Organisational Behaviour: Analysing Culture, Motivation, and Team Dynamics

This assignment explores the key concepts of organisational behaviour, examining how culture, politics, and power influence individual and team performance. It delves into content and process theories of motivation, evaluating their effectiveness in achieving organisational goals. The assignment further investigates the characteristics of effective teams, contrasting them with ineffective ones, and analysing relevant team development theories to foster dynamic cooperation. Finally, it justifies and evaluates a range of concepts and philosophies, including path-goal theory, contingency theory, and social capital theory, in their impact on behaviour, both positively and negatively.

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION................................................................................................................................2
PART A..............................................................................................................................................3
TASK 1..........................................................................................................................................3
P1, M1- ANALYSE HOW THE CULTURE, POLITICS AND POWER OF AN ORGANISATION CAN
INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE.....................................3
TASK 2..........................................................................................................................................8
P2- EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANISATIONAL CONTEXT........................................................................................................8
M2- CRITICALLY EVALUATE HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS THROUGH THE
EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL THEORIES, CONCEPTS AND
MODELS.....................................................................................................................................15
PART-B...........................................................................................................................................16
TASK 3........................................................................................................................................16
P3- DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE TEAM, AS
OPPOSED TO AN INEFFECTIVE TEAM........................................................................................16
M3- ANALYSE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO SUPPORT THE
DEVELOPMENT OF DYNAMIC COOPERATION...........................................................................18
TASK4.........................................................................................................................................22
P4, M4- JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES IN HOW THEY
INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND NEGATIVE WAYS...................22
CONCLUSION.................................................................................................................................27
REFERENCES...................................................................................................................................28
1

INTRODUCTION
Organizational behaviour can be defined as the study that shows the attitude or perception of
the people and also depicts the way to interact with other people within the organization. It is
the approach that is applied for a better understanding of management system of the
enterprise. It improves the level of performances and works according to enhance the
proficiency. It is the viable part of the organization in order to create a healthy environment
and effective working culture so that it would be easier to gain competitive advantages with the
relevance of benefit accordingly. In this assignment, influences of power, culture and politics on
the personal behaviour of people will describe that covers the area of team performances and
level of their working criteria. Further, motivational techniques and theories will describe that
plays an important role in encouraging the people according to their certain working criteria So
that they can do their work effectively towards the accomplishment of goals. In the end, team
development and concepts of organizational behaviour will describe that can influence the level
of performances.
The chosen organization for this assignment is Sainsbury's that is largest supermarket chain in
the UK, was founded in 1869. It provides various kinds of services and products to the people
and helps them to fulfil their needs accordingly.
2

PART A
In this task, the influences of cultures, politics and power of the organization will cover the area
that can impact the organizational behaviour. Further, motivational theories and concepts will
also describe that plays an imperative role towards encouraging the people for their certain
working criteria in order to achieve the goals and objectives.
TASK 1
P1, M1- ANALYSE HOW THE CULTURE, POLITICS AND POWER OF AN
ORGANISATION CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND
PERFORMANCE
Organizational culture emphasized on values and behaviour of individuals that contribute to the
psychological environment within the industry. It refers certain beliefs and values by which the
healthy environment can be maintained. The management of the organization is majorly
responsible for maintaining a healthy work environment for the employees and entire workers
so that they can easily do their work effectively and gain satisfactory outcome as well. Within
the operation of Sainsbury’s, the management allocates the working roles and responsibilities
to the people according to their experiences and helps them to perform effectively by which, it
is easier to maintain sustainability (Alshmemri, et al. 2017). The culture of an organization can
be understood with the typology of Handy's four classes’ culture theory such as role culture,
task culture, power culture and the person culture. On the other hand, the organization is also
inbound with different politics and some other power culture guidelines, which described this
theory of organizational culture.
3

Figure: Handy’s four classes culture
[Source: https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy]
Power culture: it is defined as the power within the organization that is held by an individual,
who can be able to monitor the performances and sets the strategies accordingly. There are
various kinds of rules and regulations proposed by the employees in order to set the strategies
for development and growth accordingly. In this culture, some of the people have the authority
to take relevant decisions that can be subordinate by others as well (Anning-Dorson, 2016). It is
one of the strongest cultures. Equal rights have been also given to the staff members according
to their role that can be helpful to maintain sustainability and healthy environment.
Task culture: when the team is formed within the organization, then it has been classified
among the group of members. The top management level of the organization allocates the
different task to the members according to their experiences and working criteria. As team
working criteria is very helpful and improves the level of performances accordingly. It is formed
to accomplish the desired goals and objectives with common goal interest. This type of culture
needs coordination among the workers so that they can maintain sustainability and easily
determine dynamic with the proper skills, leadership traits and other relevant personalities
accordingly.
4

Role culture: it is totally based on the rules and different regulations that are to be considered
as controlled policies. It helps to define individual's position within the organization, which also
helps in making an effective decision regarding enhancement of the profitability and
effectiveness of the company (Blowers, 2017). It is slightly slow and tends to be bureaucratic
culture. The roles and responsibilities of the people are delegated that simply considered on
the basis of their experiences and interests so that they can easily deal with the situations and
works according to it.
Person culture: it defines uniqueness and superiority of an individual within the organization. It
is more concerning culture that gives potential to an individual for their certain working criteria.
Some of the organization follows this type of culture in order to make their employee feel
valuable and important part of the enterprise, which helps in the further development and
growth and also enhances effectiveness accordingly.
Influences of different culture on the operational services of Sainsbury-
As the Sainsbury’s is the largest and most popular supermarket chain in the UK that provides
various services and goods to the people according to their needs and demands. There are
various kinds of people and all they have their own values, beliefs and the demands, so it is
important for the organization to identify the different needs and demands of the people and
then provide them with such required services in order to satisfy their needs and requirements
as well. Sainsbury’s follows the power culture in their organization that is most essential to
make appropriate decisions regarding set the strategies for aims and objectives (Chadwick and
Raver, 2015). The management always seeks new approaches and tactics for making such
relevant decisions and also ensures that the use of power is being effective. The culture of the
organization majorly influences the behaviour of an individual that is more intended to be
positively influenced by the structure.
It can be defined with the use of Hofstede model of organizational culture that consists of six-
dimensional categories or variables that can influence the organizational structure and culture
of the workstation. It refers several ideologies, beliefs and the organizational practices that
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have the power to set the strategies. This model provides valuable insight of the organizational
culture.
Figure: Hofstede Model of organizational culture
[Source: https://www.tutor2u.net/business/reference/hofstedes-national-cultures]
Individualism v Collectivism: there are some of the people who strongly relies on the team
working category that is based on the satisfactory outcome and interest of working as per the
ideas, technical terms and another scenario.
Power distance: In this criterion, the responsibilities and power have been equally distributed
to each of the members that refer healthy working culture and gives potential to the workers
towards their certain working criteria accordingly.
Long-term orientation: there are various kinds of people within the workplace who make long-
term decisions and focuses on the steady approach. The people are more concern about their
working criteria and also manages the relationship with each other effectively that will helps in
the enhancement of profitability and effectiveness as well (Christina, et al. 2014). They first set
the long-term target and then make the plan for gaining competitive advantages generating
more revenue accordingly. This type of organizational culture helps the people to retain goals
and also maintains sustainability within the workstation.
6

Masculinity v Femininity: it refers the effect of differences within the workplace between male
and female staff members, which have their own different values and policies regarding work
that also helps in the decision-making process of an organization. It has been noticed that the
male employees are generally more aggressive while females are polite comparatively. It is also
cleared that the roles and responsibilities of team members are assigned according to their
gender base and convenience.
Uncertainty Avoidance: it refers that kind of culture within the organization in which the
employees are ready to deal with the uncertain situations, and they also know that how to
respond with unusual circumstances (Coccia, 2014). It basically deals with the tolerance level of
an employee and makes them stronger as well to set strategies for avoiding such situations and
works accordingly.
Indulgence v Restraint: it depicted the societal norms that allow the people to the gratification
of basic human drives. It generally fulfils the needs and demands of the employees and gives
them job satisfaction as well.
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TASK 2
P2- EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN
AN ORGANISATIONAL CONTEXT
With reference to Sainsbury’s operational structures, the content and process theories are used
for motivating the employees; so the goals and objectives can be acquired effectively.
Motivation plays an imperative role that drives an individual for working with confidence and
passion towards the accomplishment of goals and objectives in an effective manner (Fiedler,
2015). There are majorly two kinds of motivational theories that the company used for
analyzing the needs and demands of the people and then providing them with such required
things with the proper encouragement so that they can do their work in a proper manner
towards the accomplishment of goals and objectives.
Figure: Motivational theories
[Source: https://businessjargons.com/theories-of-motivation.html]
8

CONTENT THEORIES:
It concerned with the different needs and demands of the people in order to provide such
required services to the employees, so that they can satisfy their desire and do their works
accordingly.
It comprises of following theories such as-
Maslow’s Needs of Hierarchy:
This content theory describes the overall needs and gives a proper description of the
individual's demands (Heidenreich, et al. 2016). There are majorly five different kinds of needs
of the employees that are fulfilled by the organization regarding satisfying their needs.
Figure: Maslow’s Needs of Hierarchy
[Source: https://www.simplypsychology.org/maslow.html]
In Sainsbury’s, the management department effectively leads their employees and motivating
them to put their hard work and efforts in order to increase the level of performances.
According to this pyramid, physiological needs include basic demands such as food, water,
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home, rest etc. while safety needs comprise of the securities and safety. They maintain the
strong relationship with the employees and customer that helps in creating healthy working
culture towards maintaining sustainability within the workplace (Kanfer and Chen, 2016). On
the other hand, esteem needs are also valued that builds a strong relationship with them and
the goals can be achieved.
Herzberg Motivation-Hygiene Theory:
It explains the motivation and individual performances of employees that emphasized on
encouraging the people and gives satisfactory outcome as well as take away dissatisfaction
factors. Bonuses, incentives, recognition and many other tactics are used by the Sainsbury’s in
order to motivate their employees that also lead healthy working culture accordingly.
Figure: Herzberg Hygiene Theory
[Source: http://www.nwlink.com/~donclark/hrd/history/herzberg.html]
McClelland’s Needs theory:
10

It stated that there are majorly three characters, which every person needs to drive their
motivators such as needs for achievement, affiliation and the power (Kitchin, 2017). These are
not inherent and it is developed for improving the working culture and structure.
Figure: McClelland’s Theory Model
[Source: https://businessjargons.com/mcclellands-needs-theory.html]
Alderfer’s ERG Theory:
It categorized intro parts such as growth needs, relatedness and the existing needs that carry
values and overlapping with the physiological, security and social needs. It is the condensed
form of Maslow’s Needs theory.
Figure: ERG Theory
11

[Source: https://businessjargons.com/alderfers-erg-theory.html]
PROCESS THEORIES:
It evaluates the motivational level of an organization and helps in the decision making the
process by which positive outcome can also be measured. Some of the following theories are
considered into process motivation theory i.e. –
Vroom’s Expectancy Theory:
According to this theory, the behaviour and attitude of an individual can be influenced by the
conscious choices between the alternatives that can maximize the satisfaction level of the
person as well as minimizes the dissatisfaction level (Lazaroiu, 2015).
Figure: Vroom’s Expectancy Theory
[Source: http://knowledgegrab.com/learners-zone/study-support/performance-management-
review/framework-introduction-to-hrm/vrooms-expectancy-theory/]
Adam’s Equity theory:
12

According to this theory, every one of the organization is treated equally and there must be fair
treatment given by the management towards maintaining sustainability and healthy working
culture.
Figure: Adam’s Equity Theory
[Source: http://www.free-management-ebooks.com/news/adams-equity-theory/]
Reinforcement Theory:
The behaviour of an individual can be affected by the reinforcement, extinction and the
punishment. On the other hand, it can also be reinforced by the means of rewards that leads
competitive advantages as well as encourages the employees for their certain working criteria
towards accomplishing the goals and objectives (Lin, 2017).
13

Figure: Reinforcement Theory
[Source:
https://www.tutorialspoint.com/employee_motivation/employee_motivation_reinforcement_t
heory.htm]
14

M2- CRITICALLY EVALUATE HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS
THROUGH THE EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL
THEORIES, CONCEPTS AND MODELS
In order to increase awareness among the people and make them passionate about working
criteria, the company have been used various approaches and terms. Motivation can be defined
as the direction or the reason for the people's action, behaviour, desire and needs accordingly.
it plays an imperative role towards encouraging the people and give them strengths for their
working conditions, so that they can easily do their work in an effective manner towards
accomplishing the goals and objectives (Mazanec, et al. 2015). Tough the emotional intelligence
can be defined as the capacity to be aware and in control of one’s emotions towards handling
the situations and maintaining interpersonal relationships empathetically.
High capacity of emotional intelligence may benefit the organization and also provides help to
the team members by which they can perform better and complete their tasks accordingly. It is
the kind of ability to manage the organizational things with control of full emotions of one’s
own that can be helpful for the enhancement of effectiveness and efficiency. Management
department of Sainsbury’s have been utilized several tactics and approaches in order to identify
the needs and demands of the people, so that they can easily provide them with such required
services and goods as well as motivates them. Incentives, bonuses, promotion, packages,
recognition of working are the major activities by which the employees can get motivated and
become more passionate about their working criteria, which will help in the enhancement of
profitability rate and the effectiveness of the organization accordingly (Mohelska and Sokolova,
2015).
As mentioned above the theories and approaches of motivational techniques, which helps in
determining the overall needs of the employees and gives satisfactory outcome to the
organization as well as job satisfaction to the employees accordingly.
15

PART-B
TASK 3
P3- DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE
TEAM, AS OPPOSED TO AN INEFFECTIVE TEAM
Within the organization, a group can be defined as the collection of team members who are
working with the organization in order to achieve the goals and objectives while the team is the
identification of different groups, who are divided as per the roles and responsibilities according
to the functions and departments. Team working criteria emphasized on the enhancement of
proficiency and effectiveness. It creates a healthy working environment and maintains
sustainability (Muls, et al. 2015). It is important to maintain the healthy relationship with the
staff members so that they can easily share their views and opinions with each other regarding
completion of work. Within the group, there is only one leader, who can lead and manage the
organizational things or certain task while in the teams, there might be more than one leader,
who is responsible to directs others and encourage them for their certain working criteria
accordingly.
The significance of team –
There must be a mutual understanding among the team members so that they can share their
views, opinions, beliefs and thoughts to each other and allocate their roles accordingly. As
communication plays an imperative role in conveying the thoughts and opinions to each other
effectively. It improves the level of performances and quality of services and goods.
Different types of team are described below-
Departmental teams:
Departmental teams are the different groups that work according to the certain tasks divided
by the diverse functional departments of an organization accordingly (Natvig and Stark, 2016).
They set the strategies and works according to accomplish the goals.
Problem-solving teams:
16

Within the Sainsbury’s, there are some of the specific team is divided in order to resolve the
problems of employees as well as customers accordingly. They majorly focus on the specific
issues and works according to it.
Cross-functional team:
They are permanent kinds of team members, who generally collaborate with other functional
team members and tackle the certain events accordingly (Tanner, 2017).
Virtual team:
They use digital networks in order to communicate with other members and build the
relationship with each other towards performing better.
Difference between effective teams and ineffective teams:
Effective teams are those who can manage the organizational things effectively and also
conducts frequent meetings with other members in order to clarify the working criteria. They
also motivate their workers, so that they can also do their work in a proper manner towards
accomplishing the goals and objectives. The leader of an effective team also directs other
people and conducts training or development program, so that other people can easily develop
their skills and abilities (Wang, et al. 2014). They regularly evaluate the level of performances
and makes decisions accordingly. They make their people stronger to deal with the challenges
and overcome with negative consequences accordingly.
On the other hand, ineffective teams are the one who suffers from the challenges and there is
lack of purposes regarding work. The team's members also have lack of interests about working
criteria and there is no better performance level. An ineffective group establishes an agreed
viewpoint (Bernard, 2016). A lack of decision-making process, conflicts, challenges, lack of
interests, mismanagement, lack of communication and many other issues are raised while
working that creates problems and affects the strategies accordingly.
17

M3- ANALYSE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO
SUPPORT THE DEVELOPMENT OF DYNAMIC COOPERATION
As mentioned above that the effective team's members are one of those who quickly make
decisions evaluate the performance level in order to measure the effectiveness. They also
develop skills and abilities of other by motivating and directing them (Bolino, et al. 2017). There
are several theories and approaches that are useful for the development of a team, which
dynamically supports the organization and cooperate with others as well.
Some of the team development theories are described below-
TUCKMAN’S THEORY:
Figure: Tuckman’s Team Development Model
[Source: https://www.pinterest.com/pin/47428602305678100/]
It explains the maturity level of team members and helps in establishing the strong relationship
among the group members. There are five stages in this model that emphasized on the
development and growth of team building.
Forming:
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In this stage, the people are highly dependent on the leaders who can direct them and shows
the path for performing better. Teams are formed in this criterion and the roles or
responsibilities slightly unclear, so the leaders must make the strategies and prepares for
communicating with others effectively towards directing the members for achieving the goals.
Storming:
Team members are ready to establish strong relationship with each other in order to divide
roles and responsibilities and working together regarding the objectives. Clarity of purposes has
been increasing at this stage (Das and Vanarse, 2015). The team members should focus on the
goals as well as make the strategies for reducing the problems as well.
Norming:
Roles and responsibilities are allocated to the team members by management and leaders
according to the experiences and knowledge of them. Big decisions are also made by the group
members in order to deal with the situations as well as enhancing the effectiveness accordingly.
They also engage themselves in the business activities, which leads success.
Performing:
Awareness has been increased at this stage and there is the proper vision in front of the team
members regarding goals and objectives (El Ansari, et al. 2016). There is the major focus on the
achievement of goals and objectives.
Adjourning:
It is the last stage that refers deforming and mourning. It is actually broken-up of the group
when the task is completed and purpose is fulfilled those members are free to change the
criteria accordingly.
BELBIN THEORY OF TEAM DEVELOPMENT:
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Figure: Belbin Theory Model
[Source: http://www.paulkeijzer.com/5-ingredients-become-high-performance-teams/]
It describes the different roles and responsibilities of team members and also identifies the
strengths and weaknesses; by which it is easier to make the specific decision according to the
enhancement of proficiency. It classifies the roles of groups called action-oriented, though
oriented and people oriented (Fiore and Georganta, 2017). As the roles and responsibilities are
divided according to the experiences and knowledge of the staff members so that they can
perform better towards the accomplishment of the goals and objectives. According to the
action-oriented group, the roles are divided as the shaper, implementer and completer while
thought oriented group includes monitor evaluator, plant and the specialist. On the other hand,
people-oriented groups comprise of the roles of coordinator, team workers and the resource
investigator.
BENEFITS AND RISKS FACTORS OF TEAMS:
Following are the advantages while working with the team, involved-
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 It improves the level of performances and benefitted the organizational things.
 It helps in fostering creativity as well as builds the strong relationship with each other.
 Encourages people for their working criteria and maintains sustainability within the
organization.
 Creates the healthy working environment and increase potential to deal with the
challenges (Goetsch and Davis, 2014).
Following are the risks factors while working with the team, involved-
 Limiting creativity
 Chances of unequal participation
 Inherent conflicting situations
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TASK4
P4, M4- JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES
IN HOW THEY INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND
NEGATIVE WAYS
PATH GOAL THEORY-
Figure: Path-Goal Theory
[Source: https://managementstudyguide.com/houses-path-goal-theory.htm]
The path-goal theory basically specifies the behaviour or perception of the leaders regarding
the working environment and organizational culture. According to this theory, the styles of
leaders are majorly important as the behaviour of employees regarding working capacities,
which must be effective and healthy; so the people can easily do their work in an effective
manner towards the achievement of goals and objectives (Huang, et al. 2014). The major aim of
this theory is to motivate the people and provide the appropriate direction for gaining
competitive advantages. Motivation and personal empowerment of employees help in
rendering the great satisfaction as well as retain productive members of Sainsbury’s.
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Initially, the company identifies needs and demands of the people and then makes the
strategies for providing them with such required things and services, so that the people can get
the satisfactory outcome and helps in the enhancement of profitability rate accordingly.
According to the demands or needs of the employees and staff members, the working
environment must be positive and healthier, where each and every one can share their
thoughts, views, opinions and beliefs. As per the leadership theories, it is not viewed as the
power position rather it coaches their subordinates.
The path-goal theory includes different behavioural terms of leaders within the organization
that are as follows-
Directive: the leaders provide proper guidelines to their staff members and other subordinates
in order to set the performance level or controls the behaviour of them (Grossberg, 2013). They
show the appropriate path to the members so that the people can do their work effectively and
schedule the task in an effective manner towards accomplishing the goals and objectives. it is
very useful when there is uncertainty within the working environment.
Supportive: as the leaders are responsible to encourage people and make the working criteria
more pleasant for the co-workers in order to perform effectively. They show their whole
concern regarding working conditions and makes the strategically approaches accordingly. They
provide full support to the workers so that the working strategy can be helpful to gain
competitive advantages as well as enhance the effectiveness accordingly.
Participative: it is important to involve the entire staff members in the business activities or
making the appropriate decisions accordingly. The leaders firstly consult with the team workers
before making any decisions. It is highly oriented and effective approach towards maintaining
sustainability within the organization.
Achievement-oriented: the leaders are responsible to encourage their team members and they
also set the strategies for dealing with the situations as well as make the plans gaining
competitive advantages accordingly (Muls, et al. 2015). They motivate their staff member’s
shows confidence in their abilities in order to meet the requirements.
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CONTINGENCY THEORY-
Figure: Contingency Theory
[Source: https://businessjargons.com/fiedlers-contingency-model.html]
It majorly comprises of three elements such as leadership styles, situational variables and the
relationship between the styles and situations. According to this model, the effectiveness of
leadership styles is based on the situational variables that also related to the appropriateness of
different leadership styles. The leadership styles depending on the two basic functions such as
humanly related orientation and the task orientation. It is primarily concerning with the
performance level of tasks that also emphasized on the values, interpersonal relationships and
the working culture (Tanner, 2017). On the other hand, situational variables have been
classified with different factors and styles of leadership that have majorly three dimensions
such as power position, task structure and the relationship between leaders and the staff
members. Moreover, the important factor such as the relationship between styles and
situations can be effective and defines appropriateness of these leadership styles that are
based on the situations.
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SOCIAL CAPITAL THEORY:
Figure: Social Capital Theory
[Source: https://richtopia.com/effective-leadership/social-capital-theory]
The social capital theory defines as the resources of inherent relations that facilitate collective
actions comprises of trust, norms and the networks of the organization. It has multiple
dimensional interpretation or uses, which have some of the collective values and norms
according to the social networks. It laid emphasis on the social capital and benefitted the
organization as well (Mohelska and Sokolova, 2015). It majorly focuses on building the strong
relationship among workers and entire staff members so that they can easily perform better in
an effective manner towards the accomplishment of the goals and objectives. It can be helpful
to obtain tangible and intangible benefits on the societal forms on the basis of emotional,
economic and psychological benefits.
SITUATIONAL RESISTANCE-
It refers the resistance of team members that comprise of the behaviour of staff members in
relation to the challenges that are faced by the leadership approach. It may guide towards
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sustainable growth or competitive advantages. With the proper use of these philosophies, team
development and the organizational behavioural theories are helpful in the enhancement of
productivity and efficiency (Fiore and Georganta, 2017). These theories and concepts are also
being helpful in managing the organizational things and implement effective leadership
approach as well. Throughout this collaboration will helps in attainment of the business
objectives and sustain the competitive edge accordingly.
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CONCLUSION
The aforementioned assignment depicted the study of organizational behaviour that is
considered as the interrelationships between employees and entire staff workers. It is the most
important factor that can maintain the healthy working environment and enhances the
effectiveness accordingly. The culture, power, politics and the other related terms that can
influence the organizational behaviour and the personal behaviour of an individual's. Different
motivational theories have been also described with the effective approaches of Sainsbury’s
operational things, which will also be helpful in providing strengths or potential to the workers
regarding their working culture. As motivation plays an imperative role towards accomplishing
the goals and objectives. Further, the effectiveness of team development and the difference
between ineffective and effective team have been also described in manner. Some of the
theories for the development of team have been also described in the manner by which it is
easier to make decisions and maintains sustainability accordingly. Furthermore, philosophies
and concepts of leadership have been discussed that will be helpful for the improvement in the
performance level of the organization accordingly.
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