Organizational Behavior Theories and Analysis

This assignment involves analyzing and evaluating various theories related to organizational behavior, including Maslow's Theory of Needs, which posits that individuals have different levels of needs that must be fulfilled for them to feel satisfied. The assignment also draws from a collection of studies on organizational behavior, covering topics such as the relationship between ethical leadership and follower self-esteem, the impact of accountability on teacher organizational citizenship behavior, and the effects of deviant behaviors in the workplace. It is essential to have a comprehensive understanding of these theories and their applications to complete this assignment successfully.

Organisational
Behaviour
Table of Contents

INTRODUCTION...........................................................................................................................3
P1 How organizational culture, politics and power influence individual, team behaviour and
performance.................................................................................................................................3
P2 Evaluate how content and process theories of motivation enable effective achievement of
goals in an organisation...............................................................................................................5
P3 Effective team compared to an ineffective team ...................................................................8
P4 Concept and philosophy of behaviour in an organisation....................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour is the field of study which shows how the people will interact
with in the various groups. Organisational behaviour is a kind of study which shows the
particular activity of the employee. There is the responsibilities of manager is creating the
positive or healthy environment where all the employees can work in a human friendly location.
The report is based upon the company A. David and CO which is a whole seller food company
of united kingdom and winner of family business year 2017 award in UK (Ashkanasy and
Humphrey, 2011). They serve all types of food product like dairy,bakery,frozen food, fruits and
vegetable etc. The overall report will gives the importance to the culture, politics and power of
various worker and different theories of leadership which can increase the performance and
productivity of the employee as well as the organisation. This report will helps in developing
the various skill in the employee that will make the employee to move toward the path of
development.
P1 How organizational culture, politics and power influence individual, team behaviour and
performance.
An organizational behaviour affects from different factors such as political and culture
component. Those situations influence to sales profitability and individual productivity as well as
company. A David & co. is providing great products and services by following fast techniques
to their potential consumers. Although market create several circumstance which affects to an
organization those are explaining in below statements.
Organization Culture: A culture reflect many rituals, nature, symbols and values
that are using for conducting operational activities. Nature of business affects to demand and
supply, earning capabilities and operation efficiency. An employee's performance majorly affects
to a company by their efforts at work station (Ates and Bititci, 2011). In respect of A David &
Co. here discussing some aspects which affect to enterprise behaviour.
Hofstede's cultural theories: This gives six dimension of culture which are established
by professor Geert Hofstede and their team members.
Power Distance: It refers to a measurement of high versus low sense of power among
people. A high power distance index highlights to inequality of A David & co. culture. On other
hand, low rate score indicate to equality.

Individualism versus Collectivism: Second dimension bring up to strength of mutual
understanding between every person within A David & co.. High rate shows to lack of
connection and less ability of sharing roles and responsibilities. Whereas, low score represents to
strong cohesion, enthusiasm and loyalty toward the job.
Masculinity versus Feminity: It presents the distinguish between male and female
values. Many communities think that women are emphasise by quality work life and men only
affects by successiveness. HR manager should concern for appropriate appraisal system to
reduce this distance.
Uncertainty Avoidance: This express to uncertain circumstances in which people feel
anxious or uncomfortable (Boje, Burnes and Hassard, 2011). When rating scale indicating high
level, then HR manger need to control through regulating strict rules.
Long term versus short term orientation: In a country, every society has to follow some
traditional link to cope up with present and future challenges. Under this, high scoring shows to
greater values to education and training programs in a country. In respect of A David & co.,
marketing strategies should be base on people's preferences (Avey, Palanski and Walumbwa,
2011).
Organisational power: This is an ability of an individual that influences and control
people who are engaging with same organisation. It receives from authority delegation in A
David & co. according to skills, expertise and working experience. Power can be gather through
person's title and special knowledge in which they engage. It can be classified in different
manner as discussing here:
Legitimate Power: It can be derived from a person's position in organisational hierarchy.
It can understand by employee's roles for instance a junior worker has need to report their seniors
and then to manager in A David & co..
Expert power: This receives only from individual's skills, knowledge, working
experience and related subject degree. Such people are count as most important and high valued
person within A David & co.. They involve in every decision making process and provide their
unique ideas to this company.
Referent Power: Mostly people are well known by their personality, interpersonal
relationship and charisma so these preference refers to referent power. In A David & co.
employees are admired and receive respect on the bases of their person connection.

Coercive Power: it is an ability to influence other people by force and threat for
accomplishing given targets. It provides assistance A David & co. in attaining goals timely and
controlling to employee's behaviour within an organization.
Reward power: This arise from recognition, promotions, salary increments and positive
results in performance appraisal of an employee. But under this approach, A David & co. should
neglect favouritism which can demoralize to their employees.
Organisational Politics: It defines as informal efforts to influence for achieving some
personal and organizational objectives. People mostly use this tact according to their interest for
instance job promotions, winning prizes, recognitions, visibility and so on. Sometimes
organizational politics affect negatively when manager does bias behave during performance
appraisal and other operations (Bolino and et. al., 2013). On other hand, team players access this
technique for resolving conflicts and maintain better relationship with all members.
Thus power, culture and politics directly affects to A David & co. with different aspects
in positive versus negative manner. Here, HR manager should consider on these component to
analyse culture for improving each employee's performance. Moreover, they need to make
related appropriate strategies for further planned implement. Those planning will provide
assistance in retaining to sophisticated people, harmonium relationship and decrease recurring
problems within a company.
P2 Evaluate how content and process theories of motivation enable effective achievement of
goals in an organisation.
Motivation plays a major role for effective performance of an employee and goal
achievement. In a company, motivate people can do creative work along with their innovative
ideas at working station. Therefore, A David & co. spend humongous sum of money for
conducting training sessions and other recreational programmes to motivate people. It can
understand through Content and process motivational theories as explaining in above statements.
Content theory: These theories explains to human need according to time. Also defines
related factors that affect to an individual behaviour (Carpenter, Berry and Houston, 2014). It
gives best probability to A David & co. in fulfilling person's requirement which increase
motivation level into them.

Maslow's theory: It is the earliest and well known concept of motivation which is
developed in 1940. Abraham Maslow identifies five main basic needs of human those are
representing here:
Physiological needs: This is pointed to basic requirement which are necessary for a
person to survive, for instance air, food, shelter and water. A David & co. need to understand
that human body and mind can not function properly if there is insufficiency of these essential
thing.
Safety and Security: Secondly, physiology need identify related to person's desire of
safety and protection such as job safety and protection from natural catastrophes (Choi, 2011).
HR manager should ensure to their employees regarding job and official environment security.
Social needs: It refers to companionship, belongingness, care, affection and interaction
in society. People seeks to more visibility and acceptance in A David & co. related formal and
informal groups. They suffer from social isolation and depression, if these needs are not fulfil.
Self-esteem: It can be define as being valued, appreciated, competence, capable and self
respect in society or formal group of people. In A David & co., HR manager should rewarded to
best performance employees which will increase to enthusiasm toward their job.
Self actualization: This final step represents higher needs of humans such as personal
desire to gain particular opportunity and challenges. It can help in promotion and other
organizational achievement to A David & co.
(Source: Maslow's Theory of Needs, 2018)
Illustration 1: Maslow' Theory Of Needs

Process theory: It refers to cognitive rational procedures that assist to motivate an
individual towards their specific goals (Colquitt and et. al., 2011).
Goal setting theory: This process theory was proposed by Professor Edwin Locke which
help to learn how to attain goals by facing difficult situations. According to this concept,
objectives can be achieve through accurate and feasible planning of best directions. These targets
motivate to employees towards successiveness which lead to commitment and better feedback in
A David & co.. To following this theory HR manager should consider on this aspects as mention
below:
Clarity: According to this thought, goals must be under-stable to every people who are
engaging in tasks. HR manager can identify employee's behaviour and should be appreciate
during this activity.
Challenge: By creating challenging goals, A David & co. can enhance performance and
fascinate to people for giving their best outcomes.
Commitment: This step, emphasize to 'buy in' activity for attaining goals. According to
this, A David & co.'s team should understand and accept all conditions for effective
performance.
Feedback: After well performance, a feedback is necessary to knowing the results and
performance level among employees. In respect of A David & co., HR manager should
conducting feedback process carefully for knowing each person's progress.
Task complexity: Every task has sufficient time in which it has to accomplished but
tough goal can create overburden for people (Demir, 2011). These complexity gives a better
chance in A David & co. to improve performance along with creativity.
Therefore, this process theory helps in different parts for an organization, as discussing in
above explanation. HR manager can energize their employees and push them for best effort in
motivating manner. Through this concept, many passionate people will highlight so A David &
co. can optimize their ideas in business planning. Moreover, A David & co. can apply on
different technique of motivation such as :
Positive work atmosphere: An organizational environment directly affect to employee's
performance at work station. HR manager should encourage to people for team work by idea
sharing and establishing mutual understanding among them.

Goal setting: Employees can be self motivated if goals are clear by team players. They
will corporate with each other during project functioning.
Incentives: Monetary profits are bigger motivator than other things so HR manager
should manage a incentive plans for best performers. A David & co. can provide financial and
non financial incentives for instance: gift cards, certificate, vacations and cash prizes to their
employees (Elstad, Christophersen and Turmo, 2012).
Recognition: In a company, to a well performer should provide awards in official
meeting and celebrating their success. In respect of A David & co., HR should make plans
according quarter or annual performance of employees. It will lead to high morale and loyalty
towards their job.
P3 Effective team compared to an ineffective team
A group of people collectively work for achieving for the common objective of an
organisations is known as team. An effective team is always needed in a business organisation so
that its productivity can be increased to a maximum level.. A. David and CO which is a
company in food and beverages section in united kingdom always tries to make an effective
team through which overall performance of the company can be increased. If we focus on the
performance criteria then there are two types of team which are effective and ineffective teams.
Ineffective team-A team which cannot fulfil the requirement of an organisation in
different aspects and unable to produce the productivity and performance within an system then
that is considered as ineffective team (Fagbohungbe, Akinbode and Ayodeji, 2012). There are
various factors which are responsible for its ineffectiveness are ill-focused team, unequal
membership of each teammate, errors and negativity among team member,lack of connection
etc. The performance of there kinds team can be improved which considering the above factors,
through training and development programs also.
Effective team- The team which works in an organisation for improving the overall
quality and performance of the company is considered as an effective team. For achieving an
efficient team the company should consider some factors which will provide the success of a
project in future period of time, those specific factors are communication, leadership,
performance review and objectives. Belbin's theory of team building is used for managing

effective teams and it also shows roles and skills which are required for management of effective
team which is as follows (Glendon, Clarke and McKenna, 2016).
Belbin's Theory:
The model of this theory was developed by Dr Meredith Belbin. He believes that each
and individual person has a particular kind of behaviour and those characteristics of individual
helps in maintaining better relationship between the team members. With the context of an
organisation there are various components which helps in building effective management of a
team and these are as follows.
Plant: It is very important for the management department to make use use of those tools
and techniques that helps in effectively conducting an operations. In A. David and CO plant
comes up with an innovative ideas like material that can make food products fresh for longer
period of time.
Resource allocator- Proper allocation of funds , raw material and labour id always
needed for doing the specific tasks. So there is a responsibility of manager of A. David and CO
to distribute overall in effective time so that operating activity can be started early.
Coordinator-The person who clarify all the goals and ensures that objective of every
one's task move towards the right direction in an coordinator. Its skills are regarding the
behaviour are positive and quite in nature and its manipulative behaviour that helps in dividing
the work easily (Huhtala and et. al., 2013).
Shaper-These are the people who are passionate and energetic towards there work. They
know how to make people work while facing challenges. They have higher skill of behaviour
that helps them in managing the conflict and issues arises among team member.
Monitor evaluator-The management department takes the overall responsibilities so that
they can calculate overall performance of each and every individual. By monitoring properly
manager of A. David and CO can easily determine the overall effectiveness of an particular
worker.
Teamwork- Those worker which are cooperative in nature and have strength of handling
diplomatic actions and social skill are considered as team worker. These people helps in
executing various types of operational activity by utilising the resources in an effective way.

Implementer-The organizer of an activity is known as implementer. These types of
people are task oriented and are flexible towards the work hence versatile in nature.These people
helps in filling the gaps of lost team member in an organisation.
Finisher -The strength of these type of people in team working is accuracy and perfect
decision making. These people helps the team in working at the final level of process.
Here in A. David and CO all the above team functions are performed to integrate this in
the specific activities in the team working. All these factors are contributing in boosting the
overall performant of the company and helps in resolving the conflicts and issues arises during
the team work.
Difference between effective and in effective team are as follows
Basis Effective team Ineffective team
Atmosphere Team shares an open
environment where all the
team member works in non
competitive surroundings and
each and every individual
work as participative in
nature .
The environment is messy and
complex in nature. Also the
accountability and authority of
each individual within the
team is not clearly specified.
People's relationship They always trust each other
and respects the thoughts of
each and every individual.
Members are supportive in
nature for achieving the goal.
The member of this type of
team member acts as
suspicious in nature and are
competitive with each other
regardless the work.
Conflict resolution. The chances of solving the
conflict arise are higher as the
team member shares positive
relation with each other.
Team member do not share
health relationships. As there
is no unity among the workers.

P4 Concept and philosophy of behaviour in an organisation
Team building activities are most important so that an employee can be motivated and
encouraged to do the effective work. This helps in development of each and every team member
and overall performance of a team. It helps in making stronger bond within the customer. So
there are various types of theories that helps in motivating the employee and gives benefits to the
organisation also. In context of A. David and CO the manger of various department of the
company monitors the behaviour of the employee that helps in understanding there nature and
talent. To make them stay motivated the managers applies different types of motivated theories
to increase the productivity of employee which is as follows.
Path goal theory-The theory is all about how leaders helps the follower while moving to
a goal by making selection of particular behaviour that are best suited to the followers. By
selecting the suitable style leaders can increase the expectation of the followers regarding the
success and satisfaction of them. There are four different types of leadership style in this theory
which are as follows.
Directive leadership- In this type of leadership the leader gives various instruction about
there task and including what they want from the follower. In this the leader sets the particular
standard of the performance and makes the clear instruction for following the rules and
regulations to their workers.
Supportive leadership-This leadership approach helps a leader to become friendly and
reachable to the workers. For this a leader should attend the welfare and human needs of their
workers. A supportive leader always give value to there workers and gives respect to their
emotions.
Participative leadership- This type of leadership invites the worker under a leader to
share there opinion of making the decision. A participate leader is always available for taking the
ideas and beliefs of there co-worker and then it integrate those suggestion to the decision-making
process of the organisation.
Achievement oriented leadership- In this type of leadership the leader always make
challenges to the to the followers so that they can push themselves to the maximum limit. The
leader sets the highest level of target and then sees if the follower can achieve it or not, this
influence the follower to accomplish there goals.

There are various kinds of situations that can effects the productivity and the performance
of both organisation, employees are as follows
Clarity of goal-The overall instruction regarding the specific activity should be clear.
There should be proper communication between the top management level and the lower, only
by this the lower level management can give the instruction to their workers. If the goals are not
clear then the employee would be able to achieve its productivity and performance towards the
organisational goal. In A. David and CO the manager makes the clear direction regarding to
those products which are perishable, and should be used in a certain limit of times so that expired
product could not to be delivered to the customer.
Feedback- The information which is delivered to the input source back so that the error
and the fault can be rectified in an effective time. In A. David and CO feedback regarding the
waste of material and proper collected funds in a day is communicated back to the higher
authority. So the plans for the next day can be made in effective amount of time. This helps in
improving the performance of the company on the daily basis.
Knowledge of structure-The overall hierarchy and the structure of the organisation
should be known to each and every employee of the company. This helps in effective
management of time as well as resources. In A. David and CO the if the employee working for
the company have the proper knowledge of the organisational structure then worker will know
their its power and authority and power so this will helps him in making the effective decision
while solving are type of problem. This will motivate them to work hard for the successive The
knowledge of overall structure will also helps in finding if there is any type of loophole which is
affecting the performance of the company and there is the responsibility of higher authority in
A. David and CO to find where the company is lagging.
CONCLUSION
From this above project report has concluded that organisational behaviour is an essential
part of a business unit. Every employees encourage from positive atmosphere and increase their
interest towards job roles. Apart from this, every enterprise has different culture which is created
by top management. It has explained relevant leadership theories that assist to motivating
workers within an organization. By following this style, HR managers can make adequate plans
for best performers so that they can increase productivity of an individual as well as

organization. The behaviour of individual is different in various situation so skills , experience in
an manger also required for handling the behaviour of team member.

REFERENCES
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