Organisational Behaviour Report

This report examines the principles of organizational behaviour and their application within A David & Co Ltd, a fruit production and distribution company. It analyzes organizational culture, power dynamics, motivation theories, effective vs. ineffective teams, and leadership styles, highlighting their influence on individual and team performance and the company's overall success.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1Organisation’s culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................3
TASK 2............................................................................................................................................6
P2 Content and process theories of motivation...........................................................................6
TASK 3............................................................................................................................................9
P3Explaination about what makes an effective team as opposed to an ineffective team...........9
TASK 4..........................................................................................................................................11
P4Concepts and philosophies of organisational behaviour.......................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is concerned with subset of management activities which
includes understanding, prediction and control of human behaviour in an organisation. The
company which is being taken into consideration in order to carry out this assignment is A David
Co Ltd. It is specialized in production and distribution of fruits as well as offer full range of fresh
fruits, vegetables, ready prepared products, bakery items and delivery it to hotels, restaurants,
schools, government contracts on daily basis. This report explains about organisation culture,
power and politics which influence on individual and team behaviour performance. In addition to
this content and process theories of motivation is also being explained in this file. Lastly a brief
focus has been given on explanation of what makes an effective team as opposed to an
ineffective team and the concepts and philosophies of organisational behaviour .
TASK 1
P1Organisation’s culture, politics and power influence individual and team behaviour and
performance.
Organisation behaviour is the study of all the individual who are involved in the
organisation and who renders their contribution for the benefit of the organisation. Therefore A
David &Co Ltd culture, politics and power all together form an organisation behaviour which
are explained below (Bester, Stander and Van Zyl, 2015):
Organisation culture:
Organisation culture refers to the underlying beliefs, assumptions, values and ways of
interacting which render contribution to the psychological and social environment of an
organisation(KIMATA and ITAKURA,2016). In order to explain the different types of
organisation culture which can be adopted by of A David & Co Ltd Handy's Typology can be
considered. And each possess there influence on team behaviour and there performance. As per
this model there are basically four main types of culture which are explained below:
Handy's typology culture:
 Power culture: Under this type of culture power is held by few individuals within an
organisation. If of A David & Co Ltd adopts this type of culture then it will lead
negatively influence the team behaviour and there performance level will also slows

down and this is because it would result in creating dissatisfaction among the team
members.
 Role culture: Under this type of culture roles and responsibilities are assigned to
employees on the basis of there position. If this type of culture is being practised by A
David & Co Ltd then it will positively influence on team behaviour as each one will be
able to acknowledge who falls under whom and can easily perform there respectively
task on time. Whereas performance level of an organisation may be negatively affected as
decision making in role culture can often be painfully-slow as well as tends to be very
bureaucratic.
 Task culture: Under this type of culture teams in an organisation are formed so as to
address specific projects or problems. If this type of culture are formed by of A David &
Co Ltd then it will positively influence on individual and team behaviour and
performance as each will will become specialized in the form of increase in skills and
knowledge level. Thus, it would result in increase in creativity and productivity of an
organisation performance level of business in marketplace.
 Person culture: Under this type of culture an individuals see themselves as superior and
unique to an organisation. If this type of culture is adopted by workers in A David & Co
Ltd then it will negatively influence on individual and team behaviour and performance
in the form of decrease in productivity and motivational level of team members as each
employees will see themselves as superior which would result in building conflicts
among team members.
Thus, A David & Co Ltd can adopt task culture as with the help of this culture company
can easily finish up there task on time. In addition to this it will also help each team, members to
becomes specialized in there task as well as can come up with better output for the organisation
in the form of increase in efficiency, productivity and profitability margin level.
Hofstede model – This model is concerned with defining the effect of organisational culture and
values on the employees of the organisation. This means if the culture or atmosphere in A
David&Co is not appropriate than the behaviour and work of its employee's will also gets
affected. This model basically works on five different dimensions which are power distance,
individualism, uncertainty in the organisation , masculinity and long term orientation. This

model can be used by A David&Co to maintain a proper culture in the organisation and to
achieve the long term and short term goals and objectives of the organisation.
Organization power:
Power here refers to the ability to act or to have influence over others so as to get the
work done from them(Wilson,2018). There exist different types of power so in order to explain
the types Franch and Ravin power is being taken into consideration and each have there own
influence on on individual and team behaviour and performance which is explained below (A.
Agarwal, 2014):
French and Ravin power:
 Coercive power: Under this type of power employees are forced to do something which
is against their will. If this type of power is exercised by A David &Co Ltd then it will
negatively influence the individual and team behaviour and their performance level as
each employees will be dissatisfied with the environment and may decide to resign or
leave the organisation. Thus it would lead in decrease in productivity and profitability
margin of an organisation.
 Reward power: Under this type of power reward is being rendered to employees for
there better performance in the form of monetary and non-monetary like appreciation,
incentives, bonus, promotion etc. If the A David &Co Ltd adopts the practice of this
type of power then it will positively influence the individual and team behaviour and
their performance level as each employees will work more and more in order to receive
reward for better performance. Thus it would directly result in increase in performance
level of an organisation in the form of increase in productivity and profitability margin.
 Legitimate power: This type of power lies in the hand of person according to the
position that an individual hold in an organisation. For example CEO of A David &Co
Ltd hold such power and if it is exercised then it will positively influence the team
behaviour and performance level as each individual and team members performance will
be properly controlled it will lead to proper control over the performance of an individual
and the team.
 Referent power: This type of power is based on the ability to administer to someone a
sense of approval or personal acceptance. Under this type of power a leader is considered

as a role model for its team members. So if A David &Co Ltd uses this type of power
then it will lead in building up of confidence level among team members and each
employees will like to give there best in order to come up with better outcome for an
organisation. Thus, it would help in improving the overall performance level of a firm in
the form of increase in productivity.
 Expert power: This type of power is based on in-depth information, expertise or
knowledge. If the A David &Co Ltd exercise such power then it will help in improving
the performance level of team behaviour as the members will work under the supervision
of expet indvidual whoich would result in reducing the chnaces of errors as well as
would increase the efficiency level of each team members. Thus, if the team efficiency
will be improved then it would result in improving the organisation performance level by
greater profitability margin for an organisation
Organisation politics:
Organisational politics can be both positive and negative, if the A David &Co Ltd adopts
positive politics like rendering of flexible environment, allowing each members to take decision
by there own, rendering of flexible working hours etc.(Windsor,2016). Then it would positively
influence on individual and team members performance as each team members and individual
will like to work under such business environment and would work to give there best in
accomplishing business goals on specified time period (Burrell and Morgan, 2017). According to
chanlat's there are basically three type of political behaviour and they are namely decisional,
structural and personal. In case if A David &Co Ltd adopts negative organisation politics like
use of informal means and efforts or strategies like rendering of punishment for not doing work
on time or by forcing to accomplish task by working extra time period then it will negatively
effect the team behaviour and individual performance level. As team members will get
dissatisfied with its working environment and it may result in decrease in efficiency level of
individual and their performance level. Thus, overall it would result in decrease in productivity
and profitability margin level of an organisation. So HR manager of an organisation must ensure
that there doesn't take place any kind of politics would would hamper the performance level of
an organisation, so as to run business smoothly in marketplace.
The politics in the organisation will directly affect the working atmosphere of A David
&Co and productivity of the employee's this is because the individual involved in the politics

will be disliked by the other employee's in the organisation. Due to this other employee's will get
demotivated and this will directly hamper the work of the organisation. The employees will not
be able to achieve their goals and due to this the chances of employee turnover and absenteeism
may increase. As the whole environment of the company will be disturbed due to organisation
politics.
TASK 2
P2 Content and process theories of motivation
Motivation: It is a driving force which directly affects the choice of alternatives in the
behaviours of an individuals as it result in improving, stimulating and inducing workers towards
the goal oriented behaviour. Fore example: A David &Co Ltd render promotion to the talented
employee which is one of the motivational technique applied by an organisation so as to achieve
the preset target on specified time period. There are two different types of motivational theory
namely content and process theory which are being considered by A David &Co Ltd so as to
influence and stimulate workers to achieve target goal on time and they are explained below
(Christina and et. al., 2014):
Content theory of motivation:
This theory focuses on what motivates employees. So in order to examine and to focus on
what are the internal factors of employees that energize and direct human behaviours the
manager of A David &Co Ltd takes into consideration Maslow's hierarchy need theory which is
explained below (Kitchin, 2017):
Maslow's hierarchy need theory
As per Abraham Maslow there are basically five important human needs which must be
considered by A David &Co Ltd so as to motivate and influence workers to work for the
organisation in achieving target aims on time.

Source: Maslow theory of motivation, (2019) Physiological need:These need refers to the basic need for which the human beings
survive and they are food, shelter and clothing. So HR manager of A David & Co Ltd
should ensure that employees basic neds are getting fulfilled by the basic pay they they
are offering so as to motivate workers. Safety need:After physiological need next comes safety need in which the employees of
A David & Co Ltd desire for job security and safety. So HR manager of an organisation
must ensure that each employees job are being secured in order to motivate each
employees to work for achieving organisational goal on specified time. Social need:These need refers to the sense of belongingness to the society. In context to
A David & Co Ltd HR manager should ensure that good working relation is being
maintained among colleagues and with superiors so as to create sense of belongingness to
an organisation in the mindset of employees which will result in motivating workers in
accomplishing goal of an organisation. Esteem need: This need includes self-respect, status and administration. So in order to
motivate employees HR manager of A David & Co Ltd must ensure that each workers is
being recognized for their effort that they render in achieving predetermined goals.
 Self-Actualization need: These needs refers to self-fulfilment and personal development
which every employees aims for. So HR manager of A David & Co Ltd must ensure that
growth is being rendered to each workers in an organisation so as to retain talented
Illustration 1: Maslow theory of motivation

workers and to motivate them to work for achieving their personal and organisational
aims and objectives.
If all the above needs are being fulfilled by the A David & Co Ltd organisation then it
will result in increasing the motivational level of workers and they will render there best in
achieving the targeted aims on times.
Theory X and theory Y – The theory X and theory Y states that there are tow aspects of
the behaviour of human in the organisation. The one among this is positive attitude of
employee's in the organisation and the other aspect is the negative behaviour of employee's. The
manager of A David&Co must try to know both of this aspects so that plans can be made to
motivate the employee's according to the individual needs and preferences.
The theory X include all the negative behaviour of employees in the organisation. Due to
which the individual is not willing to work whereas theory Y include the positive aspects.
Both the content theories have their own pros and cons. But if the Maslow's need
hierarchy theory is applied properly in the organisation than employee's will definitely get
motivated to work in a appropriate manner. This will lead in achieving the organisational and
individual goals. With the help of Maslow's need hierarchy theory best decisions can be taken by
the organisation. As by applying this management will get brief knowledge about the basic
needs of the individual. And the steps can be taken for the improvement of the behaviour of
employee's.
Process theory of motivation:
This theory of motivation focuses on why and how motivation occurs. So in order to
examine this aspect A David & Co Ltd takes into consideration Equity theory of motivation
which is explained below (Hashim and Wok, 2014):
Equity theory of motivation
This theory states that in return for an input of efforts, production or skills, workforce
receives an outcome which is expressed in the form of status, fringe benefits and salary. This
result in creating a ratio of input and output. Moreover, equity will be achieved only if the ratio
of input and output is same for every one in an organisation. In case if the HR manager of a
business fails to render fringe benefits, bonus, incentives for the best input that they render for an
organisation then employees may resign or leave their job or may reduce their effort and
productivity level which will result in down fall of profit margin and may create poor brand

image in the mindset of customers. So in order to motivate employees HR manager of A David
& Co Ltd should ensure that each employees get the benefits in the form of fringe benefits,
salary etc. for the input of skills and effort that they render so as to maintain equity in an
organisation.
V room's Expectancy theory of motivation- This theory of motivation states that the level of
motivation of the employee in the organisation depends upon three factors which are-
instrumentality, expectancy and valence. This theory will help A David &Co in knowing the
needs of the individuals in the organisation and the efforts made by them to improve their
performance and also to achieve those needs.
V room's expectancy theory will be best suitable for the organisation to make decisions
for the improvement working environment and also to motivate their employee's. As in this the
employees will make continuous effort to improve their performance. This will directly help the
organisation in increasing the productivity of the company.
Motivational techniques- There are basically two types of motivational techniques which can
be used by A David&Co which are discussed below:
 Intrinsic method- These are the internal desires of the individual which motivates them
to perform better and achieve the desired goal. Under this the employee will have a clear
idea about what is to be done and how it is to be done.
 Extrinsic method- under this method the individual is motivated by the external factors.
The various other factors forces the individual to do the task and to get motivate. In this
the individual might get motivate with the external forces and might also not get
motivated. As this depends upon the need and want of the individual.
TASK 3
P3Explaination about what makes an effective team as opposed to an ineffective team.
Team refers to group of people with full set of complementary skills which are required
to complete a task, project or job. There exist two different types of team effective and
ineffective team (Coccia and Cadario, 2014).
Effective team:
Effective team is one who posses full potential and give their best to come up with best
outcome for an organisation.

Characteristics of effective team:
 An effective team will will directly be helpful in accomplishing and establishing
the goals of A David &Co Ltd. This is so because this team will help an
organisation in managing each task appropriately in a systematic manner.
 Major characteristic which an effective team of A David & Co Ltd possess is that
they have clear purpose and motive towards the organisation and possess
knowledge about how the organisational goals can be achieved.
Ineffective team:
Ineffective team is one who are bit lazy type and doesn't like to work for an organisation
as well as they are term to be conflict ridden who are filled with distrust and are unfocused
towards the aims.
Characteristics of ineffective team:
 If there exist ineffective team in A David & Co Ltd then they possess certain
characteristics and that is lack of cohesion.
 Second major characteristic of ineffective team is that there is low unity of purpose and
this take place when team members are not cleared about their specified mission.
Differences between effective and ineffective team which are explained below:
Basis Effective team Ineffective team
Underlying gaols The goals and objectives are
clearly understood and
accepted by each team
members of an effective team
of A David & Co Ltd.
The goals and objectives are
not clearly understood by each
team members of an
ineffective team of A David &
Co Ltd.
Members contribution Each team members of
effective team of A David &
Co Ltd render their full
potential and active
participation to finish up their
task on time with better
outcome for an organisation.
Each team members of
ineffective team of A David &
Co Ltd does not render their
full potential and active
participation to finish up their
task on time for an
organisation.

There are certain factors which makes ineffective team like lack of focus, inequality of
group members, negativity, lack of cohesion, poor leadership, lack of participation etc. So in
order to make up effective team HR manager of A David & Co Ltd must ensure that each
employees are asked to participate in each activities of an organisation (Pavalache-Ilie, 2014).
Additionally, leader should render effective guidance and training and development session to
each employees, should also listen to the view point of each workers so that a feeling of
belongingness is being created in the mindset of each employees.
Moreover in order to develop effective team HR manager of A David & Co Ltd
consider Tuckman's model of team development which specifies that a team passes through five
stages and they are explained below (Coccia, 2015):
Tuckman's model: Forming:This is the first stage through which team members of A David & Co Ltd
passes through as under this stage members are not aware of the type of task they have to
perform and are totally dependent on leader and guidance. Storming: Next come storming stage in which the team members s of A David & Co Ltd
lights come to known each other, respective roles and responsibilities as well as come up
with their respective viewpoints because of which conflicts may also take place at this
stage as view points may differ from one another. Norming: After storming next comes norming stage under which team members of A
David & Co Ltd gets to known how importance it is to work in a team, so they start
resolving the conflict which was taken place during storing stage in order to work in a
coordinate manner. Performing:After norming next comes performing stage through which team members of
A David & Co Ltd pass through, as in this stage each members become independent and
try to accomplish the task without the help of superior.
 Adjourning: This is the last stage in which the team members of A David & Co Ltd
accomplish there respective task and the team gets disbands
Belbin theory- This theory states that if the effective teams in the organisation is able to perform
well than the goals of the organisation will be easily achieved. The members of the team must

work properly so that the work of the organisation is done in a effective and efficient manner.
This theory is divided into three different types of roles which help in the completion and
management of task. The roles are discussed below.
 Action oriented role- The major role of this is to improve the performance of the team .
This can be done by converting the ideas into the action process. The ideas generated in
the A David&Co can be implemented in the best possible manner.
 People oriented role- These types of roles will help in bringing the employees and ideas
together in A David&Co.
 Thought oriented roles- This role helps in analysing the various options available to
compete the assigned task and it will also help in guiding the employee's of A David&Co
as it is seen that if proper guidance is given to the employee's than they give better
output.
TASK 4
P4Concepts and philosophies of organisational behaviour
Path goal theory of leadership:
This theory is based on specifying leadership behaviour and style which tends to be
appropriate for the organisation and for the employees. In addition to this this theory will also be
helpful for A David & Co Ltd to come up with maximum output from the workers by
increasing the employees satisfaction level and motivational level (De Vasconcelos, Gouveia and
Kimble, 2016).
Classification of path goal theory: Employees characteristics: Here it is refers to workers skills and capabilities, so as per
this theory leader of A David & Co Ltd must motivate their workforce by rendering them
proper guidance and training on time. In addition to this Leader should also acknowledge
the needs and demands of its employees and should full fill it so as to retain and motivate
employees to achieve organisational aims and objectives.
 Environmental and task characteristics: This refers to the environment in which the
employees are working. As per this theory leader of A David &Co Ltd must ensurer that
the environment in which workers are working should be flexible and healthy. In addition

to this it also focuses on identifying the issues faced by the workers and help manager of
company to overcome the issues promptly for the purpose of smooth flow of work.
Leadership style:
There are different leadership styles which can be adopted by the leader of A David &
Co Ltd so as to manage and guide workers of an organisation. Some of the style f leadership are
explained below (Elsmore, 2017): Participative style: Under this style of leadership, a leader of A David & Co Ltd have to
motivate employees to participate in each activities and decision making process of an
organisation so as to increase the effectiveness of decision making and the operational
functions of an organisation.
 Directive style: Under this style of leadership a leader of A David & Co Ltd simply
render direction and orders to employees so that each team members perform their duties
accordingly. In addition to thus under this style of leadership leader take decision by
themselves without the interferences of workers and thus it result in demotivating
workers towards their work.
 Supportive style- In this the leader of A David&Co will support its employee's in the
completion of the work. The leader will guide its subordinates about how the work is to
be done in the organisation. This will also help in maintaining a healthy work
environment.
 Achievement- Under this style the leader of the organisation will challenge its employees
to work better. Is can be used to get maximum output from the employee's of A
David&Co.
Contingency theory- According to this theory factors for organising the work in the
organisation directly depends upon the internal and external environment of the organisation.
Employee's in A David&Co can be guided in many ways. But this depends upon the nature of
work. For example if the assigned task is complicated in the A David&Co than the work can be
divided among the employee's. So that leader can guide them in a proper and adequate manner.
And this will directly help in improving the performance of the team because the work will be
coordinated properly and the duplication of work will be avoided in A David&Co.
Therefore leader of A David & Co Ltd must take into consideration participative style of
leadership so as to retain talented workforce within an organisation (Pennington, 2014). As with

the help of this style a sense of belongingness will be generated among employees which would
result in coming up with better outcome for an organisation in the form of increase in
profitability ratio.
CONCLUSION
From the above report it can be concluded that positive organisation behaviour, culture,
politics and power are very much essential for achieving the growth of an organisation. In
addition to this there are different leadership style and one among them is participative style
which should be adopted by the leader so as to motivate employees in achieving targeted aims on
time .Moreover Maslow theory and equity theory of motivation is also being considered by an
organisation so as to retain and motivate talented workforce. Furthermore Tuckman's model was
also discussed above which is explained about how effective team develops within an
organisation. Path goal theory of leadership can also be used to guide and lead individual in an
organisation.

REFERENCES
Books and Journals
A. Agarwal, U., 2014. Linking justice, trust and innovative work behaviour to work engagement.
Personnel Review. 43(1). pp.41-73.
Bester, J., Stander, M. W. and Van Zyl, L. E., 2015. Leadership empowering behaviour,
psychological empowerment, organisational citizenship behaviours and turnover
intention in a manufacturing division. SA Journal of Industrial Psychology. 41(1). pp.1-
14.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Christina, S. and et. al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management. 10(1-2). pp.164-179.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. Int. J. Innovation and Learning, 15(2). pp.115-129.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources.
De Vasconcelos, J. B., Gouveia, F. R. and Kimble, C., 2016, July. An organisational memory
information system using ontologies. In Atas da Conferência da Associação Portuguesa
de Sistemas de Informação (Vol. 3, No. 3).
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational
behaviour and involvement in employment. Equality, Diversity and Inclusion: An
International Journal. 33(2). pp.193-209.
KIMATA, A. and ITAKURA, H., 2016. Mechanism of the Influence of Organizational Culture
in Environmental Management. Organizational Science. 48(5). pp.49-62.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Pavalache-Ilie, M., 2014. Organizational citizenship behaviour, work satisfaction and
employees’ personality. Procedia-Social and Behavioral Sciences. 127. pp.489-493.
Pennington, D. C., 2014. The social psychology of behaviour in small groups. Routledge.
Wilson, F.M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
Windsor, D., 2016. 10 The ethical sphere: organizational politics, fairness and justice. Handbook
of organizational politics: Looking back and to the future. p.244.
Online
Maslow theory of motivation. 2019. [Online]. Available Through: <https://the-happy-
manager.com/tips/maslow-motivation-theory/>.