Table of Contents INTRODUCTION...........................................................................................................................1 TASK 3............................................................................................................................................1 P4 Apply concepts and philosophies of organisational behaviour within an organisational context and a given business situation.........................................................................................5 M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour in both a positive and negative way............................................................................6 CONCLUSION................................................................................................................................7 REFERENCES................................................................................................................................9
INTRODUCTION Organisational behaviour is the part of the management activity That refers to the influencing, understanding and predicting the individual behaviour in the organisation. This report will include the difference between group and team. This will also explain the characteristics of effective team as opposed to ineffective team. Further more it will include the Tuck man's team development theory to build an effective team that can work toward to achieving the organisational goal. TASK 3 Difference between group and team GroupTeam 11A group is the collection of individuals with hav9ing common characteristics. 11Groups do not share common goal. 11In the group specific duties and roles are not assign to them(Elsmore, 2017). 11Allthemembersofthegroupare independent. 11IN the groups member may not now each other. 11The structure of the group is usually informal. 11A team is group of individuals who sharesthesomecommongoaland purpose. 11Team share thecommon objective or cause. 11In the team specific tasks or role are being assigns to all the members. 11Allthemembersoftheteamare interdependent. 11Membersoftheteamawareofthe strengthandweaknessoftheeach other. 11The structure of the team is usually formal(Kitchin, 2017). Effective team and Ineffective team Effective team is made up with the small number of individuals with different skills and strengths and all are committed to accomplishing the common goal. 1
Ineffective team is where there is no set of goals and there is no mutual understanding to achieving the target and they suffer from the lack of purpose(Chumg and et.al, 2016). Importance of the Effective team work in the organisation Effective team brings the new and fresh ideas in the business and organisation to be success. Effective team work helps to solve the problems in the business. Effective team support and motivate each other in the organisation and encourage them to work. Working in an effective team enables individuals to learn from the another's mistakes that they can avoid such mistakes in the future. Effective team respect each other's views, ideas and thoughts. Listen to them that build the trust in the organisation(Raley and et.al, 2017). Effective team as opposed to an ineffective team Effective TeamIneffective Team Effective team have the common goal and clarity of the purpose to achieve it. Effective team members participate and contribution in the team discussion. Effectiveteamconstructtheformal structure. Effective members work for common organisationalobjective (Organizational Behaviour: Definition, Characteristics and Nature,2019). Effective team members are open to makechangestoimprovetheir performanceinordertoachievethe Ineffective team always suffer from the lack of the common goal. Ineffective team members do not take anyinteresttoparticipateinthe discussion. Ineffective team construct the informal team structure. Ineffective team members have their individual goals. Ineffective team members usually not flexible to allow changes in their plan andstrategiestoimprovethe performance. 2
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common goal. Membersoftheeffectiveteamare interdependent on the leader, There is singleleaderwholeadtheteam towards to achieve the target. Members of the effective team always listen to each other and other team's views and ideas, respect and appreciate them. Effective team always motivate each other members or the other employees in the organisation to work effectively. All the members of the ineffective team think they are the leader and try to controltheteam,thiscreatesthe conflicts and disputes in the team. Membersof the ineffective team do not listen to each other's views always trytoputthemselvesfirst (Organizational Behaviour: Definition, Characteristics and Nature,2019). Ineffective team members always try to demotivate each other and try to pull them down. Tuck man's team development theory This Tuck man's team development theory helps to develop the effective team. It has included 5 stages of developing a effective team. Forming –In the forming stage individuals are come together to form a team. Task is allocated to them and they try to get to know each other and tend to behave independently and politely and pleasant with each other. Storming –In this stage team members try to address the task and suggest different ideas, view and tend to behave independently and try to put them first. This stage is very destructive for the members that relation between them may break. Personality of each member may clash and may be disagree with other's views(Peralta and et.al., 2018). Norming –During the norming stage team members move towards to harmonious working practice. As the team moves from the storming phase they start to notice and 3
appreciate and respect each other's strengths, and everyone is working and contributing as a unit and begin to trust each other. Performing –In the performingphase team members are confident, familiar enough with each other and motivated with the team and also regarding the project. They can now operate the project without the supervision and work towards to achieving the common goal. Adjourning –This is the last stage, once the task is completed team is breaking up. Sometime its called mourning stage. Everyone moves to new things, new task or new group and feeling good about what they have been experienced and achieved. Belbin Team role theory Team roles describe the behaviour that an individual recognize when work together in a team with others. Belbin has explain the nine different roles of the team. Implementer –Implementer are the people who actually get things done in the team and implement the practical knowledge, experience and all strategies and turn the ideas into actual plans. Shaper –Shaper is passionate and wilful. Shaper maintain the positive mental attitude and find out the best way to overcome the challenges facing by the team. Finisher –Finishers can be referred ass the perfectionist, who detect the errors and strive to ensure that the team will achieve the goal within deadline (Organizational Behaviour: Definition, Characteristics and Nature,2019). Coordinator –Coordinator plays traditional team role. They are mature and confident andhaving great listening skill. They listen to team members and guide their activity. Coordinator are good at delegating the duties. Team worker –Team worker are the people who ensure the unity of the team and resolve all the conflicts ans issues which is affecting the team dynamic. Team members are very supportive of the team. Resource investigator –Resource investigator are the people who is very enthusiastic in nature and have great negotiating and networking skills. Through their networking skills they develop the external contacts and negotiate for resources for their team. 4
Evaluator –These are the critical thinker and prefer to analyse the information before making any conclusion and also motivate others who are slow in decision making (Senaratne and Gunawardane, 2015). Specialist –People who are the expert and experienced in particular area of knowledge play the role of specialist. They contribute in team when the really need expert in critical situation. Plants –Plants are the innovator of the team and come up with the new ideas and approaches that help the team resolve any kind of problem or challenges. P4 Apply concepts and philosophies of organisational behaviour within an organisational context and a given business situation Path Goal Theory: This theory was coined by Robert house. According to this theory there are some roles and responsibilities which are required by a leader to be follow in order to accomplish their leadership goals. It is essential for a leader to take advantage of numerous form of leadership style with the help of which they can easily able to operate organisational operations and guide individual towards formative path. In an organisations leaders have the responsibility to evaluate the need of resources by workforce and other essential related needs that are required to be fulfilled by a leader as to ensure your smooth functioning by their employees. Further leaders are responsible to influence and encourage employees towards their high performance with the help of which objectives of organisation can be fulfilled in best effective manner. With the help of this leaders can effectively able to persuade Their employees towards accomplishment of organisational goal. In addition, with this it is the responsibilities of leader to appraise Their employees as to increase sense of satisfaction and loyalty among them. In this there are three steps present in path goal theory the first step is linked with, environmental characteristics of along with employees that are required to be taken in a consideration manner. The second step is related with taking use of best form of leadership style that can be directive, achievement oriented, supportive and participative. Last age is linked with motivating employees and assist them towards developmental path as to fulfil organisational goal in best effective way as to perform organisational operation. Respective company leader is required to select leadership styles while ascertaining Their employees in motivating manner along with this company is also 5
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required to considered developmental motivation factors with the help of which they can effectively able to strengthen workforce structure. Barriers to effective performance within respective company Uncleargoalsitisthemajorresponsibilityofanorganisationtocommunicate organisational mission objectives values and goals with workforce as to make them clear their actual roles and responsibility. As if goals are not clear to them that will it towards creating number of obstacles that male lead towards low down in the level of performance. In addition, with this if these goals and objectives are not communicated with employees and are not cleared by them then they feel incapable to perform their actual roles that may lead towards creating many barriers. Thus, it is required to communicate actual objectives and vision of company with workforce in continuous manner. Poorcommunicationinordertoperformorganisationalobjectivesinsmoothand continuous Manner it is the responsibility of an organisation to take advantage of best effective formofcommunicationchannelwiththehelpofwhichtheycancommunicateroles, responsibilities and any other form of relevant information with their employees. As if poor and ineffective communication prevailed in organisation then it will it will lead towards decrease in performance of employees that may lead towards decreasing organisational overall sales margin as well as profitability. Thus, in order to effectively challenge these challenges prospective organisation managers is required to consider communication channel in best effective manner as to perform organisational objectives in test effective manner. M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour in both a positive and negative way Organisational behaviour investigates behaviour of individuals within an organisation. There are different types of organisational behaviour concepts such as motivated behaviour human dignity, individual differences, perceptions, the value of a person, the desire for involvement. All these concepts are related with individual behaviour thus, it is essential for a manager to effectively considered all these measure in best effective way as to increase organisational productivity. In order to influence employees towards great performance motivation employees towards great performance motivation in workplace acts as a one of the strongest element which 6
is required to be considered by manager. It is the responsibility of respective company manager to provide the best effective form of motivation to their employees and provide benefits in many different ways, with the help of motivation employees are tend to be more creative and productive that significantly lead towards performance of company. In addition, with this teamworkconceptalsohelporganisationtoaccomplishorganisationalobjectivesinbest effective manner. For this respective company managers are required to make the employees work in a team as the help of this which they can able to share information, knowledge and skills and can further generate communication with each other. Along with this respective company manager or also required to considered job satisfaction within their workforce. For this company manager can be considered mentioned below philosophy of organisational behaviour: Hygiene and motivational factorsthis was developed by Frederick Herzberg in which elements are closely based upon Maslow hierarchy of needs within this respective company manager are required to provide hygienic and motivational elements to their employees as to increase and motivate them towards effective job performance. CONCLUSION From the above study it has concluded that groups and a team both are different in possession of the achieving the goal. Team can be effective and ineffective but effective team has a set of common goal that helps the organisation to achieving its overall organisational goal. Tuck man team development theory describes the 5 stages of the developing effective team and Belbin team roles describe the different roles which is played by the team to lead in a direction to achieving the organisational goal. 7
REFERENCES Books and Journals Chumg and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour.Computers in Human Behavior.64. pp.432-448. Elsmore, P., 2017.Organisational Culture: Organisational Change?: Organisational Change?. Routledge. Kitchin, D., 2017.An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge. Peralta and et.al., 2018. Team development: Definition, measurement and relationships with team effectiveness.Human Performance.31(2). pp.97-124. Raley and et.al., 2017. The role of communication during trauma activations: investigating the need for team and leader communication training.Journal of surgical education.74(1). pp.173-179. Senaratne, S. and Gunawardane, S., 2015. Application of team role theory to construction design teams.Architectural Engineering and Design Management.11(1). pp.1-20. Online DifferenceBetweenGroupandTeam.2016.[Online].availabloe through<http://pediaa.com/difference-between-group-and-team/> OrganizationalBehaviour:Definition,CharacteristicsandNature.2019.[Online].Available through<http://www.yourarticlelibrary.com/organization/organizational-behaviour/ organizational-behaviour-definition-characteristics-and-nature/63741> 8