Organisational Behaviour of A David & Co Limited - Assignment (Solved)

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Organisational
Behaviour
Table of Contents
INTRODUCTION...........................................................................................................................3
Analysing influence of culture, politics and power within organisational context.....................3
Evaluating theories of motivation that enable effective achievement of goals in organisational
context.........................................................................................................................................5
Analysing effective team as opposed to ineffective team...........................................................7
Applying concepts and philosophies or organisational behaviour within organisational context
.....................................................................................................................................................9
CONCLUSION.............................................................................................................................10
REFERENCES..............................................................................................................................12
INTRODUCTION
Organisational behaviour is basically a study of human behaviour or application of
knowledge that how an individual and group act within workplace. It examines human behaviour
in working environment and determines impact on job structure, performance, communication,
motivation and leadership which an individual in performing their task and duties (Ashenden and
Sasse, 2013). In this report organisation chosen isA David & Co Limited, an American company
of food and beverages situated in United Kingdom. This report is going to analyse how
organisation's culture, politics and power influence individual and team behaviour performance
within an organisation. Evaluating how content and process theories of motivation techniques
enable an organisation in effective achievement of goals in an organisation context. Moreover,
determining concepts and philosophies of organisational behaviour that influenced by both
positive and negative way within workplace.
Analysing influence of culture, politics and power within organisational context
In an organisation, organisational culture is defined as underlying beliefs, assumptions,
values which governs how an individual or group of people interact with each other within
workplace. For instance, each and every organisation need to develop and maintain a unique
culture which usually determines guidelines and boundaries for employees and staff members
within an organisation. Herein, human resource managers of A David & Co Ltd have adopted
Handy model of organisation culture in order to overcome impact of culture within work place
which are determined below:
Culture:
This is refers as a cumulative deposits of knowledge, values, beliefs, religion, spatial
relation, experiences obtain through group of individuals into the course of generations by people
as well as team striving. As culture of theA David Co & Ltdis friendly so employees as well as
other stakeholder behaviour also positive towards the company. They perform well in order to
attain objective of firm. Also create good impressions upon stakeholders.
Power culture:In an organisation the power remains in hands of few people only they
are authorised to take decision (Coxen, Van der Vaart and Stander, 2016). Herein, mangers are
ensuring that power should lies in hand of top management so that effective decision can be
taken which is beneficial for both organisation as well as employees. Moreover, of power is in
decentralised form that an employee may make of it that will adversely affected the goals and
objectives of an organisation. Herein, power culture plays an essential role in an organisation if
power lies with few hands the there is no disabilities among roles and responsibilities. Moreover,
each and every employees need to perform as per the instruction.Therefore, it lead to increase
performance of employees in an attractive manner.
Task culture:Task culture help a manger in forming effective team so that targets can
be achieved as well as problem can be solved in critical situations in an appropriate manner
(Carlos Pinho, Paula Rodrigues and Dibb, 2014). Moreover, managers need to ensure that team
should be developed as per same qualification, skills and knowledge so that they can contribute
their best in accomplishment of task in most innovative way. With such instance task culture a
manger will ultimately able to increase performance of team in an appropriate manner.Thus, it
leadtoincreaseproductivityandprofitabilityofperformanceofbothorganisationand
employee's respectively.
Person culture:In person culture model employees feel that they are more important
than organisation.Herein, an individualare mostly concerned about themselvesrather than
organisation. The mangers should ensure that beach and every employee member are equal
within an organisation so that uniformity prevail within workplace.
Role culture:In an organisation role culture indicates that each employees and staff
membersaredelegatedwithrolesandresponsibilitiesaccordingtoitsspecialization,
qualification and skills. Herein, mangers are forming team according to requirement so that best
output can be attained and able to work in challenging environment. Thus, this help mangers of
respective organisation to delegate roles and responsibilities as per working performance of
employees.
Therefore, the mangers of A David & Co Ltd should adopt Task Culture in their work
place as it will help an organisation to accomplish their goals and objectives with proper
formation of team.Thus, it will help them to increase their productivity and profitability in
competitive marketplace
Power:
This is the ability to perform something, ability to influence the behaviour of another
people (Laurie Mullins, 2016). Through thisA David Co & Ltdworkers as well as stakeholders
feel authorised and free to make decisions in respects of accomplishing organisational objectives.
Organisation power:In an organisation power is the ability to influence other or capacity to
affect behaviour of subordinates with control resources within workplace (Gelens and et. al.,
2015). Herein, mangers are using French and Raven's forms of power as to gain influence on
ability in order to grant harmony within workplace.
Legitimate power:This power is known as positional power within an organisation. It is
derived from position an individual hold in an organisation hierarchy. This power is used by
mangers of A David Co & Ltd so that power authorities lies within hand of an individual so that
decision are taken effectively which is beneficial for an organisation.Thus it will create impact
on both organisation and individual performance if proper level of hierarchy is maintained so
that there is no misunderstanding between employees and manger.
Expert power:Expert power is derived from having an expertise and knowledge in a
particular area.This power help a respective organisation to have a highly skilled employees in
performing task and activities in an appropriate manner.Moreover, having problem-solving
skills so that alternative decision can be taken when ever required.
Referent power:In an organisation referent power is built by a good interpersonal
relationship among employees and superior in a workplace.Herein, mangers of A David Co &
Ltd ensure that each and every employee and staff membershave good interpersonal relation
among them so that good health workplace can be created.
Coercive power:Coercive power is adopted by a respective organisation so that they can
control behaviour of employees by ensuring that they are abided with certain organisation
policies and norms. This also help mangers to reward or punish their employees if their
performance does not match up with organisation goals and objectives.
Rewardpower:Rewardpower arisesfromabilityof anindividualtoinfluence
allocationof incentivesin an organisation(Cocciaand Cadario, 2014).The mangersof
respective organisation should ensure that each and every employee are reward with incentives,
bonus and promotion as per their performance so that it does not influence action of other
employees.
Politics:
It is refers as a process of taking decisions which apply to member of a team. It is
generally considered as unofficial efforts to sell ideas, raise power as well as achieve other
targeted goals. Through thisA David Co & Ltdemployees and stakeholders behaviour impacted
asthiscreatesconflictsamongeachothersaswellasreducedthefirmsandworkers
effectiveness.
Organisational Politics
In today's context each and every organisation faces with internal and external politics
that arises within work place (Wehn and Montalvo, 2018). Moreover, in an organisation politic
play's an essential it do have both positive and negative aspect.In an organisation, politics refer
to inform, unofficial and sometimes behind the scenes efforts to sell ideas, influence an
organisation, increase power or attain other targeted objectives.
Positive impact:In an organisation politics have positive impact within workplace. This
will lead to reduce conflicts among employees, motivating employees to work harder to achieve
a desirable position they want to have.
Negative impact:Additionally, politics with in work place do have negative impact
within an organisation. Such as employees may be destructed from each other promotion and
incentives for their performance at same level. Moreover, it may result into divisiveness,
demotivated as well as decrease in productivity and profitability of a respective organisation.
From above discussion it has been determined that organisational culture, power and
politics plays an essential that influences behaviour of an individual or group of people within
workplace.
Politicking:
It is the method as well as behaviour into people interactions including power and
authority. This is utilise to assess the capability of operations and balance diverse views of
interested parties. This is also refers as a organisational politics or office politics. Through thisA
David Co & Ltddecrease the disputes and encouraged employees to behave friendly with each
other.
Organisational power
It refer to the abilities and competencies to influence other people. It indicates to the
capacity to affect the behaviour of the subordinates with the control of resources(Laurie, 2016).
It is known as exchange relationship which occurs during the time of transactions between an
agent and a target.
Hofstede's theory:
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