Understanding Organizational Behavior

This assignment delves into the multifaceted world of Organizational Behavior (OB), examining core concepts like motivation, leadership, organizational culture, and change management. It encourages students to analyze various theories and models that explain how individuals and groups behave within organizations. The assignment requires referencing relevant academic literature and applying OB concepts to real-world scenarios to demonstrate a thorough understanding of the subject.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Organisational culture, power and politics: .........................................................................1
TASK 2 ...........................................................................................................................................4
P2. Content and process theory of motivation:...........................................................................4
TASK 3............................................................................................................................................6
P3 Evaluation of what makes an effective and ineffective team.................................................6
TASK 4............................................................................................................................................7
P4. Concepts and philosophies(Path Goal Theory) of organizational behaviour:......................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behaviour is all about the study of individual and groups behaviour
working within the organization. It is very important to study organization behaviour as it helps
in understanding about the fact why individual behave so in the organization. In this assignment
the company which is taken into consideration is 4Com Plc company so as to explain about the
importance of organization behaviour(What is organizational behaviour?. 2017). This company
was established in 1999 in United Kingdom with the aim of improving communication services.
In this assignment a brief explanation is being given about the influence of organization culture,
politics and power upon the team behaviour and about the different motivational theories used so
as to influence workforce to achieve target goal of the firm. Lastly, the file focuses on the
concepts and philosophies of organizational behaviour(Alvesson and Sveningsson, 2015).
TASK 1
P1. Organisational culture, power and politics:
Organisational culture:
Organisational culture is a study of valued, norms and beliefs of people which contribute
in social environment of the company. Organisational culture includes assumptions, values,
beliefs, language, social norms, symbols, systems, location, habits, vision etc. This is a set of
common assumption which guide what happens in company by describing proper behaviour for
several situation. Also, this culture affect that how much workers determine with their
organisation. If culture of an organisation is positive and adopt the new innovative ideas in their
organisation then its affect the efficiency of the individual as well as team.
Handy's typology of organisational culture:
This culture was introduced by the Charles Handy's in 1999. He divided this in major
four culture such as power, task, role and person culture.
Power culture: Power culture refers as culture in which power is delegated to only few
people who have authority to give orders to their employees and employees have to follow their
orders in appropriate manner. If power culture exist in 4com plc and if employees take their
manager's orders in positive way, then they can enhance their performance and achieve better
results(Barry and Wilkinson, 2016).
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Task culture: Task culture is established when any problems and issues are arises in the
company and they form a team to solve these issues. If this culture is exists in 4com plc, then
problems can be easily tackle by the company because a skilled and qualified team of members
easily solve any problems and complete the task.
Role culture: Role culture refers as a culture in which roles and responsibilities are
assign to the employees according their specialisation. Employees also very well know about
their work and duties. If this culture is adopted by 4com plc, then employees give their best
performance in the company because they have work according to their qualification which is
help them to lot for doing work effectively.
Person culture: In person culture, persons of an organisation think that they are
important for their organisation and they give priority to themselves rather then the business.
They come only make money and not think about company's growth, goals etc. If this culture is
exists in 4com plc, then it is not profitable for company because employees only think about
their self not for the company;s development and its objectives. If objectives are not achieve in
effective and timely then company get losses and its success fall down(Beer, 2017 .
From the above culture, 4com plc choose the task culture in their company because
sometimes are major problems are arises in the company which could be solved in effectively
manner only by the skilled and qualified team.
Organisational power:
Organisational power is a power which is hold by few people in an organisation. Power is
a duty which should be use in positive manner and shouldn't take negative advantages from this.
It is a responsibilities of managers who hold the power, that they give right and proper direction
and orders to their employees. Managers of 4com plc, give orders to their employees in which
they can give their performance to the organisation. Power can be negative or positive. In
positive power, power holder give orders to their employees in polite manner and help them to
understanding their work. In negative power, power holder give orders to their employees in
strict manners and threaten them if they do not follow their instruction properly. Power is many
types in the organisation which are as follows:
Types of power:
Power is many types such as referent power, legitimate power, coercive power, reward
power etc. which are as follows:
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Coercive power: Coercive power refers a power in which managers are strict and use
their power to give orders to their employees in strictly manner and if employees fail to follow
their orders, then they threaten and punish them. If this type of power is exist in 4com plc, then
employees turnover is increase and negatively affect the company.
Reward power: In reward power, mangers motivate their employees towards hard work
by giving them monetary and non monetary opportunities and rewards such as incentives,
promotions, awards, financial and non financial benefits, allowances etc. If this reward power is
exists in 4com plc, then its very effective and profitability for the company(Bolman and Deal,
2017). Because reward systems give motivation to their employees for doing hard work which is
easily complete the organisational goals.
Referent power: Referent power refers the power of respect and honour. In this,
managers should be give respect to their employees and behave and give orders to them in good
and polite manner. If this power is exists in 4com plc, then its effect the company in positively
because this power give respect to the employees and employees become feel happy and
honourable and want to give their in the company.
From the above power, 4com plc choose reward power in this company because this
power motivate the employee for hard working to achieve objectives of the company.
Organisational politics:
Organisational politics is an activity which is influence the tactics for enhancing the
organisational and personal interest. Managers should be equally treat their employees. If
organisational politics exists in the 4com plc, then its effect positively to the company because
this company's managers influence the employees in best manner and equally treat all the
employees for better productivity of the company(Bratton, 2015). Politics can be two types such
as positive and negative:
positive politics: In positive politics, managers treat their all employees in equally manner which
leads the better productivity of the employees.
Negative politics: Sometimes managers create partiality among employees. They give benefits to
their favourites one and ignore the hard working employees which leads the negative politics in
the organisation.
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TASK 2
P2. Content and process theory of motivation:
Motivation:
Motivation refers the give directions to the other persons' behaviours. Motivated people
doing work in better manner. They want to give their best because they effectively motivated by
the other people. Managers of the 4com plc is motivate their employees towards hard work for
achieving the objectives of the company. Motivated employees positively think about the all
things which is increase their productivity.
Theories of motivation:
Theories of motivation focus on various components of motivation of the people. In this
include many theories such as content and process theory of motivation which are as follows:
Content theory of motivation:
This theory focus on that what motivates the people in the organisation. In this include
many theories which encourage the employees in differ differ manner. In this include Maslow's
hierarchy of needs, Alderfer's ERG theory, Herzberg Two factor theory etc. 4com plc choose
Maslow's hierarchy need of theory which are as follows:
Maslow's hierarchy need theory of motivation: This theory is given by Abraham
Maslow's in 1943. Maslow's give many different levels of motivation in which include five needs
which can motivate the employees in the organisation(Cameron and Green, 2015). There are
five needs which are as under:
Psychological needs: This cover the basic needs of the people in which include water,
clothes, food, shelter, sleep etc. 4com plc should fulfil their employees basic needs by giving
them basic salary.
Security needs: After fulfil the above needs, security need take place. In this employees
wants job security, health and safety, security from physical danger etc. 4com plc should provide
the all types of security to the employees.
Social needs: In social needs people wants the love, affection from people and want to
being social. 4Com plc should ensure that their company's environment is loveable and motivate
the employees in which they give better performance of work.
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Esteem needs: Esteem means self-respect. In this, people want respect from others. In
4com plc, employees self-esteem need are arises. They want reputation from others. In this cover
respect, honour, strength, freedom, recognition etc.
Self-actualisation needs: After satisfying all the needs of the employees, self-
actualisation need take place. Employees of 4com plc want their growth, development and want
to take challenge and prove their self. This company can motivate their employees by develop
their skills and give them challenging task etc.
Process theory of motivation:
This theory focus on that how can motivate the people in the organisation. In this include
many theories such as Vroom's expectancy theory, goal setting theory, Equity theory etc. In this
choose Vroom's Expectancy Theory(Conger, 2017).
Vroom's Expectancy Theory: Vroom's Expectancy Theory expect that actions results
from intended choices between options whose aim is to increase the pleasure and reduce the
pain. Vroom realised that workers actions is based on respective factor like knowledge,
experience, skills, personality and abilities. 4com plc motivate their employees through such
factor which are as follows:
Expectancy: Expectancy refers that if employees doing hard work then leads their
performance in effective manner. This factor is impact by some factor such as: right abilities for
doing the job, availability of the right resources, necessary help to get the done job etc.
Instrumentality: Instrumentality beliefs that if employees do hard work then they
automatically received valued outcomes. This affected by some factor like: understanding among
the performance and results, beliefs on the persons who take the decisions and transparency of
the activity which decides what outcomes are get by the employees.
Valence: Valence is the factor in which persons are places on the expected results. In this
, 4com plc, motivate their employees through rewards, then outcomes comes in better manner
because they doing hard work for achieving those rewards(DeNisi, and Gonzalez, 2017).
Techniques of motivation:
Various techniques are used for motivate the employees. 4Com plc motivate their
employees from many techniques such as providing incentives to them, create effective
environment, satisfy the employees needs, provide them financial and non financial benefits etc.
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These all techniques of motivation encourage the employees for providing better results to the
company and help them to achieve results of the company.
Lockey's Theory of Motivation: As per this motivational theory which as established by
Edwin Locke. Under this theory, there is a key examination of different motivational aspects
such as setting challenges performance objectives, setting goals and purpose in order to attain
goal of an organisation. It is important for mangers of A David & Co to provide all necessary
related information to their employees so to increase their job efficiency and achieve
organisational goals in effective time frame.
Two factors theory of motivation: This theory was proposed by Frederick Herzberg,
which says that they are some job factors that would results in satisfaction, while there consists
of other job factors that results into dissatisfaction. According to him, satisfaction is no level of
satisfaction and dissatisfaction is no dissatisfaction. For this, Herzberg classified job factors into
two major parts:
Hygiene factors: These factors are necessary to be exist in workplace area. These factors
will not lead to motivation for longer term, but if these factors are absent, it would led to higher
dissatisfaction. Several hygiene factors are: Pay, company & administration policies, fringe
benefits and physical working style etc. 4Com Plc needs to take care of such factors to motivate
employee's for longer period of time.
Sources: Herzberg view of satisfaction and dissatisfaction, 2018
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Illustration 1: Herzberg view of satisfaction and dissatisfaction

Motivation factors: According to Herzberg, hygiene factors will not consider as factors of
being motivators. The motivational factors yield positive satisfaction. These factors are inherent
to work. Various factors such as recognition, sense of achievement, growth and promotional
opportunities, responsibilities, meaningfulness of the work etc. These are basically recognised as
satisfiers. In context with 4Com plc, these factors involved in performing the job and enhance
the employee's motivation.
TASK 3
P3 Evaluation of what makes an effective and ineffective team
Group of individual who work together to achieve the target goal is referred to as team.
Specifically in a particular organization there can be two types of team namely effective and
ineffective team . Effective team is one who carries out their task by having clear sense of
purpose and have measurable objectives. On the other hand ineffective team is one who doesn't
have the clear sense of purpose and doesn't perform their task potentially. The factors which
lead to development of ineffective team is due the fact that company does not render flexible
environment to the workforce, doesn't provide appreciation for their better work performance etc.
So the manger of 4Com Plc company should ensure that they render flexible working
environment to the workforce so that it may result in the development of effective team(King
and Lawley, 2016).
Types of team:
There are different types of team in 4Com Plc company and each of them are explained
below: Problem solving: This team is formed by 4Com Plc company so that they can sort out
any kind of issues and problems which may take place within the organization. Thus,
this team helps in smooth running of business without any hurdle. Virtual team: This is the team which is formed by 4Com Plc company from different
geographic location so as to carry out important projects through video conferencing,
mail etc.
 Functional team:This is the team which is formed by the 4Com Plc company by
categorizing into several departmental function like production department, finance ,
administration, human resource, marketing and many more departments. This is formed
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so as to make team members specialized in their job profile and to achieve target goal on
time(Wilson, 2017Wilson, 2018).
In order to develop team members 4Com Plc company has taken into consideration
Tuckman and Jensen's model which gives the brief about the stages through which the team
members passes through and they are explained below:
Tuckman and Jensen's model: This model was given by Bruce Tuckman in 1965 who
said that there are different phases for the team development and all of them are necessary and
inevitable so as to develop the team of 4Com Plc company so that they can face up the
challenges in future.
 Forming: This is the very first stage for the team development of 4com Plc company as
in this stage team member totally rely upon leader and are unaware about their roles and
responsibilities that they need to perform. Storming: After forming next come storming stage, in this stage team member of 4Com
Plc company interact with each other and come up with their view points. In addition to
this there may take place conflicts among the team members during this stage of team
development(Knights and Tinker, eds., 2016). Norming: After forming and storming next comes the norming stage, at this stage team
member of 4Com Plc company realizes the importance of working together so they start
resolving the conflicts that has taken place during storming stage of team development. Performing: This is the second last stage from which the team members of 4Com Plc
company passes through. In this stage team members starts performing their task and
responsibilities without the help of superiors
 Adjourning:This is the last stage in this stage team members of 4Com Plc company
complete their task and finally the team member resolve from their respective roles and
responsibilities.
Thus, overall it can be concluded that team work plays an important role in order to
achieve specialize performance and outcome for the organization. In addition to this it also helps
in achieving maximum profit for the organization.
Shaper: It is one of the basic challenges that thrives on pressure with the drive and courage
to results obstacles.
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Completer: The completer delivers on appropriate time which is conscientious and anxious
searching out errors and omission in a project.
Implementer: It seems to be an ability that turn ideas into practical action are attributes of
the implementer. Thus, on the reverse side implementers can be inflexible.
Research investigator. This is an eager and outgoing person character who is informative
with a specific ability in investigating openings and creating contacts.
Co-ordinator: It is the responsibility of the coordinator to be confident and good person that
must clarifies goals.
Team work: With proper coordination all kind of skills are possessed with the ability to
develop a calming environment.
Monitor evaluator. Team members with this role are sober and strategic seeing all options
and accurately judging situations.
Specialist. The Specialist is single minded and self-starting. This role provides the
knowledge which is in short supply.
TASK 4
P4. Concepts and philosophies (Path Goal Theory) of organizational behaviour:
It is very important to analysis the organizational behaviour as it helps in understanding
about why individuals behave as they do in the organization. It helps in understanding the
complex nature of human behaviour within the organization by analysing the effects and causes
of such behaviour. In addition to this concept of organizational behaviour is basically based on
two important key elements namely, nature of people and the nature of the organization. Nature
of people within the 4Com Plc company should be corporative type. Manager of the company
should not be biased towards their employees rather should treat their employees equally. In
addition to this each employees working in the organization should be valued and appreciated for
their abilities and skills which helps in getting better outcome for the organization. Whereas
nature of the organization states about the motive of the firm. Moreover nature of the firm can be
understood with its social interest and the mutual interest its shares and about the work
ethics(Lyon, Mšllering and Saunders, Eds., 2015). In addition to this 4Com Plc company should
adopt the flexible nature of the organization so that employees feel free to work under this type
of culture. Furthermore ethical treatment is necessary and moral standard ned to be set by the
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company so as to attract and keep valuable employees within the organization. Thus, overall it
can be said that nature of people and nature of organization both plays an important role in 4Com
Plc company so as to order to achieve successful growth in the marketplace.
Philosophies of organizational behaviour
The term philosophies refers to the study and analysis of fundamental and general
problems such as values, knowledge, language and the mind. 4Com Plc company has taken into
consideration Path Goal Theory so as to explain about the philosophies of organizational
behaviour. And it is explained below:
Path Goal Theory:
This theory is based on a leader's style or behaviour which best fit the work environment
in order to achieve organization goal. This theory was developed by Robert House in 1974. The
main aim behind this theory is to increase the employees motivation, empowerment and
satisfaction so that the workforce can become the productive members of the organization. As
per this theory leader of 4Com Plc company should consider four path goal types of leaders
behaviour namely directive, supportive, participative and achievement oriented(Salam, 2017).
For example in directive leadership style model leader of 4Com Plc company should inform her
followers on what is expected of them like by telling them what to do and how to perform the
task. Second style of leadership states that leader of 4Com Plc company should be of supportive
type mean in this type of style leader makes work pleasant for the employees by showing
concern for them and by being friendly and approachable with them. Third style of leadership
states that leader of 4Com Plc company should be of participative type means the leaders should
consult their followers before taking any decision about how to proceed it. Last style of
leadership states that the leader of 4Com Plc company should render challenging goals for his
subordinates and should expect from them to perform their best at their highest level. In addition
to this leader should also ensure that his subordinates become effective in his professional work
environment. Furthermore, if the leader of 4Com Plc company adopts all this types of leadership
as per the situation demand then it will be very easy to achieve the aims and objectives of the
organization in an effective and efficient manner (Salas and Cannon‐Bowers, 2017). Thus, it will
help in enhancing organization productivity and profitability ratio.
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Situational resistance: It is a kind of model that assist 4com plc to develop an effective
working environment within an organisation. It is having two fundamental concepts such as
leaderships style and individual group performance.
Social capital theory: As per this theory all the factors those are associated with 4com
plc of effectively functioning social groups that includes such things as interpersonal
relationships, a collective sense of identity, a shared sympathetic, shared norms, shared values,
trust, cooperation, and mutuality.
Contingency theory: In an organisational theory that tends to claim that there is no best
way to organize a 4com plc. Instead of this optimal course of action is depend on the internal as
well as external situation.
CONCLUSION
From the above mentioned report it can be concluded that organization behaviour matter
a lot for each management and its is necessary to make an analysis about the human behaviour
working within the organization. In addition to this it can also be concluded that effective leader
plays an important role for an organization in order to accomplish organizational objectives. A
leader of particular organization should taken into consideration different style of leadership
which is stated in the path goal theory namely directive, participative, administrative and
supportive style of leadership so as to achieve efficiency in productivity of an organization.
Moreover manager of the company should also adopt different types of motivational techniques
like rendering flexible environment, bonus, reward system, incentives etc. Lastly it can be
concluded that nature of people and nature of organization both are the important concepts of
organizational behaviour as without people organization cannot achieve its target goal. Thus, it
can be said workforce of the organization plays an important role in accomplishing
organizational objectives in an efficient manner by increasing the level of maximum profit of an
organization.
REFERENCES
Books and Journals
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
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Barry, M. and Wilkinson, A., 2016. Pro‐social or pro‐management? A critique of the conception
of employee voice as a pro‐social behaviour within organizational behaviour. British
Journal of Industrial Relations. 54(2). pp.261-284.
Beer, M., 2017. Lead organizational change by creating dissatisfaction and realigning the
organization with new competitive realities. The Blackwell Handbook of Principles of
Organizational Behaviour. pp.385-401.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bratton, J., 2015. Introduction to work and organizational behaviour. Macmillan International
Higher Education.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Conger, J. A., 2017. Motivate performance through empowerment. The Blackwell Handbook of
Principles of Organizational Behaviour. pp.143-155.
DeNisi, A. S. and Gonzalez, J. A., 2017. Design performance appraisal systems to improve
performance. The Blackwell Handbook of Principles of Organizational Behaviour.
pp.63-75.
King, D. and Lawley, S., 2016. Organizational behaviour. Oxford University Press.
Knights, D. and Tinker, T. eds., 2016. Financial institutions and social transformations:
International studies of a sector. Springer.
Lyon, F., Mšllering, G. and Saunders, M.N. Eds., 2015. Handbook of research methods on trust.
Edward Elgar Publishing.
Salam, S. C., 2017. Foster trust through competence and integrity. The Blackwell Handbook of
Principles of Organizational Behaviour. pp.285-299.
Salas, E. and Cannon‐Bowers, J. A., 2017. Design training systematically. The Blackwell
handbook of principles of organizational behaviour. pp.43-62.
Wilson, F. M., 2017. Organizational behaviour and gender. Routledge.
Wilson, F. M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
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>.
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