Organisational Behaviour Report

This report analyzes the impact of culture, politics, and power on employee behavior within David & Co. Ltd. It explores motivational theories and their application in achieving organizational goals, discusses the characteristics of effective teams, and examines the Path Goal Theory as a leadership style.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
TASK 1............................................................................................................................................3
P1 Influence of culture, politics and power on employees behaviour....................................3
TASK 2............................................................................................................................................5
P2 Motivational theories for achieving organizational goals.................................................5
P3 State what makes a team effective as opposed to an ineffective team..............................7
TASK 4..........................................................................................................................................10
P4 Philosophies and concepts of organisational behaviour..................................................10
Path Goal Theory..................................................................................................................10
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Organizational behaviour can be described as the way people interacts with each other
among themselves. It can be explained as an attempt to understand how an employee performs as
an individual and in a group in a company (What is organizational behaviour?. 2017). It is
critical for a firm to study behavioural aspects of its workforce so that it can find out the
interrelation and influence of firms performance, job structure, communication, leadership etc.
David & Co. Ltd is a UK based food and beverage company dealing in production and
distribution of wide range of food and beverages comprising fresh fruits, dairy products, bakery
and frozen food items. This assignment will focus on analysing the influence of politics, power
and culture revealing in an organization on the behaviour of its people (Alfes and et. al., 2013).
A synopsis on how motivational theories and techniques assist company to encourage its
workforce for attaining objectives will be provided. Further, the report will explain
understanding about how a firm cooperate effectively with its employees.
TASK 1
P1 Influence of culture, politics and power on employees behaviour
In today's business dynamics for a firm power, culture and politics forms three major
determinants that can either be a reason behind its downfall or major variant behind success of a
firm.
Power in simple terms could be explained as ability of a manger to influence its employees
and mould their conduct in desired direction to attain objectives in specific manner, time frame

and generating maximum returns. Power heightens competition for attaining position. Also, it is
impacted by how employees are utilizing their power i.e. whether negatively or positively.
Positive power is related to encouraging people to make their own decisions , rewarding them for
good performance while negative power includes threatening employee to attain objectives any
how. Organizational politics on other hand could be describe as using influential strategies or
informal efforts for selling an idea, influence a firm, gain or enhance power or to attain some
personal targets (Bolino and et. al., 2013). Organizational culture forming third determinant
could be defined a values, beliefs , norms that is been followed by a firm and its people. A
David & Co Ltd being an emerging establishment gives keen attention to these three factors.
Manager of the firm exercise effective control over power and politics and utilize it in proper
manner to influence its workforce to work coordinately, as a team to attain its long and short
term objectives.
The influence of politics on group and person
Mentioned below is the impact of politics and power on organization and its workforce:
Reduce the productivity of employees: It is evident that individuals who get indulge in
organizational politics tends to concentrate less on their assigned tasks. As they remains
interests in finding flaws and criticize their fellow workers. Thus, in due course they fails to
achieve their targets within specific time frame which reduced their work efficiency and overall
productivity of the organization.
Spoils ambience and lead to circulation of wrong information: Office politics lead to
bitterness in relationships among employees as people playing politics are disliked by all. Also ,
such people manipulates information which lead to superior getting wrong picture of actual
scenario happening in company. Thus, it negatively affects the whole ambience and
organizational structure.
The influence of power on group and person
Positive power in a firm is concerned with encouraging employees productivity. It
influences an employees work efficiency and performance as it builds up his confidence and
motivates him to put his best efforts for achieving a desired goal. It also includes delegating
power to employees to take decisions, rewarding them for their strong performance and giving
them in charge for supervising others. This results in high employee retention rates as they

employees feels associated with company. Negative power on other hand too impacts employees
and firm greatly. In this scenario, managers do motivates its workforce to give their best
performance but by threatening them with termination and other punishments or express biasness
towards certain employees. This results in poor quality of work performance which leads to
higher employees turnover for organization, agitated and frustrated work force, conditions of
conflicts and arguments between management and employees, strikes etc. All this lead to overall
decrees in firms productivity, performance and negative image in market.
Handy’s cultural typology and earlier organizational culture within A David & Co. Ltd
Handy’s cultural typology : According to this theory, every firm follows a specific culture
with unique set of norms, values, beliefs etc. that are been altered and modified in accordance
with emerging changes in time and business environment. A. David & Co. Ltd follows this
culture typology which is having four categories that are mentioned below:
 Power Culture: According to Handy's culture model power culture is been symbolized
as a spider web where in all important people in a firm are having centralized control
over all employees. In context of A. David & Co. Ltd company have few individuals
who can exert control over other people. In A. David & Co. Ltd a person is recognized
for its achievement rather than for their performance.
 Role Culture: Role culture emphasises on the role played by an individual in business
operations and in firm. In A. David & Co. Ltd each and every employee is made aware of
the expected role, responsibility and level of performance that they are requisite to deliver
with best of their capabilities. The firm follow a well planned and managed system of
delegation of authority and responsibilities that assist company to attain efficiency in
their business operations.
 Task Culture: It is job oriented approach that focuses on influencing and encouraging
people to work with zeal to accomplish their assigned tasks. A. David & Co. Ltd follows
team culture where in it divides its workforce into various different teams each having
their own goals and targets to achieve within specific time period (Coccia, 2014).
 Person Culture: This culture follows employee centric approach where each of its
employee is provided with various opportunities to prove their capabilities. This benefits
firm as people feel associated with it when they are recognized for their efforts by
management.

Hofstede’s dimensions of culture
Hofstede identified six dimensions that could be use to distinguish one culture from the other and
these can be understood by the given points:
 Power distance index: This indicate the degree of inequality exist and accepted among
the individuals with and without power. High power distance index indicate centralised
organisation with more complex hierarchical and large gaps in compensation, respect and
authority. On the other hand, low distance index indicates flatter organisation and in this
both superiors and employees arte considered equal.
 Individualism versus collectivism: It refers to the strength of the ties that an individuals
have to other individuals within their community. High IDV reflect high value placed on
individual’s time and their need for freedom and privacy. Low IDV focus more on
building skills and maintain harmony among groups members.
 Masculinity versus Femininity: This indicate the distribution of roles and responsibilities
between women and men. In masculine societies men are expected to behave more
assertively. In feminine societies, there is a great deal of overlap between roles of female
and male.
 Uncertainty avoidance index: This dimension define how individuals can deal with
anxiety. Societies with high score for uncertainty avoidance, individuals do attempt to
make their life controllable as possible. On the other hand, individuals with lower UAI
remain openness to innovation.
 Pragmatic versus Normative: This is another dimension which is also known as long
term orientation. Pragmatic people wonder how to examine what is true. Normative
individuals always want to know the answer of why.
 Indulgence versus restraint: Countries with high IVR encourage free gratification of
own emotions and they believe to have fun and enjoy life. Society with low IVR
emphasis more on regulation of people’s behaviour.
TASK 2
P2 Motivational theories for achieving organizational goals.
Motivation forms a major factor in identifying and utilizing skills, capabilities and
knowledge of an employees by encouraging them to put their best efforts for attaining objectives

of a firm. Like every firm the road of success for A. David & Co. Ltd has been a roller coaster
right where in company has faced many up and downs. The company so far has encountered
various issues related to customer services, technical changes, training and development of its
employees etc. due to inefficiency of its mangers in developing skills and knowledge of its
workforce with reference to frequently emerging market changes (Graham, Ziegert and
Capitano, 2015). This adversely affected firm with decline in sales profits, customers complain
and a demotivated team. Which further worsen with issues like high turnovers, absenteeism
reduction in work performance etc. Company after realising this lacking started working on its
counter parts for diminishing the negative impact caused on its business operations so far.
Taking the lead HR department of A. David & Co. Ltd formulated strategies to motivates their
most valuable resources its people who forms the cornerstone for its success and are its major
strength. Firm to reduce stress levels of its employees provided them with proper guidance,
direction and implemented various training programs and motivational theories in order to spark
zeal, enthusiasm and confidence in them so that they .Mentioned below are most prominent
motivational theories that the firm have applied so far:
Content Theory : It is also popularly known as need theory and describes various reasons for
change in human needs in reference with time. It helps a firm in determining specific factors that
are helpful in motivating behaviour of its employees. It basically concentrates on various internal
factors that influences human behaviour and encourages an individual to achieve its personal and
professional goals (Kitchin, 2017). It measures a basic strategy behind promoting and
encouraging its members in a firm to perform its business activities and operations in a
systematic well planned manner. It comprises the following motivational theory:
Maslow Theory of Motivation:. Under this theory ,human needs are classified into 5 basic
categories which are described below: Physiological Needs: These are the basic needs of an individual that is requisite for his
survival such as food, shelter, water, clothing needs. A person cannot perform well until
its basic needs are fulfilled. In context to A. David & Co . Ltd, it provides basis
necessities such as safe drinking water, comfortable working environment , restrooms etc.
that counts as a essential requirements for a employee to work efficiently in a firm.

 Safety and Security Needs: It is associated with a individual's desire for job security,
health and safety in. In relation to firm management make sure to provide a hazord free
working place with proper measures taken for emergencies, provides health, life and
medical insurance facilities to its people. And also follows all laws incorporated by
government in relation to employees lay off or termination. Social Needs: This need refers to a person's desire to get associated with people, be loved
and accepted in a society. Company to fulfil this needs conducts various group building
activities, employee engagement programs, recreational activities and other events for its
employees to interact and to know each other better. Esteem Needs: Esteem needs comprises the need of person to be recognized, appreciated
and respected by other people. A David & Co Ltd. To encourage its employees
recognizes their contribution and efforts that they put in attaining targets and objectives
of a firm through various monetary rewards like promotion,salary increment and non
monetary rewards like felicitating star performers and appreciating them in front of whole
staff (Huang and Bond, 2012).
 Self-Actualization: This need is on the top of Maslow pyramid and generally realized
once when all above 4 needs of an employee gets fulfilled. This need is associated with
an individual's desire to recognize its capabilities and potential and then to work on
developing it with full capacity. Mangers helps its employees in attaining this needs by
encouraging them to take higher challenges and bigger responsibilities and to perform
their assigned task within or before the deadlines with high efficiency and minimum
mistakes.
Process Theory : This theory examines the psychological and behaviour processes and how an
individual's needs influences or motivates him to achieve a particular goal related to it (Judge
and Kammeyer‐Mueller, 2012). In firms context it describes how a firm can motivate its
employees. It includes following theory :
Vroom's expectancy theory: This theory states motivation as a process that controls choices of
an individual among alternatives forms of self-imposed behaviour. The crux of this theory is that
motivation emerges from the belief that very decision will give a desired outcome. A David &
Co Ltd. By applying this theory identifies the personal objectives and desires of its employees

and encourages them to work together in coordination helping each other to achieve their
professional as well as personal goals.
Herzberg’s two factor theory
Herzberg classified job factors in following categories:
 Hygiene factor: This element consists those factors which are important for ensure
existence of motivation at workplace. Absence of these factors leads to employee’s
dissatisfaction. Policies of company, pay, physical working conditions, status, fringe
benefits and job security all come under this factor.
 Motivational factors: This aspect cover those elements which encourage an individual to
perform well at workplace. Sense of achievement, recognition, meaning of work and
responsibility is all come under this category.
P3 State what makes a team effective as opposed to an ineffective team
Employees forms the backbone of any organization as they serve as a major source of skill,
knowledge and capabilities utilizing which a firm achieves its desired level of performance,.
Productivity and sustainability. Therefore, in this competitive business environment a dedicated,
proficient and loyal team forms as a core competency for a firm giving it an edge over its
business rivals. It is because the efforts, handwork and work commitment that is implied by an
individual cannot be substituted with anything by a firm (Kulik and Olekalns, 2012). A. David &
Co. Ltd operations are being managed by a highly professional team which continuously work
together in close cooperation and coordination to maintain and enhance firms operational
efficiency, performance and productivity in order to diversify its market share and attain higher
profits. A. David & Co. Ltd comprises various types of teams that are mentioned below:-
Project Team: In project teams individuals are divided into various groups in accordance to the
functions they are performing and are assigned with various tasks for same project. The teams
could be fragmented or divided as per the need of the management. These team work on a
specific project for a particular or certain time limit. It is an amalgamation of employees from
various departments having different skills, knowledge and abilities that help in getting
perfection in all areas of project operations and in its successful completion. In A. David & Co.
Ltd project team is formulated when company launches a new product.
Functional Team : it consist of employees from same functional department but having
different roles and accountability within the same team. These team are not time or period

bound and are permanent in nature having an efficient united team working together to achieve
common targets (Lazaroiu, 2015). In such teams every member reports to a manger and is
accountable for achieving its objectives within deadlines. In context to A. David & Co Ltd.,
functional teams assists in handling firms day to day operations .
Virtual Team: In virtual teams, employees of an organization work on a particular project
from different places or locations. For carrying out the project related tasks and maintain
coordination among all members , a virtual working environment is established and managed by
IT department by making use of various IT Technologies and software. In virtual teams members
communicates through digital mediums like emails, intranet etc. The easy and effective
communication techniques supports mangers to monitor the progress of the project time to time
and to pin point any deviations, lacking and weaknesses so that project could be completed with
utmost efficiency within the quality standards (Locke, 2011). In A. David & Co. Ltd. mangers
uses online procedures to communicate orders and instructions to their subordinates through
conferences, meetings and seminars.
Problem solving team : Problem solving teams are temporary teams that are formulated with the
objective of redressing a particular problem or specific issue encountered during project
imp0lemntaiton and execution. With the help of facilitators , line mangers work together to find
out the cause of a real time problem and to provides its viable solution. In A. David & Co. Ltd. ,
problem solving teams assists organization in efficiently handling problems and to overcome
these hurdles that emerges during business activities.
Therefore, from the functions performed by above mentioned teams it is evident that it
is beneficial and profitable for A. David & Co. Ltd. To formulate and mange these teams so that
they can contribute in enhancing its performance, productivity and profitability in cost effective
manner.
Differences between group and teams
Basis Group Team
Meaning Collection of workers who
perform various operations to
complete a given task is
known as group.
Group of individuals who
have collective identify who
join together to attain a
specific objective or to
complete a set goal is known

as team.
Members People under groups remain
independent.
Members in this remain
interdependent on each other.
Focus on Main focus of individuals
working in a groups remain to
accomplish individual’s goals
and objectives.
On the other hand main aim of
members of team remain to
achieve team goals.
Accountability In groups individuals remain
accountable for their own
actions and performance.
In this either single or every
person of team remain
accountable.
An effective and efficient team is one where in every team member is proficient, devoted
and working hard with best of their capabilities for attaining common target. For building a
successful team it is of utmost importance for its members to develop mutual trust, coordination's
, cooperation and team spirit among themselves. They are obligated to keep aside their personal
differences, ignore each other flaws and egos and assist each other while facing any work related
difficulties or obstacles (Owings and Kaplan, 2012). Mentioned below are some of the qualities
that make a A. David & Co. Ltd. team effective.
Mutual cooperation: The most essential quality for an effective team is to develop work
mutual coordination and mutual cooperation among each others. This benefits employees to
ignore each others lacking and flaws and not to get indulge in meaningless arguments. Thus, it
directly enhances the quality of work done by each employee leading to completion of a project ,
achievements of aims in most qualitative manner within specific time.
Balanced roles: It emphasis that every team member should be clearly communicated
about his roles and responsibilities in a particular project or activity. Also he should be made
aware about the expected level of performance and he is accountable to deliver and quality
parameter on which he is to be judged. The team to be efficient requires to maintain balance of
skills, knowledge and abilities possessed by each member through regular performance
appraisal, training and development, performance feedbacks by mangers and by guiding them for
any deviations.

Good communication: Communication plays most critical part in making team members to be
clear about their duties and responsibilities and performance standards (Paillé and Grima, 2011).
The communication system should be transparent across each level of organization where in
employees are motivate to participate in decision making process and share their creative idea,
thoughts m and opinions on a particular business problem or subject matter concerning the
company.
Effective leadership: An effective leader is one that is having the ability to influence its team
members to put their efforts in one direction unitedly for attaining their given objectives. It is
requisite for leader to have qualities like good listening, interpersonal and communication skills
in order to encourage its team members to take initiates for facing bigger challenges and taking
higher responsibilities during critical business situations.
So, an effective team by its teamwork, helps in increases the productivity of A. David &
Co. Ltd.
Tuckman and Jensen's model of team development
This model put its main focus on developing team and its members. A. David & Co. Ltd
implies Tuckman and Jensen's model of team development for the entire process of team
building starting from its formation phase till completion of project and in managing and
controlling the team to maintain work coordination, member cooperation and team functionality.
Mentioned below are four stages of this model:
Forming : This forms the initial stage which is marked by assembling of team , task allocation ,
planning, gathering information about the particular project and bonding and communicating
among employees and their team leader. Also, members are communicated about their duties,
responsibilities along with various opportunities and challenges that are probable to be
encountered by them during their task performance.
Storming: In this phase, leaders encourages its team mates to push their boundaries , put extra
efforts which give rise to confusion among themselves in relation to their roles . This further give
rise to conflicts and arguments among team members due to differences in working styles,
perceptions etc. of people.
Norming : From this phase team enters into a harmonious working environment where in people
come together to shed out their difference, tries to be more empathetic to understands and

appreciate each other views. Team develops trust among themselves, take initiatives to help and
support each other and accept contribution of each member.
Performing: Till this stage team develops closes bonding where in every member works with
dedication helping and cooperating with fellow team mate so that team's targets could e achieved
on time as per work and performance quality standards.
TASK 4
P4 Philosophies and concepts of organisational behaviour
Organisational behaviour assist an organization to predict and mange its employees behaviour
by knowing the motivating factors that can induce them to perform a particular task. For
improving the work efficiency and performance standards of its employees mangers applies
various theories that motivates individual and teams to take best course of action for completing
a particular activity or attain goal. The strong culture of A. David & Co. Ltd assist the
administration to maintain a healthy and harmonious working environment for its employees to
work comfortably. Mentioned below are some theories that are adopted by manager in this
regard:-
Path Goal Theory
Path Goal Theory is based on the specific style of leadership which assists manger in
given direction and guidance to its employees to perform a particular task in most appropriate
manner generating maximum outcome and higher revenues. The main objective of A. David &
Co. Ltd is to maintain and enhance employees job satisfaction by motivating them to take a
particular job challenge and providing them with certain authority to take their work related
decisions so that their work efficiency and performance could be maintained. Mentioned below
are three steps that are included in this theory :
 Employee Characteristics: In this step, employees analyse behaviour and qualities of
their leader on basis of their desires and requirement pertaining to degree of structure
requires, perceived level of ability etc. Therefore it becomes highly important for leader
to be efficient and accurate in need assessment process conducted to know the personnel
aspirations of its employees so that they could be motivated to give their best by aligning
their personal goals with professional goals

 Task and Environmental Characteristics: Focal point of this theory is to effectively
mange and overcome al;l the problems and obstacles that are been faced by a firm during
its business operations. In case problem encountered by employees are too big to be
handled by them , a leader is accountable to step in to guide and help to choose the right
course of action for overcoming that problem.
 Leader Behaviour or Style: This theory involves the mentioned below styles of
leadership:
 Directive Leadership:- In this style of leadership, leaders communicate its team
members about the level of performance expected from them including guiding them
about what course of action is to be taken, ho to perform a task, how to maintain
coordination and so on so that objectives could be achieved within specific deadlines.
 Supportive Leadership:- This leadership behaviour make efforts to fulfil the aspiration
of its employees by identifying their needs and desires. Leader pay specific attention in
providing a comfortable, friendly and stress free working environment to its employees
so that they work efficiency could be enhanced (Tierney and Farmer, 2011). It also helps
in developing trust and loyalty of workforce as they feel comfortable to share their issues,
concerns with the management and to give their opinion and ideas on a particular
business matter.
 Participative Leadership:- In participative leadership leaders before implying any
decisions communicate it to its team members and take their opinion, feedback before
proceeding further with its execution. Thus, a collaborative decision making process is
been followed by a leader where employees suggestions and inputs are welcomed and
considered by the management.
CONCLUSION
From the above report it is concludes that an effective organizational behaviour is of utmost
importance for a firm to know in order to motivate its workforce for undertaking a particular
task. A firm like A. David & Co. Ltd applies various motivational theories that helps firm to gain
advantage over its rivals by maintaining a proficient,dedicated and loyal workforce. Also it
reveals the importance of team work for a firm along with various types of team that are

managed by A. David & Co. Ltd. Moreover it also explains that path goal theory is quiet
beneficial for a company as it helps in successfully dealing and overcoming various problems
that are been faced by team while undertaking a business related activity or operation.

REFERENCES
Books and Journals
Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in
Law and Social Justice. 7(2). pp .66.
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Bolino, M. C. And et. al., 2013. Exploring the dark side of organizational citizenship behavior.
Journal of Organizational Behavior. 34(4). pp .542-559.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
Graham, K. A., Ziegert, J. C. and Capitano, J., 2015. The effect of leadership style, framing, and
promotion regulatory focus on unethical pro-organizational behavior. Journal of
Business Ethics. 126(3). pp.423-436.
Huang, X. and Bond, M. H. Eds., 2012. Handbook of Chinese organizational behavior:
Integrating theory, research and practice. Edward Elgar Publishing.
Judge, T. A. and Kammeyer‐Mueller, J.D., 2012. General and specific measures in
organizational behavior research: Considerations, examples, and recommendations for
researchers. Journal of Organizational Behavior. 33(2). pp.161-174.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Kulik, C. T. and Olekalns, M., 2012. Negotiating the gender divide: Lessons from the
negotiation and organizational behavior literatures. Journal of Management. 38(4).
pp.1387-1415.
Locke, E. ed., 2011. Handbook of principles of organizational behavior: Indispensable
knowledge for evidence-based management. John Wiley & Sons.
Owings, W. A. and Kaplan, L. S., 2012. Leadership and organizational behavior in education:
Theory into practice. Pearson.
Paillé, P. and Grima, F., 2011. Citizenship and withdrawal in the workplace: Relationship
between organizational citizenship behavior, intention to leave current job and intention
to leave the organization. The Journal of Social Psychology. 151(4). pp.478-493.
Tierney, P. and Farmer, S. M., 2011. Creative self-efficacy development and creative
performance over time. Journal of Applied Psychology. 96(2). p.277.
Online

What is organizational behaviour?. 2017. [Online]. Available through.<https://www.css.edu/the-
sentinel-blog/what-is-organizational-behavior-learn-more-about-the-human-side-of-
business.html>. [Accessed on 22rd November 2017].