Organizational Behaviour and Motivation

The provided report explores the influence of organisational culture and power on employee behaviour and teamwork. It also examines the key characteristics of an effective team and its role in achieving organisational goals. Additionally, it delves into motivation theories, including Maslow's hierarchy and McClelland's theory of needs. The report is likely part of a course or research project in organisational behaviour.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
Identify organisation’s culture, power and politics influence individual and team behaviour
and performance. ...................................................................................................................1
TASK 2............................................................................................................................................3
Measure theories of motivation and motivational techniques change effective achievement of
goals in 4com plc....................................................................................................................3
TASK 3............................................................................................................................................6
Justify what makes an effective team as opposed to an ineffective team..............................6
TASK 4............................................................................................................................................9
Concepts and philosophies of organisational behaviour within an organisational and a given
business situation....................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................15
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INTRODUCTION
Organizational behaviour is a type of management activity which is branch of social
science that describes the act of people. It is concerned with understanding, controlling and
predicting the behaviour of people in a company. An entity focuses on motivating its employees
so that objectives of the organisation can be achieved. In this present report, 4com plc is chosen
for assessment. It is a medium sector telecommunication company founded by Dean Cartledge.
Its turnover is about £ 20M to £ 30M. It provides its services in telecommunication sector in the
United Kingdom. I this report will analyse influence of culture, politics and power on the
behaviour of others in 4com plc as well as this report will also evaluate importance of motivation
in building team in company. Furthermore, content and process theory will also be discussed in
this report.
TASK 1
Identify organisation’s culture, power and politics influence individual and team behaviour and
performance.
In every organization, power, culture and politics plays major role in knowing success and
growth of the company (A. Agarwal, 2014). Management and leadership completely depends on
the power and politics. In every business, power has two majorly aspects, which can be used in
positive way to influence others or the same power can be used in negative way as well.
Handy Model of organizational culture:
Charles Handy has defined that a dominant group builds and determine the culture within an
organization, which may either decline or improve the work and performance of a company. As
per Handy, there are four types of culture in an organization: power, role, task and person.
Power culture: This culture can be determined or said as a “web” which means power
and decisions are spread out like a network from the centre to rest of organisation. This culture
is adopted by 4com plc, where few people has only the rights to take decisions and power
remains in their hands (Fleming and Spicer, 2014). Employees of 4com plc has to strictly follow
their superior's guidelines. Workforce has no rights to share their thoughts and new ideas to the
managers of company and seniors can be partial to anybody as decision lies in their hands which
will result in demotivating employees. Power culture has so many advantages and disadvantages:
Advantages of power culture:
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 Fast decision making: If such culture is adopted by any company where decision lies in
the hands of few people, then decision can be taken fast because if more people are
involved in decision making, everyone will have their own perception and that will delay
the decision making process.
 Few rules and little bureaucracy: If company follows this culture, than few rules are
required to be followed and taken in to action.
Disadvantages of power culture:
 Employees does not have the rights to express their views and thoughts in the company.
 People working in the organisation are strictly required to follow all the decisions of their
seniors which does not give job satisfaction to employees.
Task culture: 4com plc follows this culture where all the problems related to an
organisation are solved by forming a team and assigning them problem and specific targets. In
such a culture, a task is given to the team of specific people who shares same degree or
knowledge. Every member of the team is required to contribute equally and a leader will be
appointed to them who will look after the work of the team members. To follow such culture an
organisation must have these basic things:
 Company should believe in team working than only task culture can be adopted
 People with common interest and have skills of leadership and working in a team will
give very positive results to the entity.
 Team must have their own goals and every member of the group should contribute
equally to solve the problems.
 This culture is those of a matrix.
In task culture employees and team members at 4com plc works collectively in order to
attain common objective related with the task
Person culture: In this culture, people consider themselves as better and superior to the
organisation. Such Companies exist so that people can learn work form there seniors. Here no
employee is devoted towards the entity, everyone comes for their own growth and learning. In
this type of environment people just come for money and are not emotionally attached to it. But
every employee should keep in mind that company comes first and every other thing such as
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money, learning etc. comes later. Organisation which follow person culture are more people
focused and oriented towards their value. Here in this manner of working, firm is just a group of
people who happen to be working for the same company. Generally, person culture is adopted by
CA or lawyer firms. Hence, this type of culture does not help in achieving organisational
objectives because individual has more focus on their growth rather than company's objectives
and goals.
Role culture: In such companies like 4com plc power of the employees is determined by
their roles and responsibilities assigned to them. Position a person has in the company helps in
determining their role. Employees of 4com plc decides what best they can do for the company
and are ready to accept the responsibilities and challenges. Here in this culture every person is
accountable to their assigned work and are ready to take ownership and liability of work given
to them. There will be the least possibility of being biased because power of the person is
determined by work and position given to him/her.
It influences on individual and team behaviour and employees performance. Through this
process workers do not have the rights to tell their thoughts and ideas in organization that
directly impact on their performance and increase employee turn over. Team members get
disappoint within this procedure that affect firm business. It also influence on entire business
growth and success.
TASK 2
Measure theories of motivation and motivational techniques change effective achievement of
goals in 4com plc
Motivation is taken from the word “Motive” which means desire, want and need within a
person. It can come from inside or one can get inspired by others. It helps a person in moving
forward and achieving organizational objective. Basically motivation is that action which is
performed with a motive by a person and he behaves in a particular way for the same.
Motivation is the characteristic which helps an individual in achieving goals, pushes
people for working hard and gives energy to get up and keep moving even in the hardest times
when things are not going right.
Content theories of motivation:
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This is the earliest theory of motivation which are also known as need theories (Su and
Cheng, 2015). These theory focuses on the importance of knowing the reason that “what”
motivates an individual. Basically, in this theory, a person need is identified and then motivation
will be used to fulfil those needs.
Maslow's theory of motivation:
This theory is given by Abraham Maslow in the year 1940. This theory says that every
individual have their needs which can be defined as a hierarchy of needs. 4com plc follow this
theory of motivation which says that a person should satisfy his basic needs before moving to
higher demand (Kiweewa and et.al., 2018). The five needs of individual are as follows:
Physiological needs: Under this need, all the basic things are covered which are the
requirement of a human body without it a human body cannot work properly. All the other needs
are secondary, these it first priority for living. These are also known as biological needs such as
air, water, clothes and shelter etc. 4com plc should take in to account all the physiological needs
of its employees.
Safety needs: Every employee of 4com plc needs to have job and financial security.
4com plc gives financial security to employees by providing them incentives and perks. Safety
need always comes after fulfilling basic need of the person.
Social needs: Workers or employee of the organisation always wish to be accepted by
groups and make friends in the company. It helps an individual to relieve their stress while
working and they can share their happy and sad moments with other employees. So 4com plc
should know this fact that informal groups are the needs of employees and company should take
it in to consideration for the social satisfaction of workers.
Esteem needs: Maslow has defined these needs in to two parts:
 Internal esteem needs
 External esteem needs
Every human being likes to feel respected. Esteem presents that individual wishes to be
valued by other human beings. In 4com plc, employees gets motivated when they are being
valued by the company and are being rewarded for their work. Every subordinate likes that his
superior praise him for the work done and ensures him that he is worthy of the all the benefits
that he is getting.
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Self-actualisation needs: This need comes when all the other desire of a person gets
fulfilled. This is the last stage of hierarchy of needs. It arises when a person wants to become the
best version and is capable of becoming. 4com plc needs to consider these needs or desires in
order to ensure that their employees are motivated and satisfied as it can help in improving their
performance and productivity. Self-actualisation needs can be fulfilled by offering promotions,
salary increment etc.
McClelland's theory of needs:
This theory is given by David McClelland who says that need of a person are achieved
with time and desire are shaped by life experiences. This theory of motivation is not followed by
4com plc because it classifies needs as achievement, affiliation or power and the company does
not follow the same for motivating its employees.
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Illustration 1: Maslow's theory of motivation
(Source: Maslow's theory of motivation, 2016)

Achievement: People generally need high achievement in the company as well as in life.
Low risk situations are avoided by the people who wants to attend higher success because these
type of achievements are easily attainable, which are not the real accomplishment. Therefore,
employee working in 4com plc needs challenging task so that on completing that difficult project
they will feel motivated.
Affiliation: Those people who are motivated by affiliation has a desire for a cooperative
and friendly atmosphere in the company. Such people are good in working with a team. This
kind of persons does not like to work for a project that is risky and uncertain. While motivating
such people managers in the organisation 4com plc should keep in mind that feedback must be
given personally and a balanced feedback is really important.
Power: Need for power can be of two types of any individual-personal and institutional.
Personal power motivates many people who want to direct and guide others. As per this theory,
this kind of individual are good at competing and winning. Whereas, people who focuses on
institutional power wants to plan hard work of others so that the goals of entity can be achieved.
4com plc has high need of institutional power than that of personal power.
Process theory of motivation:
This theory focuses more on the issue of “How” process works of motivating employees
and influencing their behaviour. There are so many theories of process motivation, which tells
about the process of motivating an employee during its lifetime and working periods in a
company. But 4com plc follows the following theory for motivating its employees:
Frederick Herzberg's theory- This theory was given by Frederik Herzberg in 1959. This theory
is also called as motivation-hygiene theory. This theory has majorly focused on two aspects at a
work place that is motivation and job satisfaction.
So, he has summarised that a person gets motivated and get satisfaction from his job only
when he gets a good job status and opportunities for growth in the company. 4com plc should
follow this theory to motivate people in the organisation.
TASK 3
Justify what makes an effective team as opposed to an ineffective team.
A team is a group of two or more people who has similar interest and theyworks together
on some assignment or project to achieve organisational objective. Team is always different from
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a group of people, as teams not only share information related to work but also shares
responsibility for the work assigned to them.
Characteristic of an effective team:
 Every member of the team understand their responsibility towards work and try to
complete their work on time.
 All the members of the team has rights to share their ideas and thoughts. In short “
Members are openly welcomed to have an open communication in the team about the
work”
 An effective team is that in which all members know their roles and responsibility.
 Every person of a team should have the ability to understand that other members are
feeling.
 A team should not only focus on work but should also take out time for humour that
makes a team effective.
 In an effective team everyone supports and help each other.
There are many types of teams, some are described here below:
Permanent teams: This kind of teams are not formed just to accomplish a single task,
hence they do not get dissolved when the task get accomplished. Example of such teams is
branding team which is formed to promote the brand of company and it is a never ending
process.
Temporary teams: This kind of teams are formed to complete a particular task and once
the work is completed, team will no more exist. Such teams are just formed for a particular short
period. No major social attachments are found in this kind of groups because these are for a
temporary period. People come together just to complete the assigned work.
Cross functional teams: Such teams are formed to do a particular task and in this one
team will collaborate with particular department of the company to do work together. Mainly
such teams are formed at time of new product launch and this makes the communication
between the teams and internal departments of the company.
Problem-solving teams: Such teams are formed to solve problem of the organisation.
These teams are just for a specific time period and focuses majorly on solving issues of the
company.
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Self-managed teams: These teams are the most superior and they take their own
decisions and deliver services to the clients in the best possible way. Such team members know
how to handle their work and decides in advance about the task and its future. All members of
the team has rights to share their ideas and thoughts. In short, members are openly welcomed to
have an open communication in the team about the work.
Characteristic of an ineffective team:
 A team becomes ineffective when all the members of the team cannot share their feelings
and they feel like if it will be shared than no one will understand it.
 When a team does not discuss on how th work will be done or ways to achieve
objectives of the team then it becomes an ineffective team.
 Conflicts are not solved by team members or the leader of a team.
 There is no cooperation of members for each other.
 When a team leader does not focus on the development of an individual team member,
which results in demotivation of that individual.
Tuckman and Jensen model
This model of team development is given by Bruce Tuckman, as per this model all stages
should be followed in proper given order than only a team can work properly. There are four
stages of this model and below are the feature of each stage.
Forming:
This stage of team development says that while the team is being formed no one knows
their position in the team and what kind of they are required to do hence, everyone is engaged in
knowing the same. In this phase, no member knows each other and everyone tries to determine
the team goals and objectives. At this stage there are lots of trust issues to people because no one
knows each other that is why a team member is really important for guidance and bring the team
collectively together.
Storming:
At this stage, members see themselves as a part of the same team. Every person try to
establish own-self in the team and get clear about work and position in the team. At this stage,
conflicts arises more because no one knows each other completely and every person is trying to
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compete with each other. This results in loss of focus on main work and creates difficulties for
the team leader and company.
Norming:
In this phase, every person comes together as a team and decides on how the things will
be done together to achieve common goals and objectives. Everyone comes up with their ideas
and listens to each other which results in increasing efficiency of the team. At this state, team
becomes work oriented which result in identifying team's identity.
Performing:
Team members are now independent and perform their task own time. Here at this stage,
members can take their own decision without any supervision. Performing stage comes when all
person of team becomes social to each other and performance of people started becoming better
by this time.
TASK 4
Concepts and philosophies of organisational behaviour within an organisational and a given
business situation.
There are different thought process of people regarding every aspect. In 4com individual
has so many philosophies regarding the company and its working environment and has different
perception, ideas as well as sentiments about the style and various business activity that are
executed within an organization (Weng and et.al., 2015). Philosophies of organizational behavior
are-
Pragmatic theory-According to this theory, worker behaviour towards the 4com helps in
knowing life and success of a company. So it is very important for an organisation to know and
understand the needs of a worker because desire of employees are required to be fulfilled in
order to motivate them for better work. This theory helps in motivating the employees in the
organization and to develop their skills and strength so that they can deal with challenges in the
future.
Custodial Theory- Financial resources is the main base of such theory. Every employee
of the 4com wants to have an economic security through wages and other benefits such as perks,
allowances etc (Pogodzinski, 2014). Such security will help the employee in creating motivation
and loyalty towards the organisation.
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Supportive theory: This theory focuses on motivating employees by giving a proper
working environment where ideas and thoughts of every worker are encouraged. So employees
of 4com should be treated in the best way possible so that maximum output can be taken out
from them. Leaders or managers with this kind of approach concentrates on the problem faced
by team members and encouraging employees in uprising their performance at workplace.
System Model: This theory focuses on individual and 4com goals and try to create a
balance between them. It develops a feeling among the employees that they are valued for the
organization. This theory also concentrates on interaction of employees, subordinated with their
seniors. By implementing this theory, it helped the top level authorities to monitor and identify
their issues or troubles faced by them. In 4com plc, system theory is implemented in the
company to develop and maintain the relation with employees so that their work can also be
improved which will help in achieving organisational objective.
Collegial Model: This theory states that all employees who are working for the same
company must have a coordination. By implementing this model 4com will achieve best and
healthy working place in the organization and by working on the same platform, managers can
monitor or control performance of the workers. This theory also helps in maintaining and
developing effective relationship between employees and their seniors. 4com plc is applying this
theory to bring unity among the workers of t entity and overall communication system can also
be improved in the organisation.
Autocratic model: This model is not followed by 4com plc, this theory is majorly
followed by factories and industries. Autocratic organisation are the one in which the employers
have the formal authority to control the workers who are working under them. Employees have
no right to share their ideas and new thoughts as the same are not welcomed.
Institutional Theory- This theory focuses on interaction and promoting social relations
at the organisation. It is very necessary to have healthy working environment so that the
employees can be stress free. By interacting to each other, workers can share their emotions and
thoughts with each other. This theory gives benefits to employees and the company. 4com plc
follow this to fulfil physiological needs of the person working in an organisation.
All the above theories helps the company in achieving its goals and objectives. 4com plc
follows some above models to motivate its employees and try to maintain a healthy and happy
working environment.
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CONCLUSION
The present report has been concluded that, an organization culture and power influence
the behaviour of a person and entire team. Along with that, this report also shows the
characteristics of an effective team and its function in achieving organizational goals. Content
and process theory of motivation are also shown in this project. Moreover, concepts and
philosophies of organisational behaviour within an organisational context and a given business
situation has also been summarised. Last but not the least, Maslow's theory of motivation and
McClelland's theory of needs has been briefly described.
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REFERENCES
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harm, social pressure and organisational commitment on whistleblowing intention and
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Fleming, P. and Spicer, A., 2014. Power in management and organization science. The Academy
of Management Annals. 8(1). pp.237-298.
Kiweewa, J.M. and et.al., 2018. Tracking growth factors in experiential training groups through
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296.
Pogodzinski, B., 2014. Collegial support and novice teachers’ perceptions of working
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Steinmo, S.H. and et.al., 2015. Bridging the gap between pragmatic intervention design and
theory: using behavioural science tools to modify an existing quality improvement
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Su, C.H. and Cheng, C.H., 2015. A mobile gamification learning system for improving the
learning motivation and achievements. Journal of Computer Assisted Learning. 31(3).
pp.268-286.
Weng, R.H. and et.al., 2015. Exploring the impact of transformational leadership on nurse
innovation behaviour: A cross‐sectional study. Journal of Nursing Management. 23(4).
pp.427-439.
Wynen, J. and et.al., 2014. Innovation-oriented culture in the public sector: Do managerial
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Online:
Maslow's theory of Motivation, 2016. [Online]. Accessed through: <https://www.project-
management-skills.com/maslow-theory-of-motivation.html>.
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