TASK 13 P1 Effectiveness of Organisational Behaviour

Organisational Behaviour and TASK 13 P1 Effect of organisational behaviour on organisational culture, power and political behaviour of managers3 TASK 27 P2: How Content & Process theories of motivation helps in achieving organisational goals7 TASK 39 P3 Explain what makes an effective team as opposed to an ineffective team. TASK 1 1 P1 Effect of organisational behaviour on organisational culture, power and political behaviour of managers Organisational culture includes the rules, vision, mission and policies which are made by the managers

Organisational
Behaviour

Table of Contents
TASK 1............................................................................................................................................3
P1 Effect of organisational behaviour on organisational culture, power and political behaviour
of managers ...........................................................................................................................3
TASK 2............................................................................................................................................7
P2: How Content & Process theories of motivation helps in achieving organisational goals7
TASK 3............................................................................................................................................9
P3 Explain what makes an effective team as opposed to an ineffective team.......................9
TASK 4..........................................................................................................................................12
P4 Philosophies and concepts of organisational behaviour along with problems in effective
performance..........................................................................................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour is defined as a study of human behaviour in workplace. In other
words, it is an analysis of performance of a group or individuals activity which is performed by
them in a firm. In addition to this, this is a set of action which influences the behaviour of
individuals in the organisation. The chosen organisation for this assignment is A David &
company Limited which deals in food and beverages along with based in UK. This report will
discuss about the culture, politics and power which influencing the business activities and
motivational theories that is used by the managers for motivating their staff members so that
their performance can be increased and the firm will easily achieve their desired goals.
Furthermore, this report will also covers the different kind of teams who performs in the firm.
Concepts and philosophies will also discuss in this report.
TASK 1
P1 Effect of organisational behaviour on organisational culture, power and political behaviour of
managers
Organisational culture includes the rules, vision, mission and policies which are made by
the managers for following by the employees so that the organisational goals will be achieved in
a structured manner. With the help of this, the employees who are working within the firm their
efficiency and productivity will be improved and they performs better on the given task.
Whereas, some kinds of elements such as power and political behaviour of employees can
influences on the productivity of firm. For overcoming the influences, HR manager of A David
& company Limited can implement an effective organisational culture through which they can
easily improve the performance level of their employees. In order to getting better contribution
from their employees (Barry, 2016). HR manager of cited firm can use Handy's typology theory
which helps them in implementing an effective organisational culture. The theory of
organisational culture is briefly discussed by as under:
Power culture : Under this, power is given to the specific persons within the firm for
making decisions so that the betterment of firm can be possible. Such type of persons has
authority to make quick decisions without getting interference of any staff member in the
decision-making process. In the context of David & Co., the power of taking decision is in the
hand of manager and BOD. There decision might effect the union/team where they don't want to

relate themselves with the organisation. Power culture will demotivate the individual staff who
are at lower position where they will not be able to do work as per their choice.
Role culture : In this, the HR manager has responsibility to communicate roles and
duties to their employees as per their skills and capabilities. So that, their maximum effort can be
gained by them for achieving organisational goals. In terms of David & Co., HR manager need
to distribute the roles and responsibility to each team and even every individual too, according to
there strength and weaknesses. This will help them to work at there optimum level and in result
company can achieve their desire goals on time.
Task culture – In this, the HR manager evaluate the performance level of their staff
member. For this, they divide the teams for completing a desired task. In the given case of cited
firm, HR manager need to evaluate the task which were given to individual and team. This will
help them to calculate what kind of result can be achieve from there working capacity. It will
motivate team and every single staff because top level management wants to interact with them.
Person culture – It provides assistance to the managers for focusing on capabilities of
staff members. For this, they provide them opportunities so that their capabilities can be
recognised by them. In the case of David & Co., their HR manager should adopt this culture
because it will build confidence level and morale in employees which will be helpful for getting
competitive advantage in the market (Chung, 2015).
Hofstede's cultural dimensions – Geer Hofstede provides regional and national factors which
contributes in the culture of a firm and influences on the employee's behaviour in a firm. They
were provided five factors which can influences on the culture of workplace are given as under:
 Masculinity vs Feminity- This is an influence of variation in values of genders on the
basis of organisational culture. As the male employees are higher then the female
employees in the David and company limited due to which female employees of
organisation are not so aggressive in performing their duties.
 Individualism and collectivism- It defines the strength of the ties which binds the
employees within a team. Management of cited firm strongly rely on teamwork to
perform most of the tasks of firm because it also helps them in gaining better ideas for
completing a given task.

 Index of uncertainty avoidance- According to this culture, employees have to deal with
the unforecasted and complex situations. The cited firm is trying very hard for avoiding
such situation and to encourage the employees to adjust as per the given situations.
 Long-term orientation - Interrelationship with employees also considered positive
situation which encourages the managers of organisation to make better position of firm
in the market. With the help of this, Managers of David and company limited can easily
encourage their employees to work hard so that expected results can be achieved within a
small time period.
The Managers of David & Co. limited can implement person culture and Individualism
and collectivism of Hofstede's dimension in their workplace because it will be helpful for them
in increasing capabilities and skills of their employees and teams. By implementing such kind of
culture, workers and groups of firm will complete their task with full confidence which will be
one of the positive sign for firm to achieve sustainability and growth in the marketplace.
Politicking and its impact on behaviour and performance of team– It is the process in which
the interaction of humans include power and authority. It can negatively impact the team
performance as the individuals involves in office politics due to which their performance and
efficiency is hampered. If the individuals will be engaged in organisational politics then they will
not perform their task in effective manner which also influences on the working behaviour of
team.
Differences between personal, decisional, Structural, organisational along with influence of
politics
Personal Decisional Structural Organisational
In it, managers of
cited firm
analyse the
situations and
make changes in
their personal
behaviour.
Politics
influences
In this, Managers
formulate decisions
so that employees
can perform
accordingly.
Organisational
politics will
influence the
decisions of
Managers have duty to
make changes in the
organisational
structure so that
employees can easily
perform on the given
tasks in better manner.
When structure will
make according to
When managers make
decisions and changes
accordingly in the workplace.
Organisation will easily gain
profitability in the
marketplace. If the
employees of organisation
will engages in
organisational politics then it

negatively on
these changes
because the
managers will not
make changes in
their personal
behaviour due to
engaging in the
organisational
politics.
management in
negative manner
because these
decisions can't be
followed on priority
basis by the
employees of firm.
needs and wants of the
employees then the
politics between the
upper and middle level
can impact the lower
level through which
the performance of
employees will be
increased. Thus, it can
be said that politics
can positively
influence on the
structure of an
organisation.
will ultimately leads to lower
level of productivity. Hence,
it can be said that politics can
negatively influences on the
profitability of the firm.
Power – It is an ability of a group of persons or an individual for inspiring the another
group of individuals. There are some kind of power which can be used by the managers of David
and company limited for getting effective performance from their employees. Types of power are
given as under:
Coercive power : In this kind of power, managers and leaders have to force there staff
members for completing the task on given time period In terms of David & Co., they does not
required to follow this method as this might increase the dissatisfaction level of categorised team
as well as employee's of a company. Coercive power will have negative impact on the activities
of David & Co. because of working style they follow.
Reward power : This power is used for enhancing the motivation level of employees so
that they can perform their task in effective manner. In the context of David and company
limited, their managers can adopt such power by providing rewards to their employees and
teams. It will help to enhance the working capacity of everyone and it can easily create positive
relation between both managers and team.
Legitimate power : This power is connected with strong leadership. This is used when
there is a vacant position in the firm. In case of David & Co., BOD have such power to provide

responsibility to any of the employee of an organisation so that the working condition of
organisation won't effect in future. This power creates negative effect on employees and team
because they need to change their working style according to the demand of elected member and
every authorised person have different style to work.
Referent power: It is defined as the ability of an individual to influence others and build
loyalty with them. It is also known as the power of respect. Such kind of power is assigned to
such employee who is more successful and has a well-known track record of success. In context
of David & Co., manager and leader can be the one who have the ability to influence and manage
the working condition of company. It will bring positive impact with in the boundary of a
company where worker and categorised team need to listen only to authorised person. Referent
power will enhance the result of David & Co.
Expert power : This power is achieved by a person after building a long time of
experience in specific field. From David & Co., HR manager need to provide proper guidelines
and knowledge to their employees so that they can work in freely and easily. This will bring
positive impact in the company where workers and group can work with more interest as proper
skill and knowledge are being provided.
Informational power – This kind of power is provided to those employees who
understand their obligations towards organisation. This power is distributed to those persons who
have ability of securing the important informations of the firm such as financial reports, bond
papers etc. In the cited firm, Board of directors and CEO of the firm has such type of power
which is used for providing better guidance and support to the employees along with securing
their data and providing compensations according to their work. With the help of it, loyalties of
employees will be enhanced and they will provide better contribution for achieving
organisational goals.
Chanlat's characteristics of political behaviour: Chanlat has divided the characteristics
of political behaviour in three types such as in decisional characteristic, The HR manager have to
take decisions for selecting a right candidate in the recruitment process. In personal
characteristics, the employees have responsibility to perform their duties with using their
political behaviour and power (Driskill, 2018). Apart from this, structural characteristic provide
help to the managers in formulating a suitable structure in the workplace so that they can make
decisions in efficient way. In A David & Co. Ltd., these characteristics bring positive and

negative changes both. Here team and individual worker need to work according to the politics
which are done on regular basis. It motivates some of the staffs and demotivate some of them as
policies cannot be implemented according to everyone's choice.
TASK 2
P2: How Content & Process theories of motivation helps in achieving organisational goals
Motivation: This is a process through which a person provide its better contribution for
achieving their own goals. Furthermore, it is also called an action that is done by a person for
fulfilling its own requirements
Motivational technique – There are two kinds of motivational technique which can be
used by the managers for motivating or encouraging the employees in an effective manner they
are defined as under:
Intrinsic motivation – It is a behaviour of individuals which is usually comes through its
passion in an activity. It can also said that this kind of behaviour arises within the individual.
Extrinsic motivation – This is a behaviour of individual which is arises for earning
external rewards like money, grade, praise etc.
Content theory of motivation: This theory focuses on the factors and requirements of an
individual which motivated them for providing best in the firm. Managers of cited firm have to
analyse such factors that is influencing the working behaviour of the employees. For identifying
such kind of factors the firm can use Maslow's hierarchy of needs and McGregor's theory X and
Y. This theory is briefly explained as under:
Abraham maslow's hierarchy of needs
Maslow have categorise the human needs in five parts along with a process which is
flowed from lower level to upper level. This theory also defines that the human behaviour is
changed according to the time and their expectations (Tremblay, 2009). The theory is briefly
explained as under:
Psychological needs : This needs are related with the basic requirements of individuals
without fulfilling this need, any human can't spend its livelihood. This needs includes house,
clothes and food. In the case of David and company limited, their management should analyse
such needs for retaining their employees. When employees will be retained for a longer time

period then they will provide more contribution for growth and success of firm which will be
beneficial for firm in achieving pre-set objectives.
Safety needs – It is connected with the safety and security of the individuals, this need is
come after the fulfilling of first need. In this, individuals wants security like protection of their
family members. In the context of David and company limited, their HR manager should provide
job security to their employees through which they can easily fulfil this kind of need of their
employees (Springer,2018).
Social needs – This need is come after when the above needs are fulfilled. In this kind of
need, employees wants motivation from superiors. For this kind of need, the HR manager of
David and company limited have to make a healthy environment so that employees performs
their duties with full motivation (Haque, 2018).
Esteem needs- In this kind of needs, employees wants recognition of their duties which
are perform by them at the workplace from their superiors. So that, managers of cited firm have
to appreciate their employees on the regular basis due to which their performance level can be
continuously improved.
Self actualizing needs- It is the last level of needs when all above needs are fulfilled then
it develops in this, employees wants to evaluate their performance level in order to increasing
their work performance. It can be possible through the difficult task. When employees will be
perform their duties in better manner then their motivation level will enhanced and it will be
beneficial for organisation in getting effective contributions from them in achieving
organisational goals.
Advantages Disadvantages
It can be easily understand and implement by
the managers of organisation at their
workplace.
It not considers the actual want of the
employees which increases the chances of
conflicts and issues in associations.
Theory X and Y – This theory was given by Douglas McGregor in 1960 in which they
were divided the human kinds in two parts on the basis of their behaviour at workplace such as X
or Y. in which first one is negative and other one is positive for the firm. This theory also have
some assumptions which are given as under:

Assumptions of Theory X – According to this assumption, this kind of humans does not
want to work and also provide negative influences on the overall performance of firm. This
theory states that an average employee who is working in a firm does not like the hard work and
always tries to escape form it if possible. In this, supervision of managers also plays negative
role because they plays dictatorial role which influences negatively on the performance level of
them (Raes, 2015). As per this theory some major consequences were given by the introducer.
They are, employees generally dislikes responsibilities, they not like regular changes at
workplace etc.
Assumptions of Theory Y are given as below:
 Employees are highly motivated and perform their duties in well manner so that better
contribution can be received from them for achievement of organisational goals.
 Managers are highly supportive with their employees so that their motivation level is
regularly enhanced at the workplace.
 Employees of this kind fully devoted towards the firm and use their skills and ideas in
performing their functions.
Hence, it can be said that from the above theory that Theory X represents negative role of
the managers whereas, theory Y presents optimistic view of employees towards the work and
preset objectives of firm. Management of cited firm can't use Theory X in their workplace
because it will reduce the performance level of their employees which will not beneficial for the
brand image of organisation. Some advantages and disadvantages of this theory are given as
under:
Advantages Disadvantages
This theory provides a good guidance to the
managers of firm with understanding of
behaviour of their employees.
It compressing managerial theories and styles
in two parts which can not be possible in real
life.
Process theory of motivation: This theory states that how can superior motivated their
employees within the firm. HR managers of cited firm have to adopt such kind of theory for
motivating their employees. The managers have to provide various training and development
programmes to their employees so that, right kind of skills and strength will be implemented in
the staff members. Which will be helpful for the firm in getting efficient employees within the

firm. There are various theories in the process theories such as Adam's equity theory, Skinner's
and locke's goal setting theory, victor vroom's expectancy theory etc. Adam's and Vroom's
theory are used by the managers of David and company limited to motivate their employees
which is briefly explained as under:
Vroom's expectancy theory: This theory is divided in three parts such as expectancy,
instrumentality and valence which can be used by the Managers of cited firm for determining the
needs and wants of their employees. So that, the organisational goals can be achieved in allotted
time period.
 Expectancy: In this, managers of cited firm have to provide proper training to their staff
members. Therefore, suitable contribution can be gained by their performance.
 Instrumentality: In this, HR manager of David and company limited should provide
rewards to their employees so that expected results can be achieved by the managers.
 Valence: The management should make some policies so that the needs of employees
can be determined and fulfil it accordingly.
Advantages Disadvantages
It forces on providing rewards and pay-offs to
the employees
It is limited implemented in the workplace.
Adam's Equity Theory
This method was given by Adams in the year of 1965 and it states that employees wants a
better relationship between performance and rewards in difference with others. In addition to
this, if the employer will not provide better outputs of the inputs of employees then they will be
demotivated which will negatively impact on the performance of teams and individuals of
organisation. This theory is based on some assumptions which are given as under:
 Employer can get better contributions from their employees if they will provide expected
outcomes of their performance.
 For validating the outcomes, employer can easily compare inputs and outputs with
comparing it from others and also rectify the inequality.
There are three kinds of exchange relationship which can be arise when an employee will not
revived outcomes as per its expectations are given as under:

Overpaid Inequity – when employees will received outcomes then its inputs it will be position
which encourages them for providing more contribution towards organisational goals. It can be
defined as under:
Individual's inputs > Received outcomes
Underpaid Inequity – In this situation, employees are highly demotivated because they receives
less outcomes then their inputs in comparison of others. It can also understand by as under:
Received outcomes< Given Inputs
Equity- Under this, individual receives outcomes equally in relation with its inputs this condition
can be expressed as:
Person's outcomes = Person's inputs
Individuals are highly motivated if they will received proper outcomes and treated fairly
by the employer. Hence, it can be said that performance of employees are based on the received
outcomes from the employers.
Advantages Disadvantages
It provides duty to manager to treat equally at
workplace so that healthy working
environment can be created at the workplace.
It is not possible to implement in practice life
because perception of employees are different
on the input output ratios.
For achieving the personal and professional goals managers of David and company
limited should use Adam's equity theory and Maslow's hierarchy of needs for motivating their
staff members and increasing their performance level in effective manner (Namhata, 2019).
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
Team:- This is defined as a group of individuals who perform their duties together for
achieving organisational goals. There are various individuals who have different kind of skills
they helps each other for increasing strength of group and decreasing the weaknesses from the
group.
There are various kind of teams which are formed in the firm for achieving the goals in
effective manner. In the context of David and company limited, various kind of teams can be
formed so that the desired goals will be achieved.

Effective teams -
Different ways to make effective team:- There are various way for making an effective
team in the firm. The firm have to make an effective communication structure in their workplace
so that employees can easily understand their roles and responsibilities, when the workers will
aware from their duties they perform better on the given task due to which organisation will
easily achieve sustainability and growth in the marketplace. Main characteristics of effective
teams are, they provides suggestions and views to the leaders so that effective decisions can be
formulated and productivity of firm will be enhanced. In this kind of teams, employees performs
better on the given task due to which they are awarded with rewards and they also provides more
contribution towards achievement of goals. In the context of David and company limited all
these characteristics of effective teams can be used for creating an effective team in the firm.
Ineffective team:- These kind of teams have lack of confidence and motivation due to
which, they can't perform the given task in effective manner. In these kind of team, team
members have conflicts which decreases the efficiency of the other efficient team members.
Effective team versus ineffective team:
Effective team Ineffective team
In this kind of team, team members aware from
their duties and perform their task in effective
manner.
In this, team members do not understand their
task so quickly due to which they can't perform
on the given task.
In this, all the members participate in decision-
making process.
The team members of this team have no right
for discussing their suggestion for decision-
making
In this, team members cooperate with each
other so that the desired task can be completed
in effective manner.
Whereas, in this kind of team lack of
cooperation due to which they can't complete
the given task within a time period.
Tuckman and Jensen's model to make team effective:- This model is divided in five parts all
these parts of this model have own value for development of team. In the context of David and
company limited, implementation of this model helps the firm in achievement of goals.

Forming:-It is the first phase of this model in which individuals share their interest and
experiences with the other team members and also discuss the roles and responsibilities with the
others. In the context of David and company limited, the team members have to provide
information with the other team members (Tremblay, 2009).
Storming:- In these stage of model, conflicts are arises because of different opinions and
views of team members for this, the leaders have responsibility to guide the team members so
that they provide their best according to their skills and strengths. This stage will help the
managers of David and company limited in facing different kind of issues and conflicts which
arises during the task.
Norming:- In this stage, team members understands the value and importance of their
colleagues due to which the predetermined targets will achieved within allotted time period. In
the context of David and company limited, this stage will help the managers in making effective
relations with their employees and also increase the cooperation between team members.
Performing:- In this phase of model, trust and respect in the team members are enhanced
due to which they focuses on achievement of goals. Without taking any supports from the
leaders, team members will take their own decisions and solve the issues which are arising in the
task. In the context of cited firm, the team members will perform their task without any support
and guidance from the leaders.
Adjourning:- It is the last phase of this model. In which the team members are separated
after completing the project. In the case of cited firm, this phase will help the managers in
dissolving the activities and moving the team members towards new projects.
Belbin's theory for team development
Various researchers defines that successful teams are formulated on the basis of skills and
capabilities of team members. Apart from that Belbin suggested 9 factors of behaviour which
have to adopt by every teams so that organisational objectives will be achieved in more
successful manner. These are given as under:
 Resource investigator- In this, Leaders have to make distinct nature and find the ideas
and conveys them to the team members. In the context of David & Co., leaders have to
adopt such role because it will helps them in generation of new ideas through which the
task will be completed in effective manner.

 Team worker- In this, team members have to perform their duties with proper
cooperation and leaders have responsibility to provide specific roles and duties as per
their skills and capabilities so that effective results will be received within a short time
period.
 Co-ordinator- In it, Leaders have to make focus on the goals or objectives and perform
their duties in proper manner. Company should recruit task oriented persons for this
position so that better outcomes will be received for achievement of the goals.
 Plant- Leaders have to make creative mind so that problems or issues will be resolved in
proper manner. In it, company should select the appropriate employees who has problem
solving skills and creative minds so that objectives of firm will be achieved in an efficient
manner.
 Monitor evaluator- In this leaders have to provide logical or innovative ideas to the
managers so that better decision will be made for betterment of organisation.
 Specialist- It is a prime and effective quality of leaders which motivate them for
performing their duties through using their experiences and skills. It defines expertise of a
specific field of the leaders that can be utilise by the managers of David & company
limited for achieving their targets.
 Shaper- It provides essential responsibilities to the leaders to measure the performance
level of the workforce therefore, they can perform their duties as per the task. For this,
they have also responsibility to motivate their team members and play supportive roles so
that activities will be performed by them in better way.
 Implementer- In this, leaders have to play crucial role in the planning of policies and
strategies so that functional activities will be performed by the employees in effective
manner. For this, managers have liability to recruit the able or experienced candidates so
that their ideas can be used in future.
It has been analysed from the above model of team development, this model is very
important for the firm in developing and managing the team. With the help of this model, the
managers of David and company limited can easily develop an effective team which will helpful
for firm in gaining profitability and competitive advantage in marketplace. By using this model,
the employees will aware from their roles and responsibilities and they have no need of support
from their leaders and managers for completing the task (Katzenbach,2015).

TASK 4
P4 Philosophies and concepts of organisational behaviour along with problems in effective
performance
Contingency theory – This is an organisational theory which claims that there is no way
to make better decisions therefore, it is most suitable for a leader to take decisions as per the
demand of situations or conditions.
In this, leaders of David and company limited have to make their decisions according to
the conditions so that their skills of decision making will be improved by providing the work
according to their skills also management can take better ideas and suggestions from them in
future. With the help of these, overall productivity and profitability of firm will be improved that
will be also assist them in gaining competitive advantage in the marketplace.
For improving the performance of employees and motivated them for completing the
desired objectives the path goal theory is appropriate which is briefly explained as under:
Path goal theory:- This theory is used for improving the performance of employees it
also concerned the needs of employees through satisfying this needs the employees will perform
better on the given task. It also provide direction to the employees for completing the daily task
so that the organisational objectives can be achieved in proper manner. This theory is also called
as team development theory. The managers of David and company limited should use this theory
through which they will motivate their staff and build confidence level among them. The theory
is divided in three parts which are discussed as under:
Identifying employees characteristics and environment: - The leader of firm should
analyse the characteristic of their team members and providing better working environment to
employees so that their efficiency will be improved. It increases their contribution for achieving
the organisational goals. The leader should provide assistance to the employees in understanding
of present goals and objectives. Leaders should also determine the difficulties which are facing
by their team members during the task and make efforts for remove these obstacles accordingly
so that the desired goals and objectives can be achieved in predetermined time period.
Behaviour and style of Leader: Leaders have obligations to change their behaviour as per the
need of employees. For example- if staff members are facing difficulties which is related with

their work so leaders have duty to boost the motivation level of their employees so that better
contributions can be gained from them. There are some styles of leadership which can be
adopted by Leaders of David and company limited which are given as under:
Directive: In this kind of style, leaders have to always play a directive role so that they
can easily enhance the motivation level of their employees which will be helpful in enhancement
of productivity of the organisation.
Advantages Disadvantages
It provides structure to the employees so that
they easily understand their duties and perform
the task in expected manner.
It decreases the overall morale and confidence
level of team members sometime.
Supportive: According to this style of leadership, Leaders have to play supportive role in
the organisation. In the context of David & company limited, leaders have to focus on the
performance level of their employees so that if they are facing any difficulties in workplace then
they have duty to support them so that given task will be completed in an effective manner.
Advantages Disadvantages
It helps the leaders in making effective
relationship with the employees.
It provides less efficiencies then other
leadership styles due to which goals will be
achieved in slow manner.
Participative: It is also a quality of leader in which they have to encourage their
employees so that their better suggestion can be received in the decision-making of firm. In
David & company limited, employees should be participative in nature and it can be possible
throughout from this style.
Advantages Disadvantages
In this, employees perform will even leader is
absent at the workplace
Decision-making of leaders consumes more
time and cost of the organisation
Recommendations:- After the above part leaders have to select a leadership style. There are
mainly three kinds of leadership style such as directive, participative and supportive. The best

leadership style which can use by the cited firm is participative leadership style. Through this
style, the leaders can get better suggestions and ideas from the able employees due to which the
decision will be made in easy manner. At the time of selecting the leadership style leaders should
consider the participative which have to adopt them for handling all the functions and activities
of the firm (Haque, 2018).
CONCLUSION
It has been concluded from the above report that culture, power and politics plays an
important role in the firm and also provide positive and negative influence on the individuals
who are working within the firm. Different kind of theories such as content and process also
influencing the employees so that they get motivated and perform their duties in well manner.
Various type of the teams also helps the managers in enhancing the productivity and reducing the
conflicts and issues from the workplace. Path goal theory of team development is also an
essential theory which encourages the team members for provide contribution so that the desired
goals can be achieved in effective manner.

REFERENCES
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