Organisational Behaviour.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 How an organisation’s culture, politics and power influence individual and team behaviour
and performance.....................................................................................................................1
TASK 2............................................................................................................................................3
P2 How content and process theories of motivation and motivational techniques................3
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team.......................7
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour within an organisational context9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is considered as the application and study of information about
the way people react and interact within an organisation. This is executed widely to the
individual behaviour in all sort of company. Evaluation of organisation behaviour assists in
management of employee and maximise the team and individual work outcome. 4Com is
undertaken in this report as it is small telecommunication service provider founded in 1998 in
UK that deals with businesses and user both (Wood and et. al, 2012). The services and products
of company include digital handsets, telephony integration, call reporting and management,
phone system, broadband services etc. Under this report, influence of power, culture and politics
on team and individual’s performance and behaviour will be studied. This will assess how to
stimulate teams and individuals to accomplish the goals within 4Com. This assignment will also
apply several distinct philosophies and models of organisational behaviour to understand the
basic aspects of this.
TASK 1
P1 How an organisation’s culture, politics and power influence individual and team behaviour
and performance
A company is highly influenced by its power, politics and culture as these shapes the
behaviour, operations and practices operated by organisation. The effective administration of
personnel is acknowledged as crucial determinants in creating sustainable competitive edge
within 4Com. These factors include culture, politics and power that impact on the behaviours in
numerous ways which is mentioned as below:Impact on Organisational Culture
A culture shapes the innovation, products, structure and operations of organisation in
numerous manners (Robbins and et. al., 2013). Culture impact on individual and organisation is
direct manner if an employee has different culture that impact on business and an individual. In
order to understand the culture’s influence, Handy’s typology is an effective method that can be
optimised which is elaborated below:
Handy’s Typology: Charles Handy defined culture in four distinct kinds i.e. role, person,
power and task.
 Power Culture: Under this, few essential individuals of organisation held company’s
power that has influence on firm. If 4Com apply this culture then their employees is
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being judged on the basis of achievement. Hence, this creates quick decision making
of organisation even though the judgement is not beneficial for organisation for its
longer interest.
 Role Culture: Under this, culture relies on rules and is controlled by each and every
individual who understand the duties. If 4Com comply this, role culture is determined
via an individual’s role and responsibility in the structure of organisation. In context
of this, the decision making of organisation will be slower in this culture as risk is
tried to be reduced at its best in this.
 Person Culture: Under this, Business manager treat employees as an essential and
main assets of the company(Schnurr and Chan, 2011). Such companies exist for some
people to work. In this type of culture, individual happen to perform in the same
organisation in order to achieve same purpose.
 Task Culture: This culture is develop for which teams are constructed to specifically
aiming at certain projects and problems. This is an essential elements that extent the
power of team on the basis of problem statement and team members. Effectiveness of
task culture is determined through team dynamics which can be followed by 4Com in
order to meet creative outcome.
4Com follow the task culture procedure as the organisation is able to achieve its business
objectives within the limited period of time. This culture have great influence on the team
working of company as this mainly concentrate on the completion of task within determined
period of time. On the other hand, individuals become more efficient in the company due to the
task-orientated behaviour but this sometimes restrain the innovation and creative methods of
working. Although, 4Com has been benefited from task culture as this promote more
productivity and profit to company.IMPACT OF ORGANISATIONAL POWER
Power influences functioning of organisation entirely by impacting on individual and
team working of a company. As 4Com follow the task culture, the power of teams and
organisation is held by their leaders who are accountable for managing their work within the
limited resources. Having a combination of less powerful and powerful people in a group, or
having entirely composed powerful team, both can create negative impact on the performance. It
is inevitable that more powerful people are less effective in performing the task and but are
needed for better work performance. 4Com acquire their power in expertise form and comply
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hierarchical power in which leader operates and runs the authority which guides individuals of
organisation. Hence, power may lead to better performance and productivity and 4Com always
ensure whether the power is being optimised in good way. IMPACT OF ORGANISATIONAL
POLITICS
Workplace politics can be referring to the behaviour and process in individual interaction
including authority as well as power. This is the utilisation of social networking and power
within 4Com to meet the required changes which benefit firm or individuals within it. Politics
exists in most companies that can refer to an asset for strategic execution or useful and natural
tools required to change activities (Dobrow, 2013). Politics is a complex word which is portrayed
negatively most of the time so in 4Com. The company is a telecommunication organisation
which basically focuses on work accomplishment that reduces the amount of politics from
workplace. Though, politics usually decrease the overall organisational productivity, influence
focus of work, there is numerous positive influences of politics as well within 4Com. Rules and
regulations of different countries are directly impact on business operations and activities.
Therefore, this can be state from the discussed report that 4Com culture, politics as well
as power not only shapes their operations but also influence their outcome given by individuals
and teams of company.
TASK 2
P2 How content and process theories of motivation and motivational techniques
Motivation simply means the force which stay employees to work within the organization.
Motivation stimulates the person’s energy in order to attain the pre-set goal. This is the basic
physiological procedure that is elaborated into two parts which are content and process theory.
There are so many motivational theories which could be used by the organization for stimulating
the employees in order to get the competitive advantages. Now, this can be rightly said that the
management of the 4COM could use content and process theory so that the management could
motivate their employees. In order to motivate the employees of 4com, it could use following
mentioned theories:
Content theory: It helps how needs of the employees could be satisfied in order to promote
motivation among the employees. This elaborates the internal needs of employees which are
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required to be satisfied. Alderfer’s ERG theory, Maslow’s need hierarchy, Herzberg’s two
factory theory etc.
Maslow’s hierarchical needs theory is refer as an important and essential theory which is
used by company in order to motivate their employees. It is defined in the hierarchical theory
would concentrates on what, while on the other hand, process theories concentrates on How
human behaviour of employees motivated (del Mar Alonso-Almeida and Rodríguez-Antón,
2011). Content theory is assumed to be the greatest one which was founded earlier. By using this
theory, management would optimise the work environment and stimulate employees to attain the
per-set targets.
Figure 1: Maslow's motivation need theory
Source 1: Maslow's motivation need theory, 2018
This theory is also known as the needs theories. By using this, management would get to
know employees needs and react accordingly. This theory is often demonstrated in the pyramid
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shape in which basic requirements of individual is presented in hierarchy form mentioned as
below:
1. Physiological Needs: This consist core basic requirements of human in order to survive
such as food, water and air. The theory emphasise its focused on these needs of human
as functioning of person cannot be done if these are not been fulfilled. It includes water,
food, shelter, sleep etc.
2. Security and Safety: Better well-being, a place to live and proper source of incomes
comes under this theory which are comparatively well contended, fresh requirements
will appear after the fulfilment of initial requirements of individuals.
3. Love and Belongingness: If both safety and physiological requirements are attained,
love, belongingness and love come in the prominence (Coccia, 2014). Depending on the
pressure as well power of peer, this need may overbear both security and physiological
needs.
4. Esteem: It refer to respect for an individual as an honourable, usefulness of human
being. This means being respected, valued and appreciated by other. Maslow has divided
this as higher and lower version which is most stable.
5. Self-Actualisation: This can be defined as desire to develop and grow to her or his fullest
potential. After reaching whole other requirements, this needed to be achieved by an
individual as it is also one of the fundamental needs.
ERG Theory: This eliminate the needs in three steps i.e. relatedness, growth and existence.
The need of safety and physiological requirements belong together to existence requirements.
Both Alderfer and Maslow tried to explain how the need stages become less and more essential
to people. Existence needs: It consist of need o common necessities of human which include
physical and physiological requirements. Relatedness Needs: This is significant relationships, belongingness ad love, one strive for
reaching recognition and public fame.
 Growth Need: Need of individual growth, advancement and self-development form
together frame this which involves self-actualisation need of Maslow and internal
determinants of esteem needs.
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Hence, this can state that 4Com can employ Maslow’s need theory for improving the
performance of worker and reaching to their basic needs to retain, sustain and manage their
worker relation as this categorise requirements as per justified time. This tend to provide idea of
worker requirements more coherently and aid in reaching to the proper motivation level of work
which is why 4Com is known for better innovation and work.
PROCESS THEORY
Process theory is basically concerned with how the stimulation incurs and what process is
being utilised by organisation or individual to influence one’s motivation. This theory comprises
numerous motivation models and theories such as Skinner’s reinforcement theory, Equity theory
of Adam, expectancy theory of Victor Vroom and many more (Suppiah and Singh Sandhu,
2011).
In order to apply this theory, 4Com need to understand its basics. Here are briefly elaborated
few of these:
Vroom’s Expectancy Theory: This theory stress on the procedure and content of inspiration
which integrates the reinforcement theories, equity and needs concepts as well. This focus on
discussing how individual chooses from the provided acts. It is refer to a procedure that governs
section among forms of alternatives of voluntary attitude. There eliminate the appraising
determinants into three segments which are mentioned as below: Expectancy: An individual’s belief that more activities will lead to more success. Instrumentality: The belief of individual that there is a link between goal and activity.
Reward is provided as per the performance.
 Valence: This refers to degree to which an individual render importance to reward, the
outcome of success.
As per this theory, all these determinants are multiplied together in order to set the
motivation. Hence, if any of these factors is zero the level of motivation will remain nil.
Skinner’s Reinforcement theory: This concept is based on operant conditioning concept of
Skinner which state that behaviour can be shaped through its situation and different
consequences. This categorise the behaviour into two forms according which the motivation
precede among individuals i.e.: Positive Reinforcement: Such as appreciation, praise, trophy, promotion, good mark and
several rewards can enhance the repetition possibility of behaviour which was reward.
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 Negative Reinforcement: Under this, it is considered that some rewards impact negatively
over an individual. In this, punishment can be not desired reinforcement.
As per this theory, positive reinforcement is considered as one of the most efficient
motivational methods than punishment. Once specific attitude has been situated by repetitive
reinforcement, distinguish of rewards will not stimulate the motivational behaviours of
individual which is why this theory is criticised among workplace.
Hence, this can affirm after studying the above notion that 4Com can optimise Vroom’s
expectancy theory to stimulate their working activities along with Maslow’s need theory for
better procedure. This is also effective in identifying the drawbacks in existing situation of
company to remove them and re-moralise the workforce for more efficient working.
Motivational techniques such as job rotation, fair salary, rewards and many other that
help an organisation to achieve better results within predetermined time period.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Team can be defined as the number of person that comes together to achieve certain goals
and purpose (Adeniji, 2011). There are basically two types of teams which are formed within an
organisation; effective team and ineffective team. Effective team: Effective team is vitally interactive group of individuals within distinct
abilities, backgrounds and skills with a common goal who are performing together to
accomplish business objectives.
 Ineffective team: A team is referred as ineffective when they dearth of proper purpose,
indifferent toward work and lost their interest in the whole concepts.
Hence, effective team can where direct 4Com toward better outcome, an ineffective team
can lead to numerous restraints and waste of resources. Hence, in order to develop a proper team,
4Com can opt Tuckman’s team development theory which can assist organisation in achieving
certain business objectives in significant manner.
Effective team help an enterprise to achieve better results. On the other hand, ineffective
team create conflict among employees.
Tuckman’s Team Development
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This model is one of the most effective team development theory that can assist in
formulating an effective team to 4Com. As per this concept, there are certain stages through
which a team go through in order to become effective. This is requisite to pass through these
steps as this strengthens the bonds among members as well as determines the goals and roles of
members as well. Here are discussed these stages of team development mentioned as below:
Forming: Under this stage, most of the members of team re polite and positive. Some
members act anxious due to complications in better understanding. Other act generally excited
for the work head. In this team, leader play crucial and dominant role as duties and roles of
members remain unclear till this stage. This phase does not last long as colleagues begin to know
each other more interestingly. This is the initial stage of team development which each unit go
through in order to go to next stage.
Storming: Next, basically formed team’s moves to the storming phase where individuals
of team start to push the limitation and restriction framed in the forming stage. Most of the
ineffective teams fail in this stage due to arise of conflicts and disputes. This phase often begin
with complications among number between the different working styles of worker. The distinct
behaviour and natural working styles create numerous disputes, frustration among members,
unforeseen issues etc. There are numerous other consequences in which storming stages incur
such as challenge in clarifying authorities etc. This depends on leader of 4Com and
understanding of its worker how they manage unit in unified to move to the next stage of
development (Burrell and Morgan, 2017).
Norming: Often, the successful team who corporate with each other’s working style
reach to the norming stage. It is the development stage when people begin to come up with
resolution of emerged on the grounds of differences, respects their leader and appreciates
colleague’s strength. As the team members understand each other, socialise with each other to
progress further toward the goal. People of team start to improve better goals and team
development to achieve the set target and meet the final outcome in 4Com. There comes often
prolonged overlap in the team between the norming and storming stage due to emergence of new
task which can lead to either lapse back t the storming behaviour.
Performing: After resolving the issues, the team come to performing stage where team
perform together to accomplish the set goals without any obstacles. The process and structure of
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team support each other as well as the work performed by them. In this phase, member who join
and leader doesn’t bother the performance of team.
There is another stage that has no existence in the model currently which is adjourning
stage. In this stage, teams are dismissed after the completion of task whether it is temporary or
permanent team (in organisation restructuring). 4Com by utilising these stages of team
development can create numerous effective teams that can carry out determined outcome within
set time period.
TASK 4
P4 Concepts and philosophies of organisational behaviour within an organisational context
Organisation behaviour is usually based on a few essential concepts that revolve around the
organisation and nature of individual. These aspects are not certain to the OB area. Here are
mentioned some fundamental philosophies of behaviour of company discussed as below:
Philosophies of Organisational Behaviour
Individual Differences: Each individual has their own traits and science promote this idea
well. Hence, this is employed by 4Com while managing and employing personnel as company
prefer more skilled, experienced and talented worker to provide unique services to organisation.
Motivated Behaviour: A worker has numerous requirements within oneself which are
needed to be fulfilled (Organizational Behavior – Concepts, 2018). These are hard to perform as
in order to improve the work quality, this is essential for 4Com employee to have proper worker
skills to keep stimulating worker for the performed task.
Holistic Concept: This philosophy of OB interprets individuals-company relationship related
to entire people, group, whole enterprise and social system. This carried board view of
organisation people to be considered by many as possible of determinants which impact their
behaviour.
There are many other philosophies such as value of the person, interest mutuality, human
dignity etc. but holistic approach is utilised by 4Com as this as this does not only promote people
working but support firm to expand their business across worldwide.
Path Goal Theory: One of the core theories of organisational behaviour, this theory was
developed by Robert House and belongs to the Expectancy theory of motivation. This theory
states that 4Com’s leader behaviour highly influence the performance and efforts of employee’s
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participation expectancies. They are accountable for removing the restraints come in the path of
success of worker in order to provide those rewards (Lawrence and Lee, 2013). To meet this,
they deliver them proper resource, support, information and other essentials so their success path
can be clarified to them. This theory is based on the leadership structure that is complied in
company as this state that it is not a power but facilitated accurate guidance to subordinates to
emphasise the effectiveness of their work performed by them. 4Com applied this theory to
understand the effectiveness of their work leaders as their efficiency is determined on the basis
of environmental situational components and numerous workers along with their working
manner. Here are illustrated basics of Path Goal Theory:
Figure 2: Path Goal Theory
Source 2: Path Goal Theory, 2018
In order to implement this theory, 4Com need to follow these basic phases which are mentioned
as below:
Worker Characteristics: Employee decode 4Com leader’s attitude and behaviour on the
grounds of their requirements such as affiliation, degree of structure required by them, control
desire, ability perceived level etc. 4Com leader requires to interpret their workers in order to
stimulate them for better performance.
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Environmental and work Characteristics: This theory aims over overcoming obstacles
as if these restrain increase (Du Plessis and Barkhuizen, 2012). 4Com leader is liable for guide
them to right path. In this, numerous complex characteristics of task emerge such as:
 Formal Authority System: As per the management, leader delivers clear vision and goal to
worker.
 Task Design: It might need the support of leader in the negative and complex
consequence emerged in performing task.
 Work Group: Leader needs to perform with enthusiasm if the team given to him/her is
non-supportive.
Leader Style: Behaviour of a leader is considered as independent variable in Path Goal
theory as this emphasises and determines the worker and task traits in order to excel the
stimulation among worker at their target. For this purpose, 4Com leader opt one of these four
types of leadership styles i.e. supportive, directive, achievement and participative.
Hence, this theory is appropriate to maintain the working environment is 4Com along
with holistic approach as this delivers more work productivity and promote the change in style as
per different consequences (Walsham, 2012). Therefore, this nurtures the organisation
experience and prospers the behaviour of worker effectively.
CONCLUSION
It can be comprehend from the above report that organisational behaviour is essential to part
to manage by an organisation which can assist in better productivity and efficiency. The report
summons that different politics, power and culture has vital role in the individual and team
behaviour. Motivation is essential for employee of company in order to retain, work and perform
more productively for which enterprise can adopt numerous content and process theories. For
better work, company need to formulate effective team that can be structured through using
Tuckman’s team development theory. These theories comprise Maslow’s motivation theory,
ERG theory, Vroom’s expectancy theory etc. This can state that a company need to comply
numerous philosophies and organisational behaviour theories such as path goal theory for better
functioning of operation in significant manner.
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REFERENCES
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del Mar Alonso-Almeida, M. and Rodríguez-Antón, J.M., 2011. Organisational behaviour and
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Lawrence, P. and Lee, R., 2013. Organizational Behaviour (RLE: Organizations): Politics at
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Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
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Online
Organizational Behavior – Concepts. 2018. [Online]. Available
through:<https://www.tutorialspoint.com/organizational_behavior/organizational_behavior_
concepts.htm >.
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