Organizational Behaviour Research Examples

This assignment explores various research papers within the field of Organizational Behaviour. It delves into areas such as existentialism's contribution to complexity theory, conducting organizational behaviour research within Chinese cultural settings, organizational paradoxes, and the impact of age and job satisfaction on citizenship behavior. Additionally, it examines self-managing schools, performance management in educational settings, and applying team theory to family businesses.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Organisation’s culture, politics and power influence individual and team behaviour..........1
TASK 2............................................................................................................................................3
P2: Evaluate content and process theories of motivation and motivational techniques..............3
TASK 3............................................................................................................................................7
P3: Importance of effective team as opposed to an ineffective team..........................................7
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour.......................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is an application of knowledge about the way individual act in
the company. It create an environment where both human and organisation are benefited by each
other. The primary aim of this study is to predict and discussion regarding human behaviour in
organisations, so that individual needs can be satisfied. 2M Group Ltd is an international
chemicals distributor with headquarter in UK. It was founded in 2004 by Mottie Kessler, the
CEO and chairman of the company. The objective of organisation is to grow an international
chemicals distribution portfolio based on excellent companies with strong brands.
In this report there will be an analyses on culture, politics and power influence on
individual and team behaviour that also impact on overall performance. Manger also evaluate the
ways of motivating individual and team for achieving objectives. Company also identify how to
make an effective team and apply various concepts and philosophies of organisational behaviour
within the organisation (Huczynski, Buchanan and Huczynski, 2013).
TASK 1
P1: Organisation’s culture, politics and power influence individual and team behaviour
Organisational behaviour is the study of predicting, understanding and controlling
individual activities that impact on team performance in an organisation. It provides a rational
thinking about individual and their behaviour within the organisation. Cultural, power and
politics are importance part of each organisation which influence individual and team behaviour
in achieving overall performance. HR manager of 2M Group Ltd analyse several factors like its
culture, power and politics that impact on employees or group behaviour. These three factors
also positively or negatively impact on company overall objectives.
Organisation culture: It defines as the values, beliefs, expectations, assumptions,
attitudes and norms that combines an organisation together and are shared by its employees. It is
an invisible but powerful force which influences the behaviour of employees and team. HR
manager analyse it's culture which affects the way individual and team interact with each other.
With the help of organisational culture employees of organisation cooperate with each other.
Company follow Hofstede's cultural dimension for creating a favourable working environment
for its employees. This theory is explained below:
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Hofstede's cultural dimensions theory is based on cross-cultural communication. It
explain the effects of a society's culture on employee's values and behaviour. This theory is
divided into five dimensions such as individualism-collectivism, long-short term orientation,
power distance, uncertainty avoidance and masculinity-femininity. HR manager of 2M Group
Ltd use these dimensions for studying it's culture in order to increase individual's performance.
Individualism-collectivism: It refers to the strength of individual and team in way to
achieve objectives. In individualism, high score denotes lack of interpersonal connections among
those who are not a part of a core. Employees takes responsibilities for other's actions and
results. In collectivism, employees are loyal to group to which they belong. HR manager of 2M
Group Ltd focus on individual by developing their interpersonal connections so that employees
consider themselves as a part of team. By this individual enjoy challenges and work as a team
which led to increase in overall performance (Wilson, 2017).
Power distance: It defined as the measure of inequality which is accepted and exists by
the employees with more or less power. High index indicates great inequality in culture where as
low score displays power is shared. It is the duty of Human Resource manager to use power
distance dimension for giving equal treatment to employees and supervisors so to ensure that
there is an equal distribution of power amongst the team. The equality in terms of treatment
ensures that they focused more towards work.
Long-short term orientation: This dimension means society rules based on traditions
apply on both short and long term orientation. It associates the connection of previous with
present actions under short term orientation. Past and current actions on future rewards are
considered under long term orientation. HR manager follow short dimension for emphasis on
quick results and understand the importance of leisure time. So, organisation culture help in
achieving short term objectives which lead to future goals.
Uncertainty avoidance: It describes how well individual can cope with anxiety. HR
manager of 2M Group Ltd use this for avoiding uncertainties at workplace by guiding employees
to control and accept changes in future uncertainties and risks.
Masculinity-femininity: It refers to the distribution of roles between men and women in
the society. HR manager provides same environment to both male and female employees in an
organisation. In company women are also working in male dominated profiles which shows
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company's culture treat both equal. With the help of equality treatment among male and female
members, organisation lead to higher productivity.
All these are the six dimensions of cultural model given by Hofstede. Every cultural
aspect has its own influence on performance and actions of employees. It is essential for
managers to create and promote a culture that ensure equality at workplace and encourage
working of teams. All this help in create a positive work environment and at the same time
results in attainment of organisational goals.
Organisation politics: It is the use of power and social networking within a company to
achieve changes which benefits individual, team and organisation (De Vries, 2013). Politics can
affects positively or negatively on individual. Improper use of politics can arise conflicts among
workers that negatively impact on company's performance. It sets a good politics that positively
impact on both individual and group performance. Organisational politics of 2M Group Ltd
distracts employees from their actual work that encourage individual's participation into less
essential activities. Therefore HR manager need to create positive policies relating to workplace
conduct and remuneration in the organisation in order to motivate employees towards their work.
Politics act as a communicator in an organisation that helps in strategic decision-making. Politics
exist in organisation largely affect the behaviour of teams and individuals working in
organisation. So it is very essential for leaders and managers to create and maintain positive
politics at workplace in order to improve their performance at workplace.
Organisation power: It refers to the ability of employees or team to make their own
decisions. Authority is exercised by individual to persuade subordinates to carry out the task
given to them which affect the behaviours, thoughts and feelings in a negative manner. HR
manager of 2M Group Ltd describe power as ability where one person influence the behaviour of
another. Manager use positive power for improving it's employees performance by the resolving
conflicts within the team. Some leaders use negative power like threatening employees by job
loss, punishment etc. that motivate individual to perform well. Manager use positive
organisational power in way to improve its distribution services by encouraging employees to
enhance overall performance. HR manager gives power to employees that assist in decision
making, rewarding individual on basis of their performance and promoting them. It positively
impact on employees working that improve their performance as a group also. HR manager of
2M Group Ltd have to maintain a proper balance between work and power (Lubienski and
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Gordon, 2013). Different type of powers are there which could be use by the leaders and
managers of 2M group Ltd which can be understood by the following points:
Coercive power: This type of power is not effective but still mostly employ by leaders in
enterprise. In this, leaders force employees to do something against their will. These type of
leaders rely on bullying and threats. Wen leaders use this type of power at workplace then this
negatively affect the behaviour of individuals and teams working in enterprise as this leads to
dissatisfaction, fear and resentment.
Reward power: This is another type of power which is based on concept of do this and get
that. When employees perform well in organisation then they get something in return that can be
monetary or non-monetary benefits. This is useful power as this encourage employees to perform
well at workplace. Use of this type of power positively affect the performance of teams and
various individuals working in organisation.
Legitimate power: This type of power comes from the role or position of individual in
organisation. Person who work on top position has more power. It acts as a formalised way and
ensure that there is someone who is responsible. This type of power positive affects the
behaviour of teams and individuals in organisation if use in right manner and vice versa.
Referent power: This type of power is known as the ability of an individual to attract others
and build loyalty with them. It is also known as the power of respect. This type of power help
leaders in influence decision of employees.
TASK 2
P2: Evaluate content and process theories of motivation and motivational techniques
Motivation is considered as one of the most important reasons which inspires an
individual to move forward and perform better. It is used for identifying individual's actions,
needs and desires so that he can be further persuaded to perform his tasks and duties more
effectively. There are various motivational theories exist that is implemented in an organisation
related to employee’s motivation. HR manager of 2M Group Ltd follow content and process
theories of motivation for motivating individuals in order to achieve objectives.
Content theories of motivation: This theory explain the changes in human needs with
time. These theories are also known as needs theories because it determines the individual's
needs and identify the way to fulfil those needs. Abraham Maslow, David McClelland and other
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psychologists explain content theories of motivation in order to motivate individuals. It explains
the particular factors which motivate individual behaviour. Maslow's hierarchy of needs and
Herzberg's two factor theory are follow by HR manager of 2M Group Ltd for identifying the
needs of employees in way to fulfil them. These two theories are explained below:
Maslow's hierarchy theory- It is a motivational theory of human needs, comprises of a
five tier model within a pyramid. In this hierarchy move from bottom to upwards, the needs are
physiological, safety, love & belonging, esteem and self-actualization. Higher needs are
considered only when lower needs are satisfied. HR manager of 2M Group Ltd first fulfils
deficiency needs (physiological, safety, love/belonging, esteem) of employees then growth need
i.e. self-actualization.
Physiological needs: In this basic requirements for individual survival such as food,
clothing, water, shelter and rest are fulfilling. HR manager consider employees basic need that is
essential to fulfil. One cannot work properly if these needs are not satisfied. Physiological need
is a part of deficiency needs, once this need fulfil manager move to next level. So it is important
to fulfil this need first.
Safety and security needs: Employee's security and safety are prioritised under this need.
It includes individual emotions, health and finance etc. HR manager focus on worker's safety by
providing them health insurance and safe working environment. Manager also focus on
individual job security so that employees work freely at workplace. Company provide facilities
like medical, saving accounts and disable accommodation etc. for fulfilling safety and security
needs (Maslow's hierarchy of needs, 2018).
Love and belonging: When above two needs fulfil then HR manager consider this need.
In this individual needs is social and involves feelings of belonging. In order to avoid problems
like depression, anxiety or loneliness etc. individual need to feel supported and accepted by
others. HR manager creates an environment where employees are able to develop strong
connections with team members, they are able to cope with distressing situation.
Esteem: It refers to the need for respect, self-confidence and esteem. HR manager of 2M
Group Ltd allow employees to participate in decision-making on operational activities and finds
it is a powerful method for meeting employee's esteem needs. This lead to symbols of
accomplishment like job little, awards and a nice working environment etc. are also important to
an individual's esteem.
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Self-actualization: Employees will be interested in individual growth and development.
Workers want to be skilled at what they do. HR manager offer challenging job, increased
freedom from supervision and an opportunity to complete further education for meeting
organisational goals. At this top level, HR manager focus on promoting an environment where an
individual can meet his own self-fulfilment needs. HR manager of 2M Group Ltd prefer this
need as a last need for enhancing its employee's potential that assist in its individual as well as
organisation growth.
2M Group Ltd uses this theory for meeting its employees basic and growth need in order
to encourage increased level of their performance. Maslow's theory offers a basis for company's
development with high employee motivation to achieve organisation objectives.
This motivation theory has its own advantages and disadvantages that are given as follows:
Advantages Disadvantages
One of the major benefit of this motivation
theory is that it considers the human nature
which help manager in better understand
elements that encourage an employee to work
well. Further, this motivation theory is very
easy to understand and also dynamic in nature.
One of the major drawback of this motivation
theory is that it is not easy to calculate which
need is satisfy at which level. Another problem
related with this motivation theory is that not
every individual is same so variations remain
in satisfaction of one level.
Herzberg's two factory theory- In this approach certain factors in the organisation that
cause job satisfaction are analyse and separated from the factors which creates dissatisfaction in
individuals. Job satisfaction and dissatisfaction are two characteristics present in employees at
workplace. Recognition, advancement, achievement and growth are included when employees
were satisfied with their jobs. Company policies, salary, supervision and work conditions are the
consistent attributes with dissatisfied employees (Symon and Cassell, 2012). The attempts of
Human Resource manager are directed to eliminate job dissatisfaction, so that employees will
remain motivated to do better at their jobs. So, for motivating employees HR manager focus on
the factors of satisfaction like responsibility, recognition and achievements. In order to do so,
manager follow two steps that are:
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Eliminating dissatisfaction: Poor company policies should be eliminated along with
providing competitive wages and job security. By eliminating this employees satisfaction
increases which lead to attain organisational objectives.
Increasing satisfaction: HR manager gives opportunity for advancement and more
responsibilities to employees that help in motivating them.
Applying this theory systematically assist in creating motivated employees which will
help 2M Group Ltd to succeed.
Advantages and disadvantages of Herzberg two factor theory are as follows:
Advantages Disadvantages
First advantage of this motivation theory is that
it focusses more on motivation that come
within the workers themselves rather than from
external elements. Another benefit of this is
that under this theory money is treated as
secondary elements as company emphasis on
other variables such as recognition and
promotion of employees which enhance their
morale and help in retain them for long time
period.
Biggest disadvantage associated with this
motivation theory is that it is not necessary that
satisfied employees leads to improve
productivity of organisation and this leads to
disappointment. Further this motivation theory
ignores external elements that play a
significant role in motivate a worker to work
well.
Process theories of motivation: This theory refer as the behavioural and psychological
processes that motivate an individual to act in a specific way. Adam's Equity, Vroom's
Expectancy, Skinner's Reinforcement, Locke's Goal setting are the types of process theories of
motivation. These theories examine how an individual's needs will influence their behaviour in
way to achieve an objectives related to those needs. HR manager of 2M Group Ltd use Vroom's
Expectancy theory for motivating employees within organisation (Pettinger, 2013).
Victor Vroom expectancy theory- In this theory, it is assumed that behaviour outcomes
from conscious selection among alternatives whose purpose is to maximise pleasure and
minimise pain. Personality, knowledge, skills, abilities and experience are individual factors on
which influence employee's performance. Vroom stated that effort, motivation and performance
are linked with individual's motivation. HR manager of 2M Group Ltd uses the variables like
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expectancy, instrumentality and valence to motivate it's employees. These variables are
explained below:
Expectancy: In this component, level of effort which an employees effort enhance the
performance of organisation. HR manager of 2M Group Ltd morally support by motivating them
in order to complete work on time. Manager belief that enhanced effort will lead to increased
overall performance (Ahmadi, Nami and Barvarz, 2014).
Instrumentality: If employees work well than valued result will be achieved. HR manger
explains employees that they should clearly understand the relationship between performance
and result. So that individual work accordingly in order to achieve target.
Valence: In this variable, HR manager gives rewards to employees who work efficiently
in way to attain outcomes. With the help valence factor HR manager understand an individual's
expectation and channelizing the same through motivation that assist in fulfilling organisational
goals.
Following are the merits and demerits associated with this theory of motivation
Advantages Disadvantages
Benefit of this theory is that it helps in boost
up worker’s expectations by offer incentives
and rewards to them. This directly improve
employee’s performance and help company in
achieve its set goals and objectives.
Demerit of this theory is that it theory is not
effective without active participation of
managers. Another demerit associated with this
motivation theory is that when managers offers
incentives to workforce and employees don’s
value them then this demotivate them and
decrease the productivity of organisation.
All these are the main theories of motivation that could be use by the leaders of 2M Group
Ltd to motivate and encourage employees to perform well in organisation. From all these
theories, theory of Maslow could be employ by the leader to motivate workers. Through this,
company can easily achieve its set goals and objectives and can better satisfy the needs of its
customers.
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TASK 3
P3: Importance of effective team as opposed to an ineffective team
A team consist two or more employees who work together for achieving a common
objective. Organisation perform well when their employees work effectively as a team. HR
manager also attempts to create a effective team that lead to enhanced employees motivation and
organisation's performance. Manager have several skills and qualities like communication skills
to make employees to clearly assign the individual roles and responsibilities and at the same time
getting feedback from them. This assist in establishing an effective team in order to achieving
goal on time (Ohemeng and McCall‐Thomas, 2013).
Team building refers to several activities used to enhance employee’s relation, define
roles within teams. HR manager of 2M Group Ltd create various types of teams in order to build
effective teams. Here are types of team discussed below:
Department teams: These are permanent and focused on projects and objectives running
in a company. 2M Group Ltd have various departments such as marketing, administrative,
human resource etc. individual focus on their department work in order to achieve division
target.
Problem solving team: In this several individuals come from various departments and
possess different skills, roles and interests. This team priority is to analyse issues from a variety
of perspectives and resolves them as they occur. Such teams are dissolved post reaching to
conclusion of the problem.
Virtual team: This group communicate digitally, through various conferencing and
collaborating technologies with individual team member rather than personal. Management of
2M Group Ltd build this team for communicating effectively with employees who are working at
distinct geographical locations (Robbins and Judge, 2014).
Cross-functional team: In this team members are collaborating with other departments
to deal with certain events that occur in company. 2M Group Ltd cross-functional team work
with other teams like distribution team work with marketing department.
2M Group Ltd is dealing in chemicals distribution, so it is necessary for manager to
build a group which work effectively and enhance its market. Following are the steps for
building effective team and explained below:
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Establish leadership: Manager of 2M Group Ltd need to develop right kind of
leadership skills, so that employees easily trust leader judgement in order to work effectively
even if leader is present or not.
Establish relationship with each of its employee: Leader have to establish perfect
relationship with every employee in order to increase sales and job satisfaction.
Build relationship between their employee: Both leader and employees work together
which improve communication, trust and cooperation among the team. By this they can easily
resolve conflicts if occur during working.
Foster teamwork: Once the relationship established and work effectively together.
Leader can ask suggestions and concerns related to teamwork with employees. By this manager
encourage its team to share more information between themselves and organisation as well.
Set rules and regulation for team: At last, HR manager of 2M Group Ltd define certain
laws and guidelines in order to achieve objectives and measure team performance with
individual (Bratton, 2015).
Effective team Ineffective team
Company's mission and vision are very clear. Objectives are not clear.
A unified team of member who join together to
solve problem and achieve shared goal.
Member of group does not cooperate with each
other and not able to achieve goal on time.
Effective leadership, everyone participate and
gives opinion when it comes to decision
making.
Ineffective leadership, few employees
participate and make their own decision.
More chances of achievements through
teamwork.
Individual achievement is valued without
concern for the team.
Reward based on group contribution. Unclear basis for rewards
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Developing an effective group takes time and individual may pass through certain stages
for becoming a part of united team that works for common objectives. Bruce Tuckman’s theory
explain several stages for forming a new effective team. These stages are explained below:
(Sources: Tuckman's theory, 2017)
Forming: In this stage, group of individuals comes together to form a team. They agree
on common objectives which have to achieve on time. Manager plays an essential role, as they
allot roles and responsibility to every individual in the team.
Storming: In this stage, team member are more expressive and ask question in order to
resolve internal conflict and promote understanding within themselves. Manager must become
more supportive and guide team in decision-making. By this company build a strong leadership.
Norming: Members of team start resolving their conflicts, difference etc. so that goals
and mission can be clearly defined. Individual respect their team leader and appreciate work &
decision of other member of team. In this stage individual members start taking more
responsibilities, because of this team member lose their creativity.
Performing: In this stage, group members work hard for achieving organisation's
objective. Manager of 2M Group Ltd supervise their members work at different stages that
measure its outcomes and develop understanding about work.
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TASK 4
P4 Concepts and philosophies of organisational behaviour
The concepts and philosophies of organisation behaviour are depend on two key elements
that are 'nature of people' and 'nature of organisation'. Manager of 2M Group Ltd follow Path
Goal Theory of leadership that is explained below:
Path Goal theory is based on particular leader's behaviour or style that fits best to
employee and work environment in way to achieve an objective. The goal of this theory is to
increase employee's empowerment, motivation and satisfaction so employees become productive
individuals of the organisation. In theory is based on Vroom's expectancy theory in which
employee act in a definite way based on the expectation that will be followed by given outcome.
Manager of 2M Group Ltd use theory as a process in which leader select specific behaviour that
is related to employee's needs and working environment of an organisation (Blomme and
Bornebroek-Te Lintelo, 2012). They guide employees through a path in order to achieve 2M
Group Ltd objectives. Path goal theory steps are describe below:
Determine the employee and environment characteristics: Firstly, in this individual
interpret their leader's behaviour on the basis of their needs. Leader need to understand their
employees in order to motivate them. Secondly, overcoming obstacles are focus in this theory.
Leader needs to cooperate and help the employee by selecting a path on which they have to
work. The crucial employee characteristics such as ability, experience and control are rightfully
channelised with the helps of design a formal authority system within the organisation. The
undertaking of suitable characteristics employee and environment characteristics along with
suitable leadership approach assures that organisational goals are met.
Select a leadership style: This is an independent variable of this theory where leader
adjust their style of behaviour on individual and task characteristics by this employee's
motivation lead to goal achievement. Manager of 2M Group Ltd enhance motivation by
rewarding individual and clarify the suitable path to be adopt for doing a specific task. There are
four types of leader styles such as directive, supportive, participative and achievement (Gyekye
and Haybatollahi, 2015). These are explained below:
Supportive leadership: This style refers to the behaviour of leader who consider the
views and needs of their followers in decision-making. Supportive leadership assist the leaders to
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enhance work quality of the workers by guiding them in their activities. (Bond and Muethel,
2012).
Directive leadership: This is a autocratic style of leadership where leader control their
team and give command to all team members. In this style, leader have all the authority and they
do not consider the views and beliefs of the followers.
Participative leadership: In this system, leader take ideas from followers when they
form strategies for the organisation. This is the most appropriate system for the company because
leader interact directly with them and help in motivating the followers.
Achievement oriented leadership: In this style, leader establish objectives or goals for
the employees or team members. Leader expect that their follower complete goals on time which
are determined for them as well as organisation.
2M Group Ltd follow participative leadership style because it assist the leader and
employees in interacting with each other easily and resolve problems that might be occur.
Leaders provide opportunity to employees in order to strengthen their business position and
enhance market image (Bergiel and Barnett, 2014).
CONCLUSION
In this project report, company follow organisational culture, politics and power which
influence individual and team performance. It also adopt various motivational theories such as
Maslow's hierarchy, Herzberg's two factor and Vroom expectancy theory for motivating
employees in order to achieve organisation's objectives. Company understand the importance of
effective and ineffective team in decision-making with the help of Tuckman stage development
theory. At last, path goal theory of leadership is explained in way to adopt a suitable leadership
style.
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REFERENCES
Books and Journals
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Bond, M. H. and Muethel, M., 2012. Doing better research on organizational behaviour in
Chinese cultural settings: Suggestions from the notebooks of two fellow-travellers.
Management and Organization Review.8(2). pp.455-476.
Bratton, J., 2015. Introduction to work and organizational behaviour. Macmillan International
Higher Education.
De Vries, M. F. K., 2013. Organizational paradoxes: Clinical approaches to management.
Routledge.
Gyekye, S. A. and Haybatollahi, M., 2015. Organizational citizenship behaviour: An empirical
investigation of the impact of age and job satisfaction on Ghanaian industrial workers.
International Journal of Organizational Analysis.23(2). pp.285-301.
Huczynski, A., Buchanan, D. A. and Huczynski, A. A., 2013. Organizational behaviour (p. 82).
London: Pearson.
Lubienski, C., Lee, J. and Gordon, L., 2013. Self-managing schools and access for disadvantaged
students: Organizational behaviour and school admissions. New Zealand Journal of
Educational Studies.48(1). p.82.
Ohemeng, F. and McCall‐Thomas, E., 2013. Performance management and “undesirable”
organizational behaviour: Standardized testing in Ontario schools. Canadian Public
Administration. 56(3). pp.456-477.
Pearson, A. W., Bergiel, E. and Barnett, T., 2014. Expanding the study of organizational
behaviour in family business: Adapting team theory to explore family firms. European
Journal of Work and Organizational Psychology. 23(5). pp.657-664.
Pettinger, R., 2013. Organizational behaviour: Performance management in practice.
Routledge.
Robbins, S. P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
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Wilson, F. M., 2017. Organizational behaviour and gender. Routledge.
Online
Maslow's hierarchy of needs. 2018. [Online]. Available through:
<https://www.simplypsychology.org/maslow.html>.
Tuckman's theory. 2017. [Online]. Available through:
<http://www.free-management-ebooks.com/faqld/development-02.htm>.
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