Organisational Behaviour Report

This report examines the principles of organizational behavior and its impact on individual and team performance within A David & Co. Ltd. It explores the influence of power, culture, and politics on employee behavior, evaluates content and process theories of motivation, and analyzes the factors that contribute to effective teamwork. The report also discusses leadership theories, including Fiedler's Contingency Theory and Path Goal Leadership Theory, and their application in a business context.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Impact of power, culture and politics on behaviour of individual, team and performance3
TASK 2............................................................................................................................................6
P2 Evaluation of content and process theories of motivation................................................6
TASK 3..........................................................................................................................................10
P3 What makes an effective team as opposed to ineffective team.......................................10
TASK 4 .........................................................................................................................................14
P4 Concept and philosophies of organisational behaviour in context of selected business. 14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisation behaviour is considered as an important concept which entails how
employees of a company behave. It also provides the way of people's attitude changes within an
association. Through this scientific approach, managers of a company can manage and control
overall activities of employees (Alfes and et. al., 2013). Thus, the key focus of this report will be
picturing interaction of workers and management at A David & Co. Ltd for integrating efforts
which are made by employees towards business objectives. It serves a wide variety of food and
related flavours services at marketplace of UK which deals business in medium sector and grow
substantially in short period of time. This project will discuss on evaluation of leadership, culture
and structure adopted by following company for managing work of employees. It will also
elaborate impact of culture, power and politics on behaviour of team and individuals. Moreover,
some motivational and leadership theories for encouraging positive behaviour of employees are
also highlighted in the report.
TASK 1
P1 Impact of power, culture and politics on behaviour of individual, team and performance
In today's competitive world, in order to gain competitive advantages, companies create
effective organisational culture. It will help them in offering better services to customers through
which higher productivity and profitability of business can be developed. It includes expectations
of business, experiences, values and beliefs etc. which guide employees how to behave.
Moreover, it also reflects image of business, inner-working pattern, way of interaction with
outsiders as well as future expectations also (Burnar and Bhamra, 2011).
There are many factors which create a vast impact on behaviour of individuals, team ad
well as performance of business such as factors are culture, politics and power. In context with
A David & Co. Ltd., it is an American organisation which serves a variety of food flavours i.e.
near about 40,000 at marketplace of UK. It also serves a wide range of fresh vegetables and
fruits, ready made products and some bakery items. Currently it has 250 workers who are
working with full efficiencies as well as give high contribution to serve good quality of products.
With changes in trends of marketplace, organisational behaviour of this company also gets
affected so, it is a duty of managers to find effective way through which they can convince
employees to accept modifications.

Gareth Morgan defined organizational culture as the set of the set of beliefs, values and
norms, together with symbols like dramatized events and personalities that represents the unique
character of an organization and provides the context for action in it and by it.
‘Beliefs and values’ are words that will come up frequently in other definitions and
‘norms’ might be best understood as traditions, structure of authority or routines. In a working
environment, this culture is made up of all of the life experiences that the each one of the
employees would bring to the organization.
People in organizations, work together to accomplish goals. When goals become more
specific, organizations tend to take on a life of their own and gain beliefs, values, develop
practices, often affecting the organization’s success or failure. Management distinguished these
belief systems which they often refer to as organizational or corporate cultures.
Culture is a behaviour that results in when a group comes together – generally unspoken
and unwritten – rules for working together. It can be best understood as “the way we do things
around here” and forms the context within which people judge the appropriateness of their
behavior. There are many practices within the organization that tend to keep a culture alive
between itself and its employees.
Using the approach of performance appraisal, training, and career development
organization could reinforce the culture. Organizational beliefs can influence the work
communication practices, and philosophical stances of employees.
Organizational process called ‘socialization’ can help adapt new employees to the
organization’s culture. If employees do not adapt well, it could increase pressure from
supervisors and from co-workers who are better acculturated. They might stay and fight, stay and
become isolated, or leave the organization, voluntarily or involuntarily, and look for a different
organization whose culture may fit better for them.
It is therefore true that an organization’s culture can unquestionably influence human behavior
and consequently the employee performance at work.

Culture: Culture of workplace can be defined as behaviour and beliefs which determine
how a management of company and its workers interact with other as well as handle business
transaction. It is generally based upon beliefs, written and unwritten rules, customs, attitudes and
more which seems to be valid and developed with changes in business. As per Handy's model of
Typology, culture of a business can be classified into four main clauses that are Power, Role,
Task and Person. All these factors create a large impact on behaviour of team, individual and
performance in following manner:- Power Culture: It is considered as strong culture in which management and few persons
of a company have authority to give responsibilities to employees in order to increase
their productivity which affects the team members in a appropriate manner. If they will
provide functions as per performance of employees then this will help in increasing
productivity of them. This type of culture will also give opportunity to workers to
perform at their level best (Coccia, 2014). Task Culture: Under this factors, managers of an organisation used to build an effective
team at workplace by allocating task to employees in group. Thus, it will help them in
developing a good relationship among team members as well as employees that enhance
productivity of them . This kind of culture also aids a firm in reducing the occurrence of
conflicts among customers also. Therefore, it affects the company's employees or team
members in a positive manner. Role Culture: In this section, it is necessary for management of a company such as A
David & Co. Ltd. to define roles and responsibilities to employees on individual basis so
that they can understand in what manner they have to perform. It will help in reducing
confusion among workers related to a task by which they can give better result as well, so
that it influenced team as well as employees in a efficient manner.
 Person Culture: This part reveals that it is a main responsibility of managers to track
records of employees to evaluate skills and abilities of them. After evaluating, they
should provide essential trainings to workers so that can develop their knowledges. This
kind of culture help in giving job satisfaction in team members or employees and
motivates them to perform better way.
Therefore, management of A David & Co. adopt person culture for increasing motivation
level of employees and encourage them to perform in great manner. This culture helps

employees in developing skills and abilities through which they can perform activities on
individual and group level in a higher manner. It assist in managing growth and thriving the
business on individual levels.
Power: It can be defined as authority of a person to influence others towards set
objectives and goals of a company. Under this factor, if authorisers of an organisation use
powers in positive way they can provide better guidelines to workers who under their
supervision. Thus, it will help in increasing performance level of individuals, team and whole
working environment (Collings, Scullion and Vaiman, 2011). In context with A David & Co.
Ltd., managers of this organisation use following powers to influence employees:- Legitimate Power: It refers to power which is given to some persons of a company
according to their positions. Through this authority they can give direction to employees
or team members for achievement of a certain goal in a perfect way. Moreover, such
person used to motivate workers to perform well so that they can attain a good position at
workplace and gain authority to rule over others. Coercive Power: It is defined as ability of authorisers who have power to influence others
by threats or punishment. By this type of power, managers used to generate threat under
employees for getting right work before deadline and in efficient manner. In addition to
this, it helps them to get control over behaviour of team members as well as employees
by adhere them to follow rules and norms of business in order to increase their
performance. But is can negatively affect on performance and productivity of employees
too. Expert Power: Knowledge is considered as power so people having good skills at
workplace can solve problems and issues in quick manner. So, these persons have power
to improve skills and knowledge of team members as well as employees by giving them
expert advice so that they can perform well (Del Mar Alonso-Almeida and Rodríguez-
Antón, 2011).
 Reward Power: It refers to abilities of managers of a company in which they used to give
rewards to employees in the form of appraisals for good performances of them.
Thus, managers of A David & Co. used reward power to control and get right work from
employees in positive manner. As giving appraisals and compensation to workers helps in

boosting morale of them. It will also help in influencing people to work in team so that
contribution of them aid in achievement of targeted objectives on time.
Politics: It refers to informal as well as unofficial efforts through which authorisers can
increase power and ideas for influencing others. In general, employees used to do this for
enhancing productivity level of them within organisation. Mostly this factor is considered as
negative because employees who work hard didn't get good appraisals for their performance so,
it generate demotivation among them. Furthermore, in context with A David & Co. Ltd. major
impact of politics on performance of individuals and teamwork can be described as:- Decrease productivity: Persons who play politics at workplace and get easily good
appraisals by management decreases productivity of others who are expected to acquire
better for their performances, so that it is helpful for employees as well as team members
in order to increase their productivity.
 Increase level of stress: When rewards and appraisals are given to those persons who are
not good in performance then it will increase stress level of others also. It will create
various issues among staff members as well as employees and impact negatively on
performance of them.
TASK 2
P2 Evaluation of content and process theories of motivation
In success of a company, the main role is played by its workers. Therefore, it is necessary
for managers to provide benefits to workers so that high contribution of them can be gained. If an
organisation make policies and strategies according to need of employees then it will help in
getting high contribution of them towards achievement of business goals.
In context of A David & Co. Limited, which operates its operational functions at
medium level and seeks to expand business in high manner. So, it is essential for this company to
get high commitment and loyalty of employees which can be achieved only by fulfilling their
requirements (Farndale, Hope-Hailey and Kelliher, 2011).

With this assistance, it is essential for managers to adopt some effective motivational theories.
Concept of these theories can be summarised into two major aspects via process and content
which can be explained in following way:
The main difference between content and process theories is that content theory focuses on
individual needs, while process theory focuses on behaviour. These theories provide insight into
what motivates people to act a certain way in a particular setting and are popular in business
management.
Motivation is one of the forces that lead to performance. The desire to achieve a goal or a
certain performance level, leading to goal-directed behaviour. is defined as the desire to achieve
a goal or a certain performance level, leading to goal-directed behaviour. When we refer to
someone as being motivated, we mean that the person is trying hard to accomplish a certain task.
Motivation is clearly important if someone is to perform well; however, it is not sufficient.
Ability is explain like having the skills and knowledge required to perform the job.—or having
the skills and knowledge required to perform the job and is also important and is sometimes the
key determinant of effectiveness.
Environmental External factors that affect performance. Are factors such as having the
resources, information, and support one needs to perform well are critical to determine
performance. At different times, one of these three factors may be the key to high performance.
For example, for an employee sweeping the floor, motivation may be the most important factor
that determines performance. In contrast, even the most motivated individual would not be able
to successfully design a house without the necessary talent involved in building quality homes.
Being motivated is not the same as being a high performer and is not the sole reason why people
perform well, but it is nevertheless a key influence over our performance level.
The earliest studies of motivation involved an examination of individual needs. Specifically,
early researchers thought that employees try hard and demonstrate goal-driven behaviour in
order to satisfy needs. For example, an employee who is always walking around the office
talking to people may have a need for companionship, and his behaviour may be a way of
satisfying this need. At the time, researchers developed theories to understand what people need.
Four theories may be placed under this category: Maslow’s hierarchy of needs, ERG theory,
Herzberg’s two-factor theory, and McClelland’s acquired-needs theory.

Content Theories: This concept concerns of factors which changes behaviour of employees or
team members at workplace. The main purpose of theories of motivation under this section is to
fulfil need of employees for boosting their morale up. It includes Maslow's Need Hierarchy,
Herzberg's Motivation, Alderfer's Erg Theory and many more. As per related to A David & Co.
Ltd. management of this company adopts following theory to motivate its workers:-

Maslow's Need Hierarchy Theory:
Abraham Maslow is among the most prominent psychologists of the twentieth century. His
hierarchy of needs is an image familiar to most business s and managers.
The theory is based on a simple premise: Human beings have needs that are hierarchically
ranked.Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370–
396; Maslow, A. H. (1954). Motivation and personality. New York: Harper.
There are some needs that are basic to all human beings, and in their absence nothing else
matters. As we satisfy these basic needs, we start looking to satisfy higher order needs. In other
words, once a lower level need is satisfied, it no longer serves as a motivator.
This hierarchical theory of motivation is proposed in 1943 by Abraham Maslow which depicted
needs of human as five-tier model within a pyramid as:-
(Source: Maslow's Need Hierarchy Theory, 2018)
Illustration 1: Maslow's Need Hierarchy Theory

 Psychological needs: It includes basic needs of a person which demands A David & Co.
Ltd. to give sufficient and proper salary to workers. It will help them in fulfilling their
basic requirements like food, shelter and more. Safety needs: It assists managers of A David & Co. Limited to give safe and healthy
working environment to workers as well as keep them financially, mentally and
physically secure by giving them proper wages. Social needs: When physiological and safety requirements of workers are fulfilled at
workplace then they can develop a good relations with their fellow ones. It will help in
developing interpersonal relationship also among workers which motivates positive
behaviour also (Fuchs and Edwards, 2012). Self-Esteem: This part divides needs of workers into two categories that are- internal and
external. Achievement, dignity, freedom etc. at workplace is considered as internal
requirement. While reputation, high status, prestige etc. comes in external needs of
employees. Thus, it is required by managers of A David & Co. Ltd. to respect each
employee's dignity and do not exploit their values in any manner.
 Self-actualisation: This kind of requirement states that managers should motivate
employees in a proper way so that they can reach their potential and acquires a good
position at marketplace.
Therefore, A David & Co. Ltd respect to all their employees as well as team members in a
appropriate manner, in order to enhance their working performance and productivity for an
organisation that's it very needed theory for every firm.
Process Theories: This section explores the way of causing, sustaining or changing behaviour of
organisation by motivational factors. It includes four factors that are expectancy, reinforcement,
goal setting and equity. Vroom's Expectancy, Adam's Equity, Goal Setting Theory and more are
some process theories. Moreover, it reflects that choice of employees are mainly based on
reward, sense of accomplishment and preferences. Managers of A David & Co. Ltd. adopt
Vroom Expectancy theory for developing positive behaviour under employees. Growth Needs- This kind of process states need for personal growth, self-development
and more of workers. Thus, it is required by employers of A David & Co. Ltd. to provide
essential training to employees so that they can develop their skills and knowledge. It will

help them in gaining opportunity through which they can attain a good position at
workplace. Relatedness needs- To develop and maintain interpersonal relationship among
employees, managers of A David & Co. are needed to assign work in team. This will help
in developing good relationship in workers through which they can share their knowledge
with each other.
 Existence Needs- It defines needs of people in terms of physiological and physical safety
requirement. Therefore, it is necessary for HR managers of A David Michael and Co.
Ltd. to provide them healthy and safe working environment so that they can work in high
efficient manner.
Therefore, using this motivation theory, managers of present firm can provide such benefits to
their team members or employees through which they can develop good relations with others as
well as work in more secure manner. This would help in minimising high labour turnover within
David Michael & Co. so that it is very useful aspect for this company.
The type of need that is dominant will drive behaviour. Each of these theories explains
characteristics of a work environment that motivates employees. These theories paved the way to
process-based theories that explain the mental calculations employees make to decide how to
behave.

TASK 3
P3 What makes an effective team as opposed to ineffective team
In a business organisation, team is formed by putting two or more individual in a group
to achieve a common organisational goal. Team work is undertaken so that task get completed
within scheduled time by matching required standards. Due to team work, individual stress get
reduced because they share their responsibilities with other individual of the organisation. By the
help of effective team, work can be completed faster than it was performed individually.
Effective team help business through motivation of their employees and also by increasing
productivity (Kazemipour and Mohd Amin, 2012). As an HR manager of A David and company
limited, this is require to manage a team on the basis of their different skills and capabilities so
that effective utilisation of the different person can be done in the organisation.
Different types of organisation team are given below :
Self managed team : Self managed team is a team where workers work together for a common
objective but there is no supervision of any leader. In this, every individual is responsible for its
own performance. They manage their team by own and free leader from their responsibilities. No
leader is appointed and the team have to manage their responsibility by their own.
#Functional team : These teams are made with permanent purpose having members of same
department with different responsibilities. In this, manager is responsible for everything and
every employee has to report about their work in which every employee have assigned different
roles and duties by the manager or the top managing authority of the undertaking. This team was
formed with the purpose which is completion of difficult task within schedule time by fulfilling
all standards.
#Problem solving team : This types of team is formed to solve a particular issue or problem
which is temporary in nature. The main purpose of this team is to provide permanent solution for
the issue so that they are notable to rise again in upcoming future (Kellison and Mondello, 2012).

It contains persons who belong from different department having different kinds of skills and
knowledge. Their priority is to provide fast solution to a specific problem.
Quality team : It is also known as quality circles or excellence teams. They solve the
problems which are short term issues which have a big impact on the organisation efficiency and
business environment. They always provide different perspective towards the situation so that it
can be used by management. The team identify and solve the issues which company face in its
day to day activities.
Basis Effective team Ineffective team
Ideas In effective team, everyone has right to
express their ideas and views.
In ineffective team members, people
ignore each other's views and ideas.
Objectives In effective team, objectives are
changed or modified according to the
need so that there is a match between
individual and organisation goals.
In ineffective team, members have to
fulfil the goals which are assigned
by the management.
Discussion In this, discussion take place in front of
every member so that they can give
equal contribution in the decision of
organisation (Kitchin, 2017).
In this, discussion was only
dominated by few members of the
team, other employees does not get
the opportunity to express their
views.
Environment In effective team, environment is very
informal and comfortable so that
member can increase their efficiency.
In ineffective team, the environment
is often very stressful and full of
worries which affect members
working.
Tuckman's team development model
This theory was introduced by Bruce Tuckman. It describes about the five stages which
help A David and company limited in making team. This theory helps to overcome challenges of

team building which also affect the working in the business. The support of all these stages in the
development of the team are given below-
Forming : In this stage, team members are excited and positive about their work. In this
phase, leader have the responsibility to clear team about their duties. The leader is responsible to
guide employees so that they can achieve organisational goals. He or she is responsible to answer
all the questions related to team like what are their objectives and purpose. The stage remains for
a limited period as when the member start understanding, their work dependency automatically
decreases (Lumley and et. al., 2011). Through this, A David and Company Limited leaders make
understand their team members duties and responsibilities, set standards and purpose so that they
can contribute in the development of business.
Storming : In this stage, people start entering in the conflict because of having different
views and working style. If team is badly managed at this stage than it create destruction for the
whole team. In this stage, relationship between team members may broken in this stage which
may never recover. Difference in employees personality create a big effect on the organisation
working and performance. It help the company to know their team member's nature which help
them to face any future consequences.
Norming : After passing from storming, the team moves at norming stage. This a stage
where members resolve their disputes and difference and start appreciating each other's work.
The team start understanding each other better and they are ready to help each other and provide
feedback for betterment
Performing : At this phase, team member start working effectively without any
motivation towards the achievement of organisational goal. Leader is responsible only to assign
the work and for the development of team. In this stage, workers of the team concentrate about
their performance and undertaking productivity and does not get affected of someone leaving or
joining of the team. The team know what they have to do, for which do not take participation of
leader in A David and company limited.
Adjourning : There are various team in the organisation which reach at this stage. In
this phase team remains for a fixed period. The permanent teams also breaks because of
organisation restructuring. Due to this, many problems may arise in A David and Company Ltd
like labour turnover and various other matters.

Hence, A David & Co. Ltd. comply Tuckman's model while working in as a team in regard of
accomplishing and achieving business objectives in more significant manner. This can thrive to
success and help in achieving business objectives leading toward better outcome.
Belbin’s typology for managing effective teams
Dr Meredith Belbin worked with the Henley management college to know the way
which can predict the success of team. According to him, no team is perfect for every kind of
task. A David & Co. Ltd. need to follow the Belbin's team roles in regard of managing and
developing an effective team in ideal way to improve their overall quality. It tells different ways
of managing the team.
Action oriented roles
 Shaper : They are the person who challenges team so that they can improve. They
generally sees obstacles as exciting challenges they have the capacity to push when
everyone develop a feeling of quit.
 Implementer : They are people who make the things done. They are conservative,
disciplined people who work systematically and with dedication.
 Completer- Finisher : They are the person who see the task completely. These
individuals check that has not been no error or omission for that need attention and
resolve those issues. Finisher push the team to complete the job on time as they are
concentrate about deadlines.
People oriented roles
 Coordinator : These individuals guide the team towards objectives. Such members are
often excellent listener and have good memory as they remind their values which team
bring with them.
 Team Work negotiators: Aim of team worker is to provide support and make sure that
members are working together effectively. These people play the role of negotiator in the
team as they flexible and diplomatic.
 Resource Investigator : these members often are innovative and curious. Investigator
explore options and develop relationship and arrange resources on the behalf of team.
Though oriented roles

 Plant : These people are the innovator who comes with new ideas and solutions. They
are introvert person who prefer to work at distance from the team. For love praise but
face difficulty in handling criticism.
 Monitor- Evaluator : Evaluator are best at analysing the ideas which other people of
organisation comes with. They find all pros and cons of options or idea before making a
decision.
 Specialist : Specialist are the people who have specialized knowledge which is essential
to perform the task. Their work in team is to provide expert guidance to employees.
Thus, A David & Co. Ltd. Can improve their team work practices through building the
team on the grounds of Belbin's team components and roles. This is indispensable method tend
to maximise further outcome adequately.
TASK 4
P4 Concept and philosophies of organisational behaviour in context of selected business.
1.Fiedler’s Contingency Theory,
In the 1960s, Fred Fiedler carried out research on the relationship (contingency) between the
effectiveness of the leadership style and the situation. This relationship became to be known as
the Fiedler contingency model.
Fiedler Contingency Model factors
According to Fred Fiedler effectiveness and leadership depend on a number of factors including
the situations and the personal characteristics of the leader. Fiedler distinguished the following
three factors:
1. Make up of the group
It is not just the nature and the atmosphere within the group, but also the relationship between the
leader and the group that determine the leadership style. Fred Fiedler speaks of an interaction:

when the leader fully trusts his employees; they will adopt a loyal and cooperative attitude. Vice
versa, a leader will trust his employees when they prove themselves in favour of the company.
2. Nature of the task
The leadership style of the leader depends on the nature of the task, that employees can perform
routinely require less supervision than tasks that have to be adjusted and explained time and
again.
3. Power of the leader
The formal power of the leader is determined by his hierarchical position on the one hand and by
his knowledge and competences on the other.
For example: A one candidate have been newly appointed the manager of a A David & Co. Ltd.
In this scenario an individual might be except the following situational factors like position
power is high, trust will be low, task structure can be high and so on. Therefore, according to this
Fiedler’s Contingency Theory and focusing on above factors relationship oriented leader is best
suitable for this type role, which can help to achieve targeted goals and objectives in a effective
manner.
Leadership style
By combining and merging these three situational factors, and arrives at several efficient
leadership styles in which (depending on the situation) both task orientation as people orientation
can be effective:
The Fiedler Contingency Model refers to this as job engineering. Furthermore, training of groups
is seen as a method to improve the nature of the relationship within the group.
Every leaders has a preferred style, some prefer the telling style because it gives the leader a
greater sense of control, some prefer to trust their subordinates with the responsibility fully.
The relationship between leaders and followers

Coupled with a high positional power is also a willingness to build a relationship with the team.
People will work more effectively if their leader is someone that they like and trust, and so it is
important that you learn to develop effective communication skills.
As a leader, you work with people all day and it will enhance your influence by learning how to
communicate better.
Above all, Fiedler speaks of adaptation in leadership styles. There is no one-size-fits-all
leadership. The best leaders are adaptable and will adjust themselves according to the situation.
Reality and the Path Goal Leadership Theory
The big assumption of the path goal leadership theory is that leaders are flexible in their styles.
While that is ideal for leadership, reality is that most leaders have a certain preferred style.
Some leaders are more people-oriented in their approach while others are more task-oriented.
Often, it is more a result of their personalities than as the choice based on circumstance.
If a leader can perfectly balance the four styles and use them when appropriate, the leader would
be an outstanding one.
Hence, the theory while being helpful in providing an ideal product of leadership development,
may do little in helping leaders become better.
You can use this theory and reflect upon the styles that are more natural to you and think about
how you can develop those styles that are not so natural to you.
For me, I am a natural encourager, so the supportive leadership style is easy for me. However, I
find the directive leadership style the toughest as I do not enjoy delving into details; I rather trust
my team to know what to do and how to do it.
The point here is that no one can use all 4 styles with equal ease. However, if you can develop
them, you can become a balanced leader who is ready for all seasons!
For example of leadership path goal theory, there is self confident and courages are all traits that
could be linked to great leaders in order in enhance their employees performance and their
productivity, which helps in achieving specific goals and objectives in a effective manner.
Relationship Building

Motivation
Motivation in employees allows them to sustain effort in a particular direction for some period of
time. Naturally, management wants motivated employees.
Reciprocity
Social exchange theory refers to cooperative, reciprocal behavior that emerges when a person is
the recipient of some benefit. A relationship begins when a benefactor bestows something upon
another and the recipient, in turn, returns the favor by becoming the benefactor.
Positivity
The advent of the 21st century saw the development of a new way of approaching organizational
behavior. Instead of trying to eliminate the negative, current psychological theory looks at
accentuating the positive.
Applied that way, it looks at the positive psychological capital of an organization -- in other
words, this new theoretical approach emphasizes what's right and figures out where it comes
from so an organization can propagate more of the same.
Confidence, hope, resiliency and optimism -- these are the important positive psychological
traits that lay behind constructive activity and organizational behaviour. This capital can belong
to individuals, groups, leaders and to the organization itself.
Group Belonging
Social identity theory refers to the identity a person feels as a member of a group. A sense of
group belonging can be a powerful force in an organization because people tend to favor others
who are of their group as an extension of self. This can be damaging if the social identity is, for
instance, based on race or gender. On the other hand, social identity can create a sense of
camaraderie among members of a work team and give it a competitive edge.
Goal Setting Benefits
Your small business must achieve the goals you set so it can succeed. However, you must
achieve those goals by motivating others in your organization. The threat of punishment has long
been discredited as an effective motivator, so you must look at the types of rewards you can

provide. Develop a set of rewards that work together to keep your employees moving toward
your objectives.
Organisation behaviour : It is the study of the how people interact with other individuals of the
organisation. This study take place to make business more effective. The basic idea of this
approach is to maximize the output from the individual members. It tell about the human
behaviour and its impact on various other source other things like leadership and motivational
technique. By the help of knowing organisation behaviour, authority is enable to understand the
works which they need to achieve future desired result.
Path goal theory was firstly incorporated in 1971 by Robert House which later on modified in
the year 1996. This theory state that leadership style or behaviour which suits the employee and
organisation should be adopted to achieve a goal. It was developed and describe to tell the way
through which leader can support and encourage their followers towards business objectives. It
provides the path which make them things clear and easy. It also suggests the method through
which A David & Co. Ltd. are able to satisfy individual needs and objectives.
A “David and Company Limited” can use any leadership style of path goal theory to motivate
their individual. This is the leader behaviour which he or she has to adjust according to style or
behaviour to employee so that worker can excel in their objectives. The four path goal leadership
style are described as below:
Achievement-Oriented leadership : In this style, leader sets high standards for employee and
for themselves. They show the faith in the capabilities of the follower. This approach is best
when the task is very difficult and complex. It is most effective in the environment such as
technical, scientific and achievement of environment. It is not necessary that confidence can be
shown only by the help of rewards and money which can also be shown by simply praising their
work.
Directive Leadership : under this, leader informs or direct subordinate about various subject
like what is expected of them, what to do and how can they perform their respective job, at
which time it would be completed. It is very beneficial when the employee are unsure about the
job and also when there are lots of uncertainty and unfavourable situation in the environment.
This create relationship of the follower with the enterprise.

Participative Leadership : In this leadership style, leader consult with their followers at every
step before making any decision. It is best style of leadership when the follower or subordinate
are expert and highly trained and dedicated towards their work (Adeniji, 2011). Leader take the
view of their subordinate in making the best plans and proposal for the development of
enterprise. Due to this, he or she learns lot of thing which help them in their upcoming future.
Supportive leadership: The leader shows the concern to their followers by providing them
pleasant and friendly environment. This style is adopted to show the leader that they are hugely
concerned about their needs. It is suitable in the situations where relations are more physiological
and physically challenged. In the case of boredom this theory can be adopted.
A “David and company Ltd” can use participative leadership theory because it help
business to get different views regarding every issue.
The theory emphasise on the fair representation of people within the organisation supporting
each and every employee for delivering their views and opinions.
For an example of leadership theory, there is self confident and courages are all traits that could
be linked to great leaders in order in enhance their employees performance and their
productivity.
CONCLUSION
From the above discussion it is concluded that human resources are the very important part of the
organisation and HR or top authority should understand their behaviour pattern so that they can
able to achieve business objectives. In this there is a discussion about the culture, politics and
values and its impact on company's overall performance. By understanding their culture and
values, business can get rid of many upcoming problems. In this, there is information how A
David & Co. Ltd. can able to make effective team in place of ineffective team for the
achievement of goal. Effective team is made in the organisation when everyone get right to speak
and discuss their ideas and experiences with others. Through the help of different motivational
theories, business can properly inspire their workforce and enlarge their performance level.
Performance get automatically improved when the company use different leadership and
management theories for the motivation of employee.

REFERENCES
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