Organisational Behaviour And Concepts

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Analyse of organisation's culture, politics and power influence individuals and team
behaviour and performance..........................................................................................................1
LO 2.................................................................................................................................................4
P2 Evaluation of the process theories & motivational techniques enable effective achievement
of goals of an organisation...........................................................................................................4
LO 3.................................................................................................................................................5
P3 What makes an effective team as opposed to an ineffective team.........................................5
LO 4.................................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour within an organisational context....7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour can be defined as the study of human behaviour and their
activities in an organization. This present study is based on the Google company. Google is an
American multinational technology company that offers various services as it specializes in
internet related services. This study will show about different types of culture, politics and
power. Culture which is being followed by the Google company has various characteristics
including openness, innovation. All these characteristics of organisational culture help them in
motivating and improving employees performance level. With the help of motivational theories
this company motivate their employees in a right direction with the main aim of achieving their
vision and objectives (Chumg and et.al., 2016). Further this report will show about the
importance of team working that make employees more effective and also improve their
interpersonal relationship. Concepts and philosophies of organisational behaviours of an
organisation that helps them in influencing employees in a positive and in a negative manner.
LO 1
P1 Analyse of organisation's culture, politics and power influence individuals and team
behaviour and performance
Google is an American multinational technology company that is specialize and famous
for its internet related services & products. It provides and offers various services to people such
as search engine, advertising technologies, software & hardware, cloud computing etc. This
company was founded by Larry Page and Sergey Brin in the year of 1998. Headquarter of this
company is in 1600 Amphitheatre parkway, Mountain view, California, U.S. It has around
98,771 employees around the world. The vision of Google company is to provide access to the
world's information in 1 click only and its corporate mission is to make its world's informations
universally accessible & useful for people. It is also analysed that its vision and mission
statement helps it as it make this company able to make the powerful position in the global
market (Kitchin, 2017).
Organizational culture can be defined as the philosophies, values and attitudes that
contribute to the unique social and physiological environment of a company (Elsmore, 2017).
Organisation politics refers a variety of activities that is associated with the use of
influences tactics that are being used to improve organizational interest.
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Types of organisational culture and its impact on people
There are various types of culture which many companies follow according to their size
and strategies such as hierarchy culture, market culture, adhocracy, clan and corporate culture.
Among all these type of culture Google company follows corporate culture which refers to the
customs, behaviours and traditions that highly influence their employees behaviours in a positive
manner (Lam and Xu, 2018). It is analysed that its corporate culture makes it able to maintain its
competitiveness against its competitors such as Microsoft, apple, Amazon.com etc. Its cultures
has various characteristics such as innovation, openness, hands-on approach and excellence. Its
openness characteristics is beneficial for employees as well as employer as it give an opportunity
to employees to share their views and informations in order to motivate its employees to interact
withy each other and improve performance level. It has various impacts on performance of
employees such as it increases their job satisfaction and make them innovative.
According to the Charles Handy's cultural model it is analysed that there are mainly 4
types of culture such as task culture, person culture, role culture and power culture.
Power culture: In this type of culture the power is remained in the hand of only few
people, all employees are not give the right of taking participation in any type of decision-
making process. People who have authority of taking decisions, they delegate responsibilities to
other employees. Employees do not have flexibility and liberty to share their opinions and views.
Role culture: In this type of culture of Herzberg’s model, roles are delegated to
employees on the basis of their skills and specialization.
Task culture: In this type of culture, manager of the company focus on making an
effective team with the main aim of achieving their determined team goals. The minimum
numbers of members in a team is 4-5 which contributes equally and focus on working
productively and effectively.
Person culture: There are several organizations where workers feel that they are very
important aspect and being respected by their manager. In this type of organizational culture,
employees and individuals are more concerned with about their own self rather than the
company. Employees just come to the company for earning money and not for making
relationship and never get attached to their employees and the company.
Google company focus on role culture as they give more priority to their employees ability and
their roles. Employer of Google company delegate roles to employees on the basis of their
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educational qualification and skills. In this type of culture employees have keen desire and
willingness to accept the challenge and perform the best. In this type of role culture, power
comes up with responsibility.
With the help of Hofstede's 6 cultural dimension, which describes the effects of society
and organizational culture on its members.
Power distance: This dimension of this model analyse and express the degree and extent
to which the less powerful and skilled employees accept and expect that power is distributed
unequally. In this type, people and employees with low power distance seeks equalize the
distribution of power & demand.
Individualism: This dimension is all about the relative importance of group and
individual interest. In this type, individuals and employees expect to take care of themselves &
their immediate family members.
Masculinity: The masculinity refers values which need to be considered more important.
In this type, it refers a preference for achievement and material rewards for getting success.
Time orientation: This dimension has connection of the past with current as well as with
future actions. A [poor country and organization who has short term-time orientation they have a
little to no economic development, whereas, long term oriented countries and organizations focus
on continuation of development.
Uncertainty avoidance: In this type of dimension it refers the degree and extent to
which employees of the company feel uncomfortable with uncertainty. Those countries and
organizations who have low uncertainty avoidance, they maintain a flexible and relatable
attitude.
Types of power and its impact on team behaviour
There are various type of power that tend to influence decisions made by leaders and
managers of an organization. It is basically emanates from position and authority that can
influence people in a positive and in a negative manner. There are mainly 5 sources of power in a
company such as referent power, coercive power, reward power, legitimate power and expert
power. Expert power is derived from possessing knowledge, referent power is derived from
interpersonal relationship and coercive power can be derived from interpersonal relationship. It
can be defined the authority to change the behaviour of people and get the work done from them.
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Google company uses the reward power in order to motivate and improve performance
level of employees (Jain and Ansari, 2018). It is the ability to influence people and employees by
allocation of incentives. Google company provides incentives to their employees in the form of
salary increments, promotion opportunities, positive appraisal etc. It is beneficial for employers
and employees as it influences the actions of other people. Sometimes it dissatisfies other
employees due to lack of skills and knowledge as compared to other employees. It impacts on its
employees in a positive manner as it helps them in employment development and bring
innovation within an organization.
Types of politics and its impact on team performance and behaviour
Organisational politics can be defined as formal and unofficial efforts in order to
influence a company, sell ideas and achieve targeted objectives. It has a greater impact on the
performance of employees and people. It is analysed that employer and organizations who play
politics within an organization, employees of that company pay less attention towards their work.
There are some types of politics and organizational changes such as personal, decisional,
structural and organizational change. In the personal change it includes the changes in job
maturity level, job assignment and transfer that is all related to personally (Elsmore, 2017). On
the other hand organization change includes factors that create changes like mergers,
restructuring etc.
In the type of Structural change it includes all changes that is being made in the structure
of an organization and that can affect the way of the company perform. Decisional changes
includes the changes in the strategy of an organization that lead and can change to the overall
goals and purpose.
Different types of culture and politics help Google to provide their employees to increase their
productivity and fulfil their needs.
Job satisfaction: It has been analysed that Google company use the best corporate
culture that help them in providing job satisfaction to their employees. Its culture is consists of
norms, ethics by which they behave with their employees and customers ethically.
Employee motivation: Different type s of power help them in motivating their
employees. They provide various benefits for getting the work done from them. When
employees feel motivated and happy then they are more likely to focus on their work.
4

Increasing digital technology and rising globalization also have impact on organizational
culture, power and politics. It can be said that technology and culture are main 2 forces that
influence each other positively and negatively as well. Rising technology have impact on
company's culture as it make people and products advanced. with the help of technology,
Manager of Google company can change the way of doing processes which can increase
workers' overall productivity.
Rising of globalization also have impacts on the power, politics and culture of the
company. Increasing globalization is increasing competition which is not good for the company
as it put pressure on them to more bring innovative products and expand their business globally.
It brings innovation at workplace. On the other hand it can increase overall cost of the company,
So it can be said that rising of globalization have positive and negative impacts because it helps
in making employees creative and innovative.
Cultural awareness also plays an important role because workplace is changing rapidly.
The main benefit of diversity and cultural awareness is it provides business with a limitless pool
of ideas, talent & pool. Culture awareness make employees able to know that what os going on
and how all employees are performing their work etc. Creating culture awareness motivates
employees towards achieving goals by following policies and guidelines. It also helps them in
communicating clearly which decrease their misunderstanding among them and also reduce
conflicts among them.
LO 2
P2 Evaluation of the process theories & motivational techniques enable effective achievement of
goals of an organization
Motivation: Motivation plays an important role in any type of organization as it helps an
organization to achieve their organization pre determined goals by satisfying all the needs and
demands of employees (Herzberg, 2017).
Team motivation: Team motivation is a process that a manager goes through to
persuade their employees in order to give their best efforts to a professional task.
Types of motivation theories
There are several types of motivational theories that various companies adopt and use in
order to motivate their employees towards increasing their performance levele4 and achieving
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organizational and team goals. Motivational theories includes Maslow's needs hierarchy,
Herzberg’s 2 factors, Skinner's reinforcement, Victor Vroom's expectancy theory. The main aim
of all these motivational theories is to identify the needs of employees and then try to satisfy
their all needs through various types of motivation (Kiatkawsin and Han, 2017).
Maslow's motivational theory
Maslow's hierarchy of needs is a motivation theory including 5 tier model of human
needs as a hierarchical level within a pyramid. With the help of this theory Google company
better motivate their employees. Its hierarchy of needs includes:
Physiological needs: This includes the basic human needs which is essential for human
survival such as food, shelter, clothing, sleep etc. It plays a vital role as if people do not get these
needs then they can not perform other functions.
Safety needs: It includes safety to employees and people from external and unwanted
factors like freedom from fear, opportunities, stability etc.
Love & belongingness needs: It is other main needs which is essential after fulfilling
physiological and safety needs. It involves the interpersonal relationship, friendship, trust,
affection and love.
Esteem needs: These needs also classified in 25 categories like esteem for oneself like
achievement, dignity and 2nd is the desire for image and reputation like prestige and status.
Self actualization needs: It includes the desire to become the most that an individual can
be as it includes self-fulfilment, realizing personal potential etc.
It can be evaluated that this theory is very useful and beneficial for Google company as it
covers all types of needs which employees seek from their employers. Some employees seek
safety needs while others seek esteem and self actualization needs. By analysing and identifying
needs of workers, Google company can easily achieve their goals by motivating employees and
by satisfying their needs through this theory. Google company uses this theory by intrinsic and
extrinsic motivational factors. In the context of intrinsic they motivate employees according to
their interest. In the context of extrinsic they motivate their employees according to their
performance.
Advantages and limitations
 It can be evaluated that this theory is simple to applicable and understand.
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The main benefit of this theory is any type of company can easily apply and understand this
theory as it clearly make understand manager the way of motivating employees which saves their
time.
 Disadvantage of this theory is it is not applicable for all type of person as all thins
differently.
It has been proved by some researcher that there is a lack of hierarchical structure of needs and
people needs vary, so this theory can not be applicable to all type of employees and people.
Herzberg’s motivational theory
This theory is based on 2 types of factors like motivators or factors of satisfaction and
other one is hygiene factors and factors for dissatisfaction (Alshmemri, Shahwan-Akl and
Maude, 2017). Hygiene factors includes those factors that do not encourage and motivate
employees but their absence can cause to demotivate them. Hygiene factors includes salary,
security, working conditions, relationship etc. On the other hand motivators includes those
factors that cause employees to work harder. It includes recognition, achievement, growth,
advancement, responsibility etc. By this help Google motivate their employees and find out the
needs of their employees.
Herzberg’s theory also play a vital role and it is evaluated from this theory that
employees need some factors that can motivate them towards achieving their goals. This theory
has described the main 2 factors which are wholly responsible for motivating and encouraging
employees. It can also be evaluated that hygiene factors don't motivate employee but if
employers do not provide them that time it can become the reason of their ineffectiveness and
demotivation.
Advantages and limitations
 The main benefit of this theory is employer can easily focus on the problem of employees
with the help of this theory.
The main advantage of this theory is company can better focus on the problems of
employees. They can get to know about those factors also which create dissatisfaction among
them by which they try to focus on reducing those factors and improving those which satisfy
them. Money is treated secondary as they more focus on people and relationship oriented.
 Limitation of this theory is it does not consider external factors and ignore them.
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It can be said that job satisfaction does not always lead job productivity. It provides
various job satisfaction factors which can decrease labour turnover but it is not necessary that all
that factors can lead and increase productivity. It is the main disadvantage and limitation of this
theory.
Vroom's expectancy theory of process
This theory states that individual generally select their behaviour and perform on the
basis of outcomes that they expect as a result of those behaviours. They generally prefer to select
the path that makes the most sense for them. For example, employees like and prefer to work
based on the rewards available. It is also called the expectancy motivational theory which is
being followed by Google company. It believes that increased efforts of employees lead to
increased performance. These efforts and performance level affected by available resources,
skills that required for performing job and necessary support to get the work done(Lichtenberg,
Lachmann and Fosshage, 2016).
It can be evaluated from this theory that employees efforts are related with their needs
like they expect appropriate resources for performing their activities like time and raw materials
and right skills. Their performance is based on this expectancy, So Google company focus on
providing all resources and satisfy all their needs and expectancy. It is time saving model which
can help this company in achieving their goals.
Advantages and limitations
 With this theory, the company can recognize in the motivation process and also clarify
the relationship between its objectives and individuals.
With the help of this theory employer can easily boost and motivate their employees by
rewards and incentives towards achieving their pre determined goals. It is beneficial for both
employers and employees because it increases their performance level by which they more focus
towards their work. Employees have clear understanding that what they need to do which
decreases the chances of errors.
 It is not that much valid as validity if this theory is not tested.
The weakness and limitation of this theory is it does not work effectively without having
proper participation from manager. Other weakness is sometimes employees do not value of
rewards and motivations which are being given by managers as there is a lack of trust.
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LO 3
P3 What makes an effective team as opposed to an ineffective team
A team can be defined as a group of people who possess a full set of complementary
skills that are required to complete a task. There are mainly 4 types of team or team can be
divided into 4 main groups such as self managed and self directed teams, functional teams, cross
functional teams and virtual teams. A virtual team refers a group of people who work in a team
and together from different places and depends on communication technology like E-mail, video
conferencing etc. An Effective team and team work plays an important role in Google company
as it makes all the work easy. When employees work in a team rather than working individually,
then it helps them in solving critical problems and increase knowledge (Ganguly, Faulkner and
Sendelbach, 2019).
There is a difference between a team and a group as a collection of people and
individuals who work collaboratively and together with the main aim of completing a task and
all the members are independent in a group. On the other hand team is a group of people that
have a collective identity for accomplishing a goal and in this team all the members are
interdependent (Ellis and Sevdalis, 2019). There are some characteristics and effectiveness of
team that shows the importance of working in a team and together rather than working
individually.
Basis Working group Team
Meaning A group can be made by a
collection of individuals who
work collaboratively with the
main of competing tasks,
A team is being made by a
group of persons that have
collective identity and work
for accomplishing goals. A
team consists of a group.
Leadership In the group there is a
authority of leading employees
in only one hand.
More than one
concentration More focus on accomplishing
individual goals.
Team goals
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Process Discuss, decide and delegate Discuss, decide and do.
Team and group differ from each other as group is being made by different individuals
whereas, team consists of different group and a group of different person. In the context of
leadership, in team there is an authority of leading people is in the hand of many people as more
than one people can lead their team. On the other hand in a group there is a one leader who have
authority of guiding their group members. In a group all member are considered with
accomplishing their individual goals rather than group goals. Whereas, in a team all member are
considered to get and accomplish team goals rather than individual goals.
Effectiveness of team includes : In the Google company, all the rules and responsibility
are being clearly defined for each team member. Team utilizes its both internal and external
resources. Each member in a team have the ability to receive, give and elicit necessary
feedbacks. Members of team and team has a clear understanding of a common goals and a
common focus. Members of a team value differences of each other's differences in a productive
way. Google company put focus on making an effective team as they know the important of
team working. It wants to achieve its vision and objectives so it is important for them to make all
its employees productive with team working.
There are some theories of team working that shows the importance and effectiveness of
team working and team development such as:
Tuckman's team development: There are mainly 5 stages in Tuckman's stages of group
development. Forming, storming, norming, performing & adjourning are 5 stages. In the fist and
forming stage there is a high dependence on leader for direction and guidance because roles of
team members are not clear. Leaders need to require to be prepared in order to give answers
about the team objectives. In the 2nd and storming stage of team development, members of a team
starts to gain each other's trust. They try to keep and share their views and confront each other's
ideas, but they hesitate to raise their voice and share ideas. In this situation and stage, leader
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encourage their all the team members for making them open-minded. In the next stage and in a
norming stage all the team members starts working in a fulfilling manner. They also cooperate
on establishing values & rules (Kiweewa and et.al., 2018). It increases their efficiency, and they
all try to work independently.
In the performing stage, team perform as a unit and this performance becomes beneficial
for them. In the final and adjourning stage, given tasks of the team have been completed and then
team is being dissolved. They experience anxiety, and they need to distance themselves from
each other. In this stage leader of a team pay more attention to the dissolution of the team like
they plan an official farewell party. Contingency theory believes that there is not the best way
and style of leading organization as it all depend upon the leadership style and effectiveness that
can suit to the organizational situations. With the help of this theory it can make its employers
and team members able to interact with people as it makes them flexible. They learn to do things
with the help of team members. At times, they support them for making them feel happy and
supported.
Belbin team roles' theory: This theory is a strategy in dealing with work & with
colleagues for achieving maximum performance. There are 9 team roles in this theory such as
implementer, plant, monitor, resource investigator, coordinator, shaper, team worker, completer
finisher and specialist. All these 9 roles can be defined into 3 different main team roles such as
social roles, thinking roles and action oriented roles. Action oriented are shapers, complete
finishers and implementers. On the other hand social roles includes resource investigators,
coordinators and team workers. The last thinking roles includes plants, specialists and monitor
evaluators. By using this theory, Google company can increase and manage strengths of team
and improve their weaknesses (Gutiérrez and et.al., 2019) .
LO 4
P4 Concepts and philosophies of organizational behaviour within an organizational context
Organisational behaviour can be defined as a study of individual as well as group activity
and performance within a company (Alexander, 2017). It is important and beneficial for the
manager of Google company as it can help them in predicting & controlling human behaviour.
There are some philosophies and models of organizational behaviour such as path goal model,
contingency and social capital theory of organizational behaviour. The main concept of path goal
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theory of leadership is relied on a leadership style that can best fit for work environment and
employees with the main purpose if achieving goals.
Path goal theory: Path goal theory of leadership style contains task oriented elements.
According to this theory, leaders compliments as well as punish and compensates employees for
their shortcomings (Hirt, 2016). By implementing this theory, Google company can make
themselves beneficial as it is responsible for achieving organizational goals by increasing
employee's empowerment, motivation and make them become more productive. According to
this theory, leaders can adopt 4 types of style according to the situations such as directive style,
supportive style, participative and achievement oriented. The main aim of following all these
styles is to motivate employees and satisfy their all the needs. When employees feels that there
all the needs are being satisfied then they lay keen emphasize on working productively and
effectively. It increases their overall productivity and profitability of Google company. For
example, When leaders feel that there is a lack of discipline and need to be improved quality of
work that time it focuses on team dynamics and it uses directive behaviour for maintaining
discipline within a team. On the other hand when it feels that employees are doing great job that
time it rewards them for encouraging and motivating them.
Other example of Toyota company is, Leader of that company get success in completing
tasks with the help of this path goal theory. Leader of Toyota automotive company give
challenges and challenge their employees. It is their technique of motivating employees. When
employees get challenged and when someone challenger them then they work more productively
and effectively. Leader said them that they believe in them, and they encourage them that they
employees can do anything and achieve their goals and compete their target. So it can be said
that this path goal theory is more effective in order to encourage and motivate employees.
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Contingency theory: Contingency theory of organization behaviour claims and believe
that there is no best style that can be suitable in all type of situations and to manage all
organizational resources. According to this theory, leaders' style is contingent as it relies upon
their style which can match to the situations. By implementing this theory, Google company can
take various benefits because it encourages leader of the company to examine of organizational
behaviour before making a decision and before taking an action. It helps them in setting the
organizational structure and also provides options to their employees that can help them in
sharing their ideas to the Google company. It has some disadvantages also which can affect and
influence organizational behaviour in a negative manner. This model and theory requires leaders
to consider their natural style of leading & also the situations where there styles can be most
effective (Chumg and et.al., 2016). A leader can either relationship focused or task focused. The
main disadvantage and limitation of this theory is it does not allow for leadership flexibility. It is
a complex approach. By using contingency theory, Google make itself able to use its various
leadership style according to their effectiveness. For example, At the time of urgency of
delivering work and lack of experienced employees, contingent leader adopt their style and
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Illustration 1: Path goal theory
Sources: (Path goal theory, 2019)

effectiveness according to the situation. In this type of situation they use their autocratic style of
leading, and they do not involve their employees because of current situations. This style and
contingent nature help them in dealing with current situations and delivery of work on the time.
On the other hand, when leader feel lack of motivation among employees and there is no urgency
of delivering of work to client then at that time they use democratic style and their effectiveness.
According to this style and effectiveness, they involve employees in their decision-making
process by which employees feel motivated and work more productively.
With these models of organizational behaviour google company can easily increase their
productivity and profitability. The main focus on these approaches on motivating employees
which are the main key for the success of the company. With the help of contingency theory it
can design their structure and can also plan the information decision system. It is adaptive in a
nature and focus on adopting a structure4 that can help Google company to adapt the
environment. Path goal theory is also beneficial for the company as it provides rewards and
physiological support in order to complement the working environment. It also clarifies all the
roles and responsibilities of subordinates. Google company can also focus on removing obstacles
and problems that can affect the task completion and can also become barrier in the path of their
success.
CONCLUSION
From the above study it has been concluded that motivation played an important role in
any type of company for achieving goals in an effective manner. With the help of motivation and
by motivating employees an organisation made employees feel that they was being respected and
tried to satisfy their all needs. Happy and satisfied employees worked more effectively and
productively towards achieving their organisational per determined goals. It has also shown the
importance of team working in an organisation as it helped an organisation and all members of a
team to solve critical issues and problems that occurs at workplace. Culture, politics and power
made various changes in a company. Different types of culture, power and politics have
impacted on the behaviours of people of a company in a positive and in a negative manner.
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ONLINE
Path goal theory. 2019. [Online]. Available
through:<https://www.managementstudyguide.com/houses-path-goal-theory.htm>
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