Organisational Behaviour - A David & Co Limited (pdf)

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Analysing organisations culture,, politics and power influencing individual and team
behaviour and performance.........................................................................................................1
LO 2.................................................................................................................................................3
P2. Evaluating content and process theories of motivation and motivational techniques enable
effective achievement of goals....................................................................................................3
LO 3.................................................................................................................................................7
P3. Explaining effective team opposed to ineffective team........................................................7
LO 4.................................................................................................................................................9
P4. Applying concepts and philosophies of organisational behaviour.......................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is defined as the study and application of knowledge that
determines the act or behaviour of an individual within organisation (Agbozo and et.al., 2018). It
is also termed as a tool that helps in benefiting human. Thus, in this report, A David & Co. has
been taken into consideration. It is a private limited company that was incorporated in 1986. It is
a company of wholesale fruits and vegetables.
In the following report, organisational culture, politics and power that influences
individual team and performance has been analysed. Furthermore, motivation theories that
includes both content and process theories has also been discussed in following report. In
addition to this, effective team as opposed to ineffective team is explained. This assignment also
highlights on concepts and philosophies of organisational behaviour with help of path goal
theory.
LO 1
P1. Analysing organisations culture,, politics and power influencing individual and team
behaviour and performance.
Culture, power and politics play an important role in every business organisation right
from governing the decisions that are made about interaction of employees with one another
(Aithal and Kumar, 2016). Thus, in A David & Co. the impact of both power and politics
depends on the behaviour of individual or employee involved in an organisation. It includes
whether they use positive or negative power that may influence others in the selected company.
Thus, politics influence directly that have power to determine about the culture in workplace
helps in encouraging productivity. Further it has been discussed in following context-
POWER
There are two types of power involved in A David & Co. that includes positive power
and negative power (Islam and et.al., 2017). It depends on a particular employee which type of
power is being used by them.
Positive power involves encouraging productivity that means to give employee of A
David & Co. the power in order to make decisions and also reward them with incentives and
awards for their strong performance. The must also appoint those strong employees to supervise
or guide others that will help them in motivating employees and achieve higher efficiency. This
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type of power helps in building confidence among employees that will later helps in motivating
employees to work harder. The retention rate of workers of A David & Co. will also increase if
they are given power to express their concerns about working together in organisation. Further, it
also results in those having positions of higher level to gain a positive power by respecting their
subordinates and maintaining communication between them.
Negative types power born when there is no respect for employees by their leaders. The
leaders having negative power motivate employees to work as by threatening them of losing their
job and by other punishments. In addition to this, it also includes that leaders show favouritism to
certain worker instead of recognising the hard work of other employees. Hence, the workers gets
demotivated and the work quality decreases and turnover rate increases under this type of power.
This influences individual behaviour and team performance of A David & Co.
POLITICS
Employees of A David & Co. who learns to navigate politics are more productive as
compared to others (Mostafa, 2018). Thus, to encourage the productivity, A David & Co. has top
develop easy culture of politics so that employees feel easy to understand. Workers of the
selected company feels easy to find answers that are needed by them and can find more time in
producing good quality work only by establishing policies that are clear and chains of command.
Therefore, positive politics prevent conflicts that may result in low productivity.
If A David & Co. develops climate that contains negative politics they may suffer with
conflict. Further, if there are lack of clear policies and chain of command, it may lead in
spending more time in finding solutions and fix problems instead of completing their work in a
manner of high quality. Thus, turnover rates of employees also increases that leads in low
productivity.
CULTURE
Culture of organisation is termed as values, beliefs and principles that contributes in
environment that is unique, social and psychological environment. It includes expectations,
experiences, philosophy and values that holds together and is expressed in interactions that takes
place with the outside world (Namvar and et.al., 2018). Further it is also known as corporate
culture. Thus, different types of organisational culture has been discussed as per below context-
 Power culture- Power in A David & Co. is held by few individuals involved in it that
spreads their influence throughout the company. This type of culture includes some rules
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and regulations that means the thing that is decided by power generally happens. The
major drawback of this culture is that it includes quick decision making even those
decisions that are not best long term interest for A David & Co.
 Role Culture- If A David & Co. has role culture then they will be highly controlled as
everyone that are included in the selected company knows their roles and responsibilities.
Thus, this is determined by the position of a person in the structure of a company. It has
been build with a long chain of command. The major drawback is that it involves slow
decision making and are less likely to take any type of risks.
 Task Culture- this type of culture is formed when team in A David & Co. address
specific problems or progress projects (Rock, 2018). Further, task is termed as
significantly important so power within a particular team will be shifted depending on
mix of members of team and status of problem or a project. Thus, with help of right mix
of skills, personalities and leadership, it would be productive and creative in order to
work in teams.
 Person culture- if A David & Co. has a person culture, the employees that are involved
will see themselves as a unique and important to company. This culture is really just a
collection of individuals that happen in order to work for the same enterprise.
LO 2
P2. Evaluating content and process theories of motivation and motivational techniques enable
effective achievement of goals.
The term motivation refers to the drive to individuals that forces them to work in a certain
decided way (Anheier, 2014). It acts as an energy that pushes the employees to work harder and
achieve targeted goals and objectives of a company. Thus, the content and process theories of
motivation has been discussed as per below context-
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Illustration 1: Motivation theories
(Source: Theories of Motivation, 2016)
CONTENT THEORIES
This theory finds the answers about what motivates an individual and is also concerned
with needs and wants of individuals. It also explains the specific factor that motivates behaviour
of an individual and their change in needs. Thus, it has been discussed in following context-
1. Maslow's need hierarchy- this theory has given framework that helps the A David &
Co. in understanding strengths of needs and movement of a person from one need to
another after fulfilment of their basic needs. This has been arranged in hierarchical form
that includes the following:
 Physiological needs- these includes all the basic needs that are required for surviving of a
human being as air, water, food and sleep. Thus, if these basic needs are not met, than
then A David & Co. will highly motivate their employees in order to met them firstly.
 Safety needs- after the fulfilment f physiological needs, this safety and security needs
become important. There is a need for security in a extreme manner in A david & Co. this
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type of needs includes financial security, personal security, health and well being and
safety against accidents and illness.
 Belongings and love- As human being plays a role of social animal who lives basically in
a society, wants to be accepted by all (Stoyanov, 2017). At this stage, the need for love,
affection, belongings grew in this stage of need. Furthermore, relationships are also
formed in this level.
 Esteem need- once the above all needs are fulfilled by the stated company, an individual
that are involved in A David & Co. seek to achieve the esteem needs that is being
concerned with self respect, self confidence, feeling of uniqueness, etc. once this type of
requirement is met by employee they feel the sense of power and control that helps them
in becoming more confident in performing particular work.
 Self Actualisation Needs- this is the last requirement of individual in A David & Co. that
includes need to maximize potential of worker. This helps in developing capabilities
which can also help them in utilizing real life situations. It is also known as a desire to
become something that one is actually capable of.
2. Hezbergs two factors theory- this theory is also known as motivation-hygiene theory.
From this theory it has been analysed that there are some motivating factors that cause
satisfaction towards job and some hygiene factors that cause dissatisfaction towards the
job. Thus, it means that these feelings are not opposite of each other. According to
Hezberg's it has been stated that the job satisfiers deal with those factors that is involved
in doing a job and those with dissatisfaction deals with factors defining job context.
3. Alderfers ERG theory- this is an extension of Maslows needs hierarchy that is
categorised into three factors that includes Existence needs, Relatedness needs and
growth needs.
 Existence needs- these requirements includes basic materials necessities. There are
involvement of physiological needs and physical safety needs.
 Relatedness needs- Individuals needs significant relationships, love and belongingness
and also affection from superiors in A David & Co. there are involvement of Social and
esteem needs of Maslows in this.
 Growth- here, there is requirement of self development, personal growth and
advancement together. Here, it includes Maslows self actualisation and esteem needs.
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4. McClellands theory of needs- McClellands believe that individuals specific needs are
acquired over a period of time that gets moulded with experience of life. These needs or
wants leads to diversity and variety between employees of A David & Co. it helps in
characterising the behaviour of a person.
PROCESS THEORIES
It is defined as system of ideas that helps in explaining about change in entity and their
development (Coccia, 2018). It is the theory that helps in motivating person in order to act in a
particular way that has been set by A David & Co. thus, process theory has been described
further as per below context-
1. Skinners Reinforcement Theory- this theory mainly focuses on happenings after action
is taken by an individual in a stated company. It has also been analysed that people that
are involved in A David & Co. tends to repeat those activities that gives pleasure to avoid
activities that has negative consequences. This is based on Law of Effect concept that
describes an individual are likely to repeat that actions which have positive outcomes,
and avoid one having negative outcomes.
2. Vrooms expectancy theory- the main aim of this theory is to explain the choice of
people from available actions (Vasudevan and Mahadi, 2018). It has been defined as a
process that helps in governing choice among alternative forms of behaviour that are
voluntary. It is completely based on the assumptions that results from the choice that has
been made by individual with respect to alternative course of action. It has been supposed
that expectancy, instrumentality and valence are being together multiplied in order to
determine motivation.
3. Adams equity theory- this theory of equity states that A David & Co. must treat their
employees with equality by rewarding them fair for their efforts and costs. This will help
them or motivated them in doing their work by putting great effort. This theory also states
that people are comparing their contribution to work, costs of their actions and benefits
that will lead in benefiting the stated company (Zayas-Ortiz and et.al., 2015). If the ratio
between input and output between people and referent are equal than they will be highly
motivated to reduce inequity.
4. Goal setting theory- from this theory it has been analysed that setting specific,
challenging performance goals and also commitment towards it are the key determinants
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of motivation. It describes desired future that can be established with help of this theory.
Thus, to accomplish a particular goal it motivates individuals in order to perform.
LO 3
P3. Explaining effective team opposed to ineffective team.
Effective team is defined as a capacity of a team in order to accomplish goals or
objectives that has been administered by authorized personnel of A David & Co. Thus, they have
an ability to perform as an individual with other colleagues that are involved in effective team
(Fallatah and Syed, 2018). It is a key in order to attain growth and success. The importance of
effective team includes following-
 It helps in motivating unity in the workplace.
 It promotes an atmosphere that helps in fostering friendship and loyalty.
 It has potential to create positive synergy that leads in high level productivity as
compared to ineffective team.
 Effective team develops a common purpose and also commitment towards that purpose.
 This leads in expanded job training by which employees of A David & Co. builds
technical, decision making and interpersonal skills.
Thus, to have effective teams in A David & Co. they have to follow models that has been
discussed in below context-
Tuckman's model of team management-
In this model, five stages of group development has been distinguished. The main aim of
this model is to focus on the way in which team tackles or handles the task allocated to them
(Forder, Caslin, Ponton and Walklate, 2018). This model includes further stages that has been
discussed as per below context-
 Forming- this stage takes place after team members meet each other. They are introduced
to each other and share their information about backgrounds along with their experience
in a meeting. They will be learning about project they will be working on and discuss
about objectives and goals that has been desired by selected company. In this stage of
forming a team, it becomes essential for the team leader to be clear and set goals
accordingly and also provide clear direction about the project they are working on. They
must also ensure that the members that are involved in determining roles and
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responsibilities has to work in a team in order to help them in establishing their work in
together.
 Storming- once the team is formed, they are further moved in storming stage. The
members those who have not been worked together before goes through this stage of
developing a team. In this stage the members of a particular team in A David & Co.
compete with each other in order for acceptance of their ideas. The leader of a particular
team in cited company needs to adapt at facilitating team through this stage. Leaders will
also have to train the members so that they can be more assertive on other team members
and also regarding effective listeners.
 Norming- in this stage of effective team, the particular team starts working effectively as
a team. The main aim is to focus on working together rather than focusing on individual
goals. The leader of a particular team may not get involved in decision making and
problem solving till members are working great together. The leaders can take
responsibility of other works that is involved in A David & Co.
 Performing- the main aim of this stage is to the goal that has been set as group. The
members of a particular team know each other, trust and rely on each other. Team leader
do not get involved in any type of decision making, problem solving or any other
activities that has been involved in day to day work in a team. There are possibilities to
get reverted to storming stage if any member in a group starts working independently.
Thus, if new member joins the group, they may also gets reverted to forming stage.
 Adjourning- it is the last stage of accomplishing the project. The project finally comes to
an end in this stage and members of a particular group move towards different direction.
The leader must ensure that they capture the best practices that has been developed while
accomplishing a task that may help them in the future.
Belbin team role
This model states that this team consist of different role in order to achieve maximum
performance (Gagné, Sharma and De Massis, 2014). The roles that are involved are essentially
complementary. This team role says much more about style of a work of a team member and
comes from the personality of an individual. Thus, nine roles of Belbin has been discussed as per
below context-
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 Implementer- it is the practical organiser that is involved in a particular team. They put
plans ideas into tasks that are easily executable by the members.
 Resource investigator- they are the cheerful and extrovert person that has lots of contacts
inside or outside a particular team they are involved in. they are good in developing
contacts along with maintaining it.
 Plant- they are the one who are a creative thinker. They need space in fantasizing new
solutions to the problems that are complex. They are not always practical.
 Monitor- they act as a sensible thoughtful and crucial in a team. The decisions made by
them are almost correct and for analysing particular situation they go to the bottom.
 Shaper- they are driven, passionate and strong and make sure that the team meets the
goals by reaching deadlines. They get angry easily.
 Coordinator-they are the one who looks after the procedures and helps in clarifying
intentions about desires of other. They easily utilize the potential of an individual in
doing a particular work.
 Complete finisher- they have an ability in analysing about wrong things that can happen
in a team of A David & Co. they sometimes become overprotective and find difficulties
in authorising things to others.
 Team worker- They are the most sensitive member of team they also have difficulty with
conflict and also have trouble in making decisions at worse times.
 Specialist- the specialist of a particular team in A David & Co. has substantial knowledge
and technical skills that is contributed towards the group. They don't care for social
activities.
LO 4
P4. Applying concepts and philosophies of organisational behaviour.
The term organisational behaviour is defined as study of the behaviour of a person in
organisational settings, the interface between human behaviour and organisation and also the
enterprise itself (Hakaloba and et.al., 2016). Thus, concepts and philosophies has been discussed
according to path goal theory as per below context-
PATH GOAL THEORY
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This theory was developed to describe the way that encourage the leaders and support
followers in order to achieve specific goals that has been set by A David & Co. This theory
mainly states that behaviour of a leader is contingent to satisfaction, motivation and performance
of their subordinates. It has also been argued that leader engages in behaviour that help in
complementing subordinates abilities and also compensate for deficiencies. It has also been
analysed that task oriented elements of path goal model can be classified as a form of
instrumental leadership. In addition to this, it includes following styles-
 Supportive leadership- this leadership style is respectful and treats their followers in A
David & Co. in equal manner (Harper, 2018). It has been categorised as the leaders who
are friendly, approachable to their followers. This friendly nature helps followers to work
in pleasant manner.
 Directive leadership- this style is defined as leaders that defining expected level of
performance and also ensure about followers attaining their goals. They act as a director
that tells followers about their requirements from them and also their performance
towards achieving certain goals.
 Participative leadership- this type of leadership use collaborative style in making
decisions. These leaders request ideas of followers in making decisions regarding task
and also incorporate suggestions.
 Achievement oriented leadership- it has been described as the one who pushes their
followers to reach the excellence in performing certain work (Wilson, 2018). They seek
continuous improvement and also believes high level of efforts put by workers or
members in a particular task that helps in achieving certain goal.
CONCLUSION
Thus, from above report, it has been concluded that the culture, power and politics of a
particular organisation that is A David & Co. influences individual behaviour and team
performance to a great extent. It has also been analysed that effective team plays significant role
as compared to ineffective team in motivating employees in doing a particular task by putting
high efforts that leads in achieving long term success and high profitability. This also helps in
increasing brand image.
Further, it has also been summarised that A David & Co. adopt motivational theory in
order to motivate the employees involved in a company to work harder and achieve targeted
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goals. This helps them in achieving competitive advantage. In addition to this, this report also
highlights on concepts and philosophies of organisational behaviour with the help of path goal
theory.
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