Influence of Organisational Politics, Power, and Culture on Behaviour

This document discusses the influence of organisational politics, power, and culture on individual and team behaviour. It evaluates the impact of these factors on behaviour and performance within TESCO, a multinational retail company. The document also assesses how content and process theory can be used to achieve organisational objectives.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
TASK 1 ...........................................................................................................................................1
P1 Evaluate how organisational politics, power and culture have an influence on overall
behaviour of individual and team...........................................................................................1
M1 Critique of impact of culture, politics and power of organisation on individuals and team
behaviour................................................................................................................................4
TASK 2............................................................................................................................................5
P2 Assessment of how content and process theory can help in attainment of objectives in
organisation............................................................................................................................5
M2 Critique on the manner in which behaviour is affected by motivational theories...........8
TASK 3............................................................................................................................................8
P3 Measures which can lead to a team being effective or ineffective....................................8
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation............................................................................................................12
TASK 4 .........................................................................................................................................13
P4 Apply various philosophies & concepts which are related to behaviour of organisation13
M4. Concepts and philosophies of OB influence behaviour in affirmative and perverse way15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Organizational behaviour can be referred to as study of behavioural characteristics of
individuals operating within a company. Hereby, the main role is assumed by leader who
analyses the behaviour of personnel and then direct them towards the attainment of corporate
gaols. This is done through the application of motivational theories, development of a positive
working atmosphere and execution of concepts of organisational behaviour. The present project
is carried out to gain comprehensibility of team and individual behaviour within TESCO. This is
a multinational retail company dealing in an array of products like grocery, apparel, consumer
goods etc. The report contains discussion over key elements of an entity like power, culture and
politics. Further, it also includes motivational theories as well as team dynamics. Lastly, project
throws light upon concepts and philosophies of OB.
TASK 1
P1 Evaluate how organisational politics, power and culture have an influence on overall
behaviour of individual and team
Organisational behaviour is regarded as the concept which seeks to gain knowledge of
the behavioural pattern of groups and individuals belonging to a company. Hereby, the main role
is assumed by the HR manager of the organisation which develops an affirmative working
atmosphere to effectively encourage the employees. This aid in fostering healthy relations among
the workforce and have a significant influence upon behaviour as well as output of individuals
and groups. In this regard, it is seen that power, culture and politics of company have a
substantial impact upon both the pre-mentioned factors. These 3 concepts are analysed in relation
to TESCO, as follows:-
Culture
This is the integration of values, beliefs, customs and ideology of an entity. HR team of a
corporation holds the responsibility of developing a positive culture, so that employees can be
encouraged in an effective manner. As per Handy's Typology, there are 4 main types of cultures
which are acknowledged to be prevailing within an enterprise. A discussion upon all of these is
given below in relation to TESCO:-
Role culture: This is a form of culture whose characteristics resemble that of a functional
structure as herein, the main role of allotment of roles and duties to individuals lies in the hands
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of manager of the company. The implementation of role culture within the confines of TESCO
would imply a boost in the performance of individuals as well as teams as personnel are hereby
allotted duties as per skills, knowledge and interests. It also implies the development of positive
behaviour of personnel individually as well as collaboratively, thereby resulting in facilitation of
healthy employment relations. Role culture enable faster execution of tasks collaboratively for
realisation of corporate goals with the help of optimised contribution of each individual of a
team.
Task culture: Hereby, several groups are developed in an organisation with the sole
motive of resolution of conflicts in a timely manner. When the issues prevailing among
personnel are dealt with, this inflates the motivational level of individuals and teams. It even
generates a feeling of positivity within them and make them work with extensive utilisation of
their potential for achievement of corporate goals. The execution of task culture within TESCO
would inflate the existing productivity level of individuals and team, thereby encouraging both of
them in positive manner to attain goals in a timely manner.
Person culture: Hereby, employees consider themselves superior to the company. As a
result of this, the performance of individuals get inflated but the productivity of an organisation
is severely hampered. It can also be said that although it boosts the behaviour of personnel
individually, it may lead to generation of conflicts at collaborative level. Implementation of
person culture in TESCO would lead to increased individual output with decline in overall team
results.
Power culture: Hereby, the authority to take key decisions of an organisation vests in the
hands of few people. Even when it paces the decision making process, this leads to decline in
motivational level of employees and teams. This happens because individuals do not get an
opportunity to showcase their creativity and opinions in front of management. Execution of
power culture would imply decreased productivity levels of individuals as well as groups within
TESCO.
The above discussion concludes that role culture would be most suitable for TESCO as
this would inflate the productivity and behaviour of individuals as well as teams. As a result of
this, personnel will effectively work towards attainment of corporate goals.
Politics
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This can be referred to as the dissemination taking place within the boundaries of a
company owing to the extensive and strong usage of authority. This is a significant aspect which
may impact upon the performance of individuals and teams positively or adversely. Politics can
either be positive or negative. In relation to TESCO, positive politics can occur through the
stipulation of flexible working practices, paid and sick leaves, entailment of employee feedbacks
etc. This inflates the productivity of individuals and teams. It even facilitates them to build
healthy relations with each other. On the other hand, negative politics is related to
discrimination, partiality, stereotypes, etc. which tend to have a negative effect on company’s
operations and its overall working. Negative politics diminish one individual's creativity that
reflects from their working and contribution towards an organisation due to creation of negative
persuasion about personnels. Trust is the basic behaviour that required to have for creation of
effective team which is totally missing from all the members due to presence of negative politics.
The same will have impact over the performance as ineffective team does not have that traits to
deliver effective performance.
In relation to TESCO, it can be said that positive politics should be developed so as to
motivate personnel and direct them towards entailment of goals in a timely manner.
Power
It can be referred to as the authority vested in the hands of top management to influence
the behaviour of individuals for welfare of company. As per Raven, power possessed by a leader
can be of 5 types. These are discussed in context of TESCO as follows:-
Reward power: Herein, the leader undertakes measures to reward the efforts of those
employees who have performed well. The execution of this power within TESCO would inflate
the productivity levels of individuals as well as teams. The tools used herein are acknowledged
to be certification, awards, incentives, bonus etc. This will have further contribution towards
building of positive behaviour of individuals and teams towards organisational offerings.
Coercive power: Hereby, the leader makes use of force or threat in order to influence the
employees to carry out tasks. The application of coercive power in TESCO would decrease the
motivation level of individuals as well as teams as they are made to work against their will. The
impact of the same over the performance of both can be ascertained in the nature that they focus
over completion of their own tasks instead of working for organisational benefits.
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Legitimate power: Hereby, power vests in the hands of top management associates such
as CEO, owner, executive etc. They are the ones to take key decisions and command the lower
management. The implementation of this power in TESCO would deflate the productivity of
employees and teams as their views are ignored. The impact over the behaviour over both also
seems negative as their creativity and uniqueness ignored.
Referent power: Hereby, power is exercised by those individuals who are liked by
employees owing to their “x-factor”. The application of referent power would motivate the
employees of TESCO to work in a manner that others look up to them with the same amount of
respect as referent leader. This means that the performance of individuals get better and a
positive feeling is instilled within them to work with more zeal. On the other hand, it tends to
have a negative impact upon the team behaviour and performance as the focus of members gets
shifted to gaining referent power to enjoy the associated benefits.
Expert power: This is a type of power that is possessed by an individual having expertise
in a particular field of work. This tends to inflate the productivity of team but deflate the
performance of other individuals not having the expert power because they are not able to access
the power which can be accessed by the one person who has expertise in the same field and can
access the same powers. Further, this power has a positive impact over the team behaviour as it
gets access to the supervision and knowledge of expert. On the other hand, it negatively impacts
upon behavioural characteristics of individuals as they are not able to access the power held by
expert leader.
It can be said that reward power is most suitable for TESCO as it aids in encouraging the
workforce at constant interval of time by giving them financial and non financial incentives.
M1 Critique of impact of culture, politics and power of organisation on individuals and team
behaviour
The execution of positive types of culture such as role and power would increase the
productivity of individuals and group while application of negative forms such as person and
power would have opposite effects. In addition to this, positive politics would tend to influence
individuals to work by exercising their full potential. On the contrary, negative politics would
have an adverse impact upon performance and behaviour of employees. Apart from this, powers
like reward, referent and expert would tend to increase the overall performance of TESCO.
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However, other types such as coercive and legitimate negatively affects the behaviour and output
delivered by personnel within the enterprise.
TASK 2
P2 Assessment of how content and process theory can help in attainment of objectives in
organisation.
Motivation is a process which helps companies to enhance the performance of their
employees. This is a very crucial tool for companies to have a motivated workforce which could
help them in achieving in individual and overall organisational goals within the time specified.
This is the very important factor which helps in changing the overall behaviour of employees
towards the company and ensuring their performance in the desired manner (Katou, 2015).
Motivational Theories: These can be defined as those theories which are used by
organisations for identification of various individual needs and fulfilling them to motivate
employees. There are many factors which are considered to be to used for motivation of
employees in the company. In this regard, the HR department of TESCO focuses upon the
application of 2 motivational theories to encourage the workforce effectively. These are
explained underneath:-
CONTENT THEORY
This theory takes into consideration human conduct and behavioural characteristics,
thereby aiming at fulfilment of needs of individuals. The content theory taken into use by the
management of TESCO is discussed below:-
Maslow's Hierarchy Theory: This is one of very popular theories of motivation which was
given by Maslow. This was developed approximately between 1940 & 1950s. This theory is
divided into five main parts. This is regarded as a content theory as it focuses upon conduct and
needs of employees. The application of this theory aims at fulfilling the needs for long term
retention of staff within TESCO. This theory has been explained below:-
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(Source: Maslow's Motivational Pyramid, 2019)
Physiological needs: This is the first stage of Maslow hierarchy theory of motivation.
This deals with the most basic requirements which are required by every person working within
an entity. They include food, shelter, clothing, water and other such needs. The management of
TESCO fulfils this need by provision of adequate salary and other benefits to personnel
(Elsmore, 2017).
Safety & security Needs: This is the second stage in which individuals move when their
first need is satisfied. This comprises of financial and non financial security needs. In concern
with Tesco, their staff is motivated and satisfied if their safety needs are fulfilled timely. For
fulfilment of this need, TESCO is engaged in stipulation of medical or life insurance facilities to
workforce and their family members.
Social Needs: When above both stages are satisfied then a employee comes in this third
stage. In this stage an individual demands that social needs are also fulfilled which include social
groups of family, friends that are very important in keeping a employee feel connected. To meet
this level of need, TESCO conducts regular social events and get-together so that employees can
get along with each other easily.
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Illustration 1: Maslow's Motivational Pyramid

Esteem Needs: This constitutes two basic requirements that an individual needs to get
fulfilled, namely, self respect and status quo. For the fulfilment of this need, deserving
employees within TESCO are recognised and rewarded on a regular basis.
Self-Actualization Needs: This is the last stage where Tesco will have to make sure that
there is personal and professional both areas of development of their employees. This stage is
related to employees realization that there is requirement of training to increase their skills which
can also help them in enhancing of their personal capabilities. This will help them in increasing
their overall productivity at workplace.
When all the needs of employees working within the confines of TESCO are successfully
met by management, it inflates their motivational level and enhances their overall organisational
efficiency. As a result of this, they get positively directed towards the attainment of corporate
goals and objectives.
PROCESS THEORY
This theory emphasizes upon gaining an account of the way in which a company evolves
and develops.
Vroom's Expectancy Theory: This theory was founded in the year 1964. Victor vroom was the
person who founded this theory. This is regarded as a process theory because it is associated with
the overall development and working of organisation rather than emphasizing upon human
conduct. There are basically three major elements of this theory which are discussed as follows:-
Expectancy: It is very important that every employee has a standard level of performance
which means working according to desired standards of organisation. If employees lack the
capabilities and competence then it may have a negative impact on company's overall level of
performance. Hereby, the management of TESCO motivates the employees through provision of
rewards and recognition such as incentives, bonus, perks, promotions, appraisals etc. This instils
a sense of encouragement among employees pertaining to TESCO and makes the workforce
carry out work in a manner such that corporate goal can be realised within due course of time.
Valency: This element is also very crucial and this is elated to the expectations of
individuals in company. Every individual is different from another and also their expectations
keep on varying. In TESCO, concerned authorities use expectations and requirements of their
employees as a tool to motivate them effectively. Through the ascertainment of individual and
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organisational needs of employees, the management of this entity aims at fulfilling them for
timely accomplishment of corporate objectives.
Instrumentality: An individual can be effectively motivated and made to operate as per
the desired level of performance. This is a very essential tool which can be used to increase the
potential of employees. This will help in the overall process of decision making and same time
also in saving the time while decisions are made in the company. In TESCO this process will
help employees in working accordance with the required level of company's authorities.
M2 Critique on the manner in which behaviour is affected by motivational theories
Through the application of motivational theories such as Maslow and Vroom, the
management of TESCO influences the behavioural pattern of employees in an affirmative
manner. In this regard, although the fulfilment of Maslow's pyramid needs inflate motivational
level of individuals, at times, it results into low encouragement of doing better in future context.
Further, execution of Vroom's theory aids the management of TESCO in enhancing the
productivity of employees by providing them rewards and recognitions. Thus, with the help of
both the theories, accomplishment of corporate objective is ensured within stipulated course of
time.
TASK 3
P3 Measures which can lead to a team being effective or ineffective.
Team is referred to as a group of individuals who come together by utilising their skills
and potential to fulfil a goal or objective. In this regard, development of teams is an essential
aspect for every organization to ensure smoothness in running of company. Teams are of 2 types,
namely, effective and ineffective. This categorisation is done on the basis of quality of work
exhibited by individuals, clarity of goals and timely completion of tasks (Coccia, 2015).
Effective team: These are teams which have very well defined goals and objectives.
They always posses clarity and they have unified direction in which they have to work. There is
proper communication channels been laid down in such teams. This helps in maintaining the
coordination level while work is being carried down in such teams. In TESCO, there is presence
of effective teams which helps in attainment of laid objectives within the stipulated course of
time.
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Ineffective Team: These teams do not posses clarity in their tasks and objectives which
pushes them into the category of “ineffective”. Further, there is lack of coordination and
cooperation here leading to occurrence of conflicts within the members (Clay-Williams and
Braithwaite, 2015).
Effective v/s Ineffective Team
Basis Effective team Ineffective team
Decision
making
Herein, every member of the team is
provided with the opportunity to express
their views for the stipulation of a better
decision. In this regard, when decisions
are taken up by taking into account all
the perspectives, they are generally
effective for the company in the long run.
Herein, the members of the team are
not included within the decision
making procedure. This tends to deflate
their creativity and results in instillation
of negative behaviour among the
employees.
Underlying
goals
The goals are clearly defined and made
clear to all the members of team so that
they can work collaboratively for the
accomplishment of corporate goals in
due course of time.
This team suffers from unclarity of
goals which leads to occurrence of
confusion and misunderstandings. This
negatively affects the performance of
ineffective team and they are unable to
timely realise organisational goals.
Development of effective team
Lencioni’s central theory stipulates that there are 5 crucial elements which need to be
taken into consideration by an entity while developing a cohesive team. In their order of
significance, these are acknowledged to be:-
 Trust: The members must have trust in each other.
 Healthy conflict: Members should get engaged within unfiltered conflicts to come up
with better ideas (The 5 elements of an effective team, 2019).
 Commitment: Members of the team should be committed to decisions as well as plan of
action.
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 Accountability: The accountability of each member is to deliver their best
collaboratively against action plan.
 Result focussed: The members of the team should emphasize upon attainment of
collaborative results.
Types of teams
Development of teams is done with a view to realise the goals before the arrival of target
date. There are basically 3 types of teams within an enterprise and these are discussed below:-
Functional team: This group comprises of representatives from diverse functions within
a company, such as HR, Marketing, Finance etc. The main strength of functional team of
TESCO is that it holds expertise in different functional backgrounds which aid the entity while
taking decisions regarding acquisition, merger or addressal of a potential threat.
Project team: This group is specifically developed for the execution of a certain activity
or task. The individual belonging to this team are collectively responsible along the execution of
different stages of any task within TESCO and remain accountable until the project is
successfully completed.
Virtual team: This group is the accumulation of individuals belonging to different
geographies through the usage of computer technologies. This team operates with the uniform
goal of growth as well as welfare of TESCO. The main merit of this team is its low maintenance
cost.
Assignment of Team Roles
To effectively assign the roles and responsibilities to employees of an organisation,
TESCO makes use of Belbin Theory of Team Roles. This consists of 9 types of roles which are
categorised by placing them into 3 categories, namely, action (Shaper, Implementer and
Completer Finisher), thinking (Plant, Monitor Evaluator and Specialist) and people
(Coordinator, Team worker and Resource Investigator) oriented roles. The 9 roles are allotted to
personnel belonging to TESCO after determination of their skills, knowledge and competencies.
This aids the enterprise in ensuring the development of a team whereby roles are allotted in an
effective manner as per individuals' capabilities so that employees perform in the team by
exploiting their full potential. This results in inflating their overall organisational productivity
and leads to accomplishment of objectives within due course of time.
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in order to determine the propensity of group members and their behaviour towards the
activities. Hereby, roles are allotted to personnel belonging to team as per their behavioural
characteristics and professional competence. The 9 roles pertaining to this theory are described
as follows:-
Plant: They are usually the individuals who have the capacity to hold responsibility for
development of healthy relationship with vendors and consumers. This role within a team is
usually assigned to the key persons pertaining to TESCO.
Resource Allocator: This role is allotted to that person operating in TESCO who has the
capability to allocate the resources to different members such that they are not wasted and are
optimally utilised for the attainment of team goals.
Co-ordinator: This role is allotted to that person who has the capability to align the
behavioural conduct of personnel towards the predetermined goals and objectives set for the
team so that these can be attained in a timely manner.
Shaper: The person holding this role in TESCO assumes the responsibility of providing a
drive to the team so that they work effectively for completion of tasks and do not lose
momentum at any point of time.
Monitor evaluator: This role is allotted to that individual within TESCO who has the
capacity to make unbiased decisions while taking into account all the available alternatives.
Team-worker: This is the person pertaining to TESCO who emphasizes on development
of team spirit amidst the workforce by creating a positive and collaborative working atmosphere.
Implementer: This role is allotted to the group member who would hold the
responsibility for application of strategies in order to inflate the overall performance of the team
(Maio and et. al., 2019).
Completer Finisher: This individual operating as a part of the team is responsible
polishing and scrutinising the work of others in order to find mistakes and subjecting it to highest
level of quality control.
Specialist- In TESCO, this role is allotted to those individuals who provide suggestions
regarding strategies and techniques which can be effective for the completion of the task
properly. This helps company to frame effective strategies which helps in achieving
organisational objectives.
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M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation
Tuckman Theory of team development was founded in the year 1965 by Tuckman. This
is a very famous theory which is having a relation with development of teams and also help
teams in achievement of laid down objectives of company. There are majorly five stages which
are a part of team development. Within TESCO, a new product is being developed and would be
launched soon. For this, a project team is developed and the stages are discussed as follows:-
Forming- This is the first and initial stage of team development. In this stage,
responsibility is assigned to individual team members within the company. TESCO forms
various teams in their company and then according to that they try to make the team members to
understand what work they have to do and in what manner. Majority of time has to be invested
in collecting and gathering of the relevant information, further planning on basis that collected
information and this helps team members in forming their strategies related to achievement of
their team objectives. For instance: Hereby, individuals belonging to different functional
backgrounds within TESCO are clubbed so that they can give their views for the effective launch
of new product into market.
Storming- In this stage team which is already formed in the initial stages start their
overall functions. Each member sets their individual targets apart from the targets set by the
whole team. Every individual is different from another and way of doing work is also different.
There are possibilities that conflicts can arise between them. Here it is the responsibility of the
leader to ensure least occurrence of conflicts within teams (Chumg and et. al, 2016). For
instance: Hereby, the members within the project team of TESCO starts interacting with each
other to get acquainted with each other's characteristics.
Norming- At this stage all the team members start working on different practices aimed
at execution of tasks. Team members try to develop effective measures which can help them in
execution of functions. This stage is very important as relationships are built between members
at this stage which helps them in establishing coordination among them. TESCO at this stage
tries to ensure that work is being performed according to the way it was planned in the earlier
stage. For instance: At this stage, the project team members of TESCO get involved in
productive discussions so as to come up with effective ideas for new product launch into market.
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Performing- This stage is very important as organization always tries to set the level of
performance as high as possible. So that employees are able to utilize their full capacity and
competence. There are certain attributes by which this stage can be defined which includes
independence, motivation, knowledge etc. Communication is very necessary at this stage so that
employees are able to successfully do discussions and decide on various course of work which
they have to do in order to achieve overall laid down objectives of team. TESCO at this stage
tries to help the leaders of team to ensure that work assigned to members is performed as per
organisational requirements (Burrell, and Morgan, 2017). For instance: This stage marks the
execution of performance by different functions of TESCO so that product can be successfully
launched into marketplace and reaches customers to derive maximum contentment from them.
Adjourning- This is the last stage of team development process. At this stage the
objectives which were laid down in the initial stages have been achieved successfully. This is a
particular stage where team gets dissolved since the main objective for which it was formed has
been achieved. There can be situation also in which objectives are not been achieved, in such
case leader of team tries to identify and find out the reasons which lead to occurrence of such a
situation. In TESCO, sessions are organized by the leader for whole team in which leaders tries
to educate the team members on the main causes and tries to take measures so that in future such
mistakes do not occur. For instance: At this stage, the team developed for launch of new product
is dissolved and personnel get back to their routine course of work.
TASK 4
P4 Apply various philosophies & concepts which are related to behaviour of organisation
Organization behaviour is related to some elements which are tradition, values, customs,
beliefs, various ideologies etc. Hereby, major role is played by the leader who helps in making
sure that objectives are achieved. Employees have to be provided with enough motivation so
that they work as per organisational requirements. Adequate training and motivation must be
stipulated to employees so that they can work effectively (Boddy, 2015).
Path Goal Theory
This theory focuses on applying leadership styles in company according to the present
condition. It is a process in which leaders try to select a particular behaviour which is best
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suiting employee and is according to the environment of the company(Taştan, and Davoudi,
2017).
Classification of Path Goal Theory
Employee Characteristics: A company's manager tries to obtain information about
behavioural conduct and pattern of workforce. The main aim hereby of leader is to devise such
strategies which can motivate the workforce. In relation to TESCO, it has been identified that the
behavioural pattern of individuals is negative which tends to adversely impact upon their
performance as well as productivity levels.
Environment and Task Characteristics: Hereby, organisational leaders try to solve all
the problems which are faced by employees in the company. Obstacles are very common in
every process of decision making which is overcome in this step so that there is smoothness in
the whole procedure in the company (Whelan, 2016). Manager tries to solve the issues as soon as
they arise leading to development of a positive environment in the company. In relation to this, it
is analysed that the task environment within TESCO is not positive which impacts upon the
performance of employees in a negative manner. It also affects the coordination between them.
On the basis of above analysis, it can be said that TESCO is affected by ineffective
communication and lack of coordination among the employees. This impacts upon their
performance in a negative manner.
Leadership Behaviour: At this stage of the Path goal theory, leader tries to identify the
style which will be best suiting for the employees of company. The selection of most suitable
style is done with a view to enhance the performance of workforce such that they can attain the
goals within due course of time (Bester, Stander and Van Zyl, 2015). The 4 types of leadership
styles that are laid down under Path Goal theory are briefly described as follows:-
Directive: This a type of leadership style whereby the leader is keen to inform the
subordinates about expectations from them, manner of performing tasks and scheduling the work
as per organisational requirements.
Supportive: This is a type of leadership style which is focussed upon development of a
supporting working atmosphere whereby the leader shows concern towards the employees by
being approachable and genial for them.
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Participative: This can be referred to as a leadership style whereby the leader is keen on
consulting with the subordinate before taking a key decision for the organisation. This is an
effective style to motivate the employees and make them work as per requirements of company.
Achievement: This leadership style is focussed upon stipulation of challenging
objectives by the leader for the subordinates to make them work by exploiting their full potential
and skills. This is keen on accomplishment of corporate goals in a timely manner.
According to the present scenario, Participative style is most suitable style of leadership
for TESCO to deal with ineffective communication and lack of coordination. This style provides
employees with the opportunity to share their ideas, thoughts and views when major decisions
have to made in the company. Employees are given chance to participate in procedure of
decision making as a result of which, they develop a feeling that they are also important for the
company. Participation of staff also increases the quality of decision taken by leader and
manager of TESCO. There is also one disadvantage that this process of taking into consideration
everyone's view point makes it a time consuming to reach to the final decision.
M4. Concepts and philosophies of OB influence behaviour in affirmative and perverse way
The concepts of OB include Path Goal theory which consists of Employee
Characteristics, Task and Environment Characteristics and Leadership Style. All of these
together contribute in dealing with the business situations taking place within the environment.
The implementation of Participative Leadership theory provides aid in dealing with the complex
business situation of ineffective communication and lack of coordination by creating a positive
environment whereby employees are empowered.
CONCLUSION
On the basis of above discussion, it can be said that that individual behaviour is
something which is of matter of concern for the company. Each individual is having a different
personality and view point which they use to make various strategies and decide their course of
action. Furthermore, it is acknowledged that Maslow's need hierarchy and Vroom's expectancy
are 2 motivational theories which aid in inflating the current level of motivation among the
workforce. Apart from this, it has been analysed that Participative Style of leadership, which is a
component of Path Goal Theory, is effective in dealing with complex business situations such as
lack of coordination within staff members and ineffective communication. It is also recognised
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that a company comprises of various teams such as project, virtual and functional which are
developed to fulfil the organisational requirements.
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