Organizational Behavior and Leadership Studies

The provided assignment is a collection of research articles and studies related to organizational behavior and leadership. It includes various topics such as positive organizational behavior, toxic leadership, social support, individual and organizational outcomes, group development process, management of work teams, leadership theory, corporate impact on social welfare, organizational learning, inter-organizational knowledge transfer, role model performance, ideal leadership self-concepts, abusive supervision spillover, safety training, safety leadership, and employee attitudes and behaviors. The articles are from reputable sources such as PloS one, Journal of Travel Research, Computers in Human Behavior, Quality-Access to Success, and others.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
LO1..................................................................................................................................................1
Influence of culture, power and politics on individual and team behaviour...............................1
LO2..................................................................................................................................................4
Content and Process theories of motivation enables achievements of goals..............................4
LO3..................................................................................................................................................6
Explaination of what makes an effective team...........................................................................6
LO4..................................................................................................................................................8
Concepts and philosophies of organisational behaviour.............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour refers to the study of human resources within the company and
it also refers to the interface between system and human action. Key elements of this are the
culture, attitude, communication methods and structure and all these elements can bring changes
in actions of individual within company. “A David & Co. Limited” is a medium sized
organisation that deals in food and beverages industry and offers range of fresh vegetables,
fruits, ready prepared products, exotic produce and also bakery items. The company delivers
food items on daily basis to contract caterers, hotels, restaurant, schools, government contracts
and nursing homes. The company focuses on introducing organic juices in its product line and
aims at increasing productivity and motivation level in employees so that they bring effective
results and outcomes. The present report is based on the impacts and influences of organisation's
behaviour, culture and politics on individual behaviours. The report also includes various content
and process theories that drives motivation to employees within organisation. Report further
explains development of effective team and application of concepts and philosophies of
organisational behaviour.
MAIN BODY
LO1
Influence of culture, power and politics on individual and team behaviour
The behaviour of individual within an organisation gets influenced due to the culture
adopted by organisation. Major aspects of organisation are power and politics as they play great
role and govern the decision making process, interaction with employees and methods of
communication. “A David & Co. Limited” aims at adopting to the best culture, power and
politics within organisation so that it leads to encourage and motivate employees and it brings
effective benefits and outcomes for increased products in its product portfolio.
Culture: This refers to the values, assumptions, underlying beliefs and psychological
environment within organisation. “A David & Co. Limited” focuses that it adopts to the culture
that can provide satisfaction and motivation to its employees so that they can put their best
efforts in the business activities and lead to bring effective results (Vignoli, 2018). Charles
Handy model is used for describing the various types of culture that are present within the
organisation.
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Power Culture: Organisation with a this culture, provides powerfulness to few
individuals who bring influences within the organisation. Organisation having this culture
follows few regulations and laws and it is also considered as the strong culture. Power culture
helps in responding quickly to events as the decision making process is done by few individuals.
The performance of employees is judged according to the final results in power culture
organisation. But employees may find it difficult to tolerate the power culture as individuals are
not engaged in the business activities and decision making process. Organisation with power
culture results in low morale of employees, high turnover rate due to dissatisfaction of
employees.
Role culture: This refers to that organisation which is based on rules and regulations.
Every employee of role culture organisation knows their roles and responsibilities and are highly
controlled. The power and status of employees is determined according to their role or position
within the organisation. The decision making process be slow in role culture and organisation is
also less likely for taking risks. Every individual employee is accountable for their task and
activities and are judge according to the results.
Task Culture: This refers to that organisation which forms group of employees or team
for addressing some specific task, activity or project. Completion of task is the main concern of
the team and according roles and power are distributed among the team members. Organisation
aims that it forms effective team with rights mix of personality, skills, knowledge, leadership and
management so that it leads to bring productive and innovative results. The objective and goal of
team members is to effectively complete the task and bring out the best results and therefore all
members of team take effective part in business activities and decision making process.
Person Culture: This refers to that organisation aims at satisfying and motivating
employees so that they put their best efforts in business operations and activities and brings out
the best possible results. Employees of person culture organisation see themselves as superior
and unique and therefore fully satisfied with the culture of organisation. Power in this type of
organisation culture, lies with each and every individual. Organisation appears to be people
oriented rather than being task oriented (Middleton, 2018).
“A David & Co. Limited” aims at using the best culture within organisation so that it can
achieve effective results in form of motivating and satisfying employees and accomplishment of
task and objectives of company. Therefore, it makes use of role culture so that power of
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individual lies with their position and it leads to bring effective outcomes. “A David & Co.
Limited” also makes use of task culture when there is some important task to be completed
which requires skilled and talented team.
Power: This refers to the capacity of individual to bring influences and impacts on the
working of other employees within the organisation (Northouse, 2018). Power have a great
influence on the working and behaviour of individual employees and team behaviour. Following
is given the explanation of the French and Raven's five forms of power model:
Coercive Power: This type of power is used in the organisation for forcing employees to
do something as it is generated from the idea of coercion which refers to enforcement. This
power is conveyed within organisation through fear or threat of losing the role or job. The
coercive power lead to dissatisfy employees and organisation may also face high turnover of
employees.
Reward Power: This type of power aims at using perks, rewards, benefits, new
responsibilities, better roles, training opportunities and monitory benefits for influencing
employees. The reward power may effectively influence the employees and they lead to come up
with innovation and creation in the business activities and operations so that they can get
rewarded for their contribution (Sohi and Matthews, 2019).
Legitimate Power: This type of power comes when individual have a position or power
within an organisation for influencing the behaviour of individual and team. The power of
individual depends on their formal rights for issues directions and commands to others due to
their role and position in organisation.'
Expert Power: This type of power comes from skill, knowledge and experience of
individual within the organisation. The expert employees of the organisation are given with
power to bring influences on other employees (Five Forms of Power (French & Raven), 2019).
Referent Power: This type of power comes from trust and respect within the
organisation. Individual can gain referent power when other employees of organisation trust and
respect that person as he have experience or how he manages certain situations.
“A David & Co. Limited” aims at using expert and legitimate power within organisation
so that it can bring effective results and outcomes. The person with legitimate and expert power
can bring influences on individual and team and ensures effective achievement of task and
overall objectives (Blythe and Coventry, 2018).
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Politics: The misuse of power and position leads to create politics in the organisation.
Politics may arise when people make wrong use of their power and take advantages of that for
their personal benefit. Individual play politics to be famous or gain limelight and appreciation.
Individual employees or team involving in organisational politics leads to bring negative impacts
and create negative ambience within organisation. And it also greatly influences and impacts
behaviour of individual and team performance.
LO2
Content and Process theories of motivation enables achievements of goals
Organisation focuses on encouraging and motivating employees so that employees feel
satisfied and they also put their best efforts in the business activities and operations. This will in-
turn bring benefits of accomplishment of targeted goals and objectives. “A David & Co.
Limited” aims at using various motivation theories and techniques so that it can drive motivation
and satisfaction among employees and ensures effective achievement of overall objectives of
organisation.
Content Theory of Motivation:
These theories are also called as need theory and they bring great influence of the
individual and team performance. “A David & Co. Limited” aims at using Maslows Hierarchy of
needs theory for driving motivation and satisfaction to individual employees within the
organisation so that they can lead to achieve targeted goals and objectives. Following is given
the brief explaining of Maslows Hierarchy of Need theory (Agazarian, 2018).
Physiological Needs: The first needs that needs to be fulfilled by organisation are the
physiological needs of employees and this includes water, nourishment, air and life. “A David &
Co. Limited” focuses on to satisfy their basic and physiological needs of individual employee so
that they feel satisfied within business organisation.
Safety Needs: After meeting physiological needs of employees, organisation must focus
on fulfilling their safety needs. “A David & Co. Limited” motivates individual and team by
providing them safety and security at workplace by providing them with safe workplace area,
medical insurance and job security (Alvinius, Ohlsson and Larsson, 2018).
Social Needs: Organisation also needs to focus on social need of employees and focus on
fulfilling it. Social needs of employees includes friends, belongingness and interactions. “A
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David & Co. Limited” ensures that employees interact with other peoples and also feel socially
acceptable.
Esteem Needs: A sense of being special and important arises when esteem needs of employees
are fulfilled. “A David & Co. Limited” aims that employees are provided with respect, attention
and are also recognised and appreciated for their efforts and performance. This leads to drive
motivation among them and also improves their satisfaction level (Arundell and et.al., 2018).
Self-actualization Needs: This is the need of individual's quest for reaching full potential.
Organisation needs to focus on meeting self-actualization needs of individual employees in order
to drive motivation and satisfaction among them. Self-actualized individual tends to look for
wisdom, truth and justice and “A David & Co. Limited” can meet these needs by providing them
with challenging tasks and opportunities for reaching their full potential.
Fulfilment of each need of employees will bring effective results as it will motivate and
satisfy individuals. All the needs of employees are fulfilled by the organisation and this will lead
to motivate them, and motivated employees aims at putting their best efforts in the business
activities and processes. So organisation can effectively achieve the targeted goals and
objectives.
Process Theory of Motivation
These theories concentrate on 'what factors' makes employees feel motivated and
satisfied within the business organisation. Equity theory is applied by “A David & Co. Limited”
to ensure that it leads to drive motivation among employees within organisation. According to
equity theory employees feel motivated when they are treated equally within organisation.
Individual employees compare the results with their contribution and efforts in the tasks and
activities. Equity theory is based on assumptions of individual which are explained as follows:
 It demonstrates that employees compare their rewards and benefits with the benefits of
other employees.
 Individual employees expect that they get fair and equal reward for their contribution
with operations and activities of business organisation (Bellini and et.al., 2019).
 Equitable returns and rewards are compared with the rewards of peers.
Employees put their efforts, experience, skills and knowledge with the business activities
and expects to get fair return for it in form of salaries, promotion, appraisal and rewards. This
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theory lacks in some cases as it does not consider the factors that there is different in the
individuals need, value and personality.
The process theories brings out effective results and outcomes in the workplace. The
David & Co. can make use of process theories for effectively motivating and satisfying
employees. As Maslow's theory of motivation put emphasis on satisfying various needs of
employees which are already fulfilled by organisation. For example, the psychological and safety
needs of employee are already met by rules and regulations of health and safety at work place.
The other need of esteem, love and belongingness are generally dependent on the personality
types. For example, if employee seek to meet these needs from David & co. then only it will be
motivational factors otherwise it will be considered as waste effort. If David & co. do not
provide same reward system for employees, then employees may feel dissatisfied due to unfair
practices and inequality. Equity theory or process theory of motivation brings out best results and
outcomes as it is most effective. This theory ensures that employees feel equality and also
reward system are fair and transparent and it leads to motivate employees.
Motivational Techniques
The organisation can also motivate and encourage its employees using two types of
motivational techniques, i.e. financial and non-financial factors. “A David & Co. Limited” uses
both techniques in order to drive motivation and satisfaction among employees.
Financial motivational factors: These are the monitory terms which can drive
motivation to employees and they tend to bring innovation and creation in business activities and
operations (Blythe and Coventry, 2018).
Salary or wages: This refers to salary, dearness allowances, etc. which needs to
reasonably fixed and paid on time. This is the most important factors of motivation.
Bonus: This is the extra payment that employees get above their salary. It leads to drive
motivation to employees and it is linked with the performance of employees.
Financial incentives: Organisation also needs to provide financial incentives to
employees to drive motivation in employees (Heinitz and et.al., 2018). It can be in form of
medical allowances, house rent allowances, travelling conveyance, etc.
Promotion: Employees needs to promoted according to their performance level, this
leads to drive motivation and they tend to put more efforts in business operations.
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Non-financial motivational factors: These are rewards which are intrinsic to work,
which can help in driving motivation and satisfaction to employees, such as:
Status: Employees also feel motivated when they are provided with better designation or status
(Monetary and Non-Monetary Factors of Motivation, 2019).
Recognition and appreciation: Organisation also needs to focus on appreciating employees for
their contribution and efforts in business operations, this leads to drive motivation to them.
Work-life balance: Organisation also needs to ensure that there is a proper balance in
employee’s life and work as this drives motivation to them.
Working Conditions: Safe, secure and healthy working conditions at workplace helps in
motivating and encouraging employees.
Job Security: Organisation needs to provide job security to employees and does not keep
employees on temporary basis for long time (Hwang and Mattila, 2018). This can help in
motivating employees and better performance level.
LO3Explanation of what makes an effective team
Every business organisation aims at developing an effective team that can put their
efforts, skills and knowledge in the business activities and operations and ultimately helps in
achievement of overall goals and objectives. There are different types of team formed in
organisation, such as, functional team, cross- functional team, contract team and matrix team. “A
David & Co. Limited” focuses on developing effective teams within the organisation so that it
can gain great benefits and outcomes (Jenkins, Ford and Green, 2018). Effective team refers to
that they are capable of putting their best efforts in the business activities that ensures
accomplishment of targeted goals and objectives. Whereas, ineffective team refers to people are
not focused with their roles and are also not capable of achieving targeted goals effectively. “A
David & Co. Limited” makes use Tuckman's stages of group development for forming an
effective contract team that can help in accomplishing goals and objectives of company
regarding development of a new product.
Forming: Company aims at forming a contract team that can assist organisation to
develop a new product. The first stage of group development involves introduction phase where
employees introduce themselves with other team members. They share their experience,
knowledge and skills with other team members. Leaders provide guidance and direction to
employees at the first stage of team development (Middleton, 2018). Employees are highly
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dependent on leader at the forming stage. Leader at this stage makes decision and processes are
also often ignored. Incomplete direction or guidance form the side of leaders will lead to make
an ineffective team.
Storming: At this stage conflicts may happen between employees. Leaders need to focus
on effectively guiding employees and make them clear with roles and responsibilities. The
second stage of team development involves coaching phase. Leader needs to posses tolerant
attitude and behaviour at this stage otherwise it will lead to development of an ineffective team.
“A David & Co. Limited” aims that leader effectively guides employees and resolve the conflicts
happening between them.
Norming: At the norming stage of team development, employees work at fulfilling
manner and they also respect the values and ideas of other team members. Employees are
capable of resolving their conflicts as at this stage they have build trust for each other. Team
members work in co-operative way on established methods, rules and standards of business
organisation. “A David & Co. Limited” ensures that effective team is developed who is capable
of managing task and activities of business. Lack of help and guidance from leader, increasing
conflicts may lead to develop ineffective team that is not capable of achieving task and goal of
company (Moraru, Dub and Sroka, 2019).
Performing: Last stage of team development is performing stage where employees work
in co-operative way in a team, they respect ideas and values of other team member and also
capable of making decisions. Co-ordination in team needs to present at this stage otherwise it
will lead to make an ineffective team. Leaders contribution at this stage is not required much as
team member understand their duties and role and also makes decisions on their own. Conflicts
also not happens at performing stage as employees respect and understand the ideas and values
of other team members. “A David & Co. Limited” ensures that it develops effective team who
can accomplish targeted goals and objectives of the company.
LO4
Concepts and philosophies of organisational behaviour
Business Organisation is based on business fundamentals that are related to nature and
behaviour of individual and organisation. “A David & Co. Limited” aims at using appropriate
theories and concepts while formulating business strategies so that it can effectively achieve
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targeted goals and overall objectives of company (Northouse, 2018). Following are given the
concept of organisational behaviour:
Individual differences: Employees do not only differ in physical attributes but also in
psychological qualities, for example, there can be differences in skills, knowledge, capacity for
learning and understanding, etc.
Perception of employees: The way of seeing, understanding and interpreting thing is
different from person to person. For example, one employee can accept the changes happening in
business organisation in positive way, whereas, other employee can oppose it.
Whole person: Employee function as a whole in business, i.e. neither their skills,
knowledge can be detached from them, nor their personal life. Therefore, employees need to be
treated as a whole person.
Motivation: Individual employee have some needs that needs to be fulfilled by business
organisation. Some employees need monitory factors for getting motivated while some need
non-monitory factors.
Involvement: Employees seek opportunity for getting involve in business activities and
operations. They tend to grab chances for sharing their knowledge, skills and experience.
Human Dignity: Employee needs that he get valued and treated with respect and dignity.
Social system: Organisation are the social system and it can bring great influence on the
individual employee and group performance (Reimer and Callaghan, 2018). There are formal
and informal social system which brings influences.
Following is given the Path Goal theory, which is based on leadership styles that brings
great influences and impacts on the individual and team performance. The situation is that
company aims at increasing its product portfolio and introducing organic juices. The overall goal
is to bring motivation, satisfaction and empowerment to employees so that they can achieve
targeted goals and objectives of company.
Directive leadership style: In this leadership style, leaders guide and direct employees
and tells them what is expected from them. Employees are provided with clear guidelines and
they are also clear with their roles and responsibilities which needs to be performed in the task.
Leaders provides close supervision to the employee’s performance and their involvement in
business activities.
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Positive impact: Employees are clear with roles and duties so they accordingly perform
their task and bring effective results and outcomes (Sohi and Matthews, 2019).
Negative impact: Inexperienced employees who requires guidance and help at every
point of task, may unable to complete the task effectively.
Supportive leadership style: Leaders aims at satisfying needs and wants of employees
and also motivate them effectively. Employees are involved in the decision making process and
their suggestions and ideas are also valued. Leaders supports participation of employees in
business activities and also treats them with respect and dignity. Leaders with this type of
leadership style are people oriented.
Positive impact: Employees feel motivated and satisfied as their participation is
appreciated by supportive leaders.
Negative impact: Employees may become dependent on supportive leaders and fail to
bring innovation and creation in the business activities and operations (Tu and et.al., 2018).
Achievement-Oriented leadership style: The leaders aims at setting challenging task
and goals for employee. This type of leader is task-oriented rather than people oriented. “A
David & Co. Limited” ensures that employees take effective part in business activities so that it
leads to bring accomplishment of overall goals and objectives, therefore, leaders adopt this style.
Leaders may also adopt to democratic leadership style for achieving targeted goals and
objectives of company of developing new product .
Positive impact: Employees work independently and also brings innovation and creation in
business activities and accomplishes overall goals and objectives (Vignoli, 2018).
Negative impact: Leaders are only focused on achievement of task which can provide
dissatisfaction to employees. This may also lead to increase the turnover rate.
Participative leadership style: Leaders with this style encourages employees to take
effective part in business activities and decision making process. Ideas, suggestions and views of
employee are respected and appreciated by the participative leaders. Participative leader is open
to discussion and consultation process. The participative leadership style drives motivation and
satisfaction to employees and they also come up with innovative and creative ideas.
Positive impact: Participative leadership style can effectively drive motivation and
satisfaction of employees as their views and suggestions are valued. Employees take effective
part in decision making process and business activities (Wilkins, Butt and Annabi, 2018).
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Negative impact: This leadership style does not bring effective results and outcomes in case
of important or emergency task as there is not time for involving employees in decision making
process.
CONCLUSION
Culture, values, power and politics within organisation brings great influences and
impacts on the performance of individual and team as well. There are different types of culture
and power being followed within the organisation that brings influences on individual’s
performance. Various theories are being used by business organisations to drive motivation in
employees. Content and process theories help in driving motivation to individual employees.
Organisation focuses on developing an effective team that is capable of achieving overall goals
and objectives of company. Tuckman's group development model is used for developing
effective team and application of Path Goal theory is done for describing the organisational
behaviours. The different leadership style is used by leaders for bringing effective influences in
the business activities and operations.
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