P4. Apply concepts and philosophies of organisational behaviour

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Influence of organisation's power, culture and politics on individual and team behaviour
and performance..........................................................................................................................1
TASK 2............................................................................................................................................3
P2. Evaluation of the content and process theories of motivation and motivational techniques
enable effective achievement of goals........................................................................................3
TADK 3...........................................................................................................................................7
P3. Explantation about that what make an effective team as opposed to an ineffective team....7
TASK 4............................................................................................................................................9
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context.........................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour refers to the study of individual performance and activity
within a firm. It can be a subset of management activities which concerned with the knowing,
anticipating and determining employees behaviour in an organisation. Determination of
organisational behaviour help in predicting and controlling employees behaviour. It is useful
because it help in studying the cause and effect of employees behaviour within the firm (Alleyne,
2016). This assignment is related to Sainsbury. This firm was founded in 1869 by John James
Sainsbury and headquartered in 33 Holborn, Condon, UK. It operating its business in retailing
sector and the products of this company are Hypermarket, supermarket and convenience shop,
forecourt shop etc. This report will be discussed about the influence of culture, politics and
power on the behaviour of others in a company. Further will be defined about the evaluation that
how to motivate individuals and teams to attain an objective. Effectiveness and ineffectiveness of
the teams will be explained and the philosophies of the organisational behaviour are also defined
in context of the company.
TASK 1
P1. Influence of organisation's power, culture and politics on individual and team behaviour and
performance
Organisational behaviour indicates to the framing of human resource and identifying
different ways to make improvement and development in the organisation's performance. There
are several issues which they address such as employees motivation, benefits, working
environment and team building are some effective way to negotiate the mechanics of company
change. For making improvement in the performance of the individuals and team, it is necessary
and import to the HR manage of Sainsbury to analyse the culture, power and politics to
encourage the workers of the firm.
Organisational Culture
It refers to the delivering and transferring the values and norms within the workers of the
company. It can be a system which help in conveying attitudes and beliefs which are useful for
the development of the organisation by providing guidance to the behaviour of workers in a firm
(Bester and et. al., 2015). With the help of it they can have effective information about the
organisation vision, mission and objective and work according it. The structure of the company
1

must be design like as the employees and clearly understand the aims of it. The management
department of the company also help the employees make interaction with them so that they
share their views. In a firm the workers must have rights, responsibilities, opportunities and
freedom so that they work effectively (Burrell and Morgan, 2017). To understand organisational
culture, the management of this company can follow Charles Handy dimensions which is as
following:
Charles handy Model of Organisation culture
This model is developed by Charles Handy in 1932 to understand the culture of a
company. There are four types of culture which the company follow and they are mentioned as
below:
Power culture- It refer to those firm in which the power remains in the hands of few
people and only they are responsible to take decisions. In Saisnbury, the managers are
responsible to take decisions. For example, in this company the mangers are responsible to
influence employees and for this they conduct and organised motivation session and activities to
encourage individuals and team. It create impact on the performance as the decision are right
then it help in growth of the firm. Behaviour of the team and individual are affected by it if the
decision of the manager are not good then it generate demotivation.
Task culture- It refers to that culture of the company in which the team and groups are
formulated by the manager and employers to attain the targets or business objectives with the
help of this culture. In Saisnbury, the management of this company can attain its set objectives
and aims by framing a team. If the manager select the employees who are not skilled then it
negatively affect the performance. Team and individual who are working in this team are aslo
affected in unfavourable way.
Person culture- According to it, the employees are assuming that they are the most
important resource for the firm. If the company follow this culture then it is really just a
collection of people who happen to be working for the same company. In Sainsbury, according
to this culture, the employees are come to office only for earning money but not highly attached
with the firm so it is necessary that they should understand that firm comes first and others in
later (Cherry, 2017). If the employees are not only work for money but also make focus on the
organisation reputation and images then they can make important in the performance of the
2

company. If the performance of the firm is good then it positively affect the team and individual
behaviour in term of motivation and they work effectively.
Role culture- In this culture the employees are emissary roles and responsibilities
according to their job duties, qualification and interest to select the better out of them. In
Sainsbury, the manager of the company organised various activities like training and
development sessions so that they can make improvement in their skills and help in the
development of the organisational performance (Chumg and et. al., 2016). If the employees use
their abilities in performing task then they can help in improving organisational performance.
When they are working in a team or individually then they also work with more effectiveness
cause of skills and knowledge.
After analysing this model it can be recommended to Sainsbury that the firm should
follow Task culture because it help in achieving the business objectives of the company and
making improvement in individual and team performance.
Organisational politics
It refers to informal, unofficial and use the power to create impact of decision making in
an organisation and behaviour of employees. In Sainsbury, It is the process of making interaction
with workers by making involvement of power and authorities. It is used by the company as a
tool which is useful for assess the operational capacity and balance various views of interested
parties. The manger of the company monitor organisational chart and structure to manage
politics. They make interpersonal communication, build connections and work for the
development of employees skills so that they can manage the organisational politics and
influence the individual and team performance for the effective work in context of organisation.
Organisational power
It refer to the skill to motivate others individuals of the company so that they can
effectively attain their objectives. The ability of people to impacts the behaviour of colleagues
with the help of collected resources. Power is basically refers to the ability that can be used by
the manger and superior of the firm to influence the workers in positive manner so that they
work effectively and acheiv their task in set period of time. It positively affect the performance
of the employees because if thy are inspired than they can easily attain their goal on time which
make improvement in their performance (Coccia, 2015)(Elsmore, 2017). It affect team
performance also because when the leader from a team and they face any issues during the time
3

of performing task the the provide help them in solving issues and they effectively achieve their
target which influence team performance in favourable manner.
TASK 2
P2. Evaluation of the content and process theories of motivation and motivational techniques
enable effective achievement of goals
Motivation refer to a process or activity which help in motivating and inspiring the
employees so that they can do their work effectively. It can be a driving force that impacts the
choice of alternatives in the behaviour of an individual (Hall and et. at., 2016). It help in
improving and inducing workers leading to goal oriented behaviour. To make improvement in
the performance of Sainsbury, HR manager of the company can use content theory of
motivation. It is as following:
Content theory of motivation
There are various theories like Maslows Hierarchy of needs, ERG theory, and others
include within it and they concentrate on the internal factors that energize and lead or guide
human behaviour. In Sainsbury the management of the company an used Maslow's Hierarchy of
needs which is a following:
Maslow's Hierarchy of need
this theory is developed by the Abraham Maslow in 1940 to provide the satisfaction to
the needs of the employees by fulfilling them. Maslow categorised these needs in five level.
Physiological needs- It refer to biological needs that are highly required by the
employees within a firm. This need consist food, water, shelter etc. In Sainsbury, if these needs
does not satisfied then they will not work effectively and perform they duties properly for the
development of the company. So it necessary for the HR manager of the company that they
should provide benefits like intensives, gifts and others so that the employees feel motivated.
Safety needs- It refer to the prevention and protection. In Sainsbury, the workers expect
security in workplace premises, in terms of payments and good working environment. By
fulfilling these needs, the HR manger can inspire employees to work by using their all efforts for
the firm's development (Katou, 2015). Security at workplace related to health, harassment and
others. If the management provide effective working environment then employees working
freely and it help in accomplishment of objectives.
4

Source: Maslow's Theory of Motivation, (2019).
Social needs- After fulling safety and physiological needs, the employees expect to fulfil,
this higher level need. In Sainsbury if the interpersonal relation of the employees are good then
they feel motivated and effectively doing their work or performing their duties (Kitchin, 2017).
Esteem needs- It generate when the workers expect build strong reputation and respect
in the company. In Sainsbury, this need fulfil when the HR manager promote employees then
they feel motivated and worked in the direction of attaining aims and objective.
Self actualization- It consist self satisfaction, personal development and realising person
experience and high experience. In it, the employees have expectation to become more
perfectionist and self dependent.
ERG Theory
This theory is developed by Clayton P. Alderfer's in 1969 and categorised needs in three
categories: Existence, relatedness and growth.
Existence needs- This need consist all the physiological wants like food, water, shelter,
safety, affection and others (Laurie, 2016). If these needs of the employees are satisfy the
management of the company then they feel motivated and can able to perform effectively which
help in the organisational development.
5
Illustration: Maslow's Theory of Motivation

Source: ERG theory of motivation,(2019).
Relatedness needs- It consist social and esteem need like strong relationship with family,
friends, co workers and seniors. This help in motivating employees because they feel secure and
as a part of the organisation.
Growth needs-It consist self actualisation which related to the personal and professional
development of the employees. In Sainsbury, if the employees attaining their future growth in
terms of promotion and others then they are feel motivated and work for the improvement of the
company (Mohelska and Sokolova, 2015).
Process theory of motivation
Vroom theory- This theory is developed by Victor Vroom in 1964., this theory consist
that employees will only act when they have a reasonable expectation that their work will lead to
desired outcome. This theory define that employees feel encourages and inspire when they are
rewarded by the management for their good work or performance. In Sainsbury, the superior of
the company can implement this theory to motivate employees and for this they can conduct
appraisal process do that they monitor their performance and rewarded them according that.
Expectancy, instrumentality and valence are three elements that can be used by the manger of the
company to motivate the employees so that they can achieve their target and set objective in set
6
Illustration: ERG theory of motivation

period of time. It is concluded that Vroom's Expectancy theory is based on psychological
concept i.e. how individual processes different elements of motivation. Formula of this Theory
is:
Valence* Expectancy* Instrumentality= Motivation
Valence: It is known as reward which means amount of desire for a goal has to achieve
by employees. Valence refers to value that an individual expected as rewards of the outcome. To
get reward or positive valence employees works at their best and also offers incentives.
Expectancy: Expectancy determines motivation as it’s a probability that particular act
leads to desired outcome. It is cognitive content that efforts doing work will result in completion
of work effectively. Expectancy is related to performance of individuals. This is related with
expected outcomes in result of their first level performance.
Instrumentality: It is belief of an individual in respective that reward will be received in
lieu of efforts for performance. It involves degree to which a first level outcome will lead to
second level outcome. Instrumentality creates believe in an employee that if they perform well,
appreciation will be shown in results.
Equity theory- This theory is formulated by John Stacey Adams in 1963 to access the
level employee's efforts against fellow workers and the reward they receive for their efforts
(Saifullah and et. al., 2015). This theory is divided in to two categories input of output. Input- It consist efforts like loyalty, hard work, skill, talent, ability, adaptability,
flexibility and otters. In Sainsbury, the employees use their inputs for the development of
the company so that they can help in the development of the firm.
 Output- It include financial rewards like pay, salary, bonus, recognition, compensation
and others. In Sainsbury, if the management of the company analyse that employees are
working with all their effectiveness and make contribution in the organisational growth
then they rewarded them so that they can feel motivated.
Rise in Globalisation
Globalisation can be defined as a process where economy have become integrated and
interdependent. It is interaction and integration among people, companies and government of
different nations. Through rise in globalisation various changes and developments takes place in
whole world's economy. With the help of globalisation following changes are made which
results in huge development which are as follows:
7

 With assistance of WTO organisation tariffs reduced and trade has been encouraged
between different countries.
 Development of technology helps companies to communicate with other easily and
conveniently.
 Transportation has been increased globally which results in cheaper and easier transport
of goods by air and water.
 It increased capital mobility. Through this finance can be raised from other countries
also.
In 21st century use of digital technology
With development in technologies and other fields use of digital technology increases in
21st century which results in effectiveness and development in sector of job, production,
education, banking and many more. Some of developments with respect to digital technology are
as:
 Development in communication technologies results in succession of long distance
interaction and it can be done through email, SMS and various other software.
 It encourages effectiveness in record keeping in different databases rather than paper
work.
 This will help in introducing new technologies in field of medical science, information
technology and security also. It can help to secure business and customers information
safely.
Hard and Soft communication
Hard communication skills are teachable skills which can be learn by an individual in
classroom or other place through books and training materials on the job. These hard skills set
are easy to quantify. Different types of hard skills are such as proficiency in foreign language,
database management, network security, programming languages etc.
Whereas Soft skills are those which cannot be easily quantify. These skills are also
known as 'people skills' or 'interpersonal skills'. Soft skills can be inbuilt or inherited in an
individual which helps interact with other peoples. Some of them are flexibility, motivation,
leadership, integrity, teamwork and many more.
Task vs Relationship
8

Task oriented Leadership theory is mainly focused on accomplishing tasks and concerned
with representing roles and tasks to employees. In this leaders are oriented towards completion
of tasks in respect of this leaders creates policies and procedures and fulfil every aspect in an
organisation to attain objectives of a particular task or event.
Relationship oriented Leadership theory focused on attainment of targets by motivating
and interacting with people. Leaders of relationship oriented can also act as mentors to their
subordinates. They interact with their employees freely and change their feedbacks into
decisions. Relationship oriented leaders maintain enjoyable and positive work environment.
Psychodynamic Approach
According to human behaviour psychodynamic theory defines personality in relation to
conscious and unconscious forces. Sigmund Freud introduced psychodynamic theory which
consists the ID, Ego and Super Ego. It describes that childhood experiences have a great
importance in determining personality. According to this personality is made up of three parts: The ID- It is a primitive component of personality. ID consists of natural instincts such as
food, water etc. This derive us to satisfy selfish urges. The Ego- It develops in order to intermediate between unrealistic ID and external real
world. It satisfies needs of ID as much as possible practically.
 The Super Ego- It is concerned with keeping to moral norms and attempts to control
powerful ID.
TADK 3
P3. Explantation about that what make an effective team as opposed to an ineffective team
Effective refers to when a company attaining its target and objectives in set period of
time. It help in increasing employees performance and built a strong reputation. In Saisnbury if
the manger of the company build an effective team the it should identify the characteristics of
effective team which are as following:
Common and clear goal- Effective team have a shared goal and they all are working fro
attaining a common objective. This goal is unambiguous and clear which is n own by all the
team members so that they can focus on it.
9

Open communication- Strong communication is the foundation of the effective team. It
consist correct dispensing knowledge where the members of the team can easily and freely share
their views and ideas with others (Weng and et. al., 2015).
Difference between effective and ineffective team
Basis Effective Team Ineffective Team
Members contribution In it, there are various essential
and numerous decision are
taken in which the members of
the team make participation
and share their own ideas and
views.
In this team, there are few
member of team participate to
make contribution to attain a
shared goals.
Listening Within these kind of team
every team member listen to
each other and share their
ideas (Whelan, 2016).
Under these kind of team, no
team members listen and share
their ideas. All are working
according their own mind.
Decision making In it the views of all people are
considered by the team
members and then a final
decision taking by all them by
making participation in
decision making process.
In this team, the decision are
taking by the manger and top
management of the firm in
context of resolving issues and
problems.
For example, in Sainsbury, if the team is not effective then the manager of the company
can identifying the cause of ineffectiveness. If there are skills and knowledge then they can
provide training and development sessions to them so that they can make improvement and
doing their work with more effectiveness. If there are lack of confidence the the firm can
organise motivational program which inspire them and they make interaction with their senior
and share their ideas or issues to them.
Tuckman model of group development
10

This model is developed by Tuckman in 1977 to make improvement in individual and
team or group. It can be used by the management of Siansbury to make improvement in team and
individual. This model contains some stages which are as following:
Forming- This is the first stage in which employees are meets to each others and teams
are formed. In Sainsbury, in this stage, the manager select team members and formed a team for
attaining an organisational objective.
Storming- In this stage when the employees are start working with each other for
achieving a common goal, there are various conflicts arise due to acceptance of different ideas
(Wood and et. al., 2016). In Siansbury, in it, conflicts are arising due adaptability of different
ideas of different team members.
Norming- In this stage, the team starts working in effective manner because the issues
are solved by the seniors and the criticism is not taken personally any more (Alleyne, 2016). In
Saiansbury, the team members are open to each other and adopt relevant ideas of each other. All
the team members work efficiently in context of attaining their objective.
Performing- Within this stage, the vision and aims of the team are clear and all the team
members are tend to achieve their objective in an appropriate manner. They understand the
objective and support the team. In Sainsbury, all the team members work for attaining the
objective of the team so that they can meet it as per the time period.
Adjourning- This is the last stage, in it when the team have been achieved its aim and
completed its task, it can be dissolved. In Sainsbury, in this stage, the team member analysed that
what they want to achieve and how they achieved. Basically, they analyse their own work or
performance.
TASK 4
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context
Path Goal Theory of leadership
This theory of leadership is developed by Robert J. House and Terence R. Mitchell. This
theory defines that leader is responsible for offering followers with the information, support or
other required resources which are necessary to attain organisational aims. In Siansbury, the HR
manager can implement this theory can encourage and support employees by motivating them to
11

provide support to attain their set objectives. The characteristics of this leadership theory are as
following:
Employees characteristics- The worker of the company affect the behaviour of leaders
that is totally depend upon their wants like sensed level of cognition, association, desire of
control and others. In Sainsbury, If the leaders are not properly lead the employees then they feel
demotivated so it is important that the leaders must provide effective guidance so that the
employees can easily attain their goal (Bester and et. al., 2015). To build the performance of the
company more effective, it is necessary that the leaders not to be more structures or less directive
against the employees.
Task and environmental characteristics- This theory make its concentration to overcome
all the hindrance and if any obstacles become more effective then it can be hard for the firm to
perform its activities in an effective manner so that it can attain its organisational objectives. In
Sainsbury, it is important and necessary for the leaders that they should deigned the task as so
that they can easily achieved by the employees.
Leadership behaviour- The leader should set their leadership style according to the
employees or as per the characteristics of the task so that employees feel motivation and do their
work effectively in context of attaining organisational objectives (Burrell and Morgan, 2017). In
Siansbury, the leader should use or follow directive and supportive leadership style so that they
can they provide their guidance to the workers when they are perform a task and have
requirement due to issues or other problems. For improving the performance of the company, it
is necessary that the leader should insure that the leaders should not high or less directive
because both harm the performance. So it is important that leader must be directive according to
the capabilities of the employees.
CONCLUSION
A per the above information, it can be determined that organisational behaviour play an
effective role in encouraging team and individual behaviour. The culture, power and politics of a
company is essentially help in creating positive impact by inspiring team and individual
behaviour inn context of achieving organisational objectives. Process theories and content
theories are beneficial to motivate the employees by fulfilling their needs so that they can feel
encouraged and show their loyalty towards the firm and help in improving organisational
12

performance. Path goal theory is effective for provide guidance to the employee of a firm so that
they can work in the direction of attaining aims of the company.
13

REFERENCES
Books & Journals
Alleyne, P., 2016. The influence of organisational commitment and corporate ethical values on
non-public accountants’ whistle-blowing intentions in Barbados. Journal of Applied
Accounting Research. 17(2). pp.190-210.
Bester, J. and et. al., 2015. Leadership empowering behaviour, psychological empowerment,
organisational citizenship behaviours and turnover intention in a manufacturing
division. SA Journal of Industrial Psychology. 41(1). pp.1-14.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Cherry, S., 2017. Transforming behaviour: Pro-social modelling in practice. Willan.
Chumg, H. F. and et. al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M.(2014)‘Structure and organisational
behaviour of public research institutions under unstable growth of human resources’,
Int. J. Services Technology and Management. 20(4/5). p.6.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Hall, C. M. and et. al., 2016. Business and post-disaster management: Business, organisational
and consumer resilience and the Christchurch earthquakes. Routledge.
Katou, A. A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms. Employee Relations. 37(3). pp.329-353.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Laurie J.. Mullins, 2016. Management and organisational behaviour. Pearson.
Mohelska, H. and Sokolova, M., 2015. Organisational culture and leadership–joint vessels?.
Procedia-Social and behavioral sciences. 171. pp.1011-1016.
Saifullah, N. and et. al., 2015. Job Satisfaction: A Contest between Human and Organisational
Behaviour. International Journal of Economic Research. 6(1). pp.46-56.
Weng, R. H. and et. al., 2015. Exploring the impact of transformational leadership on nurse
innovation behaviour: A cross‐sectional study. Journal of Nursing Management. 23(4).
pp.427-439.
Whelan, C., 2016. Organisational culture and cultural change: A network perspective. Australian
& New Zealand journal of criminology. 49(4). pp.583-599.
Wood, J. M. and et. al., 2016. Organisational behaviour: core concepts and applications. John
Wiley & Sons Australia, Ltd..
Online
Charles Handy Model of Organization Culture. 2019. [Online]. Available Through:
<https://www.managementstudyguide.com/charles-handy-model.htm>.
14