Organisational Behaviour of A David & Co Limited - Assignment (Solved)
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Added on 2020-11-23
Organisational Behaviour of A David & Co Limited - Assignment (Solved)
Added on 2020-11-23
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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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