturing process function smoothly IKEA
can design its tasks in such a manner that employee's in small numbers can also complete
manufacturing process easily. Leader here can help employees to work in teams and support
them whenever the employees are not able to complete tasks by guiding them in correct way.
2. Selection of leadership style
After determining employees and environmental characteristics, leader is responsible for
adopting the leadership style which is appropriate according to situation. Looking at problem of
the above company, leader can opt combination of participative and supportive leadership style.
Because employee's working are also afraid of virus situation but if they are working for
company then its companies responsibly to look after their safety and at same time get work
done by employee's. Leader of IKEA can support employees by creating a warm and friendly
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environment which will help them work effectively without worrying less about pandemic
situation. By making them participate with ideas or solution they think may help company in
making decisions on working process while motivate them towards work (Arokodare, Asikhia
and Makinde, 2019).
3. Focus of motivational factors to help employees succeed
After applying these leadership styles by IKEA, leader needs to ensure that goals are
clear to employees. The path or process on which they are working on is also clear and ensure
that all the obstacles are also removed to help employee's succeed in their work.
Merits and demerits of Path Goal Theory
Merits Demerits
 This theory is uses by management to
identify the conflicts which are facing
by organisation.
 IKEA's management focuses on
situation and bring the solution which
can help to increase the performance
and maintain profitability.
 This is a unique link that motivates
leader and management to work
properly.
 Path goal theory is complicated to
understand so it can create the problem
for managing task (Warren, 2018).
 In organisation particular situation is
require more than one leadership style.
 This is not appropriate at all place as it
does not solve all situation that arises in
organisation.
 Employees can be dissatisfied as their
roles and responsibilities are not clear.
Situational leadership theory
This theory states the there is no single leadership style is best which can help to solve
the business situation and manage the task accordingly. This theory mainly depends on situation
which arises in organisation and bring the changes accordingly which helps to increase
performance. The management of IKEA organisation uses situational leadership theory for the
purpose of solving situation and problem which arises while working and completing the task
which helps to maintain good performance. This involves four leadership style such as telling,
selling, participating and delegating which are important to manage the activities in relation to a
business and complete the task (Warren, 2018).
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Merits and demerits of situational leadership theory
Merits: This theory uses to find out the ground with other people and provide the
different experience by creating diversity. In IKEA, situational theory create the comfortable
environment for workers and develop the phases in to account.
Demerits: This theory mainly focuses on immediate need tan long term needs which can
create difficulty in solving problems. This can be ineffective in task oriented environment that
might be reduce the productivity.
Situational Leadership theory can influence behaviour within the selected company to and
overcome resistance
In IKEA, management adopts situational leadership theory that influences employees and
employer behaviour as they understand what problems are facing by organisation and bring the
changes which are implement by both that helps to increase the business effectiveness. By
managing the task and handling situation management can overcome the resistance that might be
affected business.
Social Loafing theory
This refers as concept that people are prone to exert less efforts at the time of working
collectively as part of group compared to the performing task alone. This can be detrimental at
workplace that can help to increase the organisational performance. The management of IKEA
uses social loafing theory for managing the task, reducing stress, increasing performance and
productivity by collectively.
Merits and demerits of Social Loafing Theory
Merits of social loafing theory: This theory helps IKEA's team and other employees to
work collectively by maintaining social groups. Strengthening the self-esteem of workers at
workplace, and provide them right information that increases business performance.
Demerits of social loafing theory: This can lead the negative productivity of whole
organisation as no team member are working collectively in case of few members become lazy
and reluctant.
Social Loafing Theory can influence effective behaviour within the selected company
Social Loafing theory can influence the effective behaviour in IKEA as by following
this, organisation can develop the effective team and get the work done from them by accepting
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the changes. Moreover, management develop a feeling of esprit de corps that encourages people
to work collectively that increases productivity.
Concept of perceptions
Concept of perceptions refers to an individual perception, reception and stimuli that how
it senses the things into different way. It involve the process of perception that include selection
of stimuli in the environment that our brain wants to select, than it organise that stimuli that
could be smell, touch, taste and hearing. After that, it interpret the organised stimuli and
categorized into our senses.
Concept of individual differences
Concept of individual differences states that difference between the traits of different
individual through which it can be distinguish the characteristics of individual person. The
concept of study individual difference also known as trait physiology. The difference in
individual trait could be in form of intelligence, personality, skills, behaviours, aptitude, and
ability to learn and perform. It could be change according to the time and circumstance, it
depends on individual observation and need.
Concept of Social system
Concept of Social system refers to relationship between person that form socially without
any formal structure irrespective of their caste, religion and intellectuality. They are vary from
size and place. It ensure mutual relationship and behaviours among employees or people exist in
environment. They organize in structurally in norms and culture ethics and plays different role
accordingly in the organisation. They maintain sustainable and ethical environment which leads
to success of company.
Company apply concept in various ways that influences organisation productivity
IKEA Company is famous multinational home furnishing, kitchen appliances and
furniture retailer company. It design the product and services with a view of costumer perception
and their needs. Company deliver its product from the costumer’s demand and identify what
types of products in demand. Home furnishing and décor were design with consent and
satisfaction of costumer and to identify them become important for company to survive in
market.
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Company designed their products from the point of view of costumer traits, taste and
demand and it became crucial for company to fulfil all this things in their products. To provide
them products and services according to their demand is important and require lot of research in
market. As every costumer has their different individuality and they need their product according
to it, and company in which they are dealing with is customised based business. Home furnishing
and décor are something which every customer want them best as possible and they are basically
high end products, so it is important to satisfy their need.
In this IKEA Company, management focuses on social interaction among employees and
ensure proper environment in organisation. It is effective organisational approach that helps in
managing complex relation. It increases employee’s motivation, engagement and morale to
perform better, it enhances overall productivity of the organisation.
7. CONCLUSION
From the above report it can be concluded that organisation behaviour is important factor
that should be consider while running activities and managing the task. Handy culture theory is
uses to select the appropriate culture that can help to increase employee’s satisfaction and team
performance. Good team member is having different characteristics and skills which uses to
solve the conflicts. Path goal theory is effective leadership theory which uses to find out the
problem and complete the task within time period.
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8. REFERENCES
Al Izki, F. H. S. (2019) Exploring the organisationahttps://www.open.edu/openlearn/money-
business/leadership-management/management-perspective-and-practice/content-
section-3.5.2l, social and cultural factors influencing those employee attitudes and
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