Organisational Behaviour and Performance

This report discusses the importance of organisational behaviour in managing cultural, power, and politics at the workplace. It explores Handy's cultural typology, process and content theories of motivation, and contingency theory. The report also highlights the need for effective team management, including providing proper training and development to employees, giving attractive rewards, and promoting a compromising, bargaining environment.

Organisational
Behaviour

Table Of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Impact of company power, politics and culture on team and individual performance &
behaviour......................................................................................................................................2
TASK 2............................................................................................................................................5
P2 Motivation theories and techniques for effective achievement of goals................................5
TASK 3............................................................................................................................................8
P3 Attributes that make an effective team as opposed to an ineffective team.............................8
TASK 4..........................................................................................................................................10
P4 Implementation of philosophies and concepts related to organisational behaviour.............10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Organisational behaviour is a scrutiny of the ways in which people interact within groups
at workplace. It’s a strategic approach which is applied to assess the behaviour of workers.
Although, theories of organisational behaviour are used for human resources in order to
maximise output level. Organisational behaviour is heavily influenced by several other social
sciences viz. psychology, sociology and anthropology. It draws a rich array of research from
these disciplines (Andersson, Jackson. and Russell, 2013). The present assignment is based upon
A David & Company Ltd. Which deals in production and distribution of fruit. The firm offers
full range of fresh fruit, vegetables, exotic Produce, ready prepared products, and bakery items
and delivered on a daily basis to hotels, restaurants, contract caterers, schools, nursing homes,
and government contracts. Also, this report describes the effect of organisational power,
government and cultural upon individuals and team behaviour. There will also discuss content
and process theories of motivation which helps in attaining company’s goals and objectives.
Furthermore, role team effectiveness will also define later.
TASK 1
P1 Impact of company power, politics and culture on team and individual performance &
behaviour
It is fundamental task of management to coordinate all functions and activities thus to attain
firm’s goals and objectives. The term organisational behaviour implies to identify human
behaviour in organisational settings. It is assumed that employees’ attitude or behaviour plays a
vital role in growth and enlargement of business associations. Although, the prime goal of OB is
to rejuvenate organisational model and generate a better conceptualisation in organisation’s life
cycle.
In a business associations’ numerous kind of people are worked thus to get them together
management is required to provide them training and development assistance. In this sense,
diverse parameters must be outlined to perform a business in effective and efficient manner.
Value, cultural, power, politics etc. really affects future outcomes of a corporation (Avey,
Palanski. and Walumbwa, 2011). A David & Co Ltd. Was founded in 1962 with an aim to
providing great food products and customer services to people. The firm offers truly eclectic
range of fresh fruits and vegetables, dairy items, fine fruits and much more. Company is having a
certificates from 123 suppliers which ensure the standards of quality, safety and operational
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criteria whilst guarantee that the manufacture fulfil their legal obligations and provide protection
for the end consumer. The business association highly consider value, behaviour and
morale of employees thus to manage an effective organisational cultural; it
also outlined certain factors, i.e. power and politics at workplace.
CULTURE
Culture Influence
A David and Co Ltd. is a medium size business organisation having a turnover of £10M
to £20M; the firm delivers its product and service in various countries. In order to manage
cultural diversity, management has focused on identifying buyers and society behaviour. The
concept of organisational culture is the climate and practices that organisations develop around
their handling of people, or to the promoted values and statement of beliefs of an organisation.
Although, cultural gives an association a sense of identity and determines, through the
organisation’s legends, rituals, beliefs, meanings, values, norms and language, the way in which
‘things are done around here’. Therefore, it encapsulates what it has been good at and what has
worked in the past. These practices can often be accepted without question by long-serving
members of an organisation. In order to manage organisational cultural in proper manner
management is required to provide training and development assistance to all employees as they
can interact with each other; it leads to render a positive working environment as well (Bolino
and et. al., 2013).
For better understanding of organisational cultural, Handy’s cultural typology can be
adopted by A David and Co Ltd., on the ground of understanding individuals’ behaviour.
 Task cultural – It forms while teams within an organisation are developed in order to
demonstrate particular problems and statements. Although, project tasks are important so
that power within teams will often shift to team members.
 Role cultural – This type of organisational cultural relies upon roles and they ae highly
controlled by management. In role cultural, everyone knows their duties and
responsibilities. Although, power in role cultural defined by an individual’s position.
 Power cultural – Here, power is seized by only few people and they are the people who
allows to take necessary business decisions. A power cultural is an effective and strong
cultural though it can swiftly turn toxic.
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People cultural – Individuals want themselves to be superior and unique at workplace and an
organisation exist for employees to work. Therefore, a person cultural based corporation is just a
collection of all individuals who are hardworking and willing to work more and more (Colquitt
and et. al., 2011).
Above all these cultural, A David and Co Ltd., has acquired people cultural within
workplace as there is numerous types of people are worked having different nature and
backgrounds. Basically, organisational cultural is the term which signifies values and principles
is shared by company its associates. To manage people in best possible manner, there is should
be given equal treatment to all employees as they can perform in better manner.
POWER
Power is an ability to influence other; in simple words it implies with capacity to affect
behaviour of subordinates as they can ready to do all tasks and activities. Although, in
organisational context power tend to affect decisions and people transactions highly. There are
two types of power, i.e. positive and negative both of them affect individuals’ behaviour.
Positive power helps in managing healthy and friendly working environment as well as it also
improves interpersonal relationship of staff members with management. As a medium size
organisation, A David and Co Ltd. uses reward power; in this power for rewards, new projects,
perks, training opportunities, monetary benefits and better roles to influence people.
POLITICS
Politics has an essential role to govern business decisions and it is linked with direct
interaction of employees with management. It consists with pursuit of individual agendas and
self-interest in an organization without regard to their effect on the organization's efforts to
achieve its goals. Basically, organisational politics can be unofficial, informal and sometimes it
is behind the scenes efforts to increase productivity and improve business decisions (Demir,
2011). Politics is a tactics that is used to influence employees as they can perform in wellbeing
manner; these types of actions undermine fairness within a David and Co Ltd. On the other side,
negative side of organisational politics is likely to flare up in respect of organisational changes,
scarcity of resources which breeds competition between employees etc. In order to minimise this
impact, leaders can provide proper access of information to employees.
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TASK 2
P2 Motivation theories and techniques for effective achievement of goals
It is foremost duty of HR manager of companies to manage individuals as well as teams by
encouraging them. Human resources are a key part of success for business association as they are
highly responsible for attaining firm’s goals and objectives. In order to run their functions
properly, medium size business organisations need well experience and qualified employees. For
this, management has to focus on how to manage employees’ interest within organisation for
long. Various tactics are being used for motivating or inspiring workforce but choosing the best
one among all of them is quite critical. Companies can have applied motivational theories as per
the its size, nature and area of function. It will assist in producing new and innovative products
with high quality which raised customer’s satisfaction level.
Henceforth, it is paramount for managers to apply various motivational techniques which
is describe under beneath –
Figure 1: Process and content theory of motivation
(Source: Theories of Motivation, 2018.)
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Process of motivation theory
Reinforcement theory of motivation
This concept was introduced by B.F. Skinner. It posits that humans develop a certain set of
behaviour by doing a specific set of actions. This class of of motivation relies upon the notion
that people will repeat those actions which have positive consequences and will ignore those that
result in bitter outcomes for them, thus following law of effect. Along with this, the theory is
mainly emphasised to determine what happens when people take certain initiates, human beings
will obtain only those activities that provides them more pleasure and prestige. There are certain
environmental factors which gives shape behaviour of an individual and also increases
motivation level among employees (French and Holden, 2012).
Adam’s equity theory – It states that there is a fair relationship between rewards and
performance. As if employees get de-motivated from job then inputs will be more than outputs.
The theory was founded by John Stacey Adams which follows certain assumptions, such as –
people will contribute in those inputs for which they expect certain rewards and they try to
rectify inequality. Following three types of relationship occur when input and outputs are
compared –
 Inequality resulting in Overpay– In this situation, outputs are more than inputs.
 Inequality resulting in Underpay – Here, outputs are less as comparison with their inputs.
 Equality- When people perceive their outcomes are equal as comparison with inputs.
Therefore, Adam's explanation of equity state that employees will be performed in well being
manner and get highly motivated if they will treat fair by managers. Here, level of motivation
depends upon what feels and how to treats in relation with rewards.
Content theory of motivation
Maslow's Theory of Hierarchical Needs - Abraham Maslow’s concept of needs states that
individuals would move to satisfy their needs in hierarchical manner. If their all needs will be
satisfied adequately then they start to perform well. Maslow has provided a framework which
states that basic needs of employees must be recognised and fulfilled as they can motivate or
encouraged. Basic needs of human beings are arranged in hierarchical form are shown as below
–
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 Physiological needs – These needs are prerequisite for survival of individuals, i.e. air,
water, shelter, food etc. If these needs would have met properly, then employees will be
motivated.
 Safety needs – If psychological needs will be fulfilled then individuals want their safety
and security in a place where they work or live. At this stage, they want self-preservation
i.e. live free from physical dangers or emerges.
 Social needs – At this time, people move or seeks to gratify their social needs. An
individual live in society has an urge to accepted by all. Social needs are – love,
affection, care, belonging urges,
 Esteem needs – Once social needs are fulfilled people strives to attain self-respect, self-
prestige and self-confidence. They want a feeling to be unique, personal worth and social
recognition. Self-actualisation needs – It entails to maximise one’s potentials. Such needs are related
with improvement of intrinsic capabilities of people.
ERG Theory of Alderfer
American psychologist Clayton Paul Alderfer had introduced this theory which signify
that each needs carry out certain value. Thus, needs are classified as higher and lower order
needs. In addition, ERG theory involves existence, relatedness and growth needs. In which
existence needs refers with psychological and safety aspects of people and required for survival.
Whereas relatedness needs entails with social needs which helps an individual to build
relationship with society. Furthermore, growth needs cover esteem and self-actualisation needs
which supports people to increase their abilities in existing working environment (Griffin and
Moorhead, 2011).
Herzberg’s Motivation-Hygiene Theory – The theory is a study of variables which are
required in order to attain desired goals and avoid undesirable situations. Through theory,
Herzberg has identified two types of job conditions that are independent on each other but have
an inverse relationship to behaviour. They are as follows:
 First set insists with job conditions which are operated in order to build effective
motivation and obtaining maximum job satisfaction; but its absence not resulted with job
dissatisfaction.
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 The second set of variables introduce hygienic factors in which same job conditions
provides level of dissatisfaction in absence of these conditions. There are certain hygienic
factors which aren’t intrinsic parts of job but required to perform a job, such as – salary
job security, working conditions etc.
From the above mentioned theories, A David and Co Ltd., can acquire Maslow’s need
hierarchical theory thus to determine basic needs of people and fulfil them in an effective
manner. The prime objective of this theory is if organisation will fulfil basic needs of its
employees then they will motivate or inspire to perform in well-being manner; it leads attainment
of business objectives.
TASK 3
P3 Attributes that make an effective team as opposed to an ineffective team
Teams consist a group of people who work together in order to attain specific goal or
objective. Formulation of teams is required within business organisations thus obtaining higher
performance level and high profits margins as well. There is a distinct set of attributes that are
commonly observed in an effective team demarcating them from mediocre or ineffective teams.
In A David and Co Ltd. teamwork helps in making imperative business decisions and
competition of tasks in best possible manner. Although teams are formed with people of similar
interest, taste, liking and attitude. An effective team enables to demonstrate problems as well as
identifying their solutions in best possible manner. For instance, an ineffective team would
include leaders that are unable to manage people effectively and are inefficient in locating
appropriate solution of problems. Thus, ineffective teams put an adverse impact on business
associations; it is the duty of management to improve leadership skills of people as they can
manage their teams properly and influence their subordinates to perform good (Kinicki and
Kreitner, 2012). On the other hand, an effective team includes managers that have a good
understanding power of problems and are able give to address them at the time of emergency.
Although, to formulate effective teams’ organisations have to allow open communication
between teams as they can discuss all issues and find out best ideas of doing work.
David and Co Ltd. has an been experiencing a negative effect on its operational activities
lately due to lack of motivation and biasses towards a certain set of people based on their caste,
religion and nationality. Defined below are different types of teams with their importance within
business organisation -
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Cross Functional Team – Such teams are formulated from members of various departments
who perform in different segments in their teams. Cross functional teams help to handle critical
or specific tasks which oblige expertise. Here, communication between internal divisions are
vital thus to obtain project goals.
Self-Managed Work Group – These types of teams are mostly empowered as here all
members have power to make imperative decisions. According to the name, self-managed
working groups are tackle by team members there is less requirement of any leader. Here, each
member carries out certain specific skills and abilities thus to complete assignment and make
instant decisions.
Problem Solving Team – These types of teams are usually created for a certain time period
and only emphasis on resolving specific issues occurred at workplace. For example – if a
company is facing financial issues management formulate a team which will provides better
solutions i.e. how to overcome with that problem.
Virtual Team – It’s a type of team which interact its members digitally instead of
personally. These teams are based on the strength and weaknesses of managers using various
kinds of communication methods rather than using geographical efficacies.
Therefore, in order to develop an effective team, management of A David and Co Ltd. can
acquire Tuckman model. In 1965, Tuckman’s proposed this model which signifies that there are
four phases which requires in team formulation.
There are three action group for team which are given below:
Action Oriented Role- On basis of action, roles are decided. There are sharper, implementer
and complete finisher, work is given to them for achievement of goals and objectives.
People Oriented Role- In this role is classified on basis of type of people such as
coordinator, team worker and resource investigators. This helps in doing work effectively and
efficiently.
Thought Oriented Role- According to though of people, roles are assigned in order to
complete task effectively and efficiently. They are monitor, specialist and plant for doing work
and carrying accordingly.
Team Development Model of Tuckman
 Forming – In this stage, people tries to know each other and take task at hand. Here, tea
members act independently as they don’t know each other well. Most of the time spent in
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planning, gathering information and share bonding. Team leaders play a dominant role as
subordinate’s roles and responsibilities are not clear.
 Storming – Team starts to work and tries to cross the boundaries which have established
in forming stage. Most of the teams get failed in this stage due to conflicts between team
members because every individual work in diverse situation for all sort of reason but their
working styles may generate unforeseen problems which raise disputes (Lu, 2014).
 Norming – This stage occurs when individuals start to resolve their issues, difference and
appreciate each other’s’ strength as well as give respect to them. In norming, each
individual know each other very well thus they get socialise and able to help others in
completion of tasks as well as also renders constructive feedback to them. People develop
a strong commitment to achieve team goals and objectives.
 Performing – A team reaches on this stage, when it performs hard without making any
friction and team goals are achieved. The team has developed processes that work for the
team and people follow them.
 Adjourning – A few teams reach out in this stage because project team exists for certain
time period and even permanent teams also disband while restricting of organisation.
Adjourning stage occur when team members like routine and want to create close
interpersonal relationship with their colleagues.
TASK 4
P4 Implementation of philosophies and concepts related to organisational behaviour
For better understanding of organisational behaviour, it is critical for managers of A David
and Co Ltd., to demonstrate employees’ behaviour, values, beliefs, cultural and other aspects on
priority basis. Although, an enterprise’ value and cultural plays a key role in respect of giving
direction to staff members as they work accordingly. Some of major aspects of organisational
behaviour are as follows:
 Integrity: Here organisation is devoted to gain higher integrity of market knowledge.
 Respect – It is essential for organisations to give prestige or respect or employees.
 Responsibility – Managers are obliging for their employees and customers in social
surroundings in which a firm performs.
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For better understanding of employees’ behaviour, there can be applied in order to
motivate and encourage team members thus business goals can attain in a certain time period.
Leaders of A David and Co Ltd., select an appropriate way of performing as well as producing
goods. Path goal theory and Contingency theory, both approaches are beneficial to understand
behaviour or value of an organisation (Moore and et. al., 2012). There are some concepts and
philosophies are as following -
Autocratic – In this philosophy leaders can take effective decision but they are not
allowing other team members for decision making process.
Supportive – According to this philosophy the team leader invite to their team members
and other subordinates for decision making process. They are providing their suggestion and the
company has followed this for style of leadership.
Custodial – As per the this philosophy manager can firstly motivate to their employees
after that provide protection regarding to salary, wages and commission. The company has
follow this philosophies.
Path goal theory – In this theory of leadership provides proper guidance to subordinates’
which empowers them to collaborate organisation’s and individuals’ goal together. Basically, the
theory is inspired with Vroom’s expectancy theory in which staff members will be worked in
particular way by fulfilling team expectation and will attain positive results. Although, the prime
goal of every company is to raise workers’ motivation level, satisfaction and empowerment as
they can become productive member of an organisation. Path goal theory generally follows a
three basic steps, such as –
 Determine the employee and environmental characteristics
 Select a leadership style
 Focus on motivational factors that will help the employee succeed
The aim of the theory to improve motivation of employees and empowers for the
business objectives in the company. There are different segments follows by the company -
Direct leadership – As per the according of this leadership style a leader can provide all
instruction to their team member which are related to aim and objectives of a company. A David
& company ltd guide their employees to regarding to tough tasks and productive results come
when need to perform more.
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Supportive leadership – According to this style of leadership the leader provide support
to their team members as well as subordinates. Manager and a leader create good atmosphere
according to employees where they are working with comparability.
Participate leadership – This leadership style based on the Democratic stle because of
david ltd allows their employees for take part in the process of decision making and provide their
suggestion on [articular situations.
Achievement oriented leadership – In this style set challenge for everyone which can
achieve by every one for the high performance. It is important for the employees regarding to
their performance appraisal. The company has following this style to achieve competitive
advantages.
Employee characteristics – Sometimes workers assume that their leader’s behaviour based
upon needs, i.e. level of structure, perceived degree of ability, desire of control etc. If a leader
will behaviour more structure manner, then employee become less motivated. So that it is
essential for leaders to understand what they their employees want; it will highly motivated
employees.
Task and environmental characteristics – Path goal theory is highly tend on upcoming
obstacles. If barriers are too critical then managers are required to take effective steps which will
support them to choose a suitable path for attaining goals.
Leaders’ behaviour or style – There are numerous leadership styles i.e. directive, supportive,
participative and achievement; team leaders of A David and Co Ltd. select the best one as per the
nature of team and working styles. Although, an adequate leadership helps in motivating
employees as well support them to understand organisational behaviour as well (Osland and
Turner, 2011).
Application – It signifies that behaviour of leaders should be independent, they are able to
accept any situation and work accordingly.
Contingency Theory – The theory explains that employees are required to work as per the
situation which can direct affect dependent variables at workplace. Numerous situations are
being occurred within workplace thus leadership styles can be changed as per the situation.
Leaders of A David and Co Ltd., choose contingency leadership style which states that
employees will perform on the grounds of distinct situations. Along with this, most important
aspect of this theory is to build a strong leader member relationship which can be attained
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through loyalty, trust and confidence. It also involves to provide a systematic structure of work
thus people can clearly understand their roles and responsibilities.
Social Capital Theory- A David and Co Ltd should pay attention on social capital
theory as it helps in creating social relationship with employee, worker and subordinates. The
resources of social capital includes fidelity, network of association, trust and standards should be
considered by organisation. This can be maintained through promoting compromising,
bargaining environment and pluralistic.
Apart from this, A David and Co Ltd should focus on barriers to effective performance
which are given below:
Absence of Training- If organisation does not provide training and development to their
employees then performance can be reduced and employees produce inappropriate goods and
services.
Ineffective Management of Team- This also impact on performance of entity. In case of
not assigned proper duty allocated to staff then it can hamper work and productivity.
CONCLUSION
This report infers that organisational behaviour plays a key function in managing cultural,
power as well as politics at workplace. The report has stated that there are a healthy and positive
cultural helps in managing organisational goals and objectives in the best possible manner. In
order to get better understanding of organisational cultural, handy’s cultural typology is an
effective approach; it has four elements, such as – task cultural, people cultural, role cultural and
power cultural. Along with this, management is also required to motivate and encourage
employees as they can perform in well-being manner. In this context, process and content
theories of motivation can be applied in order to attain and retain people at workplace. An
adequate or effective team enable to produce in better in comparison with ineffective manner.
For managing team in better manner, heads of organisation are required to provide proper
training and development to employees and giving them attractive rewards as they can attain and
retain within workplace for long run.
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REFERENCES
Books and Journals
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