Organisational Behaviour - 4com plc Assignment

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Explain how organisational culture, power and politics influence the individual behaviour
in the organisation.......................................................................................................................1
P2 Evaluate content and process theory of motivation in the organisation................................3
P3 Explain the difference between effective and ineffective team.............................................4
P4 Explain the organisational concepts and philosophies...........................................................6
CONCLUSION................................................................................................................................8
REFERENCE ..................................................................................................................................9

INTRODUCTION
Organizational behaviour is the part of management system which identify the individual
behaviour in the business. Basically it is related to the prediction, understanding and control the
behaviour of individual in the organisation. In this manager identify the employees performance
and the activities done by them at the time of performing their task in the company for the
purpose of achieving business objectives and goals. To be understand better, 4com plc is UK
based telecommunication company which established in 1999 to improve communication service
in the SME market. In this report topic is going to be covered is influence of culture, politics and
power in the organisational behaviour (Carlos Pinho, Paula Rodrigues and Dibb, 2014). Also
include the process and content theory who motivate individual in the business. Along with this,
it also include the effectiveness of team by using organisational concepts and theories in the
organisation.
P1 Explain how organisational culture, power and politics influence the individual behaviour in
the organisation
Organisational culture: - Organisation culture refers assumptions, underlying beliefs and ways
of interacting that impart to the psychological environment of an enterprises. In other words, it is
the way of interacting of people and group of people which contribute in the society. Each
organisation has different work culture so manager of 4com plc company follow the Androcracy
organisational culture that is a dynamic and creative working environment . This include four
types of culture such as power, task role and person culture.
Power culture: Power culture is based on the individual performance within the
organisation that describes the individual power in order to take decisions. Like as, in 4com plc
company managers have power to influence the people and employees by making effective
decisions (Agarwal, 2014).
Task culture: Task culture used when teams in an enterprise are defined to complete
specific problems or projects. Such as, managers of 4com plc company address the specific
problems and get the solutions.
Role culture: Role culture is fully based on the rules and job duties which is followed by
each individual. In the 4com plc company task and power is distributed according to individual's
1

role. It is find that where an organisation follow hierarchy structure it involves the long chain of
command which takes more time to take business decision.
Person culture: In 4com plc company manager apply person culture that contains
experience of individual more valuable than the organisation. That helps to take correct decision
for business organisation.
Organisational power: - Organisation means a place where people or group of people are
working together in order to achieve organisational goals. Some person have high degree of
power and some have low power that is totally depend on the person's position or their
experience and knowledge. Manager of 4com plc company adopt organisational power and it
includes four sources which affect the business-
Expert power: Expert power means employees perception and point of view that a
manager of any enterprise has high degree of experience and knowledge which other employees
or members do not possess. In 4com plc company managers have high degree of knowledge and
experience that helps to provide various guidance which enhance the business productivity and
performance of employees.
Legitimate power: Legitimate power is based on the position of person and members in
an organisation. For instance, managers of 4com plc company have legitimate power to assign
task to employees and group of people and get work done effectively (Chirasha and Mahapa,
2012).
Reward power: Reward power means to rewarded employees or staff for their work
performance through incentive and other benefits. This type of power helps to influence the
individual behaviour and motivate the workers. Managers of 4com plc have rewarded power that
helps to assure that they build solid and strong reward policy which help the staff to be sustain
and well perform in the organisation.
Coercive power: Coercive power means power of threat which impact on individual and
its behaviour. This may in term of punishment, black mailing, termination demotion, pressure
and any kind of penalty that have to bear by staff or other. Employees of 4com plc enterprise
need to complete their task whether in over time work or during working hours. Otherwise
employees might be terminated by managers.
2

Referent power: Referent power means a person or manager that have ability to
influence a follower because of the follower's respect, friendly behaviour, admiration, affection,
loyalty and a hope to gain permission (Foss, Woll and Moilanen, 2013).
Politics behaviour of an individual: - Political behaviour of any person influence the
organisation by personal point of view and observation. It is set of human behaviour that
contains power and politics. Political behaviour is a complex issue for any enterprise as well as
employees. It is difficult for 4com plc to cooperate with political behaviour because it creates
conflicts, difference among interested groups and contrasts. Managers of 4com plc used political
organisation culture to know the behaviour of employees.
P2 Evaluate content and process theory of motivation in the organisation
Content and process theory both help the manager to motivate their employees by
following these theories. Content theory is basically about which action motivate an individual
and process theory is about how and why motivation happen.
Content theory: It include the various theories such as Assumption based, ERG,
Maslow's and McClellands theory. These theory explain the change of human need according to
time so ERG theory of motivation explained below:
ERG theory: - It is a modified theory of Maslow's hierarchy of need and it will provide the
basic requirement of an individual to live their life. Five need Maslow's theory converted into 3
categories such as extensive, relatedness and growth need (Toga, Khayundi and Mjoli, 2014).
Existence: It will include the physiological and safety need which is very important for
human to live their life. Both need become one in this theory because it provide the same affect
on individual behaviour in the organisation. Manager of 4com plc company provide these basic
facilities to their employees such as lunch break, sufficient wages, retirement benefits and job
security to their employees.
Relatedness: Relatedness need include the social and esteem need of Maslow's theory
where employees find the relationship in the business environment. People attracted toward these
relations such as friendship, love or belongingness. So manager of the 4com plc organize social
events, appreciate their employee, provide the feeling of being valuable for the organisation and
team based project. Which help the organisation to engage their employees that will be satisfy
relatedness need.
3

Growth: It will include the Maslow's self actualization need and some of self esteem
need. In this need person want to grow in personal level. It will help the employees to identify
their potential and work according to it. To fulfil this need manager of 4com plc company
provide various challenged role to employees so they can understand their potential in the
extensive environment (Uzkurt and et.al., 2012).
Process theory: Process theory is the set of idea how to change an individual behaviour
and motivate them to perform well in the organisation. It include some motivational theory such
as Equity, Expectancy and the Porter Lawler theory of motivation. Expectancy theory of
motivation discussed below:
Expectancy theory: - Vroom Expectancy theory is about to identify the individual behaviour in
term of their response in different situation and analyse the result according to the behaviours.
Motivation of employee is depend upon their outcomes and the individual behaviour to chose
their work according to potential or challenges.
Expectancy: If employee increase the efforts it will defiantly increase the performance
because every individual have different expectation regarding their work. It's a manager's
responsibility to identify the potential working area of an employee and then assign a task
according to their skills (Lee-Ross and Lashley, 2012).
Instrumentality: It is an worker's mentality that they can handle the work or not without
analysing their potential area. Manager of 4com plc company need to push employees limit
through motivation. Also provide the various benefits which will help the employees to perform
well in their area through reward and incentives.
Valence: Firstly identify the employees values it can be intrinsic or extrinsic which will
help the manager of 4com plc company to motivate them according to their requirement.
Intrinsic include the work satisfaction and extrinsic involve the monitory benefits. So manager
need to identify there preference and them motivate by providing these facilities.
By using content and process theory manager motivate the employees which further help
to achieve 4com plc business objectives and goals. These theory help the employee to enhance
their performance according to their requirement and need.
P3 Explain the difference between effective and ineffective team
Effective team: It is a group of people who work in the company to achieve a common
goal and it will done by the manager which provide effective guidelines to the employees. It is
4

manager's responsibility to aware their worker about the business goals and objective. An
effective team is capable to achieve their organisational targets. So manager of 4com plc provide
effective guidelines to their employees to work for an common goals (Maitland, Hills and Rhind,
2015).
Ineffective team: In this type of team, members are not aware about the organisational
goals and even manager not play their role in effective manner due to lack of communication
regarding business goals. Team members not able to take any decision in the organisation with
mutually concern. It is a manager's responsibility to make effective team through regular meeting
regarding business goals and objectives.
Basis Effective team Ineffective team
Interdependence Interdependency utilize in
effective way so they can fulfil
their business objectives.
Ineffective team not utilize the
creative interdependency that's
why this team not able to
achieve their targets.
Communication There are two way
communication between the
employees which help the
organisation to sort issues if
any going to occur.
Lack of communication create
a problem or issues related to
work because of that company
not able to achieve their
targets.
Objectives In the effective team all
members share a common goal
to achieve business objectives
and goals.
Team members not share the
same goals and they all are not
able to take any single
decision mutually. Lack of
common objective make an
ineffective team.
It is a manager's responsibility to ensure that open communication between the team
members which able to help the organisation to achieve their business objectives (Riivari, and
et.al., 2012).
5

Manager of 4com plc company follow the Tuckman theory in their organisation for the
effective management of team and achieve business objectives by using various practices.
Tuckman theory include the 5 steps such as forming, storming, norming, performing and
adjourning are discussed below:
Forming: Development of team is called forming stage it is like a orientation of job
where every member introduce themselves and meet in polite way. In this stage manager discuss
the relevant skills, goals, tenure of project, rules and role of an individual. It is very important for
the manager of 4com plc to build relationship between the employees and focus on people more
than the work in the forming step (Veluri, 2012).
Storming: In the storming stage team members become aware about the individual
character. In the team differently personality clashes with each other and it's difficult to reach at
single decision. So as a manger of 4com plc company, they have to calm people tell them it's
normal in the team work. It is a manager's responsibility to to sort conflicts between the members
at the time of performing their duty.
Norming: In this stage manager start observing and appreciate the work of each member
who perform their task well. Manager need to motivate everyone regarding their contribution in
the team and provide positive feedback which motivate them to perform in effective way.
Manager of the 4com plc need to perform their duties and responsibility (Mclaggan, Botha and
Bezuidenhout, 2013).
Performing: In the fourth stage, team members are confidant, familiar with the work and
motivated. Event they don't required further supervision to operate themselves and all member
are ready to face the business goals and objectives. Sometimes team members not able to achieve
their task because of the conflict arises between them and then they can't work together to
achieve business goal. Manager of 4com plc need to assure that it will not happen in the
organisation.
Adjourning: In the last step team members are disband after completion of their group
project. Every project need to face this step and than employees get emotional in this stage
because they all become very close at the time of performing their duty.
It is the process of team development to the team disband, it will be ended with the
successful completion of project or failure. Manager of 4com plc company need to responsible at
every stage to make it successful project.
6

P4 Explain the organisational concepts and philosophies
Organisational philosophies: - Manager of the 4com plc company follow some of the
philosophies which help the organisation to achieve their business objectives and goals. Also
help for the identification of behaviour of an individual towards their work. Company follow
these philosophies in their organisation to improve their work culture and some of philosophies
are as follow:
Autocratic: In the organisation where manager is autocratic have power to control others
and also have authority to take decision with their own. Employees are interdependent on
manager they have to be work according to it and follow the orders properly. According to
autocratic philosophies manager will not take suggestions from their subordinates and this kind
of manager rarely find in the organisation. By using this autocratic philosophies company can
achieve their goals but it will affect the individual behaviour and employees participation is no
more exist in the company.
Custodial: It will include the basic need of an employees such as wages and other
benefits which help the manager to motivate them and make them satisfy from their work.
Manager of 4com plc company need to fulfil these basic requirement to increase motivation level
which help in to achieve business objectives and goals.
Supportive: According to organisational philosophies manager not always take
responsibility, it is important to distribute responsibility among the members (Pavalache-Ilie,
2014). This process help the employees to become empower and able to deal with situations &
circumstances. Manager of 4com plc need to distribute responsivity to make it them independent
so they can handle the situation alone.
Collegial: Maintain the relationship between the workers through orientation it will
beneficial for the organisation to make employee responsible and they maintain self discipline. If
employees are in good relation than there is less chances of conflict among them. 4Com plc
company's manager set a orientation program for their workers which helps in employee
engagement.
Organisational concepts: -
Manager of 4com plc company follow the path goal leadership theory and it is based on
specific behaviour which is similar to the working environment and employees. Path goal theory
7

increase the motivation level, satisfy and empower them which make them more effective or
more productive. It will follow the three basic steps are listed below:
 Identify the employees or environmental factors
 Choose any leadership style in their organisation
 Motivate employees which provide success
In the path goal theory there are four type of behaviour of an leader which have ability to
provide success in the organisation and it will listed below:
Directive: In this type of behaviour leader already tell their employees what is going to
be done by the them. It means, provide proper guidance or directions how to perform their task
in the organisation to achieve business objectives and goals. Manager of 4com plc follow this
leadership behaviour in their organisation to successfully complete their task (Path goal theory.
2015).
Supportive: In this behaviour leader make it work more easy for the employees to show
their concert in friendly way by using various approaches because most of the situations handle
by the managers because of the good relation. Manager of 4com plc company need to build
effective relations with their employees to face the issues occur in the business at the time of
performing their duty.
Participative: In this type of behaviour, leader required a participation of an individual at
the time of taking any decision in respect of the organisation. Higher involvement of employee in
their work can provide effective inputs for the decision making process. Manager of 4com plc
need to involve their workers and their participation at the time of decision making process.
Achievement: Manager need to set challenges for the employee to identify their potential
or how they deal with different situation. Manager motivate them to perform their work with full
of confidants and achieve the targets very effectively. 4Com plc company's manager provide
these opportunity to their worker to show their ability, capacity and performance to achieve their
targets or business goals.
By using these philosophies and concepts manager of 4com plc company able to achieve
their business goals and objectives. It will also help the manager to identify individual behaviour
towards their work or organisation. These philosophies and concepts help them to motivate and
encourage them to perform well to achieve business objectives and goals.
8

CONCLUSION
From the above discussion it has been concluded that, organisational behaviour is the
combination of expectation, philosophies and experience. Company can enhance their
performance by following various concepts and philosophies which help the organisation to
identify individual behaviour towards their work. Manager of every organisation adopt the
different leadership and motivation theories to make their team effective. To achieve business
goals and objectives manager need to motivate them and provide them proper guidance
regarding their work at the time of performing their duty.
9

REFERENCE
Books & Journals
A. Agarwal, U., 2014. Linking justice, trust and innovative work behaviour to work
engagement. Personnel Review. 43(1). pp.41-73.
Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market
orientation and organisational commitment in organisational performance: the case of
non-profit organisations. Journal of Management Development. 33(4). pp.374-398.
Chirasha, V. and Mahapa, M., 2012. An analysis of the causes and impact of deviant behaviour
in the workplace. The case of secretaries in state universities. Journal of Emerging
Trends in Economics and Management Sciences. 3(5). pp.415-421.
Foss, L., Woll, K. and Moilanen, M., 2013. Creativity and implementations of new ideas: do
organisational structure, work environment and gender matter?. International Journal of
Gender and Entrepreneurship. 5(3). pp.298-322.
Lee-Ross, D. and Lashley, C., 2012. Organization behaviour for leisure services. Routledge.
Maitland, A., Hills, L. A. and Rhind, D. J ., 2015. Organisational culture in sport–A systematic
review. Sport Management Review. 18(4). pp.501-516.
Mclaggan, E., Botha, C. T. and Bezuidenhout, A., 2013. Leadership style and organisational
commitment in the mining industry in Mpumalanga. SA Journal of Human Resource
Management. 11(1). pp.1-9.
Pavalache-Ilie, M., 2014. Organizational citizenship behaviour, work satisfaction and employees’
personality. Procedia-Social and Behavioral Sciences. 127. pp.489-493.
Riivari, E., and et.al., 2012. The ethical culture of organisations and organisational
innovativeness. European Journal of Innovation Management. 15(3). pp.310-331.
Toga, R., Khayundi, D. A. and Mjoli, T. Q., 2014. The Impact of Organisational Commitment
and Demographic Variables on Organisational Citizenship Behaviour. Mediterranean
Journal of Social Sciences. 5(2). p.643.
Uzkurt, C., and et.al., 2012. The impact of environmental uncertainty dimensions on
organisational innovativeness: An empirical study on SMEs. International Journal of
Innovation Management. 16(02). p.1250015.
Veluri, S. V., 2012. Organisational Behaviour. Jaico Publishing.
Online
Path goal theory. 2015. [Online]. Available throught:
<http://www.nwlink.com/~donclark/leader/lead_path_goal.html>
10