Organisational Behaviour and Leadership Style

The provided document is an assignment that delves into the realm of organisational behaviour and its influence on a company's overall performance. It highlights how employees' motivation and dedication are affected by this aspect, leading to either positive or negative outcomes. The document also touches upon the concept of leadership styles, specifically focusing on participative leadership as an effective approach in decision-making and team formulation. This approach is seen as valuable in maximising employee efforts towards achieving organisational goals.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P3 State what makes a team more effective as opposed to an ineffective team.........................3
TASK 2............................................................................................................................................5
P4 Philosophies and concepts of organisational behaviour........................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational behaviour is a field of study in which the performance level of an
individual or a group of individuals are measured by the managers. In addition to this, it is a tool
which is used by the managers for understanding the behaviour and nature of a group and
individuals. The chosen organisation for this assignment is Tesla which is an automotive and
energy storing company with headquarters in California, U.S. This report will discuss about the
concepts and philosophies of organisational behaviour along with their implementation
according to the business situations. Types of teams will also covered in this report.
TASK 1
P3 State what makes a team more effective as opposed to an ineffective team
Employees are the most valuable asset of a firm without their efforts any firm cannot
achieve long time sustainability and growth in the marketplace. So, it is very essential for the
firm to recruit the knowledgeable and skilled candidates due to which their contribution can be
used by the management for achieving the preset goals and objectives of the firm. The business
operations and activities of the Tesla are handled and performed by the experienced and
knowledgeable staff members through which the productivity and profitability of firm can be
increased (Sarikwal,2013).
Teams are the essential parts of a firm because it is used for increasing the performance
level of employees and decreasing the communication gap with their co-workers. The
differences between effective and ineffective kind of teams are given as under:
Effective team Non-effective team
It is defined as the group of individual who
have all the skills and knowledge and are
committed for a definite purpose and goals.
These kind of teams are mutually cooperate for
achieving the goals.
This kind of team is also called ineffective
team. In it, the members who have less skills
and can't perform the task in effective manner.
In this kind of team, all the members are
dedicated and skilled who provides their
In this kind of team, the team members are
demotivated and dissatisfied from the rules and

maximum efforts for completing the task. regulations of firm so that they not provides
their maximum efforts for completing the given
work.
In this, leaders encourages their team members
for sharing their opinions and recommendation
which can be used by the managers in
decision-making process.
Recommendations and suggestions of the staff
members are not considered essential in this
kind of teams due to which demotivation in the
team members are increases.
In this type of team, the leader supports their
team members so that the team goals can be
achieved in proper manner (Effective vs.
Ineffective Teams, 2018.).
In this type, the leaders does not motivate its
team members due to which the motivation
level of them has been reduced and they fails in
achieving the goal of team.
There are some qualities that are necessary needed by the managers of Tesla to formulate
effective teams. They are given as under:
Mutual cooperation: It is the major quality which are essentially required for formulating
the team. It is used for decreasing the communication and increases the mutual understanding
between the employees so that the given task is done in proper manner. By adopting this quality,
the managers of Tesla can reduce the conflicts and issues of their employees so that, the mixed
efforts of employees can be taken by the managers which enhances the quality of work and
increases their performance level in well manner.
Balanced roles: In this, managers have to define roles and responsibility to their
employees so that, the given task will be done in a planned structure. By using this, the
management of Tesla can measure the performance level of their employees through comparing
actual and expected outcomes (Laforet, 2011).
Good communication: It is also a major factor which ensures the manager about the
success of team. The managers of Tesla have to create transparency in the communication
structure due to which the staff members will easily discuss their problems and provide better
ideas for decision-making process.
Effective leadership: This kind of quality can easily influences the working behaviour of
staff members so that the leaders of the firm have to provide guidance and supports to their team

members through which the desired task can be completed in the given time period. For this, the
leaders in Tesla firm have to adopt this quality through this they will increase their
communication skills, listening ability etc. with the help of this, they will easily motivate their
team members for working hard and facing the challenges during the task so that the given task
can be done in proper manner.
Tuckman and Jensen's model of team:
This model focuses on team and its members. Managers of Tesla can adopt this model for
handling the whole process of formulating the skilled and efficient team. It helps them in
managing the work, increasing the trust of employees, cooperation and evaluation of
performance level. This model is divided in four parts that are explained as under:
Forming: It is the first part that includes grouping of the workers for formulating the
team, allotment of tasks, creating communication structure for the team members. With the help
of this, managers of Tesla will easily assigned roles and duties to their members so that, the
expected result can be gained in effective manner.
Storming: In this part, leaders of Tesla have to motivate their team members so that the
employees can provide their maximum efforts for doing the allotted task. With the help of this,
leaders will easily achieve the preset targets in the given time period.
Norming: In this phase, the cooperation among the team members has been started and
they supports their colleagues and team members for performing the given task. By using this,
the conflicts and issues will be easily reduced at the workplace of Tesla (Dobrow, 2013).
Performing: It is last phase of the model in this, team members makes close relations
with their colleagues. Employees become more focused and concentrated towards the work and
supports each other for achieving the organisational goals.
TASK 2
P4 Philosophies and concepts of organisational behaviour
Path goal theory of leadership:
This theory was given by House Mitchell in the year of 1974. This theory focusses on
the behaviour of leader. It pulls out the skills and abilities of employees for performing a task so
that they provides their best efforts for completing the work which is allotted to them by the
managers. By using this theory, an organisation can easily achieve their desired goals. This

theory is based on Victor vroom's expectancy theory in which individuals have to follow a
systematic structure that is formulated by the leaders for completing the given task. With the help
of this, the motivation and satisfaction level of the employees will be increased due to which
they perform better on the given task.
By adopting such theory, Managers of Tesla have to consider the needs and wants of
employees and fulfils them accordingly. It enhances capability and efficiency of the employees
so that they can face challenges during the task. It makes the employees more capable and also
increases their knowledge level so that they can make quick decisions for completing a tough
task. With the help of this, employees will perform their supportive role and supports the
manager in making decisions for achieving the preset goals of firm. Managers of Tesla have to
implement participative style of leadership in their workplace so that a cooperative environment
can be formulated in the firm. Furthermore, it also provide guidance to employees to work in the
right way (Chawla, 2014). When team members feels motivated they will perform their task with
full dedication due to which the productivity of the firm will be also increased. Team builds
healthy relation between employees which brings motivation among them. This will increases
their performance level and contribute more towards increasing the productivity of Tesla.
Classification of this model are explained below
Employee characteristics In this, employees have formulated their own perception for
completing the work so that the work can be completed in allotted time period which helps the
managers in achievement of goals. Managers of Tesla have provided many kind of instructions
to their employees for completing the task but managers of firm have not considered the actual
needs and wants of the employees due to which their motivation level has been decreased and
they will not perform on the given task in effective manner. Thus, this is a responsibility of
leaders to communicate the roles and responsibility to their employees along with removing the
hurdles from the path. It increases the motivation level of employees due to which they perform
their duties in well manner
Task and environmental characteristics -According to this theory, the leaders have to
support their team members by eliminating the issues and conflicts from the workplace that are
disturbing them in the path of goals. Leaders have to provide proper instructions to their
employees so that they perform their duties in right way. In addition with this, leaders have to
conduct training programmes for their employees within the firm so that, their skills and

efficiency can be increased. It also provide some responsibilities to the leader for performing
challenging task. The characteristics of the leaders are briefly explained as under:
Design of task -This is a prior duty of the leader in which they have to define roles and
responsibilities to their employees for the task and provide a suitable way for completing the
task. It increases the motivation and efficiency of employees. In the context of Tesla, their
leaders have to allot the task to their employees on the basis of their knowledge and skills so that
their efficiency and skills can be increased. It will also helps the firm in enhancing their growth
and success in the marketplace.
Formal authority system- It is defined as the allotment of task in which the leaders
have to gave the task to their employees on the basis of their skills and efficiency through which
the uncertainty in future can be overcome.
Work group - It depends on the supportive and non supportive nature of the staff
members. If the employees will supportive then the task will be finished in the given time period.
Whereas, if employees are not supportive then the task will not completed (Manzi, 2017).
Leadership style
In this leader have to adjust their roles and behaviour as per the condition of workplace so
that the desired goals of firm can be achieved in given time period. There are various kind of
leadership style which are given as under:
Directive - In this kind of style, leaders have to provide instruction to their employees so
that they perform the given task in systematic way.
Supportive – Under this, leaders have to gave proper guidance and supports their team
members so that the desired task can be completed in the given time period. By the help of it,
employees feels motivated and provides best efforts for completing the task due to which the
overall performance of firm will increases in marketplace.
Participative - This style provides a reputed position to the employee in the firm so that
their suggestion can be taken by the managers for achieving the goals in a suitable manner. This
is considered the best kind of leadership style through which the employees feels valued in the
firm.
Participative leadership style can be adopted by the managers and leaders of Tesla
because it helps them in decision-making. In which they can take suggestion and opinions of
their able employees that automatically increases the performance level of firm.

CONCLUSION
From the above report, it has been concluded that organisational behaviour provides a
huge impact on the performance of firm. It also affects the working behaviour of staff members
due to which, their dedication towards organisational goals will also influenced in the positive
and negative manner. Leaders and managers have to play various roles in the workplace such as
motivating the employees through by adopting philosophies and concepts of organisational
behaviour. This is also essential for the management to formulate effective teams in the firm so
that maximum efforts of the employees can be gained for achieving the goals and objectives of
firm.

REFERENCES
Books and Journals
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.
Dawson-Shepherd, A., Kellner, K. and Neumann, J. E., 2013. Developing organisational
consultancy. Routledge.
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Eason, K. D., 2014. Information technology and organisational change. CRC Press.
Furnham, A., 2012. The psychology of behaviour at work: The individual in the organization.
Psychology Press.
Laforet, S., 2011. A framework of organisational innovation and outcomes in SMEs.
International Journal of Entrepreneurial Behavior & Research. 17(4). pp.380-408.
Manzi, T. and Darcy, M., 2017. Organisational research: conflict and power within UK and
Australian social housing organisations. In Social constructionism in housing
research(pp. 142-158). Routledge.
Piercy, N., 2014. Marketing Budgeting (RLE Marketing): A Political and Organisational Model.
Routledge.
Sarikwal, L. and Gupta, J., 2013. The Impact of high performance Work practices and
organisational citizenship Behaviour on Turnover Intentions. Journal of Strategic
Human Resource Management. 2(3). p.11.
Online
Effective vs. Ineffective Teams. 2018. [Online]. Available through:
<http://www.eventus.co.uk/effective-vs-ineffective-teams/>.