Organisational Behaviour

This assignment explores the concept of organizational behavior, analyzing how factors like culture, politics, and power influence individual and team behavior. It examines different motivational theories and their impact on achieving organizational goals. The assignment also differentiates between effective and ineffective teams, highlighting the importance of team development and leadership styles. It concludes with a comprehensive overview of the concept and philosophies of organizational behavior.

Organisational Behaviour

Table of Contents
INTRODUCTION ......................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Examine how enterprise's culture,politics and power influence individual and team
behaviour and productivity.........................................................................................................3
TASK 2 ...........................................................................................................................................6
P2 Define different motivational theories and their impact on the achievement of organisation
goal..............................................................................................................................................6
TASK 3............................................................................................................................................8
P3 What makes an effective team different from ineffective team.............................................8
TASK 4..........................................................................................................................................12
P4 Explain concept and philosophies of an organisational behaviour......................................12
REFERENCES .............................................................................................................................14

INTRODUCTION
Organisation behaviour is the study of individual action which include how individual
react towards other individual at workplace. Employees modified modify their behaviour
according to the environment of the organisation. It is the duty of manager to control the
activities of their staff so that they don't go on the wrong path ( Adeniji, 2011).
David and company trade in the food and beverages industry. It serves wide variety of
fresh fruit, vegetables, ready-made products and bakery items in UK. This report says that if the
employees of David and company get the right surrounding in the work premises than they are
able to achieve organisation objectives.
In this report there is a discussion about the impact of culture, politics and power on the
working and behaviour of individual. It also put light how organisation can move from
ineffective team to effective team. Additionally, it reflect various motivational and leadership
theories which support in modifying individual behaviour in the work premises.
TASK 1
P1 Examine how enterprise's culture,politics and power influence individual and team behaviour
and productivity.
The basic idea behind performing organisation behaviour is to manage the employees. In
today's world if organisation want to survive for a longer period of time they need to concentrate
on their culture. Business should ensure that their culture,politics and power remain comfortable
so that employees does not affect form it ( Alfes,and et. al.,2013). The above things reflect the
internal working environment, way of interaction with others and future goals of the company.
Culture: Culture should reflect the organisation vision, values, norms language and
beliefs. The organisation culture fix the way employee interact with their colleagues and the
external parties. No two organisation have the same culture is the duty of employees to modify
their behaviour according to the business culture to enjoy their work and stress free. Organisation
should provide effective culture to the employees so that they can work freely without any kind
of stress and achieve organisation objectives. According to handy's model culture is divided into
four main parts which are power, role, task and person.
Power culture : In this culture, power is held in the hands of few people and they have
the authority to take decision. These individual transfer the responsibilities to other employees. A

David and company should assign the power of some individual hand make the subordinate to
follow their instructions properly (Burnard and Bhamra, 2011). The organisation should also
look that manager does not partial with someone while allocating responsibility.
Role culture : Under role culture employees are delegated roles and responsibilities on
the basis of their knowledge ,education and specialisation. If the David and company want to
achieve desired goal than they should assign the role on the basis of employee’s skills and
knowledge. When role is assigned properly than employees do nest of their work and willingly
accept the changes.
Task culture : In task culture, teams are made in organisation to fulfil specific task and
problems or progress. The team should be made with the proper mix of the team members on the
basis of problem. A David and company should make the right combination of
skills,personalities and leadership so that organisation can achieve high production.
Person culture : There are certain organisation in which there is a person culture. In this
culture individuals are more concerned about their work rather than the organisation. A David
and company should take care of this situation that employee's don't come for the sake of money
they should attach to the business (Coccia,2014). They always make effort to remove such kind
of condition and teach employees that organisation come fast and everything comes later on.
Thus effective culture motivate and encourage individual to perform better in the
organisation. Positive culture develops skills and qualities among the employees so that they can
achieve organisation goal.
Politics : Organisation politics is informal ,unofficial thing which was taken place to
influence the authority , increase the power or to achieve any other objective. The employees or
individual adopt this thing in the organisation in order to increase their power. It is consider as a
negative factor in the organisation because it demotivated the individual who does not involve in
this kind of state as they does not get proper appraisal of their performance. In the reference of
David and company the impact of politics in work premises on team and individual are described
below :
Decrease productivity : Due to politics organisation productivity get decreases because it
affect the individual who does not involve in such kind of activity. The person who undertake
politics in the organisation get more benefit as compared to uninvolved person, this create
dissatisfaction among them.

Increase stress level of employee : When some person get rewards and bonus in spite of
poor performance by using power than it increase the stress level among other employee's of the
organisation. Due to this various problems are created in the organisation (Collings,Scullion and
Vaiman,2011).
David and company should look after that no person in the organisation involve in the
activity of the politics. It does not create issues only for employees, its also a harmful situation
for the organisation.
Power : Power is the ability of affecting the behaviour of other individual by using the
resources. It is the exchange which taken place between agent and target. Agent uses the power
and target is the person whom it uses. Correct use of power able to guide the employees in
performing their activities. Wrong use of power create stress and dissatisfaction in the
organisation and decrease its productivity. There are various power which was present in the
David and company to influence their employees which are given below :
Legitimate Power : It is a power which individual get because of holding some position
in the organisation. It is also known as positional power. This power is used in the organisation
to direct the employee on the right direction towards desired goal.
Reward Power : Under this power individual have the authority to allocate incentives of
the employees in organisation .These incentives are salary increments, appraisals and promotion.
This power should be used in motivating the employee for effective performance (Del Mar and
Rodríguez-Antón,2011). It was used with favouritism than it will demoralize the employees and
decrease their output.
Coercive Power : Under this power individual get the authority to punish their
subordinate on not completing any work effectively. It decrease the performance of individual.
Coercive power is used in the organisation to control the activities of employees so that they
don't deviate from their path. Employee should be punished only when they do any work
repetitively after knowing its consequences.
Expert Power : Expert power earned by an individual through possessing knowledge or
expertise in a specific area. Individual who have expert power generally perform critical task and
problem. Their opinions and views should be used to motivate other individual of the
organisation rather than discourage them. They can support other individuals through developing
skills and knowledge so that they can also solve difficult problems in the organisation.

TASK 2
P2 Define different motivational theories and their impact on the achievement of organisation
goal.
Motivation is a drive which pushes individual to work in a particular way. It force higher
authority and their employees to work hard for the accomplishment of organisation goals. There
are several theories which properly define the concept of motivation. These theories are used for
the employees so that they maximize their performance and level of productivity (Farndale,
Hope-Hailey and Kelliher,2011). With the introduction of organisation individual start finding
the answer of what motivates an employee the most, which gave birth to content theories and
process theories of motivation.
Content theories : The content theories provide the answer of what motivates an
individual with respect to their needs and wants. It include maslow's hierarchy theory, herberg's
motivation theory, alderfer's ERG theory and many more. A David and company can adopt these
theories to motivate their employees.
Maslow's hierarchy theory : This theory was developed by Abraham maslow in 1943.
maslow's hierarchy of theory is depend upon the human needs which was classified into
hierarchical manner from lower to higher order. By using maslow's theory and satisfying the
hierarchy of needs David and company motivate their individual towards organisation goal.
(Source: Maslow’s Hierarchy of Needs, 2018)
Illustration 1: Maslow’s Hierarchy of Needs

Physiological needs : David and company should provide sufficient salary to their
employee so that they can fulfil basic needs of their air ,water , food ,cloth and shelter. If these
needs are fulfilled than employee give effective contribution to the organisation.
Safety Needs : After basic needs fulfilment, next the safety or security needs comes.
People start finding the safe environment such as shelter, secure surroundings and steady
employment etc. there is a need of safety from physical damages (Fuchs and Edwards,2012).
Social Needs : Human is a social animal who lives in the external environment and
always feel the need of acceptance by all. At this stage individual is more interested in
love ,affection and social interaction and belongingness. Relationship is created at this phase.
Esteem Needs : People want to achieve the esteem needs which include self confidence,
respect, social recognition,uniqueness etc. After fulfilling these needs individual get the sense of
power and confidence.
Self-Actualisation need : These needs are the development of such capabilities which
can be used in solving different situations of the life.
Alderfer's ERG theory : It is the extension of the maslow hierarchy theory .This theory
was developed by Clayton Paul alderfer who believe that some levels are overlapping in the
physiological,security and social needs so he have world ERG theory (Hotho and
Champion ,2011) . David and company can use this theory for fulfilment of their employees
need. Where maslow theory is divided into five parts ,ERG theory is classified into three parts
which is given below:
Existence needs : The existence need include all factors of physiological and safety
needs which human being required for its survival.
Relatedness needs : The relatedness needs include social needs which individual need to
establish a relationship with whom they deals and linked.
Growth needs : The growth needs covers self-actualisation and internal part of esteem
needs such as feeling of uniqueness and personal growth and development. These needs explore
the potential of the individual in the existing environment.
Process theories : This theory gave the solution of how the motivation take place. it
includes vroom 's expectancy theory , goal setting, Adam equity theory and many more.
Vroom expectancy theory : Vroom believe that employee performance is based on the
their personal factors like personality,experience, knowledge and abilities (Kazemipour and

Mohd Amin,2012). Individual choose certain behaviour over other behaviour on the basis of
their desired result.
Expectancy : It is the belief that if particular actions are taken then it will lead to desired
outcome. Under this all efforts are made to achieve first level outcome.
Instrumentality : It comes with the belief that if first action is obtain well than it will
help to get the second level outcome. For example if suppose an employee want promotion and
he know that it will achieve from superior performance. The first level is superior performance
and second level is promotion.
Valence : It refers that individual who perform a task for the anticipated rewards of the
outcome. For example : if an employee motivated from promotion than for him increase in
incentive has no place.
By following above theories David and company able to make good relation with their
employee and get task performed in more appropriate manner. David and company can choose
any of the motivation theory according to the situation prevailing in the organisation. This
theories help organisation in reducing their employee turnover.
TASK 3
P3 What makes an effective team different from ineffective team.
Team is the essential part of organisation which is made so that employees can work
effectively in a proper time by fulfilling all required standards (Kellison and Mondello,2012).
Teams help to perform task efficiently which individual not able to perform solely. Effective
team motivate each and every member of the team which directly increase the productivity and
performance of the organisation. For, HR manager of the David and company it is essential that
work is assigned to team member on the basis of their knowledge and skills. Due to this
organisation and individual performance get increased.
Different Types of organisation team are given below:
Problem solving team : These kind of teams are temporary in nature and formed to
solve a particular issue. these teams are made up of people who belongs to different departments
having different skills and knowledge (Kitchin,2017). Due to having different skilled person
problem is analyse from various perspective. Their main aim is to provide permanent solution to

the problem so that it can rise in upcoming future. Once the problem is solved than team get
dissolve.
Self managed team : It is consist of individual who work collectively for the common
purpose without supervision of any leader. Every member of the team is responsible for their
own performance. Individual take the responsibilities on their shoulder to become their mentor
and leader. Self managed team members should respect each other and never loose concentration
from desired result.
Virtual teams : Virtual team is made up of people who live in different geographic
locations. Virtual team members communicate with each other through the conferencing meeting
and new technologies. These teams should have excellent communication skills because they
have to understand each other without seeing facial expression and body language.
Quality team : This is a team which is formulated to identify and resolve work related
issues which create a adverse effect on the organisation performance and working environment.
They are temporary team which is formed for solving the current issue or ongoing issue.. they
provide a unique perspective for the problem to the management.
Differentiate between effective team and ineffective team
Basis Effective team Ineffective team
Environment In this environment is so
pleasant that employees can
achieve the target easily
(Lumley and et. al., 2011).
In this environment is full of
stress and tension due to which
employees working get
affected.
Leadership In this chairperson does not
dominate the team members
they behave like a friend with
them so that they can work
effectively without any
pressure.
Under this higher authority
always create pressure on the
employees which increase
their stress level and decrease
the productivity.
Decision In this decisions are taken by
the mutual consensus of every
team member.
Whereas in this actions are
taken before analysing the
actual problem or issue

without discussing with any
team member.
Contribution In this all team members fully
participate in the discussion
for the betterment of the
organisation.
In this discussion is dominate
by few team members and
other does not get opportunity
to express their view.
Tuck man's team development model : This model was formed by Bruce tuck man in
1965. Here is a explanation of the five stages which help David and company to form a effective
team.
(Source: Tuckman's Model of Group Development, 2018)
Illustration 2: Tuckman's Model of Group Development

Forming : In this stage team members are polite and passionate about their work,. In this
leader, play an important role to make understand team members their roles and responsibilities.
Under this stage employees are guided by the leader so that organisation goals can be achieved.
This stage remain for a limited period when employees work together they start understanding
each other, their dependency on the leader decreases (Lee, Kim and Kim,2013). According to
this stage, David and company limited leaders duty is to explain member duties and their role so
that they can support in the organisation growth.
Storming : Team automatically moves into storming stage when people start understand
their job in the organisation. In this stage conflict arises because of different working style and
different background. In this stage team should be properly managed otherwise create a harm to
full organisation. In this phase , sometimes relations between employees become so weak that it
will never become like earlier.
Norming : Team moves into this stage when they resolve their dispute and start
understanding each other strength and weakness. In this phase team member socialise together
and take each other help in their work as they know one another better. When employees are
comfortable in their surroundings than they start moving towards organisation goal. Team go
into storming stage directly at the time of new tasks.
Performing : In this stage teams work hard for the achievement of organisation goal
without any motivation. Leader duty is only limited to delegating the work and developing team
members skills. At this phase employees are involved in their work so much that they are not
affected by anyone joining or leaving the team or organisation (Owings and Kaplan,2012). The
team of David and company at this stage what they have to perform in order to achieve
organisation and personal objectives.
Adjourning : There are many teams which reach till this stage. In this phase team
members are separated due to completion of the task. Even the permanent teams break due to
organisation restructuring. After that team members feel uneasy and see their future uncertain
due to close relationship with colleagues and routine similar work. This situation can create
many problems for David and company like labour turnover,absenteeism and so on.
A David and company can use Tuckman's theory in developing a effective team which
can help in achieving organisation goal in a appropriate manner.

TASK 4
P4 Explain concept and philosophies of an organisational behaviour.
Organisation behaviour: An organisation include group of individuals who contribute
in achievement of goals. If any of them not perform their work effectively than business not able
to get its desired position so there is need to understand employees so that they treat in that way.
It is the study of people activities and behaviour in the organisation which affect the productivity
and performance of whole system (Paillé and Grima,2011).
There are various models and philosophies used for understanding organisation
behaviour. The basic aim of adopting this theories is to improve the employee
performance,increasing the job satisfaction and promoting creativity.
Path goal theory : Under Path goal theory leader choose the behaviour which can satisfy
their employee needs and wants. Effective leader give their workers a path through which they
are able to achieve organisation goal and personal goal. A David and company use this theory to
increase their employee motivation, empowerment and satisfaction so that they can produce
more.
Any of the leadership style of the path goal theory can be used by the David and
company in order to work done with their employees. Leader should modify their leadership
style on the basis of employee’s behaviour so that organisation able to achieve its desired
objective.
The path goal theory identifies four different leadership style which are described below:
Directive leadership: In this leadership style leader give clear instructions to employees
regarding to their work and how it will carried out so business can achieve its target. Leader able
to guide the employees only when they know the task and how it is performed and up to what
time. This management style is more suitable for the inexperience employees who need guidance
and time to time supervision.
Supportive leadership: In this style leader pays lot of concentration to the requirement
of his employees. They treat their employee in a respectful way and guide them whenever there
is a necessity. This management style is beneficial in the situation in which employee does not
believe in himself or temporarily apathetic (Huang and Bond,2012).

Participative leadership: In this leadership style leader take his employees views and
ideas before4 making any decision in the organisation. The leader applies this leadership style
when they say their employee highly involved and have specialised knowledge.
Achievement oriented leadership: Under this leadership style leader sets difficult goals
for their employees. They always give hard work to the employees whom they can trust to
handle it. They force them so that employees can display the excellent work and improvement in
them. These management style should be adopted for the employees who are able to work
independently and have problem solving capabilities.
CONCLUSION
From the above report, it is concluded that organisation should understand their
employees and organisation behaviour so that they can guide them in a same way for achieving
business goal. The business make effort to provide employees better environment consist of
positive culture and power and no politics. Efforts should be made to build a effective team
which can improve the performance of the individual. Leaders should implement different
motivational theories in their organisation working so that employees get engage and passionate
about their work. Authority should maintain correct culture and ethics to get desired result and
make employees free from stress. Performance get improved when there is effective person or
leader to guide on a right path.

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