Organisational behaviour

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of organisational culture, power and politics over individuals and team
behaviour.....................................................................................................................................1
M1 Critically analyse the power, culture and politics in context of organisation.......................2
P2 Evaluate how content process theory help in achieving organisation objectives .................3
Motivation...................................................................................................................................3
M2 Evaluate how influences behaviour through effectively application of motivational theory
.....................................................................................................................................................5
D1 Critique of relation between culture, politics, power and motivation which enable team
and organisational success providing justified recommendations..............................................6
TASK 3............................................................................................................................................6
P3 Evaluation of effective and ineffective team........................................................................6
M3 Analyse the relevant team and group development theory in details manner......................8
TASK 4............................................................................................................................................9
P4 Applying philosophies of organisational behaviour..............................................................9
D2 Critique of relevancy of team development theories in relation to OB concepts which
impact on workplace behaviour................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is the study of the way in which human react within the group.
In other words, it is the process which include area of research dedicated to improving job
performance and promoting innovation. The report is carried forward on PRIMARK which
provide clothing and fashion accessories(Borkowski, 2016). Company headquarter is located in
Dublin, Ireland and it was established in 1969 by Arthur Ryan. This covers about different
aspect of power, culture and politics as this is essential for the company to improve
organisational behaviour. Further it include different motivational theories which help in aid firm
to encourage employees to achieve desire goals and objectives. This are different concept and
philosophies which should to be taken into account to betterment and growth of the company.
TASK 1
P1 Influence of organisational culture, power and politics over individuals and team behaviour
Organisational Culture
Organisational culture is know as the common function of the company. This refers to the
form in which and entity operate and work as per the required needs and structure in the
company. These all factors consider elements which holds the organisation together and make
smooth flow of company(McShane and et. al., 2018). Culture also include various culture and
customs which depend upon individual working in a organisation. The culture is followed with
the accordance of size and business activities in the company. Here are some different kind of
culture which are explained briefly down below:
Role culture: This is followed by the organisation which include functional structure in
which employees have clarity about the job and other activities present in organisation. In the
role culture workers has to report other supervisor which maintain stability and efficiency of the
company.
Power culture:In these kind of culture leaders holds all the power and make top decision
regarding bossiness. Top management is responsible for holding the authority to implement all
the decision of the company and therefore the vertical hierarchy is used to follow the power
culture effectively. These kind of culture slow down the productivity and create conflict among
the employees working in the organisation.

Task culture: The workforce is divided into small and team in order to complete the task
and work on timely basis. There are made generally to achieve the common goal and objectives
of the company. The main purpose of the company improve the efficiency and bring out the
maximum output for the company.
Organisational Power
Power refers to the ability and the influence which has over the other to make run
organisational culture effectively. In the context of PRIMARK the departmental manager define
the role and objectives which aid in using available resources effectively. There are some of the
power which leaders and manager practises are explained down below:
Reward power: As the name suggests, these type of power use rewards in order to
achieve the desire goals and objective in a well define manner. This is important for PRIMARK
leaders to motivate the employees by providing monetary benefits such as bonus, incentives and
other rewards to accomplish the goal.
Coercive power: These kind of power, involves the usage of threat which is make people
to do what one desire. It translate into threatening someone with firing, demotion etc. Which
company should avoid as this provide negative impact on the employees as well as organisation.
In the context of PRIMARK company has to reduce such use of power as in result slow down the
production as well as profitability of the company.
Organisational Politics
This refers to the informal way by which the company use power to influence the
organisation workforce to achieve the desire goal. These kind of politics as viewed based
phenomenon which tend to reduce productivity of the company. In other words it include vast
aspect of pros and cons regarding organisational study (Vasu, Stewart and Garson, 2017). There
are mainly three kind of politics which are based upon personal influences, job environment and
personality factor which effect working structure of the company. For the organisation like
PRIMARK this is essential for the company to remove such politics which causes strain and
anxiety in job. To avoid such politics leader should implement effective structure and polices
which emphasis upon improving working culture.
M1 Critically analyse the power, culture and politics in context of organisation
The overall analysis of several organisational components drives positive as well as
negative aspect of the company which influences individual as well as working culture of the
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firm. Apart from this, critical analyses has been incorporated which creates the feelings of
motivation among the employees and in team to achieve the desire goals in the given time frame.
In regards of politics company It has been figured out that positive aspect where politics aid
PRIMARK to improve the efficiency of the company whereas it also create negative impact on
the employees as management make wrong use of power and politics for personal gain. Beside
this, company must put emphasis on reward power as this increase capabilities of individual to
fulfil the requirement of the company as it provide appreciation and motivation to individual to
achieve desire aims and objectives.
P2 Evaluate how content process theory help in achieving organisation objectives
Motivation
It refers to an essential factor that encourages an individual to give their best presentation
and helps in accomplishing the desired goal (Tian and Peterson, 2016). It is the core of a
management that derives from the word 'motive' which means needs , wants or desires of an
particular person. Motivation theories fall under the two categories i.e. content theories lessons
what factors motivate people and process theories addresses how they motivated.
Content theories:
It defines the internal factors of a motivation that energize individual behaviour. This
theory places a major impact on management practices within the work environment. In this
theory of motivation, several philosopher have tried to find out the solutions to what motivates
an individual and for this they invent a various theories like Maslow's need hierarchy theory,
ERG theory, Herzberg' two factor theory and management assumptions.
Maslow's Hierarchy of Needs Theory
This psychological theory is composed by Abraham Maslow in 1943, which suggested
that people are motivated by five basic categories of needs i.e. Psychological, safety, belonging,
esteem and self- actualisation need. Psychological needs – These are the core requirements for every human being which
include food, cloth,shelter, homoeostasis, water and breath. If these are not satisfied than
an individual does not work optimally. It exert a huge influence on human actions. In
context of PRIMARK, manager take care of an employees basic need i.e. money, for that
an organisation offer fair remuneration according to their position so they can fulfil their
basic needs like food, shelter etc. that motivated them to work more efficiently.
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 Safety needs- In this level the requirement is little bit complex because at this level the
need of safety and security becomes a first priority. It includes job satisfaction, health
safety, financial security and family security etc. In PRIMARK, manager can provide a
healthy working environment like floor furnishing, proper ventilation etc. and offers
various policy like insurance policy, provident fund, medical safety and house facility for
their employees so that they feel secure and accomplish a desired task on a given time. Social needs- According to Maslow, this need involves belongingness or affiliation
which means every individual wants to be recognised and accepted by others. In
respected company PRIMARK, manager create a friendly environment so that every
individual communicate easily without hesitation and work as a team in task
accomplishment. Esteem needs – After all core needs have been satisfied, esteem need is the top priority
which involve appreciation and respect. At this stage Maslow includes two components
first is self confidence and second is feeling good about oneself i.e. valued by others.
When an individual esteem needs are met then they feel confident about their
contributions and achievements. In context of PRIMARK, company creates and sustain a
friendly and cherish able environment between top management and low management
and also participate in a decision making process this will help every employees to
achieve self- esteem needs.
 Self- actualisation needs- It is the final step in Maslow's need hierarchy theory which
include self- fulfilment and seeking personal growth. This motivation need is that where
individual transform their perception into reality. In PRIMARK, managers gives their
employees time to time appraisal, provide incentives,bonus for their work which seek
personal growth and achieves the level of self- actualisation.
Process theories:
It refers to the behaviour and psychological process that motivated an individual person . This
need examines how one person's needs affect its behaviour in completing the desired goal at a
workplace (Shin and et. al., 2017). There are several theories that analyse how employees will
motivated within the organisation. Theories involves Vroom expectancy theory, goal theory,
reinforcement theory etc.
Vroom's Expectancy Theory
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This theory was proposed by the Victor H. Vroom in 1964. It separates individual efforts,
performance or outcomes and concluded in the three factors: Expentancy, instrumentality and
valance.
 Expectancy: This factor suggest that a particular action will lead to the desired
results. In this people are capable of doing their work according to their desires and
level of confidence. In context of PRIMARK, manager discloses all resources,
techniques, training , supervisor and allotted the task according to right skills of an
employees and their confidence level so that they work easily in a desired time.
 Instrumentality: It is an idea of good employee performance that help in achieving
the desired task. The important part of this theory is transparency that decides who
gets what results. In context of PRIMARK, employees promoted to higher position if
they achieve the goal in the organisation.
 Valance: this factor is last in the Vroom Expectancy theory, where every employees
values differ from other individual (Bolman and Deal, 2017). For example- an
employee might value money while other person values more leaves. In context of
PRIMARK, employees get motivated by incentives so the managers offers incentives
for their good work . Therefore, in future they will also work passionately.
M2 Evaluate how influences behaviour through effectively application of motivational theory
As per the given explanation this has been analysed that Mashlow theory implication will
help and support company to positively influence employees behaviour towards the organisation
to achieve desire goal and objective (Chen, and Sheldon, 2016). Apart from this, vroom
expectancy theory is been used to as it facilitate the positive environment between the correlation
among the effort of leaders and performance. This is crucial for the manager to reward the
employees as it important to increase the efficiency of the worker to accomplish the desire goal.
In Mashlow there are different stage and each stages is completed when the previous needs and
requirement is accomplished by the individual.
In Vroom expectancy theory it included three aspect which are valance where employees
are motivated while giving promotion and benefits. Expectancy provide insight to manager and
leader regarding employees capabilities and it is the responsibilities of management to discover
resources, training along with supervision which employees needs. At last it comes
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instrumentality where leader of PRIMARK must ensure about the promised reward which must
be fulfilled by the management to accomplish desire goal.
D1 Critique of relation between culture, politics, power and motivation which enable team and
organisational success providing justified recommendations
There are different kind of culture, politics and power which are incorporate by the leader
which assist in encouraging to improve the organisation culture by motivating employees to
achieve desire goals and objectives. On the other hand, PRIMARK must use focus on different
aspect and try to maintain culture and this is very essential to enhance the productivity of the
company. Apart from this, leader must use proper use power and which help in smooth
functioning of the company for longer duration. It is essential for entity to use organisation
politics for implementing new policies for achieving desire goal and objectives in efficacious
manner.
TASK 3
P3 Evaluation of effective and ineffective team
A group of individuals in an organisation working together with similar skill set and
characteristics for common goals is known as a team(Kanfer and Chen, 2016). A team has
number of member who align their work in order to attain their their aims and contributing their
part in organisation. In other words, a team is a bundle of professionals working in a group,
fulfilling their small objectives for earning organisational ultimate goals. A team can be
bifurcated as effective and ineffective.
Effective team are those where individuals are working with one another, having
common mission and clarity of task. In an effective team, members communicate with one
another through effective communication channels and maintain healthy relations which builds
trust amongst members.
Ineffective team are those who fails to attain their goals and their tasks are not
completed by them in given time period. Ineffective teams are just opposite of an effective team,
member do not have any clarity of task and work for themselves, for attaining their personal
objectives rather than working for teams goal.
Difference between effective and ineffective team:
Basis Effective team Ineffective team
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Information In an effective team every information
is received by all team members and
flows freely. All team members shares
all acquired data with one another
with honesty and openness.
On the other hand, in an ineffective
team information flow downwards,
that is superiors take all decisions
use directive approach. Team
members are unclear about the task
as mixed messages are delivered.
People
Relationship
Effective teams runs through trust,
every individual trust one another,
respect them and stand as a support
system. The nature of their work is
collaborative, as effective teams align
their tasks and work
accordingly(Gelfand and et. al.,
2017).
Ineffective team members do not
hold any relationship, they are
always suspicious of each other.
They develop competition within the
team, amongst one another.
Ineffective team units compete with
each other and work for achieving
their personal objectives.
Tuckman theory
This theory put emphasis on the way by which team tackles the work from initial stage to
develop or form a team by thoroughly completing the project work. This activity contains many
opportunities to oversee the behaviour of employees within the measurable time period. It
contains five key stages which are as follows: Forming: This stages represents the formation of team by analysing effective employees
and it is considered with orientation like which type of people are required in order to
perform tasks. Here, workers of PRIMARK are highly depend on the guidance of leader
and their direction and the roles and responsibilities are unclear. So, leader of an
organisation need to prepare for many questions which arises in the mind of their
workforce such as, purpose of team, objectives and so on. Overall, employees test
tolerance of leader(Vibert, 2017). Storming: In this stage, team members start gaining each others trust and the individual
personalities of team members egress when they face each other's ideas and thoughts.
Here, the role of leader of PRIMARK is to guide and encourage the team members to
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open themselves freely and speak about their ideas and opinions. For this, a leader must
have tolerant attitude to resolve conflicts within the team. Norming: After storming stage, team and its members start working in a way to fulfil the
requirements of both organisation and individuals. Here, big decisions are taken by group
agreements and small decisions are delegated on small teams or individuals in the group.
For this, teams of PRIMARK need to involve themselves in fun and social activities and
also discuss their working style and processes. Performing: In this stage, team clearly knows about what they exactly doing and also
share their vision and able to stand without any interference of leader. The focus of
employees of PRIMARK is on achieving the goals and objectives of team and the
atmosphere of team is quite good and cooperation among themselves is high in nature.
 Adjourning: This stage represents that when tasks are completed then teams will get
dissolve and because of this team members will face anxiety due to letting go from group.
Because of this, team members maintain distance from each other so that they will not
face loss. Here, the team leader of PRIMARK need to pay proper attention on the
dissolution of team.
M3 Analyse the relevant team and group development theory in details manner
The business leaders of PRIMARK have used Tuckman team development theory in
order to create dynamic environment with the cooperation within the individual. With the use of
these theory leaders as well as manager can develop effective technique and strategies which to
support team to achieve desire goals in specific time frame(Carnevale, 2018). Apart from this, it
also facilitate team show proper guidance and right path which help in achieving the desire
outcomes for betterment and expansion of firm. There are different stages which comes under
this model where forming stage aid leader and manager of PRIMARK to introduce each and
every member of business enterprise with other individual in an organisation. Beside this
respective leaders of different departments inform there subordinates regarding the define goal
which is essential to attain in the given time frame.
Where as storming stage help in identify the employees strength and weakness on which
manager assign the task to individual as per the capabilities. Furthermore leader has the
responsibility to empower the ability to workers to achieve desire goal. At norming stage there
are different conflict and situation arouse due differences in company. Here the leaders and
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manager have the responsibility to figure out the best possible outcomes to accomplish the desire
goal. In performing stage, team member are allocated the work as per the area of interest which
help in maximizing the individual performance effectively. At last it comes Adjourning stage a
where whole team is dissolve as the motive of formulating team has been accomplishes in the
rightful manner.
TASK 4
P4 Applying philosophies of organisational behaviour
Organisation behaviour is the study which is used by the company to manage and control
all the activities and knowledge which is essential for improving the attributes of the employees.
This study encompasses manager to gain and understand about the motivational factor of the
individual and make changes as per the requirement of the company(Devece, Palacios-Marqués
and Alguacil, 2016). There are different kind of theory and PRIMARK can use different theory
as per the need.
Path Goal Theory
This is model which is based upon specifying the leaders style or behaviour which best fit
the employees and work environment in order to accomplish the desire goal. The path goal
theory can be best thought of process where the leader identify the best possible out come and
select the specific behaviour which is efficient for the employees(Waldman, Ward and Becker,
2017). Furthermore it also improve the working environment and show workers the right path in
obtaining the daily work and activities. It indicates that it engage in different types of leadership
behaviour which depends upon the nature and demand of the specific situation. Leadership
styles which comes under Path goal theory are:
Directive leadership: This refers to the style where the leaders provide guidance to the
worker and expect out them to achieve to accomplish the respective outcomes. The management
of PRIMARK have the responsibility to provide set of roles to employees and take effective
action to fulfil the demand of the organisation in a given time frame. Leader must posses
directive leadership style as assist employees to enhance there productivity which tend to
improve the working culture of the company effectively.
Participative leadership: This kind of style is used in the organisation where each and
every employees participate in organisational activities. In participative leadership style leaders
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and management take suggestion and feedback to fulfil the requirement and growth of the
company effectively. In the context of PRIMARK the leaders has to implement such quality to
increase employees efficiency and profitability. Along with this it help in increase moral values
towards the assign role which aid in completion of work in a well define manner.
Supportive leadership: This style help in supporting leaders and the subordinates which
acknowledge their needs and concerned about the well being and growth of the company. It is
similar to the people oriented leadership style where team work is taken into account. For
PRIMARK leader must posses supportive nature as it aid in fulfilling needs and demand of the
entity in effectively. This is beneficial in the complex situation and facilitate in finding best
solution for the company. Apart from this it also minimize the risk of uncertainty present in the
market.
Achievement leadership: It include define challenging goals for employees which
should be completed in a given time frame. In the case leaders of entity expect from workers to
performs at there best. In regards of PRIMARK this is crucial for the leader to increase
confidence to employees as this will help in meeting the define target as per the expectation. In
order to achieve common goal leaders and management should provide rewards and appraisals
on hard work as this help in improvising working environment and behaviour of employees
effectively. Firm must also set higher challenging task for individual to attain the desire goal and
objectives effectively.
M4 Concepts of OB influence behaviour in affirmative and contrary way
The theory help guidance, provide clarity and guiding the leaders which follows and
exceed the expectation of the firm effectively(Lee and et. al., 2019). The theory allow leaders to
meet the desire behaviour which needs to be followed while providing define set of coaching to
worker, coaching and incentives in order to achieve desire goal and objectives. Apart from this, it
help manager to produce satisfaction and increased productivity depends on the leader’s ability
to identify the needs of the followers, provide incentives to motivate and keep them motivated,
and for the leader to adapt their behaviour to the situation to reduce conflict and chaos present in
the organisation. The negative aspect of theory as it develop bias among some employees which
in result slow down the performance and productivity of the company.
These are consider as undemocratic in nature as its depend upon the leader as well as
manager to respective to the company. Further if the leader of PRIMARK has flaws the method
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can be fail which reduces the image of the company. If there is to much dependence on the
leader the system may collapse if leaders is inefficient. Where as there are some positively aspect
such as path goal theory is flexible and may change as per the need and requirement of the
company. Beside this, it is useful for the company to enhance the internal environment which aid
to improve the productivity along with the skills.
D2 Critique of relevancy of team development theories in relation to OB concepts which impact
on workplace behaviour
company has developed Tuckman theory which include 5 stages where the leaders of
PRIMARK have the responsibility to identify the skills and ability of the workers and assigned
the duty for completion of work in a well define manner. As team building is one of the most
important aspect for the company to achieve desire aims for the company. This theory is used to
increase competencies and productivity of the firm in a well define manner. Hence it directly
effect individual performance and aid in optimise the use of resource for using the particular
task.
CONCLUSION
From the above report it has been concluded, that an organisation works and depends
upon the behaviour of individual or employees. Managers and leaders of company motivates
staff, influence their behaviours in order to make them work according to organisation. For
motivating personnels content and process theory of motivation are used, for enhancing their
performance level. Organisational culture, power and politics are three main elements which
guide staff and organisation towards their ultimate goals. Moreover, team development theory
which is given by Tuckman is applied, as it assist managers of company to form an effective
teams for attaining organisational goals. And at the end, different philosophies of leadership are
suggested by which leaders can guide their teams in correct direction and encourage them to
work with full potentials for achieving organisational goals in an effective manner.
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