The Impact of HRM on Employee Well-being

The assignment investigates the complex relationship between Human Resource Management (HRM) practices, employee well-being, and organizational performance. It encourages a critical analysis of various research articles that explore the mediating variables influencing this connection. Students are tasked with understanding how different HRM strategies can positively impact employee well-being, ultimately leading to improved organizational outcomes.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Influence of organisation's politics, culture and power on team and individual performance
.....................................................................................................................................................3
TASK 2............................................................................................................................................6
P2: How Content & Process theories of motivation helps in achieving organisational goals....6
TASK 3............................................................................................................................................7
P3 State what makes a team more effective as opposed to an ineffective team.........................7
TASK 4..........................................................................................................................................10
P4 Applying Concepts and Philosophies of Organisational Behaviour ...................................10
CONLCUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is defined as a field of study in which managers understand,
predict and influence of the activities of individuals who are working in firm. In addition to this,
it is a study of individual's performance within the firm. It is an environment in which the
employees perform their duties. This assignment is based on A David & Co Limited which is
dealing in food and beverages items. This report will discuss about influence of culture power
and politics on behaviour of individuals. Different type of motivational theories which are used
by the firm for motivating the employees along with team development theories will also covers
in this assignment. Path goal theory and its influence on behaviour of employees and different
kind of barriers which provide difficulties to the employees for performing the task in effective
manner will be also discussed in this report.
TASK 1
P1 Influence of organisation's politics, culture and power on team and individual performance
Power, politics and culture play an essential role within the firm. In every firm, politics
influences positively and negatively on the working behaviour of employees. On the other hand,
power is a capability of an individual who can affect the working performance of other
individuals. For using power in a systematic manner, managers of firm have to provide right way
to their employees so that the desired goals of organisation can be achieved within the given
time period (Zhu, 2015). Managers have to take various decisions for increasing the productivity
of company such as delegating the roles and responsibilities to the employees, providing rewards
to best performer etc. As the A David & Co Limited has an effective team of managers so that
they can implement all these factors in effective manner through which the performance of
employees can be increased.
Power – It is an ability of a person who can influence others for performing an action or
a particular task. Various kind of power which can be used by the managers of cited firm are
given as under:
Coercive power : In this kind of power, managers forced their employees for completing
the task. A David & Co Limited can't implement this power in their workplace because it will
influence performance and productivity of the employees negatively. It also increases

demotivation and dissatisfaction among employees which will be harmful for the brand image of
firm.
Reward power : This is a power which is used by the manager for enhancing the
motivation of employees for taking better contribution from them. In the case of A David & Co
Limited, their HR manager has to provide rewards to their employees in terms of financially and
non financially. With the help of this, they will increase the loyalty among employees.
Legitimate power : This power is situated with the position which is given to a person
by its superiors, when it loses its position then the power will be disappears. Board of directors
and CEO of cited firm has such kind of power which is given to them for controlling and
regulating the whole operational activities of firm.
Referent power : This is defined as personal power of the managers. In the context of A
David & Co Limited, the HR manager should use this kind of power and provide it to the
leaders, so that, the maximum productivity can be achieved within a short period of time.
Expert power : This power is gained by a person through taking a long time experience
of a particular field within the firm. In the case of A David & Co Limited , HR managers have
such type of power because they are working in the firm from a long time period. So that, they
can use this for handling different kind of conflicts and issues which are arises in the workplace
(Shi, 2013).
Informational power – This kind of power is given to the employees who support the
firm and perform their roles and responsibilities in a systematic manner. Furthermore, this power
is given to those who have ability to access and secure the important informations of the firm. In
the context of cited firm, HR manager and directors have such kind of power.
From all the above discussed kind of power, the managers of cited firm have to adopt
reward power through which the dedication level of the employees towards the firm will be
increased and they perform their task in efficient manner. The influence of power on the
performance of employees and teams is defined as under
Impact of power on the individual and team performance
Base Team performance Individual performance
Power When power is given to those
employee who is not
supportive in nature then team
When the power is allotted to
wrong persons who has no
ability to handle the functions

performance can be negatively
influenced. If the managers
will distribute the power to
wrong persons then it enhance
the demotivation in the
employees.
of team then it impact
adversely on the performance
of employees. Person having
this kind of power can misuse
it due to which the work
pressure will be high on the
employees and they can't
perform their task in effective
manner due to which their
efficiency will also decreased.
Organisational culture : It consists various kind of elements such as mutual values,
beliefs and assumptions on which the organisational structure is formulated. These values help
the managers in analysing the behaviour of the employees. Every company has their own culture
which guides them in knowing the behaviour of their employees. For understanding an
organisational culture the Handy's typology is an appropriate theory which is discussed as under:
Handy's typology of organisational culture – This theory was given by Charles Handy.
It states that, every firm have to follow an effective culture which includes beliefs and
assumptions through which, the desired targets can be achieved in systematic manner. This
theory has four parts which is briefly explained as under:
Power culture : In it, power is given to those who have ability to make decisions for the
betterment of firm. These people have to make quick decisions without taking any support from
the staff members. In the context of A David and co limited, the HR manager can't adopt this
kind of culture for regulating and controlling their employees because it influence negatively on
the brand image of firm.
Role culture : According to this culture, the managers have to define duties and
responsibility to their staff members on the basis of their skills and strength. So that the desired
task can be completed within allotted time period. In David and co limited, HR manager has to
provide the roles and responsibilities to their employees as per their skills and strength.
Task culture – In this, the employees who have same experience and skills are formed in
a group for completing a desired task. HR manager of A David & Co Limited have to divide the

workforce in groups so that the efficiency and productivity of the employees can be increased
(Scott, 2018).
Person culture – It also assists the managers in enhancing the ability of staff members
for this, they have to provide opportunities to their employees so that their capabilities can be
recognised by the managers. In the context of A David & Co Limited, Their HR manager should
adopt this culture because it enhance the confidence level and morale of the staff members which
will be helpful for the firm in gaining competitive at the marketplace.
Hofstede's cultural dimensions – This theory was given by Geer Hofstede in it they provided
regional and national elements that provides contribution in a culture of an organisation and
provide influences on the behaviour of employees who are working within the organisation. This
theory is divided in four parts which are briefly discussed as under:
 Masculinity vs Feminity- It is an impact of differences in the values of genders as per
the organisational culture. The male employees are higher in nature than the female
workers in A David and company limited so that most of female employees are not
performing well on the given task.
 Individualism and collectivism- It is a strength of culture which binds the employees in
the workplace. Management of David and company limited is highly depends on the
teamwork therefore, most of the tasks of organisation are performed with the teamwork
because it also assist them in gaining better contribution from them for completing an
assigned task.
 Index of uncertainty avoidance- In it, employees are understandable and
knowledgeable therefore they can perform under the complex situations. As organisation
is trying very hard for avoiding these kind of situations and also encouraging their
employees so that better results can be gained in future time.
 Long-term orientation - Interrelationship is also essential at the workplace because it
encourages the managers of firm to build better position of firm in the marketplace. By
taking support from this dimension, Management of A David & company limited can
easily motivate their employees for getting better contributions from them so that
competitive advantage can be gained within a small time period.
From the all above cultures, the cited firm have to adopt person culture and long term
orientation in their workplace through which, the productivity and performance level of the

employees will be improved which assists the firm in getting growth and sustainability in
market. If the management will implement power culture in their workplace then it influence
negatively on the performance of team and individuals. The negative impact of culture is defined
as under:
Team performance Individual performance
Culture When organisational culture is
changed then the teams of firm
has to change their working
behaviour accordingly. Due to
this, the efficiency and
performance of team members
will also affected and they will
not perform their tasks in the
given time period.
When the performance of team
gets impacted due to
modifications in the culture
then the employees have also
responsibilities to modify their
working style so that they can
work according to the
modifications. The performance
of employees will also gets
affected and they can't perform
on the given task in an effective
manner.
Politics – Organisational politics is a process or behaviour of human interactions who are
involved in power and authority. In addition to this, it is an effort of an individual who influence
the activities of others so that preset objectives can be achieved within a given time-frame. This
factor can be understood through Chanlat's characteristics of political behaviour which is briefly
discussed as under:
Chanlat's characteristics of political behaviour: Chanlat have categorised the characteristics
in three parts which are briefly explained as under:
 Decisional- This is related with the recruitment and selection process in which the HR
manager has to take quick decision for selecting the able employees. So that, the firm can
get experienced employees which will be helpful in future functioning of task.
 Personal – This is connected with the employees which gave responsibilities to them for
using political behaviour and power so that they can gain a good position in the
workplace.

 Structural – It provides assistance to management in formulation of a systematic
structure so that the decisions will be made in quickly and systematic manner.
Impact of politics on individual and team performance
Team performance Individual performance
Politics If the employees will engages
in politics at the workplace
then they will not focus on the
desired goals and targets due
to which team performance
will also hampered and they
can't enhances the productivity
of firm.
When the employees will not
concentrate on the work then
the productivity and
profitability of the firm will be
decreased. In the context of
politics, if employees starts
politics in the workplace then
the other employees will also
loose their concentration due
to which the profitability of
firm will be decrease in the
marketplace.
Impact of power, culture, politics and politicking on individual and stakeholder's
behaviour- When employees does not get the required support and guidance from mangers due
to exerting power forcefully their behaviour will change which will impact their performance
and there are chances that they can engage in office politics which will impact the behaviour of
other employees. This will create a negative working culture in the firm which will impact the
business operations and performance. The impact on business operations will also influence the
other stakeholders as they are also providing their efforts and contribution to the firm

TASK 2
P2: How Content & Process theories of motivation helps in achieving organisational goals
Motivation: It is a process through which people are stimulated for performing actions
so that, the desired goals can be achieved. In addition to this, it is a desire of an individual which
encourage them for performing activities so that their needs and wants can be fulfilled.
Motivational technique – There are mainly two types of motivational techniques that
can be utilise by managers for providing motivation and encouragement to their employees so
that better contributions can be gained from them.
Intrinsic motivation –This is a working behaviour of employees which is usually comes
after providing more efforts in a specific activity or field. This kind of technique is used by the
employers for the employees when they already encouraged for doing a specific task or activity.
In the context of A David and company Limited, they can use this technique for enhancing the
skills or capabilities of their employees.
Extrinsic motivation – This is a technique or behaviour of an individual which is arises
for earning external rewards in the workplace. For example- Managers of cited firm have
organise an activity in which they have decided to provide employees of the month at the end of
month in order to getting maximum contribution from the employees. Therefore, it is a technique
which is used for attracting employees for engaging within the organisational activities so that
organisational objectives can be achieved in a given time period.
Content theory of motivation: This theory focuses on those elements which encourage
the employees for doing actions in the workplace. Managers of A David & co limited should
analyse the elements which can influence the working behaviour of employees. For determining
such kind of elements, the Managers of David and co limited can use Maslow's hierarchy of
needs. The theory is briefly discussed as under:
Abraham maslow's hierarchy of needs- This theory is divided in five parts with a process
which is started from lower and ends at upper part. According to this theory, desires of
employees are based on time. The process of this theory is briefly defined as under:
Psychological needs - These kinds of wants of employees are related with basic
requirements of individuals without it, any person can't spend their life comfortably. These needs

include food, roof and cloth. HR manager of cited firm have to consider such needs and fulfil
them accordingly so that, the employees can be retained for a long time period.
Safety needs – When the first need is fulfil then individual wants protection and safety of
themselves and their family members. For such kind of need, HR manager of David and
company provide job security to their employees so that their loyalty will be increased towards
organisation (Piercy, 2014).
Social needs – As per this need, employees wants motivation from their superiors so that
they perform better on the given task. Therefore, HR manager should formulate a healthy
workplace in the firm so that maximum efforts can be achieved from them for achievement of
organisational goals.
Esteem needs- In this, workers in the firm wants recognition of their performance from
the managers. For this, the HR manager of cited firm have to provide motivation so that effective
contribution can be gained by the workers for achieving the desired targets.
Self actualizing needs- when all the needs of individuals are fulfilled then the time of
this need. In this, workers of the firm wants to improve their performance level so that, the
managers have duty to provide difficult task to them so that their desired needs can be fulfilled.
Advantages Disadvantages
This theory can be understand and implement
in easy manner at the workplace so that better
contribution can be gained from them.
It is not considered the actual needs and wants
of the workforce that can enhances the chances
of issues and conflicts at workplace.
Theory X and Y – It was introduced by Douglas McGregor in the year of 1960 in which
they have categorise the needs of employees in two parts on the basis of behaviour and working
nature of employees like X and Y. In it, first one is negative and other one performs their duties
in positive manner at the workplace. Some assumptions of this theory are given as below:
Assumptions of Theory X – In this assumption, this kind of human does not want to
perform their duties and also provide negative influences on the working behaviour of others that
reduces overall performance of firm. This theory defines that average employees who are
working within the organisation and not like to work hard. They also always trying for escaping
from their duties if it possible. In it, over-sighting of managers also plays negative roles because

they wants to take more contribution from their employees which is higher then their capabilities
therefore it also provide negative impact on the performance level of the employees. This kind of
employees does not want any kind of responsibilities at the workplace and not wants regular
modifications at the workplace.
Assumptions of Theory Y are given as below:
 In it, workers are highly motivated and encourages due to which they perform their tasks
in most efficient manner so that organisational goals will be achieved within the given
time period.
 Managers always support their employees so that motivation level of them never reduced
at the working place.
 In it, employees are highly devoted or dedicated towards the organisation and always
supports the managers with their new ideas and techniques.
From the above discussed theory, it can be said that there are two kind of employees at
every workplace in which one are highly motivated and other one are not understands their
responsibilities due to which overall performance level of the firm are negatively impacted.
Managers of A David and company limited can't use assumption of theory X in their workplace
because it can reduce the profitability and market share of firm. There are some advantages and
disadvantages of this theory which are given as under:
Advantages Disadvantages
It provides a better guidance to the superiors of
the organisation in evaluating the human
behaviour at workplace.
It does not provide actual views of managerial
theories and practices therefore, this model is
less liked by managers.
Process theory of motivation: This theory focuses on how to provide motivation to the
employees at workplace. The manager of David and co limited should adopts such theory for
motivating and influencing the working nature of the employees. For implementation of such
theory in the workplace, the managers of cited firm have to arrange some training and
development programme for their staff members so that right skills and strengths can be
achieved by them. With the help of this, the firm will definitely take growth and success in the
marketplace. For adopting such theory managers have to take supports from Vroom's expectancy
theory which is discussed as under:

Vroom's expectancy theory: This theory was given by Victor vroom which is used by
the managers for determining the needs and wants of the employees so that the organisational
goals can be achieved. This theory is divided in three parts which are given as under:
 Expectancy: In this, HR manager of firm should provide training programmes to their
employees so that their skills can be improved and they perform on the task in effective
manner.
 Instrumentality: In this, HR manager have to provide rewards to their employees due to
which they will get motivated and perform well in achievement of organisational goals
and objectives.
 Valence: Managers of cited firm have to make some policies so that they can determine
the needs of their employees and by fulfilling it, better performance of the employees can
be gained by the managers (Geppert, 2017).
Advantages Disadvantages
This theory is emphasizes on providing
rewards and incentives to the employees so
that their desired needs can be fulfilled and
better contribution can be received from them.
It can't provide positive results at every time.
Therefore, it is less uses by the managers of
each firms.
Adam's Equity Theory
This theory was given by Adams in 1965 and they states in this theory that every
employee of the organisation wants a better relationship between the performance and rewards in
comparison of others. If the employer does not provide better outcomes as per the inputs of
employees then they will feels demotivated which will negatively influences on the overall
performance of teams and individuals of firm. This theory is also divided in three parts which are
given as under:
Overpaid Inequity – When workers of the organisation will gets better outcomes then their
inputs then it can be defined as the stage which encourages the employees for providing more
efforts for achievement of organisational goals. It can be understand by a formula which is given
as under:
Inputs of individuals > received output

Underpaid Inequity – This is the situation in which employees are not satisfied with the
outcomes that they received. It can also understand by an effective formula which is given as
below:
Received outcomes < Inputs of Individuals
Equity- In this, individuals receives outcomes as per the inputs this condition can be defined as:
Person's outcomes = Person's inputs
Employees of the organisation will be highly motivated when they will receives proper
outcomes and treated in fair conditions by the employers. Therefore, it defines performance of
workers is based on received outcomes from the employers.
Advantages Disadvantages
It provided a duty to the managers to treat the
employees in equal manner so that better
working environment will be established in the
organisation.
This method is can't implemented in real life
because perception of staff members are
different on the input or output ratios.
For achievement of the objectives in effective manner, Managers of A David & Co
Limited should use the Adam's equity and Maslow's Hierarchy of needs so that performance
level of employees can be improved and they perform their duties as expected. With the help of
all above motivational theories employees of A David and co. limited will understand their
duties and motivated towards organisational goals. It will helpful for the firm in enhancing their
productivity and profitability.
TASK 3
P3 State what makes a team more effective as opposed to an ineffective team
Employees are determined as the most precious element of the firm because without their
contribution any firm can't gain growth and success in the marketplace. Therefore, This is very
important for the organisation to hire the able and skilled employees through which their efforts
can be taken by the managers for gaining competitive advantage in future. As the A David & Co
Limited have well experienced management who supports the firm by providing their maximum
contribution for wellness of the firm.

Team:- It is a group of workers who perform activities and functions together for
completing a common task. In addition to this, It consists various members who have different
skills and strength and also help each other for completing the given project.
Various kind of teams can be formulated in the firm so that desired goals can be achieved
in a proper manner. In the context of cited firm, their managers can form several teams for
achieving the desired targets like problem solving, functional, virtual, project etc. in which main
kinds of team are considered as an effective or ineffective teams which are briefly discussed as
under:
Effective teams- Team members in this kind of teams are always devoted and ready for
provide support to the organisation so that goals or objectives of firm can be achieved in a
limited period of time. In the context with A David and company their managers should make
more focus on formation of effective teams so that growth and sustainability in the firm can be
maintained in the market. Some of the characteristics of Effective teams are discussed as under:
 Establish company's goal- Team members of effective teams provides their supports to
the managers on regularly basis so that goals or objectives of firm can be achieved in a
proper manner. With the help of these teams, Managers of A David and company Limited
will be able in managing and completing of every task in an effective manner.
 Clear purpose- Team members in these teams are understandable and knowledgeable so
that they always dedicated for performing task in an effective manner so that preset goals
of firm can be achieved in an effective manner. In the context of A David and company
Limited, their managers will be able in knowing how the task will be managed and
controlled so that purposes of firm can be accomplish in a given time period.
Ineffective team:- These type of teams have not proper skills and strengths for
performing the task due to which the task is completed but it does not looks like complete. In
these, team members have conflicts with each other due to which they can't take suggestions and
ideas for completing the given task.
 Errors and negativity- Presence of these team always provide negative influences on the
overall performance and productivity of organisation which can also impact on the
working performance of organisation.

 Job distribution- In these teams, work distribution can't be managed in proper manner
because conflicts and issues among the team members are higher due to which the
expected results can't be achieved by the managers in a preset time-frame.
Effective team versus ineffective team:
Effective team Ineffective team
In these, team members have all the skills for
understanding the task and complete it as
expected.
Whereas, team members are not aware
regarding their duties. So that they can't
perform on the task as per the expectations.
In it, each team member provide suggestions
for making decisions.
While, these team members have no right to
provide suggestions in decision-making
process.
In this kind of team, team members supports
each other so that the desired task can be
completed within given time period.
In this, team members are not supportive in
nature due to which the desired task is not
completed as expected.
Tuckman and Jensen's model to make team effective:- These model is divided in five parts
and every stage have own value in development of the team. Managers of A David & Co Limited
can use this model for achieving the goals in effective manner.
Forming: This is first phase of the model in which the managers have to make groups of
employees, allotting them task, creating a proper communication structure so that, they can share
their problems and issues regarding the tasks. By doing this, managers of David and company
will easily provide the roles and responsibilities to their staff members due to which the future
result will be achieved in positive manner.
Storming: In it, Managers of cited firm should motivated their employees so that
maximum contribution can be gained for the given task. By taking help of this model, leaders
will achieve the desired targets in allotted time period.
Norming: In this, the team members starts cooperation and supports their colleagues so
that the performance of employees can be improved. This stage also provide helps to mangers of
cited firm in removing conflicts and issues from the workplace.

Performing: In this, a perfect relation will be made among the team members due to
which they become more focused towards the organisational objectives. In this, team members
also supports their colleagues so that the expected results can be achieved by the firm.
Adjourning:- It is the last phase of this model. In this, the tasks are completed and team
members move towards new projects. This stage also helps the managers in dissolving the
project and moving the team members towards new assignments and projects (Bas, 2012).
Belbin's theory for team development- Various theorists have states that effective teams are
formed on the basis on skills and effectiveness of the team members. Whereas, Belbin has
provided 9 elements of working behaviour of employees through which an organisation can
easily achieved its objectives in an effective manner. These are briefly discussed as under:
 Resource investigator- In it, leaders have to adjust their behaviour in a distinct nature so
that better ideas can be founded and communicated within the team members. In the
context of David and Company limited, Leaders have to adopt such roles which will be
helpful in generating new ideas so that given task will be accomplish in a setted time-
frame.
 Team worker- In it, team members have to work with a proper cooperation and
coordination and leaders have duty to provide roles and responsibilities as per their
capabilities so that expected results will be gained in a small time-frame.
 Co-ordinator- Leaders have to gave emphasizes on the organisational goals and make
coordination among the team members so that better outputs will be received for goals
achievements.
 Plant- Leaders have to use their creative mind so that issues or conflicts among the team
members can be resolved in easy manner. In it, managers of cited firm should recruit
those employees who have appropriate decision-making skills and creative minds so that
goals of firm will be achieved in a given time-frame.
 Monitor evaluator- In it, leaders have to make logical and innovative ideas and
discussed with the managers so that good decision will be made for making betterment of
firm.
 Specialist- It is also an effective quality of leaders in which they have to perform their
duties through using their experiences in a specific field. In the context of cited firm, their

leaders can use their skills and expertise for achieving preset targets or objectives in more
successful manner.
 Shaper- It is also an essential responsibility of the leaders to shape the organisational
structure in more effective manner so that given duties will be performed by the
employees in an effective manner.
 Implementer- In it, leaders have to make suitable strategies and policies through which
the functional activities of firm can be handled in a proper manner. For this, managers of
cited firm have obligations to hire capable and skilled employees so that their suggestions
can be taken for formations of strategies and policies.
It has been concluded from the above discussed model of team development. Belbin and
Tuckmen's team development model is very useful for the managers of A David & Co Limited in
developing and managing the team. They can use every stage of this model in formulating
effective team which will be profitable for them in gaining growth and sustainability. By using
this model, team members are aware regarding their roles and responsibilities due to which the
desired task is completed without any conflicts. Through taking help of this model, employees
perform their tasks in effective manner due to which the chances of conflicts in workplace will
reduced.
TASK 4
P4 Applying Concepts and Philosophies of Organisational Behaviour
Contingency theory – It is a theory which states that There is no way by which the leaders can
take the decisions that they want therefore, it is most suitable for a leader to make their decisions
as per the conditions or needs of situations.
With the help of it, decision-making skills of leaders will be enhanced and they perform
their duties in more suitable manner which will be also helpful for the leaders of A David and
company limited in enhancing their productivity and profitability that will also provide
assistance in achieving growth and sustainability of firm in marketplace.
In order to enhance the performance of the employees of David & Co Limited, it can
apply the Path Goal Theory in its working which is discussed as under:
Path Goal Theory: The Path Goal Theory is a leadership theory which was propounded
by Robert J. House and Terrence R. Mitchell in the 70s. According to this theory the leader will

adopt that leadership style which will fit best to the employees and the working environment of
the company which will ultimately help in the achievement of the goals and objectives of the
company. The theory is divided in three parts which are discussed as under:
Identification of Environment and Employees Characteristics: At the first the leader
should notice and have knowledge about the characteristics of the employees of the company and
should find the best way in which he can translate his words to the employees. It means to
finding the best way in which the employees can be made clear with the goals and objectives of
the company. It is also the duty of leader to know the reason difficulties which hare faced by the
team members when they are accomplishing the tasks and remove them so that they may work
efficiently.
Selecting Leader Behaviour: After knowing about the behaviours of employees, than in
the next step the leader has to choose the leadership style which he has to adopt and will be the
best in favour of employees in increasing their efficiency level. There are four types of
leadership styles which are autocratic, directive, participative, and supportive. The best
leadership style for leaders of A David and company limited will be the participative leadership
style as with this leadership style, the leader can have active contribution of employees in
decision making process and also have their ideas and suggestions which will make the decision
making process easier.
Motivational Factors: After the second step, the leader will focus on those ways by
which the leader can increase the motivational level of the employees and make them to work
efficiently to achieve the organisational objectives. There are many ways by which the
motivation level of the employees can be increased such as reward systems, performance
appraisal, promotions, etc. With the help of these factors it will be easy for the leaders of A
David and company limited to make possible to motivate employees and increase their will to
work (Laforet, 2011).
Problems in Effective Communication:
When the communication in between the leader and the team members is not good than it
will result in some or the other negative consequences of the work. These difficulties also
different which impacts upon the performance of employees such as ineffective communication
in between leader and manager which leads to decrease in the performance of the employees and
make their morale down. The leader has to fill this gap of ineffective communication among him

and the team members so that their motivation and confidence level can be enhanced. This
increase will help the company in improving their level of productivity.
CONLCUSION
From the above given data, it can be concluded that companies can apply different kind
of theories and models to influence the employees behaviour in a positive way which can
increase their productivity and their efficiency level. Further, the cultural , political behaviour of
the managers in an organisation also plays an important role and will create positive and negative
effects on the working of the company.

REFERENCES
Books and Journals
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Boxall, P., Guthrie, J. P. and et. al., 2016. Editorial introduction: Progressing our understanding
of the mediating variables linking HRM, employee well‐being and organisational
performance. Human Resource Management Journal. 26(2). pp.103-111.
Cassidy, T., 2013. Environmental psychology: Behaviour and experience in context. Psychology
Press.
Chaplain, R., 2016. Teaching without disruption in the primary school: A practical approach to
managing pupil behaviour. Routledge.
Chawla, V., 2014. The effect of workplace spirituality on salespeople's organisational deviant
behaviours: research propositions and practical implications. Journal of Business &
Industrial Marketing. 29(3). pp.199-208.
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Đurišić-Bojanović, M., 2016. The interplay between cognitive styles and organisational change.
Journal of East European Management Studies. pp.35-59.
Geppert, M., 2017. Beyond the Learning Organisation: Paths of Organisational Learning in the
East German Context: Paths of Organisational Learning in the East German Context.
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Kitazawa, K. and Osada, H., 2012. Innovation by small group activity and organisational
learning–an empirical study on quality control circle activity. International journal of
innovation and learning. 11(3). pp.233-249.
Laforet, S., 2011. A framework of organisational innovation and outcomes in SMEs.
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Scott, T., Mannion, R., and et. al., 2018. Healthcare performance and organisational culture.
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Shi, Z. and Zeng, J., 2013. The application of particle swarm optimisation in organisational
behaviour. International Journal of Wireless and Mobile Computing. 6(3). pp.261-270.
Waddell, D., Creed, A., and et. al., 2016. Organisational change: Development and
transformation.
Zhu, Y., Liu, C., and et. al., 2015. The impact of emotional intelligence on work engagement of
registered nurses: The mediating role of organisational justice. Journal of clinical
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