Organizational Behavior and Management Theories

This assignment provides an in-depth analysis of various organizational behavior theories, including Maslow's Need Hierarchy theory, Vroom's expectancy theory, and McClelland's Needs Theory. It also discusses the cognitive underpinnings of effective teamwork, presenteeism in the workplace, emotional intelligence, and negotiation strategies. The assignment aims to provide a comprehensive understanding of key management practices and theories.

Organisational
Behaviour

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
M1 Influence of culture, politics and power on behaviour of team and individual.....................3
D1 Relationship between power, culture and motivation...........................................................3
TASK 2............................................................................................................................................4
P2 Explain Content and Process theories of Motivation and motivational techniques...............4
M2 Application of motivational theories to influence behaviour of others.................................5
TASK 3............................................................................................................................................6
P3 Main factors that make an effective team as compare to ineffective teams...........................6
M3 Group and team development theories..................................................................................8
D2 Significance of team development theories...........................................................................9
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of OB with organisational context..............................................9
M4 Concepts and philosophies in influence behaviours...........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational Behaviour is a study that defines the way in which people interact within
group or business. This study is normally applied in an attempt to make organization more
effective and efficient. It is a scientific approach that is mainly concerned with predicting,
understanding and influencing behaviour of individual in organizational setting. According to
Davis, “OB is the application and study of knowledge about how employees act in within the
company”. Basically it is a human tool for human benefit only(Al-Zu’bi, 2010). It can also be
defined as organization of individual’s behaviour in respect to physical resources and means so
as to accomplish the desired goals and objectives of the company. The chosen entity for this
report is British Public Service (BBC) Broadcaster which is the world’s oldest national
broadcasting company that deals in providing current affair and news to general public. This
report talks about the impact of culture, politics and power on team and individual performance,
various motivational theories, team effectiveness and philosophies of organizational behaviour.
TASK 1
An organization can be defined as a setup where employees collectively work together for a
common objective. It is important for personnel to work cooperatively with others co-workers
and deliver their best in the achieving defined target within the stipulated time frame. Every firm
has certain beliefs and principles that form their culture and its culture decide the way in which
workers interact amongst themselves with other external parties. The culture of every business
concern print from one another. It is important for the employees to adjust well the culture and
policies of respective firm.
Handy's cultural typology: The theory was given by Charles Handy in 1999. He states that
organizations are identical to countries, each is having its own unique culture belief, expectation
and common values. However these are tend to change passage of time therefore forms are
required to change their culture accordingly. Handy's define the class of culture into 4 main
categories that are discussed below:
Power culture: Handy define power culture as a spider web which means all important person
who takes decision on the behalf of whole company sit in the center or middle. There are certain
companies where power remain with few people and only they are authorized to take all major
decisions. They enjoy special privilege at workplace. In such type of culture subordinates are left
1

with no other option instead of following the instruction given by superior. Moreover employees
are not having any right or Liberty to express their views and share idea on an open forum. They
just have to follow and do exactly what their superior says. There are some individuals in BBC
who hold such kind of power. Their employees are normally judged on the basis of their
achievement instead of their performance.
Role culture: Under this culture, roles and responsibilities are delegated to workers on the basis
of their skills, interest, qualification and specialization to extract best out of them. Every person
is accountable for doing something great and this culture promotes willingness of people to
accept challenges (Ali, 2010).. Staff members of BBC are well aware their roles and
responsibility which enables them to achieve task in a cost effective and timely manner. In
addition to that power comes with responsibility in such type of work culture.
Task culture: Companies where teams are formed in order to achieve define targets how solve
critical issues follow the task culture. Under this, individuals with common specializations and
interests comes together and work as a team it generally consist of 5 to 6 members. Each team
member contributes equally and tries to accomplish the task in most innovative and creative
manner. This type of culture is very popular in BBC as they believe that with right mix of skills,
personalities, leadership and competencies a team can become highly productive which
ultimately leads to increase the profitability ratio of BBC.
Person culture: Under this type of culture workers feel that they more important than their
company. Individuals are more concerned about their own thinking about organization and its
success. The organization under this type of culture generally take a step back and eventually
suffers. Employees comes to workplace only for the sake of money. They are rarely loyal
towards the company and never takes decision in their favor. One should always recall that
company comes first and everything else comes later.
In BBC approximately 35000 employees are currently working. They mainly emphasize on
revamping its culture and policies that we can extract best from their workers and in return
provide benefits to them which values their contribution or work. They also focuses on
delayering of management i.e. minimizing hierarchy level. For example, BBC have reduced the
number of superior manager by 40% so as to create better working environment for the staff
members. Moreover great stress on promoting transparent communication among employees so
that they can freely discuss their views and opinions. In addition to that they also provide open in
2

safe working environment, healthier management visibility, breakdown of complex process into
simpler one that ultimately leads to maximize overall productivity and efficiency of their work
force. In order to increase the efficiency and effectiveness of their employees they have arranged
various training programs for them to grow and develop their skill which is going to ultimately
benefits them both at personal and professional level.
M1 Influence of culture, politics and power on behaviour of team and individual
Politics, culture and power all are known the most significant element of every business
organisation (Coccia and Rolfo, 2013). This not only determine the structure of carry out
business activities but at the same time affect behaviour and action of individuals and team work
in enterprise.
Impact of culture
Positive culture: Strong and effective organisation culture increase effectiveness of
communication process as this ensure establishment of right communication channels. All this
help firm in achieve its set business goals and objectives. Further this bring coordination among
various business functions.
Negative culture: Variances in cultural values of workers results in negative work
environment at workplace. All this increase employee's turnover and affect their productivity.
Impact of power:
Positive impact: Enterprise in which power is use in a right way results in motivate
workers and support them in perform well.
Negative impact: Wrong use of power decrease morale of workers and reduce firm's
profits.
D1 Relationship between power, culture and politics
Power, culture and politics are interrelate with each other. Culture exist in workplace is
the one which highlight the roles and responsibilities of employees and also highlight their power
at workplace (DeChurch and Mesmer-Magnus, 2010). When employees enjoy high power at
workplace then it give rise to politics. Effective interrelationship among all these factors help in
motivate employees to perform well. Power is distribute in organisation as per the job roles
assign to them if a worker work on a high level then that employee enjoy more power as
compare the individual working at lower level of organisation. Excessive power in hand of
individuals give rise to politics at workplace which decrease the productivity of entity.
3

TASK 2
P2 Explain Content and Process theories of Motivation and motivational techniques
The word motivation has been derived word motive which means wants, desire or needs
within the individual. It refers to the process of stimulating people to action to achieve the goals.
According to Stephen “motivation can be defined as the willingness of a person to exert high
level of efforts towards attaining business goal, conditioned by the effort ability to meet some
individual lead as well". There are two theories of motivation which are discussed below:
Content theory: This theory mainly focuses on the factors that motivates individual at
workplace. There are some job factors that exist workspace that directly or indirectly help
employee in performing effectively and efficiently. Theories under this mainly explain the
reason human needs changes with the passage of time. It covers all internal factors that direct
and energize human behaviour. It covers following theories:
Maslow hierarchy of needs
Herzberg's two factor theory
McClelland theory of motivation: David McClelland identify four type of motivational need.
Need for achievement, need for power, need for affiliation and need for avoidance. Need for
achievement said that individual want to accomplish something in life. Need for power said that
individuals are attach with great value to recognition, status and reputation. Need for affiliation
said that individuals want to be liked by other. Need for avoidance indicate when individuals do
not want to perform a specific task.
4

Illustration
1: McClelland’s Needs Theory
Source: McClelland’s Needs Theory, 2018
Maslow's hierarchy of needs theory: This theory was given by well renowned Abraham
Maslow in 1943. The theory is based on the assumption that there is a hierarchy of five basic
needs and the urgency of these needs varies from one another. Following are the description of
these five needs:
Illustration 2: Maslow's Need Hierarchy theory
(Sources: Maslow's Need Hierarchy Theory, 2018)
Physiological needs: These are the physical requirement that every human required for its
survival such as air, water, food, shelter etc. If friends are unable to meet this requirement their
5

body cannot function properly and will ultimately fail therefore these needs are the most
important needs and should met first. In other words basic amenities of life.
Safety needs: Once the person is satisfied with physiological needs, their safety needs takes
priority. It mainly includes physical environmental and emotional protection and safety. For
instance: Job security, financial security, personal security.
Social belonging needs: After the fulfillment of physiological and safety needs, person third
needs arises i.e. Interpersonal needs. It involve feeling of belongingness. According to Maslow,
person needs to feel sense of acceptance and belonging among their social group irrespective
weather groups are small or large. It mainly include friendship intimacy family affection etc.
Esteem needs: Maslow believes that all human have a need in the form of being respected by
others. It is mainly of two types when is internal and other is external. Internal include
confidence achievement self-respect freedom. On the other hand external esteem means covers
sense of recognition attention admiration status and power.
Self-actualization needs: This is the last need of an individual that include the urge or desire to
become what one is capable of or have the potential to become. It involve the need for self-
contentment and growth. It also covers desire for gaining additional knowledge creativity and
social service.
Process theory: Theory mainly emphasize on determining how and why motivation occurs.
There are several factors that exist in an organization and help in inspiring and motivating
employees to perform better. Impact of such factors is directly proportional to the performance
of employee. For example: BBC is promoting open and safe working environment that enable
their workers to feel free to discuss their views and suggestion. It covers theories like:
Vroom expectancy theory: The theory was given by Victor Vroom in 1964 and it states that
motivation stems from the belief that decisions will have their desired outcome. He believes that
performance of an employee is depend upon some individual factors such as knowledge abilities
experience and skills (Three Main Theories of Motivation. 2017). There are three factors that
promote motivation among individual are discussed below:-
6

7
Illustration 3: Vroom's expectancy theory
Source:Vroom's expectancy theory, 2018

Expectancy: It is a belief of a person that more efforts will result in success. It means if a
person works hard it will definitely result in better performance.
Instrumentality: This factor states that there is a connection between goal and activity. If
you perform well and definitely you will get better reward on the basis of your performance.
Valence: It refers to the degree to which a person values the reward, the result of success.
M2 Application of motivational theories to influence behaviour of others
Motivation is known as one of the most significant factor as this affect employee's
actions and decisions at workplace (Ayyagari, Grover and Purvis, 2011). Various theories are
that implement by firms to encourage workers. All motivation theories are further divided into
two categories known as process theories and content theories. Motivation theory of Maslow and
Hertzberg is cover under content theories of motivation. Influence on employee's behaviour of
application of motivation theories can be understood by the following points:
 Appraisal of employees due to good performance encourage them to work well which
contribute in success of entity.
 When firm provide healthy and positive work environment then it enhance their
productivity and results in their satisfaction.
 For get employee's commitment, it is very essential for firm to share profits with them as
this enhance their morale and encourage them to work well.
 Offer them benefits and appraisal as per their work.
TASK 3
P3 Main factors that make an effective team as compare to ineffective teams
In today’s business environment working of a team play an effective role. One of the main
reason behind this is that it help in complete complex business activities and at the same time
enhance skills of workers (Baum, Frese and Baron, 2014).. Further, it help in utilise all business
resources at an optimum level which enhance efficiency of business operations. For get
maximum benefits of working team, it is very essential is that a team should be effective one. All
efforts should be done by manager to develop effective teams at workplace. Various factors are
there that help in make effective teams. Difference between effective and ineffective team can be
understood by the table given below:
8

Basis Effective teams Ineffective teams
Discussion Discussion which take place
among effective team
members is remain focused
and specific or to the point.
Equal opportunity is offer to
every team member to present
their point of views and ideas
to solve the problem.
Under ineffective teams,
discussion which take place
among team members is
dominated by some specific
individuals and remain
unfocused.
Listening All team members actively
listen the idea given by other
team members to present their
views on that.
Team members of these kind
of teams interrupt and remain
judgemental remain the whole
conversation.
Working environment One of the main feature of
these type of teams is that an
effective and healthy working
environment is enjoys by these
team members. All this make
the communication more
effective and at the same time
help in find better solution.
Ineffective team work in an
environment of stress and
tension
Various type of teams work in an enterprise. Teams refers to the one when group of
individuals share information and knowledge with each other to perform their roles and
responsibilities in an effective manner. For execute all business operations in an effective manner
and to provide better services to its clients, it is very essential for manager of BBC to encourage
development of teams (Hershcovis, 2011). Various type of functions are perform by various
teams working in enterprise. Different type of teams and their significance for BBC can be
understood by following points:
Functional team: These are known as the teams that are form to complete a specific task
at workplace. Different role and responsibility are assign to every individual for attain final
9

objective. Manager of organisation guide and provide direction to all team members to complete
activities in given time.
Significance: Working of these type of teams in organisation ensure completion of
complex business projects. Further, it save both time and cost of entity which enhance efficiency
of business process.
Problem solving team: As the name implies, these type of teams are form to solve issues
and work related problems (Huang and Bond, 2012). Every member of team member is
specialised in some specific field or have large amount of knowledge in some specific issues.
Further they make plans to deal with same issues in future.
Importance: One of the main benefit of these type of teams is that it help firm in deal
with various type of issues which provide competitive benefit to entity.
Virtual teams: These are the teams in which team members remain connected with each
other with help of technology. Every team member perform his role through technology and face
to face interaction is snot take place among these team members. All team members share their
ideas and opinions with help of video conferencing.
Significance: These type of teams save time and cost of organisation. This provide an
opportunity to manage business activities in remain various areas of world.
Project teams: These are another type of teams that are develop to carry out some
specific tasks at workplace. One of the main benefit of these type of teams is that it help in utilise
all resources.
Significance: These type of teams help in complete big and complex business projects
that provide competitive benefit to entity.
All these are the major type of teams that work in an enterprise and play a big role in its
success,. Various factors are there that make a team and effective one and these factors: Stability: This is known as one of the factor that make a team an effective one. Members
of team require to be stable as this help in take better decision and at the same time help
in maintain effectiveness of team. Team size: To develop effective teams size of team play a big role. It is very essential for
small teams to create and share a effective bond.
10

 Communication: For make effective teams there should be effective communication
among all team members as this help in develop and maintain a good relationship with all
team members.
M3 Group and team development theories
There is a model of team development given by Tuckman consists five stages involve
development of team. This model can be use by BBC for develop effective team for carry out
business operations (Haslam and et.al., 2014). Stages involve in process of team development
can be understood by the following points: Forming: This is the first stage involve in the process of team development. Leaders play
a significant role in this stage as roles of employees is not clear in this stage. Storming: In this stage, all employees are pushed their roles and responsibility. Various
teams are failed at this stage. Conflicts arise at this stage. Norming: In this stage, all team members start perform their roles and responsibilities to
achieve final goal. All team members start being socialise. Performing: In this, team have the ability to perform various tasks. In this leader delegate
tasks to all team members to achieve final goal.
 Adjourning: After completion of final goal all team members are separated.
D2 Significance of team development theories
Various theories are use by firms for develop effective teams to perform various type of
tasks at workplace. Significance of team development in enterprise can be understood by
following points:
 Help in attain business objectives.
 Ensure optimum utilisation of resources.
Effective implementation of motivational theories make employees able to accept the
challenges in an effective manner with help in attain business objectives.
TASK 4
P4 Concepts and philosophies of OB with organisational context
Mainly concept of organisational behaviour consists the study of examine behaviour and
attitude of employees at workplace. This study has become important for all enterprises as this
help manager in manage business activities and at the same time help in formulate effective
11

strategies for direct employee’s actions at workplace (Johns, 2010). One of the main benefit
organisational study is that it help manager in identify and examine all the factors that affect
employee’s actions at workplace. Further, various philosophies and concepts are apply by
manager to direct employee’s behaviour.
Nature of organisation
Nature of people
These are the major two components involve in the study of organisational behaviour.
Nature of people: This aspect highlight the qualities and skills of employees work in
enterprise. This make the manager aware about skills of workers which help in assign them roles
and responsibilities. Various factors that exists in organisation and impact on employee’s
performance in negative way are as follows:
Perception: Every individual work in firm with their own specific perception which
affect the way of their thinking and behaviour in organisation.
Biases of manager: When manager show biasness in his nature then this directly affect
employee’s actions.
Nature of organisation: This reveal the main purpose behind existence of organisation or help in
identify the main goals and objectives that entity wants to achieve. Various system are there
through which nature of organisation can be understood in better manner. Following are the main
system:
Social system: Organisation’s relations with other parties such as with customers,
suppliers and employees all define the nature of organisation. This help in determine the firm’s
involvement or concern for society. This system is further divided into following two parts:
Formal: Create and maintain formal groups with workers working in enterprise.
Informal: Create a group of friends and interact with them with the purpose of being socialise.
Ethics: This consider values, rules, norms, belief and behaviour that require to be consider by
workers during perform their job and during interact with customers.
Path goal theory: This theory is relevant for the organisational behaviour as this highlight the
working style that should be opt by a leader while interact with his team members (Paillé and
Grima, 2011).. This help in identify the best behaviour and at the same time support leaders in
encourage employees to perform their roles in an effective manner. Major steps involve in this
theory are as follows:
12

 Identification of various skills of employees and environment.
 Adopt best and effective leadership approach as per the skills of workers.
Leadership approaches are mainly divided into four parts:
Directive: Under this leader distribute his duties and responsibilities among all workers.
Supportive: In this leader provide his support to all team members.
Participative: In this leader encourage the ideas and opinions of workers in decision making
process.
Achievement oriented: In this leader set a specific task for every employee and give a
reward after the completion.
M4 Concepts and philosophies in influence behaviours
Every enterprise implement various theories and concepts to influence the behaviour of
employees and maximise their contribution in business activities (Joseph and Newman, 2010).
Implementation of these theories affect the behaviour of employees in both positive and negative
behaviour.
Positive impact: Formulation and implementation of philosophies in an effective manner
support employees in perform all business operations in an right manner. Further it enhance
skills and knowledge of workers.
Negative impact: Ineffective execution of concepts and philosophies affect actions of
employees in negative manner. All these decrease productivity of organisation.
Path goal theory: This theory support leader in identify and adopt a specific style of
leadership effective as per the conditions exist in enterprise and that suits best to the employees.
One of the main benefit of this is that it help in encourage employees to work well at workplace.
CONCLUSION
From the above given information, it can be concluded that actions and performance of
employees largely affect the success failure of an enterprise. For achieve set goals and objectives
it is very important for manager to formulate better policies for encourage employees to work
well so company can achieve it set goals and at the same time can generate large a number of
profits. Further various factors such as politics, culture and power all are interrelate with each
other and all should be managed effectively as all this help in guide employees. Various model
of team development are there that can be use by BBC for develop better and effective teams at
13

workplace. Different motivational theories are implement by leaders for motivate employees to
work well so firm can achieve its set goals and objectives in effective manner. It is very essential
for firm to create and maintain positive environment and culture at workplace for motivate
workers to work well.
14

REFERENCES
Books and Journals
Ali, I. B., 2010. A correlation study of leader-member exchange and organizational citizenship
behavior in a public sector organization. Journal of Global Business and Economics.
1(1). pp.62-78.
Al-Zu’bi, H. A., 2010. A study of relationship between organizational justice and job
satisfaction. International Journal of Business and Management. 5(12). p.102.
Ayyagari, R., Grover, V. and Purvis, R., 2011. Technostress: technological antecedents and
implications. MIS quarterly. 35(4). pp.831-858.
Baum, J. R., Frese, M. and Baron, R. A. eds., 2014. The psychology of entrepreneurship.
Psychology Press.
Coccia, M. and Rolfo, S., 2013. Human resource management and organizational behavior of
public research institutions. International Journal of Public Administration. 36(4).
pp.256-268.
DeChurch, L. A. and Mesmer-Magnus, J.R., 2010. The cognitive underpinnings of effective
teamwork: a meta-analysis.
DeChurch, L. A. and Mesmer-Magnus, J.R., 2010. The cognitive underpinnings of effective
teamwork: a meta-analysis.
Haslam, S. A. and et.al., 2014. Social identity at work: Developing theory for organizational
practice. Psychology Press.
Hershcovis, M. S., 2011. “Incivility, social undermining, bullying… oh my!”: A call to reconcile
constructs within workplace aggression research. Journal of Organizational Behavior.
32(3). pp.499-519.
Huang, X. and Bond, M. H. Eds., 2012. Handbook of Chinese organizational behavior:
Integrating theory, research and practice. Edward Elgar Publishing.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behavior. 31(4). pp.519-542.
Joseph, D. L. and Newman, D. A., 2010. Emotional intelligence: an integrative meta-analysis
and cascading model.
Kulik, C. T. and Olekalns, M., 2012. Negotiating the gender divide: Lessons from the
negotiation and organizational behavior literatures. Journal of Management. 38(4).
pp.1387-1415.
15

Lee, U. H., Kim, H. K. and Kim, Y. H., 2013. Determinants of organizational citizenship
behavior and its outcomes. Global Business and Management Research. 5(1). p.54.
Owings, W. A. and Kaplan, L. S., 2012. Leadership and organizational behavior in education:
Theory into practice. Pearson.
Paillé, P. and Grima, F., 2011. Citizenship and withdrawal in the workplace: Relationship
between organizational citizenship behavior, intention to leave current job and intention
to leave the organization. The Journal of Social Psychology. 151(4). pp.478-493.
Online
Three Main Theories of Motivation. 2017. [Online]. Available
through.<http://smallbusiness.chron.com/three-main-theories-motivation-1888.html>.
What is organizational behaviour?. 2017. [Online]. Available through.<https://www.css.edu/the-
sentinel-blog/what-is-organizational-behavior-learn-more-about-the-human-side-of-
business.html>
16