Organizational Behavior: Lg

ORGANISATIONAL BEHAVIOUR

Table of Contents
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Organisational culture, power and politics impacts individual behaviour, team behaviour
and performance. ........................................................................................................................1
LO2..................................................................................................................................................3
P2 How content theory and process theory of motivation impacts achievement of
organisational goals. ...................................................................................................................3
LO3..................................................................................................................................................5
P3 How effective team different from ineffective team..............................................................5
LO4..................................................................................................................................................6
P4) Different concept and philosophies of OB and leadership style..........................................6
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisation behaviour in which behaviour of the workers is analysed in the company as
it influence working of the organisation greatly. The report is based on Lg which is South
Korean multinational electronics company headquartered in South Korea. This is the study of
human behaviour Inn LG company and interface between human behaviour. Moreover, the
report will highlight the power, culture and political behaviour of other organisations and helps
in motivating the team individual to achieve the goals of the organisation. It also reveals the
understanding of corporate effectively with each other and will show the concepts and
philosophies of organisation behaviour in company (Hilton, 2017). The report is prepared in this
regard only. The study will highlight the differences between effective team and ineffective
teams. Futher in the report different theories of motivation will be described.
LO1
P1 Organisational culture, power and politics impacts individual behaviour, team behaviour and
performance.
The culture can be defined as a belief, assumption and beliefs and ways of interacting that
makes contribution to social and psychological environment of LG.
Handy's model of organisational culture-1. Power culture- In power culture only limited people can enjoy the power of position.
Only some people in organisation have authority and they are authorised to take any
decision. it is great culture but some times it becomes toxic for organisation. in this
culture employees are judged by what they achieve rather than how they react in different
situations. Power culture is impacting the performance of LG as workers are facing high
labour turnover (Pastra, Gkliatis and Koufopoulos, 2017). So LG need not to adopt power
culture otherwise employee may feel burden and not like to work for longer time in the
organisation and currently this culture is followed they why people are leaving their job.2. Role culture- Role culture refers to highly defined structure in which workers have
specified delegated authorities. As staff turnover is an major problem by implementing
this culture LG will be make their employees happy and make them able to retain in
organisation for a longer time. Making any urgent decision is very slow and painful and
LG takes less risks. This impact team behaviour that their decision making is very slow
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and painful and when team wants to implement any new policy or strategy their decision
is delayed and this impact their performance (Pastra, Gkliatis and Koufopoulos, 2017).3. Task culture- This type of culture group is created for completing an particular at task or
project. this type of culture allows workers of LG a chance to make equal contribution in
completing assigned task. This impact the behaviour of teams in such a way that
employees are motivated because they are given equal responsibility to fulfil an desired
task. Task culture reduces burden from as work is distributed among members. Task
culture impacts overall performance of LG as each tasks are carried out smoothly as roles
are divided among workers. Thus, assist LG in increasing productivity (Clay-Williams
and Braithwaite, 2015).4. Person culture- When firms follows personal culture it emphasis over the performance of
workers. In this type of culture workers are more serious about their personal profit rather
the organisational profit. this culture impacts team, behaviour as individuals are not
serious about their work and they work for their benefit and not for the company. person
culture impacts the performance of LG in such a way that work progress is reduced and
organisation may have to suffer from losses because employees are not working for LG's
benefit (Clay-Williams and Braithwaite, 2015).
POWER- The maintenance and acquisition of power is main motivating process which occurs in
LG. By word power it is clear that higher authority has certain powers to deal with sub ordinates
with different types of punishments and penalty when certain tasks are not completed on time.
But when good work is done by the employees are rewarded which impacts the team behaviour
as their morale raises and motivates them to work more efficiently. Power impacts overall
productivity of LG as higher authorities encourages the workers to do work on time. Thus, more
output is generated by the company (Kim, Kim and Reid, 2017).
POLITICS- Politics plays an important role in organisation as it becomes difficult to work when
there is lot of politics in the company.. It influences the team behaviour in such a way that
workers are not credited for their work as higher authority always gives credit to those
employees with whom they had good relations. As a result workers not work with their full
potential and feel less valuable in LG (Kim, Kim and Reid, 2017). Individual behaviour also get
impacted as it reduces morale of employee and demotivates them to do work. Politics reduces
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productivity of LG as relation among employees are not good so that don't able to perform day to
day task in well manner. Thus, Overall productivity and sales of the company will reduced.
LO2
P2 How content theory and process theory of motivation impacts achievement of organisational
goals.
There are various theories available which assits in improving motivation level of
workers. the theories are as follows-
Process theory: Vroom's expectancy theory.
Vroom's theory makes differentiation between efforts which employees gives in their
work and the final result obtained by their efforts. This theory is related to motivation within a
work environment. The formula used by Vroom for calculating motivational force:
Motivational force = expectancy X Instrumentality X valance
Expectancy
It is about what staff expects from their self efforts and its relation to efficient
performance. LG responds to that by finding out what are the factors which can motivate the
workers to deliver their best possible performance. Employees are stimulated to perform well
and work hard by offering them reward or praises for completing desired tasks. This motivates
workers and increases their morale (Elsmore, 2017).
Instrumentality
Every employee has a seperate identity and importance which makes contribution to
business result. Its all about performance of workers being good to achieve the desired results.
LG promises to offer additional rewards such as bonuses and rewards. This helps in achieving
business goals as rewards motivates workers to work more smoothly and dedicatedly.
Valance
The final result which employee achieve is valued by single individual. the value is based
on the basic needs of workers. This is an great idea for LG for finding out individual value of
employee and what are their personal needs as some employee value money whereas value of
other person may be different. According to that employees are rewarded which helps in raising
their morale and achieving LG's goal (Nangoy and et.al., 2019).
Content theory- Abraham Maslow's hierarchy needs theory.
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The author says that motivation is a result of five needs which are to be fulfilled these
needs are safety needs, psychological needs, social needs, esteem and self actualisation needs.
Psychological needs
LG takes cares of its employees needs such as food, clothing, air, water etc. All these
facilities are provided by LG to its workers so that they are satisfied with their job and work
more efficiently. Fulfilling employees psychological needs helps LG in achieving their goals as
employees work with their full potential (Burrell and Morgan, 2017). LG should also take care of
hygiene factor of employees so that workers feel happy and retain in organisation for long time.
Safety needs
These needs provide people a sense of security. Various types of security which are been
provided by LG are financial security, personal security, health care and protection from
accidents. Higher salary packages and job security is provided. As it results in this way that
workers are relaxed ie, they will be provided security benefits if any uncertain situation arises.
this helps in reducing employee turnover in LG and employee works with full dedication. Thus.,
helps in achieving goals of LG (Burrell and Morgan, 2017).
Social needs
These needs refers to need of sense of belonging and acceptance. Social needs are very
important to humans so that they don't feel depressed and alone. LG takes cares of different
social needs of workers. For fulling social needs LG focuses on encouraging team work and
healthy relations. Various types of tournaments is been organisation by LG for keeping
employees happy (Chumg and et.al., 2016). As social needs of staffs are fulfilled they will work
with more dedication.
Esteem needs
Esteem needs refers to the need of respect and self esteem. As being respected in
workplace is more important for any worker. LG takes care of its employees praises and gives
recognition when good work is done. This assist in reducing employee turnover in LG as time to
time employees are praised and they feel satisfied and their morale also increases. By fulfilling
this requirement employees can be retained in organisation for longer time.
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LO3
P3 How effective team different from ineffective team.
Effective team- In effective teams everyone takes their responsibility. Each individual is serious
about the role and perform according to that. It improves the quality of work and facilitates
completion of work and raise productivity and efficiency (Chumg and et.al., 2016).
Ineffective team- Ineffective teams are made of individuals who do not mix well, not may not
have necessary skills to perform variety of work.
Effective Team Ineffective Team
The objectives and goals of effective team is
well understood and accepted by all members
of team.
Where as in ineffective team it is difficult to
understand what is the team task and
objectives.
Discussion is held where each team member
can participate and give their opinion but
remain pertinent to task of an group (Coccia,
2015).
Whereas in ineffective team only few
individuals takes participation in discussion.
Often contributions are source of an point.
In this each team each member listens to each
other ideas and made conclusion after that. As
by considering ideas of different individual
more desired decision is made by them.
In ineffective team no one is bothered and
ideas of different persons are not listened,
which results in poor decision making.
Most decisions are reached by a form of
consensus in which it is clear that everybody is
present in general meeting.
Actions are taken prematurely before the real
issue are examined or resolved (Coccia, 2015).
The group is conscious of its own operations.
Frequently, it stops examining that how well it
is doing or what may be interfering with its
operations.
The group tends to avoid discussion of there
own maintenance.
Tuckman model
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Tuckman model helps in developing team ability and maturity, establish relationship and
the leader changes leadership styles. The stages are as follows-
Forming
The first stage is forming, here the team is introduced to each member in a group in a
pleasant and polite manner. In beginning most of people are excited to start something new and
also tries to know each other in team. During this they discuss project goals, individual goals,
team members background, their skills and interest (Kitchin, 2017). LG has to form an effective
team and has to develop confidence among workers so that they can work better in team.
Storming
Team becomes more close and the team members are gaining each other's trust. In this
stage personalty may creates an problem and member disagrees to complete an task. Some of the
team may try to skip storming stage may avoid the conflicts. Avoidance creates such issues until
it is blown up. It recognises conflict and resolve it as early as possible (De Vries and Van der
Poll, 2016).
Norming
Here people start noticing and appreciate the team member strength. Team start settle into
an groove. Each one working and contributing as cohesive unit. Each one work and contributes
as cohesive unit. Members of LG should also admire knowledge and skills and value of each
other. Where as sometimes storming overlaps with norming. When new task arises still group
may experience few conflicts. If LG already deal with such disagreements before it can be easier
to address (Waterson, 2018).
Performing
In this stage members are motivated, confident familiar enough with task and operates
with any supervision. It is the stage where every employee of LG tries to achieve the goal.
Adjourning
This stage is added by Tuckman because once an project ends, team dissolves. This is the
last stage where team members are separated after completing desired task.
LO4
P4) Different concept and philosophies of OB and leadership style.
System leadership theory
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It enables the leaders in the LG to create an condition, where all the level of people work
productively with their potential. It uses an sound principle for an human behaviour to create an
model of the good leadership, system design, LG strategy and the social process. It helps to
provide leaders with tools to predict an people behaviour in LG. As it helps to build an effective
system that drive the productive behaviour and try to lead more effective on realisation of LG
purpose (Avota, McFadzean and Peiseniece, 2015). Hence people will work better and they will
not leave the job so soon, they will like to work in such great atmosphere which will bring
positivity among them hence will reduce staff turnover problem in LG. Where as system
leadership has developed throughout the career of an management and academic level.
Systematic approaches to the leadership attempt an dredge leadership and system theory
of literature to find an meeting point. The leader's of LG determine the factorize in leadership for
an external environment and have relationship among an elements. Leaders without followers are
unable to exercise and also make ensure about conviction that provide an system to purpose and
structure. This system approaches clarify the complexity and dynamism of environment and try
to provide an framework to build an ideas. This system leadership theory helps the LG to
improve the performance of the employee in the LG and also improve the behaviour of the LG
Path goal theory
It is mainly based on specifying leader behaviour that fits best to employee and work
environment that order to achieve LG goal (Avota, McFadzean and Peiseniece, 2015). Path goal
theory provides an way to an leader to encourage or motivate and try to support their employees
for achieving the LG goal.
Leadership behaviour
According to path goal theory, leader must be focus on various kinds of leadership
behaviour . This differ as per situation & employee, Leader as long they provide support and
focus in the employee of the LG. This can allow leader to work for an department goal,
and also try unite this with an LG goal. Also motivation is essential component for an leadership
and play significant role in path-goal theory leadership. Where leader motivate the employees to
achieve the goals (Khaola and Sebotsa, 2015). and it helps to reduce the labour turnover of LG
Leadership Style
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It mainly depends on employees and situation. It is acceptable when it accepted by
workers and motivates & satisfy them . It is an task of an leader to facilitate, the coach & reward
to his employees. Path goal theorise identify four leadership style.
Directive leadership-
In this style, the leader must know what has to be done exactly, how perform the task & what is
deadline. By provide an employee an clear guidelines that regard to an process and tell employee
what the LG is expected from them and hoe the carry the task. As employee get an close
supervision. Hence this style more likely to suit an inexperienced workers those require an
guidance on regular basis (Khaola and Sebotsa, 2015). It increase the performance of the
employee as well as raise the behaviour of the LG and it reduce the turnover and employee retain
at workplace.
Supportive leadership-
This leader pay more attention to requirements and well beings of workers being friendly
&empathetic with it. Leader of LG should give respect and support the employee when it is
needed. This style is useful in situation when the employee has personal issue or when
temporarily demotivated. In such situation it motivate the employee and build the confident of
the employee (Bakotić, 2016).
Achievement-oriented leadership
Here the leader sets an challenging goals. Leader expect an achievement on highest level of the
workers trust and ability to handle. Here leader compel an employee for an excellent work and
try to achieve and improvement & build confidence in ability of employees. Employee work
with full independent 7 have issue- solving capability that are suitable foe an management style.
Hence leader can achieve the LG goal through the employees by motivating and improving the
confident, ability among the employees.
Participative leadership
In this style leader deems it an essential to work with employees and also include ides and
opinion of the employees (Bakotić, 2016). Here leader open discussion and consultation,
suggestion from employees for decision making process. This leadership style can increase the
confident of the employee and make them feel that LG giving value to them. It motivate the
employee to work with more efficiency and retain the employee at LG & reduce turnover.
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CONCLUSION
From the above study it can be concluded that Organisational behaviour is an very
essential for the organisation. It increase the performance of the employee and motivate the
employee to retain at their workplace and also used leadership style to develop the effective team
building and also motivate the employee to achieve the organisational goal. Also study
concludes about various theories of motivation which help in motivating the workforce, as a
result it boosted their morale and help in improving overall productivity of organisation.
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REFERENCES
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Bakotić, D., 2016. Relationship between job satisfaction and organisational performance.
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Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Chumg, H.F. and et.al.,2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Clay-Williams, R. and Braithwaite, J., 2015. Reframing implementation as an organisational
behaviour problem: Inside a teamwork improvement intervention. Journal of health
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Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M.(2014)‘Structure and organisational
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Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
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