organisational behaviour

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1 ................................................................................................................................................1
P1) Influence of organisation's culture, politics and power on individual and team behaviour
and performance.....................................................................................................................1
M1) Critical analysis of influence of organisation's culture, politics and power on individual
and team behaviour and performance.....................................................................................4
LO 2.................................................................................................................................................4
P2) Content and process theories of motivation.....................................................................4
M2) Critique on the manner in which behaviour is affected by motivational theories..........5
D1) Critique on relation between culture, politics, power and motivation that enable team and
organisational success with proper justified recommendations.............................................6
LO 3.................................................................................................................................................6
P3) Effective v/s Ineffective team..........................................................................................6
M3) Analysis of relevant team and group development theories to aid development of
dynamic cooperation..............................................................................................................8
LO 4.................................................................................................................................................9
P4) Application of concepts and philosophies of organisational behaviour..........................9
M4) Concepts of OB influence behaviour in affirmative and contrary way........................10
D2) Critique of relevancy of team development theories in relation to OB concepts which
impact on workplace behaviour............................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is a part of management activities which are concerned with
predicting, understanding and influencing behaviour of individuals in organisations. Use of
different theories and approaches are made by manger and leader of an organisation to
effectively predict and influence attitude of manpower and workforce. The main of
organisational behaviour is to create a positive and healthy atmosphere in an organisation to
enhance the performance and efficiency of employees and overall organisations (Jacobs and
Manzi, 2019). This assignment is focused on gaining knowledge and information about
organisational behaviour in Aston martin, which is a British manufacturer of luxury sports car
and grand tourers (Aston martin, 2019). This report focuses on influence of culture, politics and
power on individual and team behaviour and performance. Beside this, use of content and
process theories of motivations are also there to achieve the goals of organisations. It also
consists a discussion about effective and ineffective teams. And at last application of
philosophies and concepts of organisational behaviour is also included in this report.
LO 1
P1) Influence of organisation's culture, politics and power on individual and team behaviour and
performance
The culture, power and politics plays an important role in success or failure of any
organisations as it have significant effect on behaviour of individual and team (Omar,
Jayasingam and Bakar, 2019). Organisational culture represent the atmosphere and environment
prevailing within the organisation thus, shapes the attitude and values of individuals on which
their performance and efficiency depends. The influence and impact of culture, politics and
power on individual and team behaviour in context of Aston martin are explained below:
Culture
It represent the values, behaviours, beliefs and attitudes which are prevailing in an
organisations on which the whole psychological and social environment of a firm depends. Four
kind of cultures are provided by Charles handy Typology which are mainly seen in an
organisation. The impact of these culture on the behaviour and attitude of employees and team of
Aston martin are explained below:
1

Role culture- Under this type of culture specific role or role are assigned to all
individuals and provides a most effective way of delegating work. The main advantage of role
culture is this that it reduce the amount of redundancies and confusion in the organisation thus,
enhance the level of efficiency and productivity. High level of specialisation in employees are
required for implementation of this culture in organisation (Day, 2019). Execution of this role
culture in Aston martin is helpful in improving performance of employees and reduced the
chance of confusion and conflicts thus, lead to positive attitude and behaviour of individuals and
team.
Person culture- In this type of culture more importance is provided to interest of
individuals and not much emphasis is given to overall organizational goals and targets. This type
of culture is mainly suitable for firms of professional like Charted account and doctors. If person
culture is implemented in Aston martin that it will provide better growth and development
opportunities to individuals but it become difficult to keep phase and coordination among team
members which hinder or negatively impact the performance of organisations. Thus, person
culture is not suitable or justifiable for Aston martin as it will lead to achievement of targets of
individuals but hinder the formation of effective team.
Power culture- Under this type of culture all the decision making power is vested by few
people of organisations which lead to centralisation of authority. Implication of power culture in
Aston martin will lead to less bureaucratic activities and facilitates fast decision making. But
power culture create a negative impact on attitude and behaviour of individuals and team
member as scope for creativity and innovation has reduced (Guo and Qiu, 2019).
Task culture- In this type of culture all the complex project and activities of
organisations are divided into task so that the targets can be achieved easily. Task culture lead to
formation of effective team thus, it provide better coordination between individuals and team
members of Aston martin. Thus, it lead to better motivation in employees am teams which create
a positive atmosphere and culture at workplace.
Aston martin should have role culture in it organisation as it is a quite big firm that
provide employment to a large number of skilled employees thus, proper allocation and
distribution of role and responsibility will enhance their performance through developing clarity
in their mind. Role culture will reduce the amount of confusion and conflicts which facilitates a
positive work culture and enhance performance of both individual and team.
2

Politics
Politics in organisation is mainly concerned with control and governance of company
which include discussion and debate between powerful parties of firm so that an effective
decision can be made for overall function and operation's of firm. Politics can have both positive
and negative impact on behaviour of individuals and team members. An unbiased and mutual
decision making represent a positive politics which improve the performance of employees and
create a sense of equality in minds of individual and team. Biasness and discrimination in
organisation lead to creation of negative political environment which hinder the performance of
employees and negatively impact their attitude (Alenazi, Muenjohn and McMurray, 2019). In
Aston martin, positive politics exist at workplace which provide encouragement to employee and
team to work properly as mutual decisions are taken by governing bodies so that a coordination
can be kept between individual and organisational interest. Positive politics also lead to
development of healthy relationship among employees of Aston martin which create a positive
atmosphere at workplace.
Power
It basically represent the authority of top management which provides them ability to get
things happen according to their perspective. In Aston martin use of power is made by top
management to get the things on time. Mainly these two types of power are used in Aston
martin:
Reward power- In this type of power use of rewards and recognitions are made by Aston
martin to motivate and direct its employees for completion of any task. The rewards provided by
Aston martin includes gifts, bonus, awards, appraisal, etc. which lead to positive attitude in
individuals and teams and enhance their performance (Christy, Manoharan and Yokesh, 2019).
It also lead to better relation among leaders and employees of Aston martin which create positive
environment at workplace.
Coercive power- Under this of type of power use of strict action, threat and force is made
by top management for completion of task. Use of this coercive power is also made by Aston
martin to have a control on employees and to make them more discipline and punctual. Use of
coercive power is mainly made on inefficient and lazy individual to motivate them but it hamper
the relation among leaders and employees and can also create negative impact on attitude of
individual and team.
3

M1) Critical analysis of influence of organisation's culture, politics and power on individual and
team behaviour and performance
Organisation's culture, politics and power have both negative as well positive impact on
individual and team behaviour and performance. Implementation of task and role culture lead to
better atmosphere in organisation through facilitating clarity and properly assigning team role
which lead to positive influence on individual and team while power and person culture lead to
reduction in creativity and also hamper team bonding in organisation. Use of positive politics
lead to unbiased and mutual decisions which create positive attitude and behaviour in individual
and team while Biasness in decision making and inequality lead to eduction in motivation level
of individual and team. Use of reward power facilitate better relation and atmosphere while
coercive power create an atmosphere of dissatisfaction and threat.
LO 2
P2) Content and process theories of motivation
Use of theories of motivations are made by a company to influence or direct the
behaviour of its employees so that goals can be achieved effectively. The different types of
theories used by Aston martin are as follows:
Content theory
This theory mainly focuses on desires and needs of employees which can be fulfilled by
organisation to motivate them (Roberts, Sojo and Grant, 2019). Use of two factor theory is
made by Aston martin to direct or motivate its employees a description of which is provided
below:
Two factor theory
This theory is given by Fredrick Herzberg during 1959. As per two factor theory there
are a large number of factors at workplace which influence the behaviour of employees. These
factors are classified into two broad categories which are described below in context of Aston
martin:
Motivators- These factors encourage employees to perform well at workplace. Different
motivator factors that are provided by Aston martin to its employees are better growth
opportunity, timely recognisation, better responsibility, etc. which influence them to work
harder. These factors provide a sense of intrinsic motivation in employees which improve their
4

efficiency and lead to timely achievement of task (Yogamalar and Samuel, 2019)(Ibegwam,
2019).
Hygiene factors- These factors does provide any higher motivation to employees but
their absence can lead to demotivation and lack of job satisfaction. The various hygiene factors
which are provide by Aston martin are effective supervision, positive workplace, healthy
relation, job security, timely salary and wages, etc. Theses hygiene factors keeps employees of
Aston martin motivated and provide them job satisfaction which improve their performance and
also lead to better work experience.
Strengths of two factor theory
The biggest strength of two factor theory is that it focuses and emphasis on the
motivation coming from within the employees instead of any external factor thus, lead to
improvement in working environment and workplace atmosphere therefore, keeps staff of Aston
martin motivated for a longer period of time and yield better benefits for whole organisation.
Weakness of two factor theory
The weakness of two factor theory includes the fact that it is job satisfaction and job
productivity are not directly related with each other as as it is not essential that a satisfied
employee will definitely lead to improvement of productivity. Beside this, it is a subjective
theory and ignores the external factors therefore it might be possible that it will not be so
effective fir Aston martin to enhance is productivity or meet the objectives.
Process theory
Process theory is concerned with the overall development of employees so that their
creativity and performance can be improved for achieving targets. Use of Adam's Equity theory
is made by Aston martin which is described below:
Adam’s Equity Theory
This theory is developed by John Stacy Adams and it mainly focuses on 2 principles. Out
of these two principle, first one suggest that there should be an equilibrium between input and
output of employees or individuals. The second principle states that personnel and employees
should have a feeling that they are treated in a fairly way when they contrasted with their
colleagues (Hassan, Iqbal and Malik, 2019). Aston martin has adopted both these principle in its
organisation as timely monetary and non monetary awards are provided to employees on the
basis of their input and efforts that are made by them in achievement of goal. Timely training and
5

certification are also made by Aston martin to sharpen the skills of employees which lead to
overall development of employees. This further motivate employees to work more harder which
improve their efficiency. To generate the feeling of fair treatment proper bonding and relation
with employees is also developed by Aston martin which create a sense of loyalty and
commitment in employees and motivate them to work well.
Strengths of Adam’s Equity Theory
The advantage of Adam’s Equity Theory incudes a check on exploitation of employees
through keeping a balance between input and output and also provide an effective sources of
motivation to Aston martin through providing good increments and better working conditions to
employees. It also lead to a better relationship among workers and employees thus, provide
effective solution for all problems.
Weaknesses of Adam’s Equity Theory
The weakness of Adam’s Equity Theory is that it is difficult to have a exact comparison
of input and output thus, difficult can be faced by Aston martin in motivating its employees with
the use of Adam’s Equity Theory and issue of difference between perception all exists while
making use of this theory.
M2) Critique on the manner in which behaviour is affected by motivational theories
With making use of two factor theory and Adam's equity theory, Aston martin aim at
influencing the attitude and behaviour of its employees in a positive way so that there
performance can be improved. Use of two factor theory provide an intrinsic motivation to
employees and enhance their job satisfaction but it ignore external factors of motivation thus, it
might be possible that productivity and performance of employee not improve by this approach.
Adam's Equity theory promotes equality in among employees of organisations but it can create a
dissatisfaction among highly skilled and efficient employees as they are not getting better
incentives for their extra efforts. Thus, it can lead to negativity in deserving employees which
hinder their performance.
D1) Critique on relation between culture, politics, power and motivation that enable team and
organisational success with proper justified recommendations
Positive workplace culture ( role nad task culture), politics and power lead to
development of affirmative and more effective working atmosphere where individual feel
motivated and encouraged which enhance their performance. But a negative and wrong use of
6

politics and power can completely shattered a workplace and also effect performance of
employees through creating an adverse situation and atmosphere. Thus, it is recommanded for
Aston martin to make use of best suitable work culture and should also make efforts to make use
of positive politics and reward power so that its employees feel happy and motivated towards
their work. Further for properly motivating its employees Aston martin can make use of
Maslow's need Hierarchy theory or two factor theory as per its requirement.
LO 3
P3) Effective v/s Ineffective team
Team represent a group of individuals who are directed towards fulfilment of any specific
goal thus, it is necessary that their efforts must be properly coordinated (Simmers and
McMURRAY, 2019). A team can be effective or ineffective on the bases of its features and
characteristics. Main feature of effective and ineffective teams are provided below:
Features Effective team Ineffective team
Objectives The main feature of an effective team
is that timely achieve its objective and
targets for which that are developed.
Ineffective teams are not able to meet
their objectives on time thus the
main of developing a team is not
fulfilled.
Communication Proper channels of communication are
there in effective team which makes
their coordination better which lead to
better performance.
Ineffective teams mainly lack in
having an effective communication
thus, fail to coordinate the efforts of
different team members.
Role and
behaviour of
team members
In effective team, members are having
a positive behaviour as there roles are
properly defined which reduce the
chances of conflicts.
Ineffective teams are mainly
characterised with Large number of
chaos and conflicts as role of team
members are not clearly defined.
Aston martin is having a goal of improving its employees performance and efficiency so
that overall performance of organisation can be improved for that its is going to develop a team.
7

To ensure the effectiveness of this team so that desired goal can be achieved, use of Tuckman
Team Development Theory and hard and soft skills are made by Aston martin:
Tuckman Team Development Theory
Use of this theory is made by Aston martin to develop effective and dynamic cooperation
in members of team so that desired objectives can be achieved (HÜGEL and KREUTZER,
2019). This theory provide 5 stages which can be implemented by Aston martin for developing
an effective team for fulfilment of its goals:
Forming: It is the first stage where most suitable employees will be selected by Aston
martin for completion of its goal. All the selected member will be properly introduced with each
other and information about the specific goal of improvement on performance of employees is
provided.
Storming: It is the stage where interaction and interface between team members has
started with the aim of gaining knowledge about strengths and weaknesses of each other. Under
this stage roles and duties are allocated by leaders of Aston martin among team members and try
to build a coordination between them.
Norming: Under this stage productive discussion and debates are held between team
members to select or decide the best possible way for achieving the goals of Aston martin
(Isiaka, Adeoti and Aliyu, 2019).
Performing: This the stage where actual performance is made by team members and
efficient use of skills and creativity of team members are made for achievement of targets on
time.
Adjourning: It is the last stage after which the team developed by Aston martin will come
to an end after achieving its desired goals and its team member will get back to their routine
work.
Use of Tuckman Team Development Theory ensure effectiveness of team in Aston martin
but still some hard and soft skills are needed for achieving the specific goal which are described
below:
Soft skills
These skills are necessary for personal growth of members and leaders of team
(Aderibigbe, Nwokolo and Oluwole, 2019).
8

Communication skills- This skill is essential for proper communication and transfer of
information within the team so that chances of confusion and chaos can be eliminated in the
teams of Aston martin.
Self discipline- For achievement of specific goal it is necessary that team members and
leaders of Aston martin should have skill of discipline and they should follow rules and
guidelines to ensure the completion of task on time.
Hard skill
These are the presentable and learn able skills that can be acquired by an individual for
improving their performance. The desired hard skills which are required by Aston martin its
team member and leaders are explained below:
Technical knowledge- For effectiveness of an team it is necessary that its member
should posses desired level of technical knowledge (Rezaei, 2019). Training should be provided
by Aston martin to enhance technical knowledge of team members and leaders for effective
accomplishment of task and goal.
Degrees and certificates- While selecting individuals for team it Aston martin should
properly evaluate the degrees and certificates of employees so that an efficient team can be
developed for accomplishment of targets. A team can achieve its target only if its team member
have desired level of qualification required for accomplishing that particular work.
M3) Analysis of relevant team and group development theories to aid development of dynamic
cooperation
Use of Tuckman Team Development Theory is made by Aston martin to develop
dynamic cooperation in its organisation. The five stages of Tuckman Team Development Theory
are helpful in developing better interaction and communication between employees. It also
ensure that every team member is well ware about the strengths and weakness of other team
member so that allocation of work and task can be made according to that. Thus it reduce the
chance of confusion and chaos and lead to development of dynamism cooperation. Under
norming stage proper debates and discussion are also made to reach a mutual decisions which
facilitates better coordination and cooperation in team.
9

LO 4
P4) Application of concepts and philosophies of organisational behaviour
Organisational behaviour is a sum total of values, beliefs, customs and ideologies. It is
the responsibility of leaders to properly align the characteristics and interest of employees with
organisational goal so that smooth flow of operation can be achieved. For that purpose Aston
martin is making use of path goal theory.
Path goal theory
This theory is developed by Robert House and its main focus is on application of
leadership style on the basis of prevailing business situation (Volgger and Huang, 2019). As
Aston martin is facing issues related with conflicts among employees and mangers thus, to
maintain the coordination and an effective workplaces environment use of path goal theory is
made that is also a part of organisational behaviour of an organisation.
Classification of Path Goal Theory
This theory is classified or categorised in two three main elements which are described
below in context of Aston martin:
Employee Characteristics: Under this phase, an analysis is made by leaders of Aston
martin regarding the ability, experiences and locus of control of employees so that best possible
strategies can be formulated by leaders of Aston martin to properly motivate the employees. The
employee and staff of Aston martin are well skilled but a lack of team bonding and effective
coordination is seen thus, it should provide training and effective motivation to its employees to
maintain a collaboration and coordination.
Task and Environment Characteristics- Under this category, working environment of
organisation are evaluated by leaders of Aston martin which include proper analysis of culture,
powers and politics that is prevailing in the organisation. It is the responsibility of leaders of
Aston martin to develop a positive and healthy workspace environment so that employees can
feel motivated which will improve their performance (CARLUCCI, MURA and SCHIUMA,
2019). The use of participative leadership style will lead to a positive and motivated environment
and culture in Aston martin through providing opportunity to all employees to participate in
decision making process which will improve their moral and also enhance their performance and
motivation level at workplace thus, will solve the issue of employees conflicts at the working
environment of Aston martin.
10

Leadership Behaviour or Style- For insuring proper work culture and atmosphere at
workplace a leader must make modification and changes in its leadership style as per prevailing
conditions and situations in the organisations (McCormick and Donohue, 2019). For Aston
martin as per the existing situation participative leadership style is best suitable which ensures
proper participation of employees in decision making process. Participative leadership style
provide better interaction with employees and other team member so that it makes easy to for
leaders to properly understand and evaluate the characteristics and behaviours of employees in
Aston martin. Participative leadership style also facilitates better analysis and execution of task
and environment characteristic for leaders of Aston martin. Participative leadership style is
helpful for leaders of Aston martin as its improves motivation and creativity level of employees
which will lead to a healthy and positive atmosphere at Aston martin and also reduce the chances
of chaos and conflicts through establishing proper channels of communication in organisation.
M4) Concepts of OB influence behaviour in affirmative and contrary way
Use of path gaol theory is made by Aston martin to influence and motivate the
employees. As per this approach, a leadership theory must be adopted by an organisation after
proper analysis of characteristic if employees and task and environment so that required
modification can be made in leadership style as per prevailing situation. This approach is
effective in providing motivation to employees as per current situation but if selection of wrong
leadership style is made it can adversely effect the whole organisational culture and behaviour.
D2) Critique of relevancy of team development theories in relation to OB concepts which
impact on workplace behaviour
Use of Tuckman Team Development Theory is made by made by Aston martin which
consists 5 stages which ensure effeciey of team. The stages of this theory include forming,
storming, norming, performing and finally adjourning. The first two stages provide proper
analysis of skills of individuals and also develop interaction between team members which
makes it easy for leaders to develop a positive atmosphere which is free of chaos and confusion.
Under norming stages proper discussion and mutual decisions are made which also improve the
efficiency and atmosphere at workplace. Thus team development theories are related with
concept of OB and plays an important role in establishing better and motivated atmosphere at
workplace.
11

CONCLUSION
From this report it can be concluded that, culture, politics and power creates an
significant impact in attitude and behaviour of individuals and team within an organisation.
Organisational cultures is basically of 4 types out of which role and task culture are most suitable
for big organisations. Use of two factor theory is made by organisation to classify needs of
employees into two categories i.e. motivators and hygienic factors. Fulfilment of theses needs
helps in motivating and directing an employee. Use of team development theories and hard and
soft skills are made to maintain the effectiveness of team. At last it can be concluded that use of
path goal theory is made to adopt best leadership style on the basis of analysis of characteristics
of employees and environment.
12

REFERENCES
Books and journal
Aderibigbe, J. K., Nwokolo, E. E. and Oluwole, O. J., 2019. Effect of Psychosocial Factors on
Organisational Citizenship Behaviour Among Graduate Employees in
Nigeria. Economics & Sociology. 12(1). pp.155-367.
Alenazi, F., Muenjohn, N. and McMurray, A., 2019. The Relationship between Demographic
Characteristics and Organisational Commitment in Saudi Arabia. International Review
of Business Research Papers. 15(1). pp.18-36.
CARLUCCI, D., MURA, M. and SCHIUMA, G., 2019. FOSTERING
EMPLOYEES’INNOVATIVE WORK BEHAVIOUR IN HEALTHCARE
ORGANISATIONS. International Journal of Innovation Management, p.2050014.
Christy, V., Manoharan, J. and Yokesh, M., 2019. Psychological Well-Being as a Mediator
Between Psychological Contract Breach and Organisation Citizenship
Behaviour. Medico-Legal Update. 19(1).
Day, G. E., 2019. Understanding organisational culture in the hospital setting. Transitions in
Nursing eBook: Preparing for Professional Practice, p.59.
Guo, J. and Qiu, Y., 2019. Workplace incivility and organisational identification: The role of
affective organisational commitment and perceived insider status. Journal of
Psychology in Africa. 29(5). pp.452-459.
Hassan, M. U., Iqbal, Z. and Malik, M., 2019. Evaluation of individuals' behaviour patterns
towards cellular network: an empirical study of Pakistan. International Journal of
Business Innovation and Research. 18(1). pp.64-86.
HÜGEL, S. and KREUTZER, M., 2019. THE IMPACT OF ORGANISATIONAL SLACK ON
INNOVATIVE WORK BEHAVIOUR: HOW DO TOP MANAGERS AND
EMPLOYEES DIFFER?. International Journal of Innovation Management, p.2050022.
Ibegwam, A., 2019. Stages of Organisational Commitment among Librarians in University
Libraries in South-South, Nigeria. Library Philosophy and Practice, pp.1-19.
Isiaka, S., Adeoti, J. O. and Aliyu, M., 2019. Leader-Member Exchange and Organisational
Citizenship Behaviour in Tuyil Pharmaceutical Industry, Nigeria. Nigeria (January 17,
2019).
Jacobs, K. and Manzi, T., 2019. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, pp.1-19.
McCormick, L. and Donohue, R., 2019. Antecedents of affective and normative commitment of
organisational volunteers. The International Journal of Human Resource
Management. 30(18). pp.2581-2604.
13

Omar, S., Jayasingam, S. and Bakar, R. A., 2019. Does positive organisational behaviour and
career commitment lead to work happiness?. International Journal of Business
Excellence. 19(1). pp.44-64.
Rezaei, A., 2019. The impact of perceived organisational support and organisational citizenship
behaviour on turnover intention: an empirical investigation. International Journal of
Applied Management Science. 11(2). pp.153-170.
Roberts, V., Sojo, V. and Grant, F., 2019. Organisational factors and non-accidental violence in
sport: A systematic review. Sport Management Review.
Simmers, C. A. and McMURRAY, A. J., 2019. Organisational justice and managing workplace
innovation: How important are formal procedures?. International Journal of Innovation
Management. 23(03). p.1950026.
Volgger, M. and Huang, S. S., 2019. Scoping irresponsible behaviour in hospitality and tourism:
Widening the perspective of CSR. International Journal of Contemporary Hospitality
Management.
Yogamalar, I. and Samuel, A. A., 2019. Job engagement, psychological well-being and
organisational commitment: an empirical test of direct and indirect effects. International
Journal of Business Innovation and Research. 20(3). pp.392-414.
Online:
Aston martin. 2019. [Online] Available Through:< https://www.astonmartin.com/en-us/>.
14