Organisational Behaviour and Employee Engagement

This assignment provides a detailed examination of organisational behaviour, leadership styles, and their impact on employee engagement. It includes a review of various theoretical frameworks such as Maslow's Theory of Motivation, Tuckman's model of team development, and the influence of individual and organisational factors on employees' behaviours. The analysis also considers empirical studies on leadership styles and their effects on employee organisational commitment, work climate perceptions, and green behaviour.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Organisation's culture, politics and power influence team and individual behaviour and
performance............................................................................................................................1
TASK 2............................................................................................................................................4
P2. Content and process theories of motivation and motivational techniques enable effectual
achievement of goals..............................................................................................................4
TASK 3............................................................................................................................................7
P3. An effective team as opposed to an ineffective team.......................................................7
TASK 4..........................................................................................................................................10
P4. Concepts and philosophies of organisational behaviour................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is considered as the management activities that is related with
analysing, influencing as well as understanding others behaviours in firm. This aids organisation
to understand about the typical nature of people by finding causes and impact of that behaviour
(Christina and et.al, 2014). For this report the chosen company is ASOS plc which is the leading
British online cosmetic as well as well as fashion retailer. Its headquarters is in London, UK.
The purpose of this report is to analysis the firm's culture, power and politics influence and team
behaviour. Content and process theories of motivation as well as effective team as opposed to an
ineffective team. Apart from this application of concepts and philosophies of organisational
behaviour are also mentioned in this report.
TASK 1
P1.Organisation's culture, politics and power influence team and individual behaviour and
performance.
Organisational culture is considered as the systematic culture that includes share beliefs,
value and behaviour towards social as well as psychological behaviour of firm. This aids to
explain how individuals understood things and behave into business. This is related with the
business as it influences management, decisions and whole function of the enterprises as well as
have impact upon strategic direction of business. ASOS plc is using Hofstede and Handy culture
dimensions theory.
Handy's cultural dimensions theory
Handy's cultural typology is developed by Charles Handy and it is characterised in four
components which are mentioned below: Power culture: This culture is considered as people's ability to influence other
individuals who are affiliated to enterprise for effectual attainment of organisational goals
(Foss, Woll and Moilanen, 2013). ASOS plc can ensure that power is facilitated to one
who has good determination ability as well as skills to develop efficacious decision. It
aids in influencing behaviour of people and team as power can drive towards attainment
of goals. Under power culture an individual has a lot of stress and can't be part of
decision making which directly impacts on performance. There is no motivation and
unity in team either which effects team performance too.
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 Task Culture: This culture effects the staff performance. Firm where teams are created to
accomplish goals or solve the problems related to task. ASOS plc can used this culture so
that whole members of all team can perform equally and attain task effectually. The
individuals and team behaviours effected by this particular culture as all people
understand its accountabilities to perform in profitable way. Through this team and
individual’s performance develop as task is given to all. In this type of culture, an
individual performance has great impact as this kind of firm are highly task-oriented.
Team tasks are carried in a effective way which results in better performance. Role culture: Herein, all staff is clear about its roles and accountabilities that will assists
them in doing work in an effectual manner. In respect of Asos plc, their HR manager allot
work as per their abilities and knowledge. As an outcome, individuals, team and firm's
performance will enhance and aids organisation to attain their objectives. As role and
responsibilities given to an individual is according to his ability and skills so it influences
positively on performance. Team will be involved in their position in this type of culture
and thus it will directly increase team performance.
 Person culture: This culture mostly concentrates upon staff of the company. In context
of Asos plc, HR manager perform training programmes regularly which helps workers to
improve its knowledge and skills. As an outcome, this can consider that regular skills
development improves productivity and effectiveness at work area. Person culture has
positive impact on individuals performance because there are various activities conducted
to increase the skills but it may effect on team performance as concentration is more on
individual.
Hofstede culture dimension model is basically used to analysing cross cultural activities
that can influence an organisational business activities. This model is describe 5 different aspects
as :  Power distance: As per this dimension, power of employees influence culture of
organisation in positive and negative manner. Thus it is required for senior authorities to
manage power between different employees as per their capabilities so that it could be
utilized in effective manner. Inequality in power distance can create conflicts between
employees therefore Asos plc requires to assign task and responsibility to individual' so
that employees gets an equal treatment from management.
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 Masculinity vs. Femininity: As per this aspect, culture of an organisation can be classify
on the basis of two different dimension as male and female. Masculinity define
assertiveness, ruling nature and practical approach whereas Femininity describe caring,
kind and passionate ruling nature over employees. As in Asos plc, Femininity will be
most suitable that will assist them in creating easy and creative environment in firm for
new employees. Individualism: This element is based on interest of individual in firm that strongly rely
on team work or their individual performance. These both aspects are based on
environment of firm that influence working practices of workers. Collective approach
basically denotes team work that assist in maximising productivity and profitability in the
firm. Thus, in respect of Asos plc, it would most beneficial that will aid in providing
maximum outputs for their efforts. Uncertainty Avoidance Index: This is defined as situation where employee of Asos Plc
revert on unforeseen and unusual circumstance. In this culture employees of respective
organisation are judged through their tolerance level. The staff working in organisation
need to avoid such situation and work on adjustments which helps in accomplishment of
goal and objectives. Long Term Orientation: This is defined as culture where employee and staff focus on
long term relationship in organisation and achieving their set goal and objectives. The
employees working in Asos Plc need to focus on creation of their position and image in
organisation.
 Indulgence vs restraint: These both aspects are opposite to each other as Indulgence
denotes that some organisation allows individual to drive relatively free and having fun
while doing any work. On the other hand restraint approach describe restricted nature
which is based on strict rules and regulation. As in respect of Asos plc, management
requires to follow Indulgence approach so that they can sustain employees easily for long
term period easily.
Organisational power:
Power is considered as the ability as well as capacity to influence individuals into
company so that staff get inspired for attaining organisational objectives. This is related with
business as it includes overall decision-making related to assigning work and influence
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individuals (Hashim and Wok, 2014). In context of Asos plc most of the power is in the hand of
higher authority of firm. It apply various kinds of power, some of them are mentioned below:
 Reward power: It is the power that is utilise through Asos plc for influencing staff
interest by providing them some rewards like bonus, incentives etc. so that they can
perform effectually. It will affect the behaviours of team and individuals as by this they
feel encourage and get satisfied to perform effectually for company. Reward culture
constantly increases the performance of an individual as they get motivated to work more
for incentives an bonus. Team performance also gradually grow as team work helps in
completing task easily and quickly.
 Legitimate power: This facilitates capability to connect particular feeling of
accountability towards administration. It is also considered as official or position power.
Usually manager give power according to its position. By which, they can control
resources and give rewards or punishment accordingly. By this, people and every staff
member who perform into group take decisions according to its post so that they can
perform efficaciously. As every individual is accountable for their work which make
them perform in a proper way. All the team members have different responsibilities and
they conduct work accordingly.
Organisational politics:
Politics is considered as the interaction among people at work area that involves power
and authority. This is usually prefer as negative aspects in firm as this create disputes and
problems. this impact the Asos plc behaviours and team which are mentioned below: Reduce the productivity: Politics reduced the team and individual’s productivity and
impact behaviours (Hyde, Harris and Boaden, 2013). It cannot ale to concentrate on work
totally focused on politics. As due to this Asos plc able to pay less attention towards
work. By it staff cannot be able to accomplish goals at stipulated time duration.
 Maintain decorum: Due to politics, decorum of the company can be maintained. This
affect the individuals and team behaviours of Asos plc, in case appropriate decorum is
maintained then whole team members will do the work with interest to achieve the
objectives.
As per above discussion it can be figured out lack of communication among team
members and low determination of individuals are issues which arises and due to this a firm
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faces low productivity, lack of co-operation and so on. There are certain techniques which are to
be adapted by firms to solve this kind of problems.
TASK 2
P2. Content and process theories of motivation and motivational techniques enable effectual
achievement of goals.
Motivation is considered as a team to motivate staff of the firm for performing effectually
with the aim of attaining their goals. This is a significant aspects for whole firm to meet business
objectives. Manager of Asos plc inspire their workers by facilitating them reward and promotion.
For it motivation theory help them to motivate their staff to perform the work in effectual way.
Both theories are explained below:
Content theories:
This is also called needs theory as it identify the requirements as well as relate motivation
to attain those needs. It includes several theories like Herzberg's two factor theory, McClelland's
and many more (Koppelaar and et.al., 2013). Asos plc used the Maslow's needs hierarchy and
Herzberg's two factor theory which are mentioned below:
Maslow's needs hierarchy:
This theory is developed by Abraham Maslow as well as focused towards for satisfying
staff requirements into firm. It is characterised in five that are as follows: Psychological needs: This shows the staff basic requirements at job for having
sustainable life. It involves foods, clothes etc. Asos plc management have to ensure that
requirements are accomplished appropriately so it give fair salary to their employees. If
their basic needs are fulfilled they perform effectively to attain objectives. Safety needs: Herein, the safety and security needs are fundamental. This involves
financial security, protection etc. for accomplishment of this requirements Asos plc
ensure that staff are facilitated effective security through providing them funds for health
and safety in complex circumstances. For it, respective firm management has provided
employees policy to retain staff. Social needs: To do efficaciously, individuals need affection, loves etc. from others
(Malinen, Wright and Cammock, 2013). Asos plc has to be ensure that whole staff are
treated equally. For it, management has to engage their employees in work to build
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relation with another workers. This will aids them to attain employees social needs and
organisational objective. Self esteem: This is the significant factors for which whole individuals give its best. Asos
plc management need to build few strategies to improve and maintained the firm's
optimistic positive. Through this workers performance develop and achieve the
objectives of the company. Self actualisation: This is the staff expectation which will aids them to develop and grow
career in organized manner. For it, Asos plc management provides training programmes
to its employees for enhancing their skills. By this staff performs efficaciously and also
helpful to attain objectives.
Maslow's motivation theory helps in motivating employees who are working at different
positions like in top level management or middle level management. Few employees in logistics
division get motivated when they receive free cloths from the side of company while seniors
managers in the organisation feel motivated when their designs are praised by customers and
they feel that their talent is getting utilised at correct place.
Herzberg's Motivation Theory
This is a dual factor based theory which was given by Frederick Herzberg in 1959. The
factors that are included in this theory are :
Motivational Factor: The motivation factor of Asos provides positive satisfaction to
employees. These factors basically motivates employees to work harder and achieve the desired
organizational goals. It includes:
 Recognition: The managers of Asos praise and appreciate their employees to increase the
potential of work.
 Responsibility: The employees of Asos are responsible for work that is provided to them.
The managers at Asos provide ownership of work to the employees.
Hygiene Factor: These are those job factors which very essential for the existence of
motivation at workplace. It basically describes the job environment of Asos. Hygiene factors
include:
 Salary: Salary structure at Asos is appropriate and reasonable. It is same and accurate to
competitors dealing in same domain.
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 Company Policy: Policies at Asos is fair and free. It includes flexible working hours,
dress code, breaks and vacation for the employees.
Herzberg's Motivation Theory is also an effective technique of motivating employees.
Hygiene factor assures that workers get basic amenities like proper working environment, and
their primary demands, for example salary, get fulfilled. Designers and marketing personnel in
Asos are important part of the company. Praising them for their good performance motivate
these employees as they are more aligned towards personal and organisational goals.
Process theory:
This theory that depicts way where motivation incurs into firm as well as which process
are required to inspire the staff morale (Mclaggan, Botha and Bezuidenhout, 2013). There are
several theories from that Asos plc use Vroom's expectancy theory and Adam's equity theory.
Vroom's expectancy theory:
This is based upon personality, skills etc of whole staff into firm. Asos plc improve
workers to perform in efficaciously which provide effective outcomes. it is essential for
respective firm staff to perform with team so that they can get positive results into company. It
includes three instruments: Expectancy: In this when ever a staff perform into team they has to consider that how
expectation and objectives can be manipulated to provide the expected results within
company. Asos plc can have to see that goals of the workers can be influenced to give
desired outcomes for achieving organisational goals. Instrumentality: The rewards can be based upon postion basis which whole staff can be
performed as per the work criteria. Herein, Asos plc can aids manager to provide rewards
on the basis of their work so that firm obtain the desired outcomes. Through this they can
feel motivated and attain the objectives.
 Valence: This instrument is developed to aids staff for performing in to an effectual team
as well as formulate appropriate decisions. It aids Asos plc workers to perform in group
so that it can develop decisions as well as acquire good results and objectives.
Vroom's expectancy is an effective theory of motivation but in case of Asos, it wouldn't
fit. This theory argues that employees can be motivated by telling them the price which they will
receive after attaining set targets. Sometime workers at Asos do not expect anything additional
from company and in this case this theory does not work in effective way.
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Adam's equity theory:
This explains that individuals are encouraged in case they are treated equitable and get
what it consider fair for its cost as well as effort (Mesu, Sanders and Riemsdijk, 2015.). The
theory was developed by Adams and is depends upon social exchange theory. As per this theory,
individuals compare its effort towards work, costs of its actions and benefits which will
outcomes to contribution as well as advantages of reference people. Thus, in Asos plc the staff
puts inputs in their works or jobs like effort, energy, experiences and many more. So it expects
the outputs accordingly like good salary, rewards, bonus and many more. Adam's equity theory
is not effective in case of Asos plc as their employee retention percentage is good and if they will
treat few employees in advantageously or fairly then other will get demotivated.
Herzberg's Motivation Theory and Maslow's needs hierarchy is more effective for Asos.
These theories do not demotivate other workers in the enterprise and this quality assures fit-
ability of both theory in the company.
TASK 3
P3. An effective team as opposed to an ineffective team.
Within firm, the team of staff plays significant role to attain organisational goals. There
are several types of team, such as project team, quality team etc. which have their own
accountabilities and task to perform (Mohelska and Sokolova, 2015). Effective team are those
whose team are able to attain task at stipulated time as well as those can not capable to
accomplish the work is considered as an ineffective team.
Basis Effective Team Ineffective team
Objectives Herein, objectives are clear
within their members as well
as it can be only modify
through group so that goals
can be achieved.
Herein, objectives are
obligatory upon whole team
members as well as tend to
attain competitive advantage
from each other.
Communication In this, Two way
communication is performed
among groups.
In this, one way
communication occurs within
this particular team.
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Some are people are interested to attain objectives while others are not. In respective
firm, management develop the team but in some there are few issues such as do not
communicate with one another effectively which make them an ineffective team. So, Asos plc
use Tuckman's model to formed effective team and Belbin theory is applied to manage the team.
Both of them are mentioned below:
Tuckman's model:
This is the theory of team formation in introduced by Bruce Tuckman in year 1965. it
includes four stages that are as follows: Forming: Herein, firm focused to interact with new staff for developing team. With the
aids of this whole workers will know its skills and capabilities controlled through others
(Norton, Zacher and Ashkanasy, 2014). This will help Asos plc to build effective team in
order to attain objectives at stipulate time. Team leader of this company can guide and
train team to work in right direction. All question asked by new staff are to answered by
mentors as they learn and tries to fits in team. At forming stage, people want to be
accepted in group to work together and achieve team goals. Storming: Herein, employer delegate roles and duties of whole staff. For it they have to
observe the work performance of overall employees so that task can be performed
efficaciously. Thus, Asos plc manager has to assign the work to their staff as per its
performance. In Asos plc, there are many conflicts which occurs in this stage that has to
be solved effectively. All team members are supposed to come together and work
dedicatedly to complete the given task. Leader of Asos plc plays an important role here
by making sure that all employees are understanding their responsibilities. Performing: Herein, whole staff know their roles and responsibilities which they have to
perform. With the aids of it Asos plc can enhanced benefits as well as obtain appropriate
position through accomplishing goals. In this stage, staff of Asos plc understands their
roles and start performing well. Employees are completely motivated and has clear vision
in their mind. Team leaders now encourages their staff and celebrate their good
performance.
 Adjourning: Herein, whole members of Asos plc team enjoy success of their project. As
it accomplish its task which are assigned to them. Adjourning is all about wrapping up
the project taken by Asos Plc. The team break up here as the task is completed.
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Thus, to manage that team Asos plc utilise Belbin theory which was developed in year 1981 by
Meredith Belbin. It includes nine roles that are mentioned below:
Implementer: This is also known as the practical organiser. They have to place place as
well as ideas in normal implementable work. Therefore, in Asos plc to manage team one of the
member have to implementer so that they can provide clear instructor in order to perform them
effectively.
Resource Investigator: These are generally considered as open minded, enthusiastic and
many more. Thus, to manage the team Asos plc play this role so that innovative ideas can be
created to accomplish the goals effectually.
Plant: These are generally innovative thinker of the team. They are not practical as well
as various times missed out another needs from them. So, for managing the team Asos plc have
to play this role so that problems can be solved and accomplish the work appropriately.
Monitor: These role is considered as the team analyst and always analysis circumstances
as well as wish to involve deeply into things. With the aids of it Asos plc can develop fair
judgement so that any members does not feel inequality.
Shaper: This assures that deadlines are set as well as goals can be attained. This aids
Asos plc to provide significant drive to ensure that group keep performing and do not lose focus
from task and work efficaciously.
Coordinator: These are consider as the natural team coordinator. They have faith on
other and delegates simply but few times has tendency to leave the work on another members.
This aids Asos plc to focused upon team objectives and assign work appropriately.
Completer Finisher: These has talent to understand that in case anything goes wrong.
They observe the quality and safety but some times behave like over protective as well as find it
challenging to lie on others. Asos plc can utilise this efficaciously at work ending so errors can
be scrutinise.
Team worker: These are considered as most sensitive team member and focused towards
building a positive environment. It aids Asos plc to work as the behalf of others members.
Specialist: These are the one who knowledge are not measurable into particular area. It
helps Asos plc to provide knowledge regarding group key area.
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So, this is recommended that Asos plc have to apply the tuckman theory so that they can
make effective team and over come from the issues of communication gap. As well as utilise the
Belbin theory so that respective team get managed.
TASK 4
P4. Concepts and philosophies of organisational behaviour.
Path goal theory was developed to describe that leaders inspire and support their follower
in attaining the goals (Pavalache-Ilie, 2014). Main issue in Asos praise which effects
productivity is communication gap among team members. There are many factors through which
these problems can be solved such as:
Task culture: This type of culture will help employees to work in a team and
communicate effectively to finish given mission within estimated time. Company should
provide task to its employees which involve communication between employees. Manager can
provide task which required collective work of employees, strengths of each and every employee
will help in accomplish task. Task culture maintained in Asos praise helps in resolving
communication gap issue among employees working in a team.
Maslow's need theory: Social needs can be taken into consideration for motivating
workers. This motivation will help employees to get involved in a team and commute with each
other for better productivity and achieving organisational and individual objective. Every person
needs to satisfy social needs such belongingness, love, family, friendship, relationship etc.
company should focus on maintaining friendly work environment so that employees can build
strong relationship with each other and this will improve communication among employees.
Tuckman's model: Taking Tuckman's model, forming stage is an important time when
team leaders should focus on creating an effective team and building strong communication
among them. At starting stage, there are less chance of conflicts and more of involvement by
workers of Asos praise so this can be advantage in forming a good relationship between
employees. They can easily get in touch with each other and work together. This model will help
in improving communication within employees as well as leads to development on effective
team.
Transformational leadership style: To solve communication problem in organisation,
leader of Asos praise can apply transformational leadership style in which high goal is given to
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team and they have to perform it in a given time. Transformational leadership will help in
identifying changes and leader will create vision to guide changes. It will help in improving
communication and develop a strong team. This style makes employees to form together and
have an efficacious communication to achieve goal in set deadline. By this staff can accomplish
goals at stipulated time. Several steps are involves in particular theory are :
 Significance the staff's characteristics.
 Selecting effective leadership style.
 Focused upon motivational factors which will aids staff to attain goals.
For Asos plc participative style is suitable as whole staff who are performing into Asos
plc have to provide training so that it can involve or participate into task. Thus, these leaders
need to engage its workers before making any decisions. Few motivational factors are:
 Recognition: The managers of Asos praise and appreciate their employees to increase the
potential of work.
 Responsibility: The employees of Asos plc are responsible for work that is provided to
them. The managers at receptive firm provide ownership of work to the employees.
The above factors helpful to motivate the employees effectively. In Asos plc, there are
some issues such as communication gap due to which they can not able to provide appropriate
outcomes so a plan have been develop to deal with this situation. They conduct a interaction
sessions and organise few activities so that they able to interact with one another which reduces
the communication gap. Thereafter develop a effective team with the help of Tuckman's theory
(Wiza and Hlanganipai, 2014). For it, custodial philosophies of organisational behaviour are
used which explain that before assigning work to any staff this is essential to facilitate effectual
training so that task can be accomplished in appropriate way. Moreover, facilitates monetary
benefits as this is the useful sources of motivation. As well as helpful to minimise ratio of the
employees turnover.
CONCLUSION
From the above report it has been concluded that organisational behaviour effect upon
business success. Handy's cultural theory are used to know about the organisational culture. Few
power and politics of the company are reward etc. which influence the individuals and team
behaviour. Moreover, Maslow' s needs of hierarchy and Herzberg's two factor theory of content
theories as well as Vroom's expectancy theory and Adam's equity theory of process theory are
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used to motivate their staff. Company applied the tuckman's theory to develop effective team and
belbin's theory are use to manage that team efficaciously. Also, some of the concepts and
philosophies of organisational behaviour are used.
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