Organizational Behavior and Teams

This assignment delves into the multifaceted aspects of organizational behavior within educational settings. It examines various theoretical models explaining employee motivation, leadership styles influencing school climates, and the crucial role of effective teamwork in achieving positive outcomes. The analysis draws upon scholarly research and practical examples to illustrate the interconnectedness between individual behavior, leadership dynamics, and the overall school environment.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1 Analyse how an organisation culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
M1 Critically analyse how the culture politics and power of an organisation can influence
individual and team behaviour performance. .............................................................................3
P2 How content and process theories of motivation and motivational theory enable effective
achievements of goals in organisational context. .......................................................................3
M2 Critically evaluate how to influence the behaviour of other through effective application
of behavioural motivational theories, concepts and models......................................................5
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enable teams and organisation to succeed...................................................................................5
P3. Explain what makes an effective team as opposed to an inneffective team.........................6
M3. Analyse relevant team and group development theories to support the development of
dynamic cooperation...................................................................................................................7
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation........................................................................................9
M4. Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both positive and negative way............................................................................11
D2. Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work place
...................................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is the study of collection of people within the group or an entity.
It studies the way a person behaves in organisational setting. In current time, many organisations
have started focusing on this practise as its quite effective in bringing efficiency in the firm. The
main motive of this practice is to maximise the output by employee while enhancing the
efficiency and productivity of firm (Denhardt and Aristigueta, 2015) Organisation behaviour
work on three level that is individual in organisation, group in organisation and organisation
itself. The study analyses the impact this three have on the behaviour of organisation and use it
researches in such a way so that overall performance of organisation can be improved. In current
study, A David & Company Ltd. Has been taken into consideration. The firm is medium size
entity with annual turnover of £10 M to £20 Million. The company work in food industry and
provide their customer with fresh fruit, ready prepared products and also some bakery items and
deliver their products. In current report importance of organisational behaviour and it role in
bringing the efficiency in firm will be discussed. Advantage and disadvantage of culture politics
and power will also be mentioned. Motivational theory and their role in organisation along with
importance of effective team will also be discussed. Different philosophy of organisation is also
mentioned in this report.
P1 Analyse how an organisation culture, politics and power influence individual and team
behaviour and performance.
Organisation behaviour get majorly impacted by politics, power and culture. If these
three practices are used positively than it can bring many benefits to David and company Ltd.
But in case it uses negatively it can have adverse effect on the working and behaviour of firm. It
is necessary for David and company to understand the impact of these three terms so that proper
implementation and efficiency can be brought in firm (DiPaola and Tschannen-Moran, 2014).
Organisational Culture can be described as belief, value, practices, politics etc. share by
each individual in firm and also effect the working style of person. In simple words, it can be
described as way or process through which an individual completes its task and interact with
other people in the team. Culture work as mediator and bind all people together and direct them
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in single direction so that goal and objectives of firm could be achieved. Culture of firm is made
by belief of its labour and management (Goetsch and Davis, 2014). There many types of culture
few are mentioned below
Bureaucratic style: It focuses on competitive nature and make sure that firm has strong
relationship with external parties. Its follow hierarchy and have extensive control on the
employees (Guastello, 2013)
Collaborative style: Decentralisation is the main key of working in this style. In this small group
are made so that each problem can be resolve.
Politics: power to influence other can be defined as politics. Its mixture of self-interest,
power behaviour or influence on other etc.
There are two types of politics:
Positive: If uses correctly it can bring many benefits in the firm. In order to bring efficiency in
David and Co. the cited firm can introduce political culture that not only motivate employee but
also help them in learning how firm works.
Negative: Politics become negative or have adverse effect on the firm when a person become
more self-centred and greedy and want power that is beyond its reach. Negative politics in firm
include immoral or unethical behaviour used in completion of a task or influencing others. David
and co. has to pay attention to this as any negative politics can lead to many conflicts.
Power play huge in role in organisational behaviour. It is necessary to have proper
control over power as it play major role in the interaction of employee as well as decision
making. David and Co. has to pay attention to this so that proper effectiveness and efficiency can
be enhanced in firm. There are two types of power mentioned below
Positive power: This type of power focuses on employees. In this firm empower their employees
with power to make necessary decision at the time of need. It increases their confidence and
loyalty toward the firm (Hashim and Wok, 2014)
Negative power: Power doesn't mean disrespect of one’s subordinate or any other. In this
employee doesn't work with their free will many time higher authority force them to work.
It is necessary for firm to pay attention to these three practices so that positive change can
be brought in firm.
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There are different types of cultures which are followed in the organisation. According to
Handy model of culture the cultures consist of the following :
 Power culture : The organisation power is held by few people which have their influence
on the other member of organisation. This culture has a great influences on the individual
and their behaviour as their performance is hampered if the power is in the hand of wrong
people.
 Role culture : It is based on rules which means this culture defines the riles and
responsibility of every individual in organisation.
 Task culture : It is formed when the teams are formed to address specific problems or
complete the task.
 Person culture : This type of culture exist where the organisation exist only for people to
work and thus this type of organisation are not successful.
David & Company limited follow the role culture as it is the most effective culture
among the other as it clearly defines the roles and responsibilities of every individual in the
organisation. Moreover, if David and company want to improve the performance must use the
power in the positive way to improve the satisfaction level of employees.
Also, the Hofstede theory of cultural dimension can be used by David and company Ltd
in order to understand the cultural across different counties. According to this theory there are six
categories that define culture which includes power distance index, collectivism and
individualism, femininity V/s masculinity, Restraint v/s indulgence etc.
The rise of globalisation and technology: Organization behaviour is a subject that analyses the
behaviour of people in group and attempt to create efficient and effective business environment.
Globalization is the process that improves the interaction through integration of society, culture,
politics and business across the world.
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Principles of Network theory in organisation: Network theory is generally a part of Master of
degree of Management of communication because this theory can help managers understand the
way their departments and organizations function, since both these groups are social networks.
There are three principles which is used by David & Company limited the on which are as
follows-
 Reciprocity, the degree with which people do similar tasks for one another;
 Exchange, the degree with which people perform different tasks for one another
 Similarity, the degree of similarity between the nodes of the group.
System theory Framework: It treats an organization as a system. A system can be either closed
or open, but most approaches treat an organization as an open system. An open system interacts
with its environment by way of inputs, throughputs, and outputs.
M1 Critically analyse how the culture politics and power of an organisation can influence
individual and team behaviour performance.
Culture, politics and power have major impact on the organisational behaviour as well as
team working. A great culture promotes team work. If people working in the team share same
belief it becomes easy for them to work together and reach a decision but if this is not the case
than conflict may arise because of different perception. Same goes with politics and power in
firm if its use effectively it can have positive impact on the performance of employee. For
instance, great politics bring great investment in firm, but also it also has adverse effect on
attitude of people (Alavosius, and et. al., 2016)
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P2 How content and process theories of motivation and motivational theory enable effective
achievements of goals in organisational context.
The main goal of firm is to achieve entity objectives that is profitability and quality. In
achieving this objecting employees of firm play important part. It aids and support firm so that it
can meet its objectives (Barrick, Mount. and Li, 2013) Motivational theory help in enhancing the
productivity of firm by motivating employee and enhancing their effectiveness. There are two
type motivational theory Content theory:
 Purpose theory :
Content theory: In this motivation come from internal reward. The person gets motivated or
such behaviour arise within the individual. There are many types of content theory one of which
is mentioned below
Maslow Motivational theory
The focus of this model lies on self-transcendence and self-actualization. According to
Maslow a person feels satisfied or motivated when their basic needs are met. There are six level
in this model which analyse the basic need of person as the first need is met the person move
upward in pyramid, in last and sixth level is transcendence level (Weller, Boyd and Cumin,
2014) According to him the basic needs are
 Psychological needs
 Safety needs
 Love needs
 Esteem needsSelf-actualisation needs
This hierarchy of need only moves upward when the first need is met. For instance, the
basic psychological need include need for necessities that is food water and shelter. David and
Co. can adopt this method in their firm so that they can understand the basic need of workers and
can fulfil them in order to motivate them.
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Illustration 1: Maslow motivational model
(Source: Motivation and Personality, 2015)
Process theory: Its quite different from intrinsic. The motivations come from external reasons
such as rewards, like money, fame, recognition promotion etc. These people get motivated by
result than the activity.
Equity motivational theory
This theory believes in maintaining balance between the input of employees and the
output they are getting from firm. According to this a person feel demotivated if he feels that
input he is putting in firm are much more than what he gets back. This make person dissatisfied
and demotivated. It also affects his working. The demotivated person doesn't work to its
maximum level (Wood And et. al., 2016) If the output is matched with input than not only it
motivates employee but they also start taking initiative for the firm and their commitment toward
the work also increases.
By using both content and purpose motivational theory, David and Co. can motivate
their employees and can enhance their ability and performance. Motivated employees work more
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efficiently than demotivated or dissatisfied person. Motivated employee not only enhance
performance of employees but also bring overall efficiency and effectiveness in firm
M2 Critically evaluate how to influence the behaviour of other through effective application of
behavioural motivational theories, concepts and models.
Motivation theory play major role in bringing the efficiency in firm. By this theory firm
make sure that maximum utilization of its all resources are done in properly which include not
only financial resources but also human resource of firm. Having motivate team help in creating
healthy environment. It helps firm in achieving its goal so that success and growth could be
attained. It also plays major role in bringing stability in working of firm. Motivate employees
perform better compare and bring overall efficiency in the firm. The performance of entity get
majorly impacted by dissatisfied employee. It also decreases their commitment toward the work.
So, it is necessary for David and Co. to make sure that their employees are motivated and
committed toward the work.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enable teams and organisation to succeed.
Culture, politics, power and motivation all are interrelated and help in the success of firm.
Knowing politics and firm and the way it works promote the culture and value that firm believes
in it help in creating healthy working environment. Empowering employee and providing the
with power of decision making increase the involvement of employee toward their work as well
as toward the firm this all bring efficiency in the overall performance of employee. Motivational
theories also help in the benefit of firm it motivates employees and increase their commitment
and loyalty toward the firm this all factors help firm in its development and success.
P3. Explain what makes an effective team as opposed to an inneffective team
In order to become a successful organisation, mere presence of group or team in an
organisation is not enough. The group or team must be effective to be successful. On order to
reach a consensus, effective groups tend to encourage healthy group decisions and group
conflicts in what they disagree, so that creative and new ideas can be generated. Effective teams
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often reflect positivity in a situation of conflict (Wood And et. al., 2016). Main characteristics of
such groups are:
 Open discussion: In order to take any decision, effective groups tend to create a space
for open discussions where each member of the group participates and provide significant
contribution to the team and also be prepared to learn and listen from other group
members.
 Logical argument: These teams try to reach a decision by the process of logical
arguments rather than implementing a voting system.
 Situational leadership: effective teams are not always leaded by a single leader. They
have a practice of opting a different leader under different circumstances as different
people have different styles of leadership that may be suitable and appropriate under
different circumstances (Wheelan, 2014).
 Common goals: no matter who is leading the team, each and every member of the group
pursue a common goal.
 Own assessment: A team to be effective need top assess its own decisions and
performances and should make necessary changes if required in order to attain goals and
objectives of the team.
Effective teams create and set their own characteristics by an effective teamwork. Along
with the above characteristics, David & co. can focus on following some more characteristics to
make teams of the organisation more effective.
Unified commitment of goal: A team is formed in order to attain a goal or objective. A
team to be effective need to be committed toward the completion of its goals and objectives by
efficiently utilising the available resources. It is not necessary that all the individuals consisting a
team have similar point of view, but an effective team is one where all the members agree at a
point which is best for attaining the goal.
Participation: Management of David & co. should influence each member to participate
in decision making process or in problem solving. For the success of a team, contribution of each
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team member is necessary in all the given tasks (Karriker, Madden and Katell, 2017). Each
member of the team should know part of the job they need to perform and must make full efforts
in completing their part effectively.
Efficient use of ideas: In order to reach to a solution of a problem, brainstorming is one
of the way. Response and ideas of each member should be gathered for the purpose of
responding and resolving a problem.
Open Communication: David & co. must ensure that there is an open flow of
communication in the organisation. An effective team is where each member has an open space
to communicate their ideas and thoughts. Team members must respect each other and do not talk
at each other’s back, this will increase the transparency in the organisation which will create
space for open communication (Woodcock, 2017).
M3. Analyse relevant team and group development theories to support the development of
dynamic cooperation
The most common theory for the development of dynamic cooperation is Tuckman's
teamwork theory. This theory establishes the relationship between group relations and task focus.
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Illustration 2: team building graph
(Source: Teamwork theory, 2017)
Forming: The 1st stage of team development is formation of a team where all the individuals
have not yet colluded together and each team member tries to find out their place in the team.
Storming: At this stage, each team members starts begin to see themselves as a part of a team.
This stage involves identifying the ways as to how things should be done. Individuals begin to
challenge each other that may cause some performance loss.
Norming: At this stage, each team member starts coming together and tend to develop process
along with clarifying how the things should be done.
Performing: At the last stage, the focus is increased on both tasks and team relationship.
Further group can be classifies into:
Formal group: These are the ones who are created as per the official authority in order to fulfil
and attain desired objectives. These groups are permanment within the organisation and are
composed of managers and their sub-ordinates.
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Informal Group: These groups are formed by employees as per their likes, attitudes and
interests. These groups emerge naturally in response to the common interest of all the employees
in the organisation.
Following are the advantages and disdvantages of formal and informal group:
FORMAL Group
ADVANTAGES DISADVANTAGES
 These groups are more established and
company is not dependent on individual
success.
 Efficient decision making process.
 These groups have limited flexibility
and are very specific in all activities.
 Promotion of formalgroups are slow.
INFORMAL Group
ADVANTAGES DISADVANTAGES
 This group fulfils social need of
employees.
 This group has a powerful positive
influence on job satisfaction and
productivity of company.
 It is difficult to bring changes within
organisation if informal group does not
support company's decision.
 Rumours are creted at a faster pace due
to informal group.
The role team development include building relationship with the member of team.
Moreover, the leader of the team have the various responsibilities for development of the team.
Also, It is required to motivate the team in order to achieve the goals and objectives. Technology
is used by the leaders for development of team. With the help of technology the members of
team are connected to each other in all over the regions.
Belbin team roles
There are different roles which member of the team play in order to develop the team.
The following are the different roles as per Belbin :
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 Action oriented roles : They focus on improving team performance by puttingh ideas
into action and meeting deadlines. The three action oriented roles are
Shaper : it is extrovert and shape the team to achieve the goals and objectives and it questions
assumptions.
Implementer: It is person that bring self- discipline in team.
Completer finisher : It pays attention to the smallest details and make sure that the things are
done in right way.
 People – orientated roles : These roles brings people and ideas together. IT consists of ;
Coordinator: It brings order into team to coordinate the activities.
Team worker : It is the person that provide support to whole team in diplomatic way.
Resource investigator : It is member of team which make contact with the outsiders.
 Thought – oriented roles : It analyses the options available and provide the technical
expertise. It includes :
Plant: It comes up with innovative and ground breaking solutions.
Monitor evaluator: It assesses team decision analytically and critically.
Specialist : It is person which is expert in particular subject matter.
Belbin team roles
Belbin model is one of the best model for effective team management in David A
Limited. It is very important that team members should have particular team roles which are
described by Belbin.
Resource Investigator: One who uses there inquisitive nature in order to find the ideas to bring
back to the team. They explore opportunities.
Team workers: one who help team to get using there versatility in order to determine the
required work as well as complete it on the behalf of the team. They are very cooperative in
nature,
Coordinator: The best role in the team as they focus on achieving the objectives of team by
delegating team objectives.
Plant: The person who tends to be highly creative as well as good at solving problems in
unconventional ways. Very creative person in the team.
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Monitor Evaluator: These are the person who provides a logical eye and sober person.
Judgements are very accurate.
Specialist: They bring in depth knowledge of a key area to the team. They are very dedicated
person.
Sharper: This is also one of the best role as it provides the necessary drive in order to ensure
that the team keeps moving and does not lose focus and momentum.
Implementer: One who implement new strategies and policies within organisation. They are
most reliable and practical person.
Complete finisher: They are the one who most effectively used at the end of task in order to
polish as well as scrutinise the work for errors, subjecting it to the top standard of quality.
It is very important that team have all these roles models so that quality of work and
standard can be improved.
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation
Five major philosophies of organisation behaviour that David & co. need to work upon
are:
 Autocratic Philosophy
 Custodial Philosophy
 Supportive Philosophy
 Collegial Philosophy
 System Philosophy
Autocratic philosophy: This philosophy mainly focuses upon power, strength and formal
authority. In an organisation having autocratic model, people having authority generally behave
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formally while controlling the employees working under them (Five models of organisational
behaviour, 2017). In such organisations ideas and thoughts of lower level employees are usually
not entertained as decision making is in the hand of top level management. Though behind this
model is that lower level employees are less expertise and less skilled, and organisation have
number of business expertise at upper level.
Custodial Philosophy: The main concept under this philosophy is providing of economic
security to employees by way of incentives and other benefits. These economic securities will
create loyalty and motivation among employees. David & co. can also use this philosophy by
providing various incentives like, health benefits, overtime, entertainment allowance, etc. to its
employees. This will increase the efficiency of the employees which will ultimately increase the
performance of employees.
Supportive Philosophy: This model focuses on aspiring leadership among the employees
(Northouse, 2015.). The philosophy rather than using practices like control and authority or
providing incentives, it focuses on improving manager and employee relationship and tries to
motivate staff. This philosophy is totally opposite to autocratic philosophy. According to this
model, employees of an organisation can have a better value and insight than just their day-to-
day task.
Collegial Philosophy: This model is focuses upon team work within the organisation. According
to this philosophy the overall culture and environment of the organisation must be aligned where
each and every employee get a chance to participate in business operations. Under these , main
role of manager is to faster the teamwork by creating workplace more energetic and positive.
System philosophy: This model considers the overall environment and structure of an
organisation and believes that every individual has different potential, talents and goals.
Therefore, this philosophy intents to balance organisational and individual goals together.
Other than these philosophies, some concepts of organisational behaviour that David &
co. need to look after are:
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Individual differences: All the individuals working in an organisation are different from each
other in different aspects. Ideas, thoughts and potential of all the individuals are not same.
Experiences make them more different from each other (Miner, 2015). Therefore, company need
to understand this make policies accordingly.
Motivation Behaviour: Employees get motivated in different ways as needs of the employees are
different. In order to fulfil their different needs, they perform their tasks well. Therefore,
management should focus at motivating employees to increase the quality of work.
Social system: Social system is something that defines the character of the organisation. Every
company socializes with their employees, customers and outer world. This helps the business in
improving their brand image.
Ethics: Ethics are the moral principles of the organisation, group or individuals. These ethics
helps in retaining the valuable employees of the organisation. Ethical treatment with employees
is essential in order to motivate employees.
Path Goal Theory:
The Path-Goal model is a theory based on specifying a leader’s style or behaviour that
best fits the employee and work environment in order to achieve a goal. The path-goal theory can
best be thought of as a process in which leaders select specific behaviours that are best suited to
the employees’ needs and their working environment so that they may best guide the employees
through their path in the attainment of their daily work activities (goals). There are four
leadership styles which can be followed by the leaders of David A Company are as follows-
 Directive Leadership
 Supportive leadership
 Achievement Oriented leadership
 Participative Leadership
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M4. Explore and evaluate how concepts and philosophies of OB inform and influence behaviour
in both positive and negative way
These concepts and philosophies of organisational behaviour may have either positive or
negative impacts on the employees or on the overall organisation. Philosophies like autocratic
may cause negative impact on the lower level employees as those are not involved on the
decision-making process and philosophies like system may provide a positive impact on the
employees as this philosophy understand that all individuals are not same (Chia and Chia, 2017).
Likewise, concepts of organisational behaviour may either cause negative or positive impact on
the operations of business.
D2. Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place
Team development theories may be relevant to the organisational structure of David &
co. these theories will help in developing more effective teams which in turn will perform more
efficiently. These theories can guide the management in how to deal with various problems while
forming a team (Vasu, Stewart and Garson, 2017). Through this management can get the most
out of the individuals and groups of an entity. Thus, the team development theories play an
important role in improving the organisational behaviour.
CONCLUSION
From the above report, it has been concluded that, culture, power and politics within the
organisation has a significant impact on the behaviour of the organisation. The firm focuses on
the organisational behaviour of David & Co. In many ways, the culture politics influences the
behaviour of employees, mangers and overall organisations. Above report also focuses on the
role of motivation in improving the efficiency of employees. Along with this, report also
concludes that there are some factors that make a team more effective and also discusses
relevance of various philosophies, theories and concepts of organisational behaviour.
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