Understanding Organisational Behaviour and Team Dynamics

This assignment delves into the world of organisational behaviour, exploring key concepts such as culture, politics, and power that influence team and individual behaviour. It discusses various team structures, including Tuckman's team theory, and examines the path-goal theory as a framework for effective leadership. The report aims to provide a comprehensive understanding of how organisational behaviour can be leveraged to achieve optimal outcomes in a company.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PROJECT 1......................................................................................................................................1
LO1 Influence of culture, politics and power on the behaviour of others..............................1
LO2 Evaluate how to motivate individuals and teams to achieve a goal...............................3
PROJECT 2......................................................................................................................................6
LO3 Demonstrate an understanding of how to co-operate effectively with others................6
LO4 Apply concepts and philosophies of organisational behaviour......................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour refer to enquiry and investigation of human behaviour in the
setting of company, interface between individual behaviour and company and organisation
oneself. This is evaluation of individual behaviour in respect of their enterprise roles. The report
is based on the lack of motivation in BBC workplace which is leading to high turnover within
enterprise. BBC or British Broadcasting Cor. is public service broadcaster of Britain
headquartered in Westminster London. The report will analyse various aspects of organisation
behaviours and how this is influenced by culture, power and politics and what is the role of
motivation in this. Along with this, role of effective team, team dynamics and different team
development theories will also be assessed in assignment.
PROJECT 1
LO1 Influence of culture, politics and power on the behaviour of others
BBC is going through big workplace issues as due to lack of motivation and modified
culture, employee turnover is increasing. The organisation is one of the biggest and oldest
broadcasting companies which have spread its chain worldwide. In order to reduce turnover and
achieve their business objectives, company need to opt beneficial techniques and methods to
meet better outcomes (Dobrow, 2013).
A firm is vitally affected by numerous determinants available in extrinsic and intrinsic
environments majorly by culture, politics and power. These factors contour the practices,
operations and behaviours of enterprise. Effective and better management of personnel is
acknowledged by BBC as these elements are crucial elements which create competitive edge.
Here are discussed how these components shape their behaviours of organisation in various ways
in BBC:
CULTURE IMPACT
A culture refers to the foundation of operations, structure, products and innovation of
enterprise in various ways. In regard of considering the influence of culture, Handy’s typology
will be undertaken in this assignment i.e. discussed as below:
Handy’s Typology: This theory classifies culture into four key dimensions i.e. person,
task, power and role. It was founded by Charles Handy i.e. elaborated beneath:
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 Power Culture: In this, some management people held liability of organisation’s power
that impact organisational decisions. As per employee performance, workers are judged
and decisions are outlined. If organisation will implement this kind of culture then
employees will be bound to strictly follow their senior's instructions. This might impact
their individual behaviour in the organisation. Gradually, with this, team behaviour is
also impacted as the employees are not happy with the environment prevailing in the
company. Therefore, it can be said that this culture can not be proven profitable for BBC. Role Culture: In this, individuals who understands, shapes the culture. Role of individual
determines the structure and type of culture. This culture can be effective for the
employees as in this they can readily accept the work they want to do and are ready to
face the challenges that comes in their way as well. This improves their team behaviour
positively as every employee takes accountability of their tasks and thus conflicts
becomes less. Therefore, it can help in developing BBC's performance. Person Culture: Employee engagement in decision making is given priority in this and
proper motivations of personnel are delivered to meet better performance. This culture is
not at all effective for the employees as in this culture employee just come to office for
the sake of money and not have no other interest in the company. It is difficult to make
teams in such circumstances.
 Task Culture: It is developed to accomplish certain projects with the assistance of team
working. On team issues, accomplishments and members, power is distributed in team.
This culture can help BBC in developing their performance if the employees completes
their tasks properly and work in a team properly.
BBC is following role culture within their organisation in which people act on the basis
of given opportunities and roles with the company. This culture has influenced people negatively
as nowadays employee participation is given more worth which is leading to high turnover of
employee within enterprise. Though, this has influenced BBC in positive ways as individuals and
organisation performs actions as per its authenticity and work environment.
POLITICS IMPACT
Work politics refer to the process and behaviour in person’s interaction involving power
and authority. It can be defined as social networking usage and power within BBC i.e. essential
for creating change among individual and the enterprise. This exists in the referred enterprise
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which can also consider as an asset for the strategic implementation or natural and useful
techniques needed for the change actions. On the other hand, it has also some negative influence
on workplaces of organisation as it lead to conflicts among employee, lack of motivation,
decrease productivity, impact work focus, reduce liability etc. due to which employment
turnover is increasing in BBC. This factor has a deep impact on the performance of employees
and productivity of company since politics can be impacted in both ways i.e. Positive and
negative.
POWER IMPACT
This influence functioning of an enterprise through influencing on team and individual
working of an organisation As BBC comply role culture, power in enterprise and teams are
controlled by higher authorities and experts who are liable for controlling their work within
certain resources. Giving a proper combination of powerful as well as less powerful individual in
a team, these both can affect negatively to BBC. This cannot be avoided that more powerful
individuals are less effective but as BBC prefer role culture, company has benefits in this context
cause organisation deliver power to those people who are able to perform their roles in expertise
way. On the other hand, this has some positive impact too as it lead to better productivity, proper
structuring and functioning and authentic leader to BBC. If the person who is having power in
their hands, uses it in a negative manner then it impacts the employees and their productivity
very much as they are not satisfied and thus does not perform properly.
LO2 Evaluate how to motivate individuals and teams to achieve a goal
Motivation can refer to force that stays worker to perform their task within an enterprise.
This promotes their stimuli or energy of personnel in regard of achieving pre-determined targets.
There are numbers of theories and concepts of inspiring people which classified the needs and
inspiration requirements of order on the grounds of their actions and living manner which aid in
meeting competitive edge (del Mar Alonso-Almeida and Rodríguez-Antón, 2011). BBC is
coping up with the increasing employee turnover issues and worker requires proper stimulation
within their workplace to work with their optimum skills. Hence, report is developed to identify
some basic theories of motivations which is categorised into two core theories:
Content Theory: This assist in identifying the process of satiating needs of worker. This
emphasise on intrinsic requirements of personnel that needs to be satisfied which include
numerous models such as Maslow’s need hierarchy, Herzberg’s two factor theory etc.
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Maslow’s Hierarchical need concept is defined in hierarchical manner that focus on
process and types of theories that can be opted for motivating worker behaviour of BBC.
Figure 1: Maslow's motivation need theory
Source 1: Maslow's motivation need theory, 2018
It segregates need of individuals on the grounds of their basics requirements: Physiological Needs: This includes key basic human needs essential for survival
including air, water and food. This concept emphasise on accomplishments of
individual’s core requirements. Safety and Security: Effective well-being, proper income source, place to survive etc. are
comparatively considered under this theory as these essentials are requisite after
accomplishment of core needs (Dobrow, 2013). Belongingness and Love: If physiological and safety needs are fulfilled, lobe and
belongingness requirements in prominences. As per the different consequences and
pressure of peer, this requirement can dominate both safety and belongingness.
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 Esteem: This is the respect need of an individuals and need of being honourable and
existence as a useful human being. It refers to the being valued, respected and appreciated
y other individuals. Maslow has eliminated it as lower and higher version i.e. most stable.
 Self-Actualisation: It can refer as will to grow and prosper to one’s fullest potential. After
meeting the entire criteria of this need. The requirement can be attained through a person
as this is one of the most significant needs.
Process Theory: This is generally concerned with how motivation happens and what is
its process which influences individual and organisation as well (Wood and et. al, 2012). It
consists of various concepts including equity theory, reinforcement theory, Vroom’s expectancy
theory etc.
Reinforcement Theory of Skinner is associated with operant situation stated by Skinner
which means an organisation’s behaviour can be contoured by its condition and distinct
organisation consequences. It classified behaviour into two kinds as per precede motivation
among people such as: Positive Reinforcement: It includes praise, appreciation, promotion, trophy, rewards
good marks etc. that can enlarge the possibility of positive behaviour repetition that was
awarded.
 Negative Reinforcement: As per this, some rewards negatively influence behaviour of
individual and teams. Under this, punishments are considered not desired reinforcement.
According to this theory, punishments are considered less efficient techniques than
positive reinforcement techniques. If BBC can formulae a positive attitude among employee,
probability of better performance and high productivity get increased in workplace.
This can be concluded after analysing above theories that Maslow’s hierarchal need
content theory is most suitable in case of BBC as organisation need to focus on worker’s basic
requirements to indirectly the basic cause of demoralisation and to fulfil core need of personnel.
As company follow role culture, organisation need to implement this concept to deliver
motivation to each and every employee group through which company can reduce employee
turnover. Also, this influence worker’s skills, traits, learning, productivity and overall
performance that directly and indirectly impact organisation behaviour of BBC positively.
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PROJECT 2
LO3 Demonstrate an understanding of how to co-operate effectively with others
Team can be referring to unit of individual who work as a combined group to attain
certain targets and goals. While accomplishing the project, we prepare a team and managed to
achieve the target on time through the assistance of each member.
Difference between Effective team and ineffective Team:-
Attribute Effective team Ineffective team
Working environment Here, the working
environment is more
comfortable as the employees
are able to do their work in
more proper manner. They
share their ideas and opinions
freely with each other.
Here, the working environment
is more stressful and the
employees also doesn't get the
opportunity to grow and share
their ideas in the company.
Listening In this, leaders encourages
employees to participate in the
decision-making process so
that they feel as a part as a
company.
Here, the employees doesn't
feel a part of the company as
they are not included in any
activities undertaken in the
company.
In order to formulate team, we have opted Tuckman’s team development theory which is
discussed as below:
Tuckman’s Team Development: This is significant models i.e. used for developing an
effective team and states the stages in coherent manner. Here are briefed those phases: Forming: This is the initial stage in which my team were framed. In this stage, people
seem excited and positive as they stay curious about the task and my team members. Storming: The stages are full of disputes and conflicts as people start knowing is each
other’s behaviours and habits. Most teams get dismissed in this stage (Coccia, 2014). Norming: Members of team start to consider interest and roles of individual the team. In
this stage, my team was totally agreed with their team roles.
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 Performing: In this stage, teams focus on working on the project to meet final outcome
with full potential. We performed the task with optimum efforts to accomplish the
assignment before the benchmark.
 Adjourning: In this stage, teams are being dismissed and re-structuring procedure is
done.
Hence, it can observe that my team has followed this model while improving the actions
to meet the set target. To consider the roles of individual’s in team, we used Belbin’s role theory
which is discussed below:
Belbin’s typology: Dr. Meredith Belbin founded this theory in which he/she explained
different roles i.e. on the basis interrelationship, behaviours and contribution with other staff in
specific manner (Schnurr and Chan, 2011). Hence, in my team, roles are categorised on specified
activities: Resource investigator: This optimises their resourceful nature to meet ideas and options
essential for my team to accomplish report. Co-ordinator: These people need to focus on targets and ser goals of team to manage
members and delegate task. Shaper: Such individual deliver needed drive to make certain whether team keep
functioning or stay concentrated. Implementer: The people plays core role of executor and planner needed workable plans.
 Specialists: These individuals are needed to analyse knowledge and evaluate perspective
of specific team subjects.
These are the individuals who performed in my team to achieve the assignment goals. My
team consist of a shaper, implementer, experts, resource researcher and co-ordinator as these
were essential for team dynamics (The Nine Belbin Team Roles, 2018). My team member
performs more productive and creative work as individuals is provided work as per their job
roles and traits. On the grounds of different skills, team members operate distinct tasks.
Basically, there are two types of skills i.e. hard and soft skills discussed as below: Hard Skills: Hard skills are teachable and specific abilities which can refer to measured
and defined such as writing, typing, reading and math ability to opt programs of software.
 Soft Skills: These skills are complex ad tangible in nature to quantify like listening,
etiquette, getting friendly with other, engaging in small conversation etc.
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In my team, co-ordinator of team has hard skills whereas mostly people have soft skills
which can lead to accomplishment of business objectives. Team dynamic refer to creation of
significant distinction of tea performance though mistrust, unproductive issues, loss of revenues,
demotivation etc. Poor dynamics of teams can hinder growth and lack of productivity and
uncover untapped potential. Hence, this is significant can improve productivity and enhance the
outcome of team.
LO4 Apply concepts and philosophies of organisational behaviour
Behaviour of an enterprise is often associated with numerous concepts and philosophies
which are based on nature of people and organisation (Wood and et. al, 2012). These are helpful
in understanding basic behaviour of individuals and management and fundamental of
philosophises that should be undertaken by organisation so as my team. Few of those are
discussed below:
PHILOSOPHIES
Individual Differences: Every person has their own science and traits to promote their
ideas well. Thus, this is used by my team while working on BBC project as for evaluation, team
required different qualities, knowledge and experiences to provide distinct service each time.
Motivated Behaviour: An employee or team member consist of several needs within
themselves that are required to be fulfilled. It was hard for my team to perform high quality work
which is why i kept stimulating the members to meet outcome (Robbins and et. al., 2013).
Holistic Concept: This theory focus on relationship of organisation with individual
associated with their entire individuals, people, team and social enterprise framework. It vents an
open view to people of organisation to be considered through many ways possible which can
influence their behaviour.
Hence, this can examine that there are numerous philosophies existing in the presents
context such as interest mutuality, person, human dignity etc. beside of above mentioned. In
order to promote positive behaviour, value-added work, work efficiency and effective outcomes,
me and my team opted individual differences and motivated behaviour approach as this can
assist team in achieving certain outcomes.
Path Goal Theory: Among all influencing theories of OB, we have used path goal theory
as this is one of the best concepts which is based on expectancy theory. It was propounded by
Robert House that states that leader of my team highly influence the efforts and performance of
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members activities and engagements (Suppiah and Singh Sandhu, 2011). They are accountable
to remove obstacles and guide entire team on right path. This support, inform and promote other
significant elements so their success path can be justified. Hence, overall theory promotes a
better leadership structure which promotes employee participation and an effective leader within
the working environment.
Hence, this can affirm that this theory has led team working on right path while working
as team in assignment. It has promoted achievement of assignments and efficient outcome in
significant manner.
CONCLUSION
This can be summon from discussed report that it is requisite to understand the basic
concept of organisational behaviour in order to improve efficiency and outcome of company.
There are numerous determinants such as culture, politics and power that influence behaviour of
team, organisations and its individuals. Hence, this is fundamental for an organisation to deliver
proper stimulation to workforce to keep attaining optimum outcomes. In order to achieve a task,
numerous teams are structured by a company that can be improved through Tuckman’s team
theory etc. Also, by using Path Goal Theory and other organisational behaviour philosophies,
enterprise can reach to their set outcome significantly.
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REFERENCES
Books and Journals
Wood, J. and et. al., 2012. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Robbins, S. and et. al., 2013. Organisational behaviour. Pearson Higher Education AU.
Schnurr, S. and Chan, A., 2011. When laughter is not enough. Responding to teasing and self-
denigrating humour at work. Journal of Pragmatics. 43(1). pp.20-35.
Dobrow, S.R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behaviour. 34(4). pp.431-452.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J.M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish hotel
industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Online
The Nine Belbin Team Roles. 2018. [Online]. Available
through:<https://www.belbin.com/about/belbin-team-roles/>.
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