Organizational Behavior and Effectiveness

The provided document explores various theoretical concepts related to organizational behavior, including Maslow's Hierarchy of Needs, Two-Factor Theory, and ERG Theory. It also touches upon the importance of innovation and technology in today's world. The document references several academic sources, including books and journals, as well as online resources. It aims to provide a comprehensive understanding of organizational behavior theories and their implications for workplace effectiveness.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Methods to motivate individual and team..............................................................................3
TASK 3............................................................................................................................................7
P3 Understanding to cooperate effectively with others..............................................................7
TASK 4 .........................................................................................................................................10
P4 Concepts and philosophies of Organisational Behaviour....................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour can be referred as evaluation of human behaviour in the setting
of company along with interface between firm and human behaviour as well as company itself.
Researcher analyse the individual behaviour initially in respect of their organisational goals. One
of key goal of company is revitalise their theory and improve an effective conceptualised life of
company. It is the manner of analysing, predicting, controlling and understanding the behaviour
of their personnel to apply the best act accordingly (Andersson, Jackson and Russell, 2013).
Report will assess various aspects of 4Com Plc deliver telecom services and other products
associated with the United Kingdom including call recordings, digital handsets etc. Numerous
organisational behaviour is evaluated due to politics, power and culture influence along with
their team and individual motivation to attain the objectives. It will demonstrate proper
understanding as well as philosophies and concepts of organisational behaviours in referred
condition.
TASK 1
P1 Organisation’s culture, politics and power influence individual and team behaviour and
performance
Company can be termed as the coordination and management of functioning specific
tasks and actions in relation to attaining targets and objectives. Behaviour of organisation is the
interaction and behaving techniques opted through enterprise's individual which is impacting
over the environmental working. Individual who are functioning in the company are delivering
accurate training and development. Numerous parameters of complied to efficient framework
that have been set are implemented within the company. The culture, team, value and team play
key role in the process of determination of policies as well as framework of 4Com that impact
over the outcome of organisation efficiently (Avey, Palanski and Walumbwa, 2011).
4Com was initially formed in 1999 with the purpose of developing and modifying
communication services of United Kingdom's small business enterprise market. The organisation
has approximate 300 staff group and wide range of services which they are delivering to more
than million consumer nationwide. Considering the value of their culture and organisational
behaviour, the organisation need to outline impact of components such as culture, politics, power
of organisation etc.
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CULTURE
Culture Influence: Medium sized organisation which supply commodities across the
universe is delivering numerous services and products. Hence, 4Com has carried out unique
enterprise recognition among their consumer, clients and society. Enterprise need effective
management to create better identification of brand which is fundamental for organisation to
maintain more development and growth among individuals (Bolino and et. al., 2013). If the
employees are convenient in functioning activities in the environment of 4Com, culture need to
be more creative and productive to manage the activities accordingly. The employee productivity
is higher I the worker are more comfortable while performing. The company deliver more
positive and influencing working environment to their consumer. In regard to understand its
influence over culture, the company opt Handy's culture typology which have been classified on
the grounds of human behaviour discussed here: Power Culture: Organisational culture has crucial role in attaining power within the
market. It can help employee to manage their working environment where company's
coordination in power practices is being attempted through each individual. Role Culture: The role culture organisation are often relied on the terms and rules. Such
entities are highly monitored along with the awareness of their duties and roles. This is
set through an individual's position in the structure of company.
 Task Culture: this frames teams in company which are established to address certain
project progress and issues.
Organisational culture can be termed as the values and principles that leader and manager
share to their firm's associates. It can be termed as the process which is determined the worker
communication standard along with business transaction control. 4Com is dealing with pride of
their company's culture (Colquitt and et. al., 2011). This is built over the hard work across whole
business, attaining and striving excellence at every activities and involvement as a part of
community. Positive and negative practices and behaviour that presents among employee which
reflect the individual performance. The culture presents their office environment, business hours,
worker benefits, client treatment, satisfaction etc.
POWER
The politics and power of the company also affect their organisational behaviour which
include those activities that are fundamental to act in order to achieve set outcome which is
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impossible to achieve. Whole tactics have more negative influence over teams, individuals and
person's behaviour as this can create a negative aura among workplace and worker and will
reduce their productivity and performance efficiently. It is fundamental to have a effective and
distinct culture and its awareness among employee that helps them in behaving, performing and
managing activities accordingly (Demir, 2011). 4Com is a medium sized telecommunication
company which prefer diversity in their culture to increase the power of their creativity.
POLITICS
Politics and power has extensive role in the decisions governing within an organisation
associated with management and interaction among worker. In business enterprises like 4Com,
medium, small or large organisation, influence of power relay over negative or positive influence
of employee in the working environment. Worker who understand to navigate the organisational
policies are more creative than those who are kept out from the loop. On the other hand, negative
climate development and issues suffer as the outcome. UK state has improved some regulations
and rules associated with international market, exchange rate taxation, global marketing, CSR
practices etc. This is obliged by 4Com to comply those regulations and policies of government in
regard to function whole activities of business efficiently to attain their objectives in certain time
duration. Hence, this is fundamental for organisation like 4Com as this a medium size company
expanded across the streets of United Kingdom.
Therefore, it can be claimed from the above discussion that culture, power and other
politics of enterprise which are required to be maintained and managed in more efficient and
fundamental manner (French and Holden, 2012).
TASK 2
P2 Methods to motivate individual and team
Human resource manager of an organisation is often liable for managing their team and
individual by encouraging them after a time span. These players of company are the crucial part
as they assist in carrying out the business work. Understanding the needs of stimulated worker,
organisation such as 4Com require accurate execution of practices that can aid them in attaining
their demands and outcome efficiently. Numerous techniques and methods are there to deliver
motivation which can be opted by enterprise. This is fundamental for company to utilise distinct
strategies associated with stimulation as this emphasise their worker's productivity and
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performance along with creating high product quality which can help in gaining consumer
satisfaction (Griffin and Moorhead, 2011). Hence, this is paramount for worker to imply proper
planning at working environment. Numerous methods and techniques are intrinsic and extrinsic
which are discussed as below:
Extrinsic: administrations require the motivation techniques which worker can
accommodate for targetting their goals and objectives. This can assist in improving firm's
services and worker's confidence at the same time.
Intrinsic: As per this, manager align worker duties and roles as per the demand of worker
that are more favourite, delivering issues etc. This deliver high worker satisfaction which can aid
in rising quality performance.
Within these environments and conditions of business of 4Com, management need to
evaluate their workplace as well as accordingly select effective methods in regard of stimulating
them in efficient manner to attain their objectives and goals within certain time period, Every
organisation need proper stimulation relatively but it is not easy to implement. Hence, in regard
of improving performance, creating better environment for which numerous theories of
motivation can be adopted given by Maslow, Alderfer Adams, Herzberg etc. Here are eliminated
major theories into two classification discussed here: Process Theory: The company's management need to evaluate behaviour of individual in
regard of considering their priorities and demands which are helping for issues resolution
procedure (Kinicki and Kreitner, 2012). For e.g. how work presentation is affected from
process of working.
 Content Theories: This is referred as the theory of need as this aims over carrying out
worker's need and designate stimulation elements in regard of fulfilling requirements and
emphasising performance assisting in the member's motivation in more significant
manner.
Numerous motivational theories are discussed as below:
Need Hierarchy Theory: The hierarchy need theory was initially developed by Maslow
in regard of addressing numerous requirements of people as per distinct stages of life. This has
been eliminated into five key parts which each company need to attain for proper employee
encouragement. In the illustration 1, these all needs are categorised in disciplined manner
accordingly (Lu, 2014). At initial stage, individual fulfil their psychological need and later safety
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needs. This presents the need procedure which goes to one to another phase according to the
demands and understanding of individual presented in the figures.
Illustration 1: Maslow's Hierarchy Need Theory
Source 1: Maslow's Hierarchy Need Theory, 2018
Here are discussed key five components portrayed in the illustration: Psychological Need: Refer to human's basic requirements such as water, food, house,
cloth etc. Safety Need: Every working individual desire their safety associated with health and
finance etc. in regard of enjoying their life without any uncertainty. Social Need: Friend, lover, family, support etc. with individual that are main satisfaction
resources and provide happiness. Self-esteem Need: After attaining their requirement, individual need to respect other
individual which emphasise their motivation, self-confidence etc. Self Actualisation Need: In this stage, individual desire to perform their prestige, they
perform social improvement along with creating better portrayal which can encourage
them in efficient manner (Moore and et. al., 2012).
Herzberg Two Factor Theory: Company's management which is utilised this concept in
regard of encouraging worker according to the the illustrated graph:
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Illustration 2: Two Factor Theory
Source 2: Two Factor Theory, 2018 Hygiene Factor: The elements such as wage, job security, fringe benefits, better pay,
vacations and paid insurance etc. are essential to present as its presence might not affect
worker but its influence can disturb or dissatisfy them. Herzberg generally refer these
components as KITA elements that deliver threat or incentive of punishment to undertake
someone to perform something (Osland and Turner, 2011). Motivator: This consist of elements which deliver positive satisfaction, enhanced from
internal situation for work itself like achievement, individual growth, achievement etc.
ERG Theory of Alderfer: The referred theory has been eliminated into major three classification
i.e. discussed here:
Illustration 3: ERG Theory
Source 3: ERG Theory, 2018
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 Growth Need: Entire worker desire career growth while company deliver the
development opportunities to their members of staff that stimulate their work. Relatedness Requirement: Company's management create safe, better and healthy among
employee, hence emphasise motivation i.e. linked with satisfactory relation with other
labour within the organisation.
 Existence Need: According to this, organisation check worker whether they are suitable
physically for work or not (Pinder, 2014).
Vroom's Theory: This theory assumes that behaviour outcome from the conscious
selection among alternatives whose purpose is to increase the satisfaction and reduce the pain.
This realise their performance associate with individual elements such as knowledge, abilities
personality, skills etc. They believes that individual need to select their behaviour in the manner
in which they can believe to receive suitable result:
 Valence
 Instrumentality
 Expectancy
TASK 3
P3 Understanding to cooperate effectively with others
Team can be termed as the unit of people that functions together in regard of achieving
common target or purpose in more efficient manner within certain time frame. This is the duty of
leader to improve better relationship, strong teams activities that can assist in reducing issues
along with emphasise performance within certain time period. Company has distinct projects
with each member which create the team with specific goals and objectives to produce outcome.
Team can enable in improving aims and goals. So, this can be eliminated into major key parts i.e.
ineffective and effective team discussed briefly beneath: Effective Team: According to this, every team member perform their duties to achieve
goals. Company's management opt open communication strategy within the group which
emphasise skills, task knowledge etc. by which one can rely on leader to discuss about
task and issues (Sinclaire, 2011).
 Ineffective Teams: In such type of individual often can not learn findings and make
changes as emergence of issues are more. So that, entire individuals depend over leaders
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that influence work in negative manner. This is the administration duty to create better
relationship among worker at the working environment.
Numerous team sorts within the company which can assist in attaining objectives
efficiently. Here are discussed some of them:
Functional Team: Within firm, several types of functional division which perform each
and very segment that has their own team to attain certain objectives that are aligned to their
management department. Allocation of work is done accordingly and divisions are segmented
into sub-sections. In such team, subordinates deliver report to the section leader who are initially
liable for performing in team. Majorly members play 4 key roles that are elaborated below: Team Leader: A leader allocate work with the purpose of controlling, managing and
coordinating entire members in more efficient manner. These members are able to
influence behaviour of worker along with individual that follow them. Record Keeper: Documents associated to the activities of work are undertaken into
consideration while attaining the team objectives. It is summoned work form. Progress Chaser: Every practice has align the time of work so that chaser of process
need to outline duties to accomplish task or project within allotted time frame (Sinclaire,
2011). Document Controller: Entire members of team document their activities of work as well
as associated data through the assistance of decision undertaken in future.
Work Group: Organisation need to allocate the work into tasks and entire work
altogether as per the assigned role and duties from management. This save the organisational
resources and increase benefits. These individual are able enough to support in more suitable
manner.
Quality Team: Firm's administration create different team that ascertain the product
quality and services. This is known as the team excellence which save employee from the work
issues or any negative influence that affect their work performance badly. Team quality can refer
as cross functional in nature along with are temporary at the same time.
Problem Solving Team: According to team, members are carried from distinct division
with numerous skills, capabilities, knowledge and capacities etc. Within the type of company,
several issues emerge that influence the sustainability and performance of organisation at
marketplace. The team evaluate entire issues associated with distinct segments and deliver
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solutions along with their experiences. This is the priority work for 4Com but consist of
temporary nature. Entire worker work together in combine action form which distinctly perform
in regard of achieve targets and goals.
Virtual Team: Units are controlled conditions and problems by online mediums through
technological application and conferencing etc. The workplace is not the initial concern, worker
geographical segments can not influence procedure but create connectivity may incur the issue,
The members of team are selected very coherently through the assistance of administration,
which require appropriate skills of communication due to their physical interaction and
dependency on voice virtualise.
Technologies has transformed the extensive influence on function of firm. Human
resource manager has organised session of training to develop their employee skills associated
with the technology (Sinclaire, 2011). By the help of this, company are able enough to avoid
work pressure on employee which can aid to emphasise their work productivity and performance
for longer time span. Numerous technologies can be adopted to modify functions:
 Smart PC's
 Emails
 Groupware
 Internet
 Smart Phones New media etc.
Team Development Model of Tuckman: This elaborate the model of team development
in suitable manner. This consist of major four ways which are mentioned here:
Forming Storming
In this stage, team members are polite and
positive. Duties and roles of team members
aren't clear.
Members moves in the phase of storms where
people pushed into the boundaries formed in
previous stage. Conflict emerge due to distinct
manner of working styles.
Norming Performing
Team members appreciate and resolve the
different and respect their leader.
Without friction, work is performed to attain
set objectives and goals.
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This consist of the assistance of management to improve their interdependency between
leader and worker. This emphasise their members of staff to help their objectives and goals
achievement in more efficient manner within certain time.
TASK 4
P4 Concepts and philosophies of Organisational Behaviour
In relation of undertaking the behaviour in 4Com, it is indispensable to demonstrate their
cultures, values, principles as crucial part of an organisation. The business cultures and values of
4Com directs the employee in their judgements and decision that evaluate their each and
everyday practices. Here are discussed some major aspects: Integrity: Company is committed in relation to their integrity due to their creation of
market recognition. Respect: Company is loyal toward their organisational reputation affirming that person of
entire company should be honest and fair. Responsibility: Employer is concern for their consumer and worker along with the social
environment in which organisation operate their business. Whatever company agree to
deliver, they work over that (Colquitt and et. al., 2011). Pioneering: Company has created themselves by operating numerous practices. They
render more passion for delivering and building more better future.
Leadership's Path Goal Theory: It explains the style of leadership in regard of
stimulating entire members of staff that can aid to attain their objectives in significant manner.
4Com's leader select their performing manner to create more productive commodities and
improve the stimulation among worker. Administration empower and support employee in
relation to emphasise their performance which can aid to achieve their purpose within certain
time.
This is associated with Vroom's motivation theory in which worker act as specific
manner in relation of expectation that deliver positive results. This consist of mentioned phases:
 Suitable selection of leadership style
 seeking employee traits and environment. Aiming over the feature of psychology which can assist worker to competing work in
more significant way to meet success.
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 Employee Trait: Entire worker are able to interact their problems with leader along with
interpreting their leader's behaviour on the grounds of their requirement, ability, desire
etc. Environment Trait: Leaders are liable to evaluate environment where employee perform
in regard of considering elements which influence their productivity and performance.
They work over strategies development to reduce negative components from working
environment to build satisfaction and motivation among workers (Bolino and et. al.,
2013). Leadership Style: Four key style of leadership are provided i.e. achievement, supportive,
participative and directive. Manager often use their style to manage worker significantly. Execution: According to this, this can believe that employee are flexible in nature that
can assist in administrating their modification at working environment of 4Com.
Contingency Theory: This theory explains that several situational elements influences the
direct bonding among dependent and liberal variables in the evaluation of organisational
behaviour. This can be cause of alternation in the dependent uncertain while others are
responding impacted through the independent covariant. Leaders of 4Com has select the style of
leadership on the grounds of condition not their own manners. There are specific elements or
components that can be attained in more significant manner. This has eliminated the
circumstances which are mentioned as below:
 Leader-member relations, which cooperate with numerous atmosphere of team as well
as feeling like loyalty, trust and confidence which team has in regard of their leader.
 Power of position, associated with the reward punishment amount authority, they has
more group members.
 Structure of task, is associated with the clarity of task and the task mean attainment.
The concepts and policies that are executed in 4Com have influence in the behaviour and
performance of employee. Numerous theories and concept like contingency theory and theory of
Path goal that are discussed above are able to make alternation accordingly. This affirms that
leader deliver more terms along with rendering a method of employee if they are not able to
perform (Avey, Palanski and Walumbwa, 2011). Team activities development that are executed
in 4Com should be associated with the objectives and aims of the company. This is cause of set
targets which 4Com need to attain. Hence, this can be affirm that organisational behaviour and
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various aspects related to this, need to assess for improving and managing organisational growth
as well as productivity.
CONCLUSION
This can be summon from the discussed report that Organisational behaviour analyse the
individual behaviour initially in respect of their organisational goals. One of key goal of
company is revitalise their theory and improve an effective conceptualised life of company.
Numerous parameters of complied to efficient framework that have been set are implemented
within the company. In regard to understand its influence over culture, the company opt Handy's
culture typology. In regard of improving performance, creating better environment for which
numerous theories of motivation can be adopted given by Maslow, Alderfer Adams, Herzberg
etc. Team can enable in improving aims and goals which can be eliminated into major key parts
i.e. ineffective and effective team.
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REFERENCES
Books and Journals
Andersson, L., Jackson, S. E. and Russell, S. V., 2013. Greening organizational behavior: An
introduction to the special issue. Journal of Organizational Behavior. 34(2). pp.151-
155.
Avey, J. B., Palanski, M. E. and Walumbwa, F. O., 2011. When leadership goes unnoticed: The
moderating role of follower self-esteem on the relationship between ethical leadership
and follower behavior. Journal of Business Ethics. 98(4). pp.573-582.
Bolino, M. C. and et. al., 2013. Exploring the dark side of organizational citizenship behavior.
Journal of Organizational Behavior. 34(4). pp.542-559.
Colquitt, J. and et. al., 2011. Organizational behavior: Improving performance and commitment
in the workplace. McGraw-Hill Irwin.
Demir, M., 2011. Effects of organizational justice, trust and commitment on employees' deviant
behavior. Anatolia. 22(2). pp.204-221.
French, S. L. and Holden, T. Q., 2012. Positive organizational behavior: A buffer for bad news.
Business Communication Quarterly. 75(2). pp.208-220.
Griffin, R. W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Lu, X., 2014. Ethical leadership and organizational citizenship behavior: The mediating roles of
cognitive and affective trust. Social Behavior and Personality: an international journal.
42(3). pp.379-389.
Moore, C. and et. al., 2012. Why employees do bad things: Moral disengagement and unethical
organizational behavior. Personnel Psychology. 65(1). pp.1-48.
Osland, J. and Turner, M., 2011. The organizational behavior reader. Pearson.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Sinclaire, J. K., 2011. Student satisfaction with online learning: Lessons from organizational
behavior. Research in Higher Education Journal. 11. p.1.
Online
Motivational Theories. 2017. [Online]. Available through:<https://contactzilla.com/blog/5-
psychological-theories-motivation-increase-productivity/>.
Shell Highlights Importance of Innovation and Technology in Today's World. 2017. [Online].
Available through:<https://www.prnewswire.com/news-releases/shell-highlights-
importance-of-innovation-and-technology-in-todays-world-615460304.html>.
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