Organisational Behaviour Theories and Concepts

This assignment provides an overview of organisational behaviour, focusing on various theories and concepts that explain human behaviour in work settings. It discusses different leadership styles, including task, supportive, and collegial, and explains how Google adopts these theories to motivate employees and create a positive work environment. The assignment also references relevant studies and books, providing a comprehensive understanding of organisational behaviour.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1. Influences of Culture, Politics and Power on individual and team behaviour and
performance.................................................................................................................................3
LO2..................................................................................................................................................5
P2. Role of content and process theories of motivation and motivational techniques in
effective achievement of goals and objectives............................................................................5
LO3..................................................................................................................................................7
P3. Development of cooperation or effective team that leads to achievement of objectives......7
LO4..................................................................................................................................................8
P4. Concepts and Philosophies of Organizational Behaviour and its influences........................8
CONCLUSIONS..............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is applied to management of human resource of organisation.
This aims at creating most effecient business environment by applying motivational theories and
organisational cultures which results in achieving business objectives. Google is a multinational
company and operates its business in internet-related products and services. It includes services
like search engines, cloud computing, advertising technologies, etc. It also delas in hardware and
softwares. It requires effecient human resource to operates its business in effective way that leads
to achievement of goals and objectives. Google adopts organisational behaviour to study about
the human resources of company and to bring changes in their behaviour towards their job and
bring positive outcomes. In this study report, influences of culture, politics and power on the
behaviour of employees in Google will be discussed. And various concepts and theories of
organisational behaviour will also be discussed.
LO1
P1. Influences of Culture, Politics and Power on individual and team behaviour and performance
The culture followed by an organisation affects the behaviour of employee and team
performance as well. The organisational culture has different effects on different workers.
Various culture and structure followed by a company suits various types of people and team and
which leads to success or failure of organisation depending on the task are being carried out.
There is a Handy's model of organisational culture which explains generally four various kinds
of cultures followed by organsations, i.e. Power, role, task and person.
Role culture: Role culture is based on company's rules and regulations and it sets a clear vision
for everyone working in the organisation. The company with a long chain of command and tall
organisational structure follows role culture. Organisation following the role culture have high
control over employees(Wood and et.al., 2016). Every employee in organisation is aware of their
duties and responsibilities and work accordingly. Role culture followed by organisation allows
opportunity and security to every employee and it also allows performance rewards. This also
supports to build effective team through proper allocation of task and responsibilities and allows
stable working environment. This culture lacks flexibility to employees and it does not allow
innovation and creation in the business operations as everyone is focused on the dusties and task
given.

Power culture: The power culture refers to few individuals having power or authority in an
organisation and it has few regulations and rules to be followed. Top management of company
has the authority and power in decision making and task are given accordingly. Employees of the
company are given task and judged by outcomes or results of the task rather than process
followed. Power culture does not allow employee to take part in decision making and it lacks
innovation in business operations(Kitchin, 2017). And it also lacks cooperation among team
members as people focus on what is expected from them and perform their individual tasks and
avoids team performance and cooperation.
Task culture: Task culture focuses on addressing problems or specific task given. Organisation
following task culture aims at completing task. This culture shifts power and responsiblities
within team according to situation and task. Task culture provides effective productivity and
innovation in business operations and allows individuals to take part in decision making. Task
culture aims at completing the task by bringing right resources and right people at right place.
This culture is team culture as its results and outcomes are based on cooperstion of team
members. And it also allows flexible environment, working relationship among team members
and people are judged by results and process adopted.
Person culture: Person culture allows individuals to be treated unique and superior in
organisation. Organisation following this culture focuses on employees and their
behaviour(Pereir, Malik and Froese, 2017). This culture aims at achieving organisational
objectives and it also considers personal objectives as well. Person culture makes cooperation
within team members and results in effective outcomes. Person culture needs to be adopted with
power, role or task culture to gain the best results and outcomes. Google adopts person culture to
operates its business activities and human resorces of company. People working in power culture
tend to be more cooperative and focuses on achieving targeted goals and objectives. Google
adopting person culture allow its individual employee to take part in decision making of
organisation which leads to creation of innovative ideas and techniques and brings effectiveness
in business operations.
The power and politics followed in organisation affects the performance of individuals
and also team performance. Power is the ability of individual employee which can influence the
behaviour of other employees. Power and politics play a great role in achieving goals and
objectives as it goverrns the working environment, distributies roles and responsilities among

employees and also influences decision making. The person culture followed by Google allow
employees flexible working environment for people which results in innovation and creation in
business operations. And this results in innovation and creation in business activities by
individuals and it also supports in creation of effective team(Burrell and Morgan, 2017). It builds
effective team through flexible working environment and encourages team cooperation.
Individual employees are allowed to take part in decision making and results in innovative and
fresh ideas which can be used in accomlishment of organisational goals.
The power used in positive way by top management allows organisation to gain
competitive advantage and increase its productivity and profits. It also allows employees to feel
secured and motivated for their job and they tend to give their best for organisation. Whereas,
wrong use of power by top management lacks innovation and creation as it blocks participtaion
of employees in decision making. And it leads to creation of dissatisfaction among employees
and it fails to build effective team. Google should consider individual behaviour and cooperation
of team members in achieving goals and objectives. Google's top management and employees
should accruately use the power given to them and work towards achievemnt of goals.
LO2
P2. Role of content and process theories of motivation and motivational techniques in effective
achievement of goals and objectives
Every organisation needs to adopt various theories and techniques in order to drive
employees towards achievement of goals and objectives(Andriof and et.al, 2017). Various
theories adopted by organisations influences outcomes of employees and helps to generate job
satisafaction for employees. Content and process theories aims at motivating and encouraging
employees effectively and making them satisfied for their job.
Google follows Maslow's Hierarchy of needs to motivate its employees. It focuses on
basic and important factors which helps in satisfying basic needs of humans which motivates
employees. Maslow's hierarchy needs are explained as below:
Physiological Needs: This includes basic factors for physical survival and thay are air, water,
food and shelter. Google focuses on satisfying employees by providing basic factors to its
employees. If all this basic needs are being satisfied by organisation, employees feel satisfied for
their job and feels motivated and they towards accomplishment of organisational objectives.

Safety Needs: Google aims at satisfying safety needs after providing basic factors to its
employees. Safety and security is provided by giving medical and life insurance, job security,
and also making a safe working environment for employees. Google focuses on motivating
employees by satisying their safety and security needs.
Social Needs: maslow's hirarchy has social mneeds which refers employees's social life and
includes need for freinds, family, trust and acceptance by them and it also includes need for
belongingness and love(Knights and Willmott, 2016). Google satisfies social needs of employees
in order to motivate employees by providing sapce for interpersonal relationship.
Esteem Needs: Esteem needs refers to self-respect, dignity, attention and recognition of
individuals. Google makes an environment in which every employees feel important and it leads
to motivate and satisfiy them towards their job.
Self- Actualization: This needs refers to person's desire, their potential and aims at self-
fulfilment of employees. Google provides challenges and task which reaches employee's full
potential and make them satisfied for their job and also motivates them. Person seeks for
personal growth and self-development. Google aims at acheviement of goals by motivating
employees and satisfying them with their self-actulization needs.
Google follows Equity theory of J. Stacey Adams to motivate employees in order to
accomplishement of organisational goals. This theory explains that employees gets motivated
through rewards they receive for their performance. Employees feel satisfied for their job against
the output they receive through it. Google adopt equity theory to motivate employees and reward
every employess according to their level of performance(Coccia, 2014). Employees motivation
and job satisfaction level is correlated with his perception of equity and fairness by the
management. The greater perception or equity of employee leads to higher level of satisfaction
and motivation and vice-versa. Employees compares their input for the task given with the
outcomes they received while evaluating fairness and equity and they also compare the same
with other employees. Google aims at maintaining satisfaction level of employees by providing
equal equity ratio to all members. Employees compares their level of output with other
employees considering four referents which are explained as follows:
Self-Inside: Employees compare their experience within the organisation on a different position.
Self-Outside: Employees compare their experience on a same position but in different
organisation.

Others-Inside: Other employee's exeprience will be compared within the same organisation.
Others-Outside: Other employees's experience will be compared with employee of different
organisation(Wood and et.al., 2016).
Employees choice of refernet will influence their level of satisfaction and motivation as it
affects equity ratio. Google aims at maintaining equity and perception of employees and making
them satisfied by providing fair treatment.
LO3
P3. Development of cooperation or effective team that leads to achievement of objectives
Every organisation aims at achieving its goals and objectives through developing an
effective and capable team. Google aims at creating effective team which cooperates in effective
that leads to accomplishment of goals and objectives. And therefore, googls follows Tuckman's
theory which focuses on group development and considers four stages which are explained as
follows:
Forming: This is the first stage of team development, in which employees are unaware about
their roles and responsibilities and are highly dependent on leader for direction and guidance.
Leader guides and motivate employees, explains mission of organisation, distributes duties
among members. Google aims at forming an effective team which leads to acheivment of
organisational goals. In this forming stage, team leader guides its employees and discuss about
positive outcomes that is expected from them(Tuckman stages of group development, 2013).
Storming: In storming stage, employees start to trust their self and other employees as well.
Employees come up with their opinions and suggestions regarding activities held. This leads to
creating a task-oriented team, and which also increases effeciency and effectiveness in business
operations(Kitchin, 2017). In this stage, processes are ignored which can lead to wrong direction
for employees. Google aims at encouraging and motivating employees to give their ideas freely
and be open-minded which leads to develop an effective team.
Norming: In the norming stage, employees start working in a team with a fulfilling manner.
Every team member takes criticism and comments in constructive way and aims on achieving the
task given. Google aims at creating a team that does not take criticism personally and are open to
accept others ideas and work towards achievement of objectives. Whereas, this stage can also
create challenges for team members as to be focused on goals and should avoid being distracted

by others. Every member should cooperate with other members and increses effeciency and
bring effectiveness in business operations.
Performing: During performing stage, member perform their duties and functions as a team and
work together towards achieving common goal. Every employee of team knows their duty and
expectations from them and so they work accordingly. Team members work in cooperation and
support each other's opinions and ideas which may also create disagreement among members
which needs to resolved in oder to create effective team. Google focuses on reaching performing
stage of group development which enables team member to be task oriented, self- assured,
capable of making decisions and also feel need for cooperation. This enables every team member
to be committed to work and makes organisation to achieve its goals and objectives.
LO4
P4. Concepts and Philosophies of Organizational Behaviour and its influences
Organisational behaviour refers to behaviour of individual employees in organisation. It
focuses on managing, understanding and influencing behaviour of employees in a way that leads
to accomplishment of objectives. There are various types theories and concepts of organisational
behaviour adopted by organisations to influence employees behaviour(Pereir, Malik and Froese,
2017).
Individual Difference: Every individual has different personality and quality which makes them
diferent from others. Google aims at treating each and every employee equally and avoids biased
judgement.
Perception: People have different perception, different way of thinking which gives them
unique and different ability to observe and conclude on something. Google provides same task to
two different employees on which both have different perception and idea to handle it.
Motivated Behaviour: Employee have various needs and desires which motivates them towards
work. Google focuses on motivating employees by satisfying their needs and wants and also by
accomplishing their motivational factors.
Value Of Person: Everyone feels to be important and be valued for their job in organisation.
Employees feel they are resonsible and valuable towards acheivemnt of organisational goals.
Google makes its employees motivated and satisfied by valuing its employees and recognising
their performance in task given.

Desire For Involvement: Google allows employees to take part in decision making, ask their
suggestions and opinions which makes them feel motivated. It also provides opportunities to
share their views and ideas which creates involvement of employees in business operations and
encourages them.
Human Dignity: Every employees needs to be treated with dignity and respect. Google focuses
on distributing task accordingly among team members which makes them feel satisfied for their
job and they also feel self-respect(Robbins, Judge and Millett, 2015). It aims at satisfying
employees by providing the task according to their position and level and it does not affect their
dignity.
There are various theories being adopted by business organisations to operate business
activities and manage human resources in a way that leads to accomplishment of goals and
objectives and are explained as follows.
Autocratic: In this type, top management manages task and has formal authority for controlling
activities and employees. This theory focuses on building skilled workforce, motivated
employees who can have competitive advantage. But it lacks innovation and creation as it does
not allow employee to take part in decision making and it also fails to provide job satisfaction.
Supportive: supportive theory aims at aspiring leadership and does not focus on control and
authority. It aims at providing satisfaction and motivation to employees by building employee
relationship. Google adopts supportive theory and creates working environment that motivate
employees. It aims at creating environment which mekes employees to feel valued for their
job(Power, 2017).
Collegial: This theory aims at building cooperation among team members which leads to
accomplishment of objectives. Google adopts collegial theory in order to create positive and
effective team which focuses on targeted goals of company. This theory bring effectiveness in
operations by working cooperatively and leads to development of fresh and innovative ideas and
overall objectives are achieved.
CONCLUSIONS
Organisational behaviour simply means understanding the behaviour of workforce of
employees in organisation. It provides help in studying the complex nature of people which
affects working of business and its operations. Various theories are adopted by organisation to
motivate and encourage employees and also make them satisfied towards their job. Organisation

also focuses on maintaining an effective team who is capable of acheiving objectives. It also
applies various concepts and philosophies of organisational behaviour to influence human
resources of company.

REFERENCES
Books And Journal
Andriof, J. and et.al, 2017. Unfolding stakeholder engagement. In Unfolding stakeholder
thinking (pp. 19-42). Routledge.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis: Elements
of the sociology of corporate life. Routledge.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management, 20(4-6), pp.251-266.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
Pereira, V., Malik, A. and Froese, F.J., 2017. Mapping the impact of Asian business systems on
HRM and organisational behaviour: multi-level comparative perspectives. Journal of
Asia Business Studies, 11(3), pp.253-261.
Power, P.G., 2017. The five essentials of leadership. InPsych: The Bulletin of the Australian
Psychological Society Ltd, 39(4), p.9.
Robbins, S.P., Judge, T.A. and Millett, B., 2015. OB: the essentials. Pearson Higher Education
AU.
Wood, J.M. and et.al., 2016. Organisational behaviour: core concepts and applications. John
Wiley & Sons Australia, Ltd.
Online
Tuckman stages of group development. 2013. [ONLINE]. Available through:
<https://www.toolshero.com/management/tuckman-stages-of-group-development/>