Organisational Behaviour - A David & Co Assignment

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Organisation’s culture, politics and power influence individual and team behaviour...........1
TASK 2............................................................................................................................................3
P2 Evaluate content and process theories of motivation.............................................................3
TASK 3............................................................................................................................................6
P3 Explain what makes an effective team as opposed to an ineffective team............................6
TASK 4............................................................................................................................................9
P4 Apply concepts and philosophies of organisational behaviour..............................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organization behavior can be define as an interaction style of people within a group. It
can also understand as study of group and individual performance regarding their activities in an
organization. The core purpose of firm is to analyze human behavior in working environment
that impacts on their job structure, recital, communication, motivation, leadership etc. A David &
Co Limited is a food flavor company which is situated in America. It produces more than 40,000
flavors, stabilizers and natural colors for worldwide customers. Firm majorly deals wide range of
Custom Food Flavors, Organic Flavors, Flavor Modifiers and Texture Modifiers. This report
consists of organization's culture, politics and power influence of individual and team behavior
and performance. It also comprises of process and content motivational theories, effective and
ineffective team along with organizational concepts and philosophies (Adeniji, 2011).
TASK 1
P1 Organisation’s culture, politics and power influence individual and team behaviour
Organization behaviour refer to analysis of human performance at workplace. It is used to
examine an individual's presentation regarding their designation which shows their efficiency
and determination towards their job. An employee should value to organization's norms and
ethics because it also improves their team's performance. As being an HR at A David & Co
Limited, it is one of the important responsibility to embrace employees interactions, management
and leadership style that needs amendments because it can enhance their team performance. It is
also beneficial for company's growth because it depends on the culture of workplace. An
organisation is influenced by politics, culture and power that impacts on individual and team
performance as well and these are described below -
Culture – Organization culture furnishes through a framework with respect to behaviour
of workers in their working environment. A David & Co Limited can adopt any kind of culture
that can enhance their productivity and performance as well. Type of culture can also made
positive and negative impact on the firm because it influences employees working capabilities,
skills and efficiency (Bissell and Dolan, 2012). Charles Handy organizational culture can be
adopt by company. So that it can analyze performance of their employees and this model has
several section that can foster firm's performance that are given below -
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Charles Handy Culture – It has four different kinds of culture that can be opt by A
David & Co Limited in order to raise organization performance. These are mentioned below - Power culture – In this culture, A David & Co Limited can assign power to some
authorized individuals who have an influence throughout organization such as manager,
and CEO. These authorized individuals have rights to take decisions and their employees
follows their instructions. The workers does not have any liberty to share their
perceptions and point of views. Rather, they have to accomplish assigned task by hook or
by crook because their superiors are not liable to listen about facts. Thus, power culture
can negatively influenced on organization because managers can be partial towards their
employees and their decisions may not give long term benefits to firm (Burrell and
Morgan, 2017). Role culture – In this culture, every member have vital roles and responsibilities within
an organization. Power of a person can be determine by their position in the company
such as a manager who assigns task to their subordinates according to their qualification
and education. The employees are accountable for their work because they are willingly
perform their task through overcoming challenges. Hence, manager and employees are
both responsible to achieve the goals and objectives of organization. It will make a
positive impact on A David & Co Limited because it has a bureaucratic approach and
employees have their own duties and interest to attain aim. This is beneficial for firm
because it improves performance of their employees. Task culture – In this, a team should be formed by A David & Co Limited which have to
achieve a target. This kind of team generally consists of approximately four or five
members and all team members all shares a same goal. All the employees are specialized
in the same field that's why they all are pooled in a team. So the team can achieve the
target by solving challenges and power can be shift to anyone of the team member
because it depends on present status and problem of task. Hence, task culture can be
positively influence on organization because a team can be formed to attain such difficult
goal that needs to be handled by specialized workforce (del and Rodríguez, 2011).
 Person culture – This is not at all beneficial for A David & Co Limited because every
individual is focused on themselves rather organization. Employees works with company
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for money only and they does not have any attachment with firm. That's why workers are
not loyal towards the company.
Hence, A David & Co Limited should adopt role culture and task culture through which
it can connect with their employees. Workers will also put efforts because they have
responsibility to attain the task in an effective way (Dobrow, 2013).
Politics – It can be harmful for a A David & Co Limited because there may be some
employees who does not believe in hard working. These employees plays politics for themselves
in order to get secured. Employees plays politics to get attention and appreciation from their
seniors that can protect them in their career. These kinds of employees get involved in politics to
get the advantage but they create a negative environment at workplace and this affects on the
organisation performance. The negative impact of politics can decrease productivity because it
can increase employee turnover that will reflect in the manufacturing of food flavours. As there
are less workers who can effectively manage working process. On the contrary, it can also
encourage employees if there are clear policies are established. So people can get their answer
from a reliable sources of the organization and employees can improve quality of work.
Power – Every member of a company has their own skills and capabilities to perform
their work. Similarly, leaders also possess their leadership style through which they uses their
power for A David & Co Limited. The leaders may have one of the following power -
 Legitimate power – This can be held by managers, executives and other leading
individuals of A David & Co Limited. It can be hold by governing persons of
organizations. Therefore, leaders can stay in the power while being on the position (Foy
and et. al., 2011).
 Expert power – An individual can be skilled and specialized in their field which are not
possessed by others. For an example, A David & Co Limited have an expert who
examines food flavors and others cannot do their work because they are not qualified and
skilled as specialist. Hence, expert power cannot be owes by other employees due to lack
of skills and capabilities.
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TASK 2
P2 Evaluate content and process theories of motivation
There are two types of motivational theories (content and process motivational theories)
that influences working process of an individual and organisation as well. These theories inspires
employees so that they can attain their objective (Frølich and Kalpazidou, 2010).
Content theory Maslow – hierarchy of needs
Content motivational theory is emphasized on 'what'. It is based on needs that identifies
what are the requirements of a human being and its relation with motivation in order to fulfil the
desires.
This theory was developed by Abraham Maslow and this is the one of the earliest and
widely known theory for motivation. It is divided into five categories that has to be attained by
an individual in order to attain their goal. An individual will work to satisfy their primary needs
and proceed further.
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(Source:-Maslow hierarchy of needs, 2018)
Physiological needs - Above pyramid shows that an individual works to satisfy their
basic needs such as water, food, shelter and sleep. Individiuals put their effort to attain these
basic targets and then they proceed towards next level (Gold and et. al., 2013). Similarly, an
employees need to satisfy the HR manager in order to get a job at A David & Co Limited.
Initially, firm needs to fulfill job requirements regarding skills and educational qualifications that
supports them to get the job. It is one of the prime need because people can buy food from salary
that they get after selection for a job. Thus, an individual needs to get their job so that they can
purchase food, water and home to satisfy their basic needs (Hashim and Wok, 2014).
Safety and security – After satiating the previous levels of pyramid, an individual will
hike towards attaining security needs. It refers to the desire to get a security such as a person is
attracted to security and everything else doesn't matter for them. Individual wanted to get healthy
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and safe life and that's why worker desire to get insurance and life cover for their future in order
to live a stress free life. This stage can be attained after satisfying the physiological needs.
Social needs – After satisfying physiological and security needs, an employee proceed to
third level of the heap. As individual work hard to get contentment and they desire to engage in
social groups and communities. Worker enhances their appearance among people and they
wanted to spend their time with friends and relatives. As individual can get some spare time to
spend with their relatives with whom they shares an attachment.
Self esteem – As soon as an employee satisfies with their needs then they wanted to get
respect among their colleagues through which individual can satisfy their needs. People have
done their hard work to reach on this stage and that's why they should get respect. From the
initial level individuals put their efforts to attain their prior goal and get promotion in their career
while working at A David & Co Limited. Therefore, employees are liable to get respect from
their subordinates and employer of an organization.
Self – actualization – This is final stage of pyramid where an individual looking forward
to meet their own desires. Individual wanted to pursue their skills and abilities that states their
potential to attain growth, knowledge that can give self – satisfaction (Kim and Chang, 2010).
Process theory Adams' equity theory
Process theory is focused on 'how' and it considers source of motivation and what kind of
process can influence motivation
The major focus of this theory is to pay equal attention to every employees. People get
motivated through equal approach. They wanted to get rewards for their efforts whether
employees puts less efforts in their work. Their seniors praise employees equally in order to
motivate them so that they can attain their goals and objectives of A David & Co Limited.
For example, workers inputs their efforts in terms of education, skills, capabilities and
energy to complete the task and in response they expect to get output such as salary, rewards,
promotions, and appraisal. While working in 'A David & Co Limited', employees wants to get
some valuable outcome according to their efforts because some of them are hard working
whereas others may not able to get equal opportunities. Therefore, employees expects that their
efforts should be recognized by the firm (Kitchin, 2017).
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TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
A team plays an important role to achieve a predetermined target. There are various
departments in an organization and they all have different jobs to do. But each team put efforts to
attain organisational goals and objective. Therefore, there are several teams are working at A
David & Co Limited such as manufacturing, production, quality and testing. It is a medium firm
but it attains success due to its team. Although, there are two teams which plays a significant role
in organization such as effective and ineffective team. Therefore, it can be defined by Tuckman
theory which is explained below -
Tuckman theory – It was developed by Bruce Tuckman in the year, 1965. It emphasizes
on team which handles task from beginning to ending. Initially, this has stages but later it also
get a fifth phase. Thus, theory as follows -
Forming – In this stage, a team is built and a task is allocated to the entire team. Team
members spend their time in planning and collecting information. Team members all works
independently and they value each other. Even employees are quite known with each other but
having a trust in one another to attain the task.
Storming – The is the a second state of the model where employees are performing their
individual task. They do not realize the fact that all employees are part of a team and they should
perform according to team. This creates conflicts among the team members because they play
individually. For an example, if a quality team has 5 members and each of them is working
according to their own plan then it will create barriers to accomplish the task in an effective way.
Therefore, a team should work in an effective way so that they can attain the task in a systematic
way.
Norming – This is the third stage of Tuckman model that defines that every team
members is able to share their opinions and ideas among group members. Employees all become
familiar with each others and it results in avoiding conflicts. Teammates become open to each
other and helps them to manage their work accordingly as employees share work among team
members (LA, 2013).
Performing - This is fourth stage of model in which member works in collaboration.
Every member understands their role in a team and employees put efforts to manage their task in
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an effective way. So that they can resolve conflicts and issues within a team that leads to
complete the task in a systematic way.
Adjourning – It is last stage of theory which states that in the end of year, A David & Co
Limited conducts a review report in which employees will analyze employees performance in a
team. So that they can identify individual efforts and team performance that can enhance
organization productivity (Llewellyn and Hindmarsh, 2010).
Through applying this approach, A David & Co Limited establish an effective team that
can attain its objectives and goals. As in the initial state, employees are working for themselves
that was creating issues and problems among team. But later, employees became friendly with
their team members and start working in coordination that is beneficial for their team to achieves
their goal.
Belbin theory – According to this theory, an effective team built up with diverse
behaviour. It has nine clustered forms of behaviour that are known as Team Roles. In order to
attain high performance, each team needs to access these nine behaviour. Each team has its own
strength and weakness. employees all are important and can be change over time.
Resource investigator – As being a research investigator, employees find out the ideas
that can be beneficial for team. They develop contact across the firm that can support to business
through enhancing business operations and activities. Strength : Employees are outgoing, enthusiastic, seeks opportunities in the outside world.
 Weaknesses : It can be over optimistic and also lose their zeal to attain the task.
Team worker – It is core responsibility of a team worker to provide support to their
subordinates through diplomatic policies. For instance, a team leader needs to encourage their
colleagues so that employees can complete the task in an appropriate manner. Strength : Team workers are co-operative, perceptive and diplomatic in nature that helps
them to manage a team in efficient way.
 Weaknesses : Leaders can be hesitate in problematic situation and therefore they tend to
avoid challenge (Suma and Lesha, 2013).
Co – ordinator - The main job of a co-ordinator is to manage a team in a systematic
way. Leaders plan all the tasks in an order that needs to achieve the objective of a team. In order
to achieve target in an appropriate manner, they outlines the task that can support to reach
towards the completion of task.
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 Strength : Co- ordinator is a matured person who is confident to identify talent and
stating goals for their team.
 Weaknesses : It is possible that leaders are manipulative in nature and have skills to
offload to share their work (Suppiah and Singh, 2011).
Plant – It is crucial for an effective team that leaders tends to be highly creative and good
at problem solving. This is important because planning leads to attain specific goal and objective
of A David & Co Limited. Leaders have should solve problem in an appropriate manner so that
leaders can reach towards the target through reducing hurdles. Strength : The leaders are creative, imaginative, open – minded and have problem solving
approach.
 Weaknesses : Leaders can be preoccupied with their work that creates a barrier for
effective communication.
Monitor evaluator – The monitor evaluates the team decision with analytics that focuses
on each phase of decision. Strength : Leaders look after al the consequences closely and then judges accurately.
 Weaknesses : Monitors can have lack ability to inspire others that impacts on decision
making.
Specialist – These team members are expert in their relevant field and leaders cannot be
replace by other because leaders are skilled and capable in their work. Strength : Leaders provides knowledge and skills because they are works as single
minded person.
 Weaknesses : Specialist are tends to contribute in narrow manner because they sustain on
technicalities.
Shaper – The team leaders provides necessary stuff to ensure that team should keep their
work on and employees does not lose their focus from their target that can impact on their
processing. Strength : Team members are ready to face challenges and that's why leaders have
courage to overcome obstacles (Tsai and Wu, 2010).
 Weaknesses : Leaders can offend other's feeling regarding their opinions.
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Implementer – In this phase, team members are self – disciplined so that they can
conduct their team in an effective way. Leaders neds to plan a strategy that can work in an
effective way and leaders also carry out plan in an systematic way (Walsham, 2012). Strength : Team members turn their ideas into working actions so that work can be
organize in an effective way. These individuals are practical and reliable to conduct
operations efficiently.
 Weaknesses : Team members can be slow to respond to new opportunities.
Completer finisher – The leaders pays attention towards smallest detail of task and they
make sure that everything goes on right path. Leaders polishes task through scrutinizing work
errors in order to control quality of task working process. Strength : The major advantage of this is, leaders errors are eliminated to produce
effective results.
 Weaknesses : These are reluctant and delegate.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour.
Organizational behaviour defines behaviour and skills of people within A David & Co
Limited. There are some philosophies and concepts that are used within organization culture that
promotes employee's effectiveness through individual and group understanding.
Path goal theory – According to its name, it opts the best leadership style that can
motivate their employees to attain their task. Leaders gathers the information that can guide
employees in a way that is well suited to working process and needs. It is not a detailed process
but it also follows three basic steps that are shown as below - It determines employees and environmental characteristics – The leaders should
understand needs of their employees that needs motivate in order to attain their task. Select leadership style - Leadership style should be opt for the benefit of the organization
such as democratic that involves employees in decision making. So that leaders can
achieve their goal in an appropriate manner.
 Focus on motivational factors that supports to employee's success – Workers needs
support of their leaders that's why leaders should motivate them so that leaders can
enhance their productivity (Wood and et. al., 2016).
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CONCLUSION
From the above report it can be concluded that organisation behaviour is study that
examines individual behaviour and interaction style within an organization. Thus, a company has
an influence of power, politics and culture that can be negative and positive depend on the
environment and distinct consequences. The organisation should adopt motivational theory that
can encourage their employees to attain success in their career. In order to achieve organisational
objectives and goals, the firm needs to establish an effective team.
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REFERENCES
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Maslow hierarchy of needs, 2087. [Online]. Available
through<https://studiousguy.com/maslows-hierarchy-of-needs/>
<><><>through<https://www.simplypsychology.org/maslow.html>.
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