Organisational Behaviour Report

This report analyzes the impact of organizational behavior on the performance of A David & Co Limited, a food and beverage company. It examines the influence of culture, politics, and power, evaluates motivational theories, and explores team development concepts. The report also provides recommendations for improving performance.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Influence of culture, politics and power in individual and team performance......................1
M1 Critical analysis of culture, politics and power influence in organisational behaviour........2
LO2..................................................................................................................................................2
P2 Evaluating role of content and process theory in achieving the organisational goals...........2
M2 Behavioural influence in applying the motivational theories and concepts.........................4
D1 Critical evaluation of motivation, politics, culture and power and some recommendations
to improve the performance.......................................................................................................5
LO3..................................................................................................................................................6
P3 Things which makes effective team as opposed to ineffective team.....................................6
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation...................................................................................................................6
LO4..................................................................................................................................................8
P4 Role of philosophies and concepts in different situational aspects of organisational
behaviour.....................................................................................................................................8
M4 Negative and positive influence of various concepts and philosophies in OB.....................9
D2 Critical analysis of team development theories in OB........................................................10
CONCLUSION .............................................................................................................................10
REFFERENCES............................................................................................................................12

INTRODUCTION
Organisational behaviour (OB) is the study of individual, team and organisational
activity. It is considered as the sum of factors which are applied in the company to get better
output and effective performance of workers. Present study is based on A David & Co Limited.
This enterprise deals with food and beverages products. This report will provide some positive
and negative influences of organisational behaviour which affects growth and development of
the firm. The study will also provide motivational theories in order to motivate their workers. It
will also throw some light on the behavioural aspects of team development. The report will cover
power, politics and cultural influence of OB. Further this study provides information about
content and process theories which helps in improving the individual and organisational
performance of firm.
LO1
P1 Influence of culture, politics and power in individual and team performance
Organisational behaviour can be considered as comprehensive business environment
which affects A David & Co Limited. It might influence the actions of employees negatively or
positively. Culture can be determined as business environment which includes language, beliefs
and values etc. Politics is termed as misuse of power and authorities in wrong direction. It can be
considered as authorities provided to the higher management employees (Avota, McFadzean and
Peiseniece, 2015). They may use these powers and politics for the individual and organisational
development. It might be possible that sometimes they use their power in unfair way to take
wrong decisions. Following are the influence of organisational behaviour:
Culture: It is referred as a system where assumptions, values and beliefs of A David & Co
Limited can affect the performance of employees. It may provide satisfactory environment to the
workers. Motivated employees at workplace can produce desired output. People belongs to
different places adopts different working strategies and cultural aspects. Their interests and
knowledge might differ from each other. Therefore, they might produce antithetical outputs. This
will result in lower productivity and hence it tends to minimise team performance of A David &
Co Limited (Christina and et.al., 2014).
Politics and power: people at top management have a great decision-making power. It might be
possible that they use their power in playing politics. If they are having personal grudges from
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their employees, they may take revenge by providing unequal treatment. It demotivates labours
and this kind of behaviour will affect individual performance. It will result in decreased team
performance. If managers treat all the employees equally then it will lead to individual growth
and development (Coccia, 2014). It promotes motivation amongst employees and they feel
satisfied. Satisfaction of employees leads to higher productivity. These individual efforts will
improve team effective performance of A David & Co Limited.
M1 Critical analysis of culture, politics and power influence in organisational behaviour
Organisational behaviour determines the success and growth of company. It encourages
efforts of employees and provides them rewards and recognition on basis of their performance.
Managers of A David & Co Limited uses their power to motivate the workers at work place
(Hafenbrack, Kinias and Barsade, 2014).
Positive aspects of power and politics will be concerned with the self-respect and dignity
of workers. It includes various motivating techniques such as providing rewards and incentives,
promotions of their junior staff members etc. If they misuse these authorities in order to take
unfair decisions, then company might be able to lose its employees. In this condition, employee’s
behaviour gets influenced negatively and they might feel demotivated (Kitchin, 2017). It may be
possible that they cannot be able to retain in A David & Co Limited for longer duration. Positive
aspects of Cultural Organisational behaviour are related to business environment (Organizational
Behavior (OB), 2018).
At the time of Change in policies and working procedure leaders inspires their team
members by effective communication. Motivational guidelines promote sense of responsibilities
and hence employees try to resist those changes in the company. Increased efforts will be
resulted in improved performance and these efforts contributes in providing effectiveness to team
(Kumar and Sundareshan, 2015).
LO2
P2 Evaluating role of content and process theory in achieving the organisational goals
Concepts and motivational theories plays an important part in providing regulatory
techniques to leaders and managers. These theories can be applied to increase the individual
productivity and team performance. Process theory helps to understand the process of applying
these motivational concepts in A David & Co Limited (Larijani and Saravi-Moghadam, 2018). It
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will result in efficient and effective efforts of employees while content theory focus on the things
which pushes their capabilities.
Content theory: it encourages human behaviour by identifying needs of employees. It
concentrates on content and it emphasis on requirement of such theories in improving
performance of OB. It includes Maslow's need hierarchy theory and Herzberg’s two factor
theory.
 Maslow's need hierarchy theory: This theory is mainly focused on the five necessity
needs of humans. These needs consist of esteem, social, psychological, security and self-
actualization. This theory helps in improving the potential capabilities of individual as
well as team performance of the organisation. Application of these theories in
organisational behaviour might be responsible for effective production (Mahembe and
Engelbrecht, 2014). These individual efforts lead to team development and results in the
effective performance.
 Herzberg’s two factor theory: This theory concentrates on two factors of the employees.
Either they feel motivated or demotivated. If employees are highly satisfied with the
business environment then they produce effective quality of output and if they are
unsatisfied then it tends to increase ineffective individual performance (Pastra, Gkliatis
and Koufopoulos, 2017). This type of behaviour results in ineffective team performance.
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1: Maslow's need hierarchy
(Source: Maslow need hierarchy theory, 2018)

Process theory: This theory of motivation is helpful in identifying the process that how it can be
achieved. This motivational theory lay emphasis on needs of employees which will be helpful in
accomplishing effective team performance. This motivational theory consists of Adam's equity
and Vroom's expectancy concept. Both these concept concentrates on ideas of making
employees satisfied (Talati and Griffin, 2014).
 Adam's equity: In this type of concept employees tends to produce constant efforts. This
is practised to receive rewards and success. This theory promotes sense of competition
among other members of team. This is basically done to receive equitable behaviour from
managers of A David & Co Limited. In this motivational theory workers adjusts their
performances up and down in order to receive rewards and recognition
 Vroom's expectancy: This theory has been considered as one of the most important
motivational theory. It determines the involvement of workers to get successful rewards.
This concept of pushing efforts of workers will prove in achieving the effective
productivity and hence it will be resulted in obtaining the main objective of A David &
Co Limited. In content theories of motivation, application of Maslow’s concept is
focussed on fulfilling the needs of employees (Taylor, 2017). It turns them motivated and
thereby results in increasing efforts to produce effective productivity.
M2 Behavioural influence in applying the motivational theories and concepts
Organisational behaviour is concerned with employees and their satisfactory behaviour.
Managers of A David & Co Limited need to push efforts of employees to maximise productivity
of enterprise. So to increase their working efficiency they perform various types of motivational
activities. These practices could be possible by applying various motivational theories in the
organisational behaviour. Motivated and satisfied workforce will result in possible and desired
outcome of company.
It is identified that managers of A David & Co Limited coordinates many departmental
activities to achieve common goals of firm as these theories encourages and motivates labour to
increase performance. On the other hand, it is realised that it is not possible all the needs get
satisfied because human needs never end. If their one need is satisfied, new need might be in the
shape of desires. Maslow's need hierarchy of motivation cannot overcome these increasing
demands of employees (Zaghini and et.al., 2017).
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Application of Adam's equity in organisational behaviour can be helpful in promoting
equality among workers. This theory states that employee's feel motivated and satisfied if they
are treated equally. It tends to provide more output and hence increases the productivity in order
to achieve organisational objectives. Whereas if this concept is not applied effectively by the
managers of A David & Co Limited, then it degrades labours and this negative influence will
turn those workers into demotivated individuals (Avota, McFadzean and Peiseniece, 2015).
Managers are sometimes involved in politics and they use their powers wrongly. It promotes
inequality in the firm and effects negatively.
D1 Critical evaluation of motivation, politics, culture and power and some recommendations to
improve the performance
Culture, politics and power plays important role in influencing the human behaviour in A
David & Co Limited. Unsatisfied business environment also affects the performance of workers.
If enterprise promotes healthy culture in organisation, then it will promote their valuable efforts.
Culture influence are of four types task, power, role or person. It might affect organisational
behaviour negatively or positively (Coccia, 2014).
When Top level management employees promotes task culture, it brings equality and
faith amongst the workers at same level. Here employees are judged on the basis of their
performance. If they are working effectively and efficiently then they will get the rewards and
recognition accordingly. On the other hand, if managers of A David & Co Limited promote
power culture then it involves decision making of higher authority. It may be possible that they
take favourable decisions which influences the minds of employees positively. Effective
individual efforts will raise team performance. Top management authority might misuse their
powers. It distracts workers and discourages their capabilities (Hafenbrack, Kinias and Barsade,
2014). It leads to demotivation among the labours and it affects performance of workforce and
result in minimised productivity. It can be responsible for ineffective team performance.
Power and politics of higher management authority contains decision making of the A
David & Co Limited. Managers may use their power for growth and development of individual
employee while it might take unfavourable decision which get offended by employees. At time
of favourable decisions of managers, it encourages working capabilities of labours and it tends to
increase their efforts in direction of effective productivity. It effects the team members and
increases effective performances of team. This will decrease the effectiveness in team
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performance (Kumar and Sundareshan, 2015). But if the decisions taken are unfavourable then it
influences negative vibrations. It may demotivate such performers and it will result in decreased
productivity of the firm. Unsatisfactory behaviour amongst employees might be caused due to
politics within the company.
Recommendations:
 Managers of A David & Co Limited should focus on promoting task culture within the
company. It provides equal treatment of employees.
 Employees should be provided timely rewards and recognitions on the basis of their
effective productivity.
 Cultural changes should be clearly communicated. Effective communication of leaders
works in the positive direction and it is also helpful in pushing their potential efforts.
LO3
P3 Things which makes effective team as opposed to ineffective team
Effective team can be considered as powerful assets of the A David & Co Limited. Effective
group contains best individuals and their individual efforts are the major contribution in making
the successful and effective team. It can be determined as the collection of individual team
members. If employees are demotivated and dis-satisfied with the company's norms, culture and
policies, then their potential efficiency will be effected. Employees effective working skills and
knowledge regarding the production will be sometimes responsible for their improved
performance (Mahembe and Engelbrecht, 2014). Following are such evidences which makes an
effective unit as opposed to ineffective group.
 Team efforts includes involvement of each member in performing team based task and
activities. Their individual efforts and contribution towards effective output will produce
desired outcome of A David & Co Limited. Whereas if all the team members are not
engaged in team work, then it ultimately affects their potential capabilities and results in
ineffective group of A David & Co Limited.
 To make the team effective, leadership style also influences behaviour of employees in
providing the effective efforts. Motivational speech and impressive communication of
leaders leads to, motivated workers and hence it promotes effective quality output. This
creates an effective team. While lack of communication can be responsible for conflicts
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and misunderstanding in the team members. Miscommunication leads to improper
productivity and will result in ineffective team performance.
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation.
Team development can be possible with the effective working capabilities of individual
and proper planning and efficient strategies of leaders. It consists of collection of multiple skilled
and knowledgeable individuals who contributes in efficient and effective team development.
Group development can be possible with efficient and effective working abilities of team who
provides huge efforts in achieving organisational objectives (Pastra, Gkliatis and Koufopoulos,
2017). When groups and team can be successfully developed then it provides higher
productivity. This practice could be helpful in achieving the common objectives of A David &
Co Limited.
Team leaders and their motivational styles will be helpful in achieving the potential
targets. Leader of A David & Co Limited influences the minds of team member and it tends to
produce effective productivity of group members. Group-level performance focus on both the
aspects as achieving desired output and development of individuals.
Activities of a dynamic corporation comprise of proper coordination among various
individual activities. These one-on-one efforts are measured in terms of team performance and
hence effectiveness can be concluded on the basis of their performance and abilities. Team work
can also be considered as different opinions and skills of team members. Successful management
of team can result in effective group development. Group objectives can be achieved by effective
efforts of the member’s work in A David & Co Limited. Team development can be obtained by
Tuckman's five stage model and Belbin's team development theory. These kinds of team
development theories promote team spirit amongst staff members (Talati and Griffin, 2014).
Effective team can be developed through the proper implementation of these concepts in
organisational behaviour.
Tuckman's team development model
This concept mainly focusses in five necessary phases in order to get successful and
developed team. This group development stages consists of Forming, Storming, Norming,
Performing and Adjourning. These forming stage emphasises on the leader’s appropriate
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guidance. It focuses on the leadership style where leaders provide clear vision and team
objectives to team members. Storming stage focus on situational decision-making of leaders. It
influences the minds of employees in both negative and positive aspects. Norming level
describes workers to maintain the dignity and respect of leaders. It is also helpful in maximising
involvement and interaction of group members in A David & Co Limited. Performing is related
to individual productivity of workers (Taylor, 2017). It focuses towards delegation of performing
activities and tasks in order to achieve common team objective. Last is adjourning phase which
ensures flexible decisions of leaders and team selection capabilities. All application of
Tuckman's model works in the direction of growth and development of team.
Belbin’s group development theory
This concept has provided various tools and techniques to integrate the efforts of team
members. This practice provides coordination and understanding of the members amongst
members of group. This type of team development theory focuses on individual efforts. It leads
to increased efficiency and effective achievement of the main goal of A David & Co Limited.
This theory consists of nine stages of motivation to improve the performance of employees. It
includes plant manager, coordinator, monitor, resource investigator, implementer, finisher and
team worker, shaper and specialist. These stages states that plants are considered as problem
solving ways. Second phase demonstrates role of managers in estimating actual performance of
employees. Leaders are required to monitor and subordinate individual activities of group
members (Taylor, 2017). Leaders and managers of A David & Co Limited are also required to
manage and investigate the suitable resources for performing activities of business.
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LO4
P4 Role of philosophies and concepts in different situational aspects of organisational behaviour
OB is comprised of various different activities of business. So managers take help of
various concepts and theories to influence positive behaviours of workers. These philosophies
are applied to motivate the workforce of A David & Co Limited. Satisfied and positively inspired
people have huge capabilities to produce effective productivity. Organisation consists of
comprehensive behaviour and factors effecting the environment of business. So it has to deal
with various management and operational activities on a daily basis.
At time of restructuring of A David & Co Limited, working strategies and policies are
redesigned in order to get appropriate way of achieving goals of A David & Co Limited. This
situation has affected the labours working efficiency. This is a critical situation which will be
responsible for dissatisfaction behaviour (Taylor, 2017). In this state employees need motivation
and proper support of their leaders. Here role of leaders is to encourage their team members in
order to accept such changes in A David & Co Limited.
Changes in cultural and technology leads to distracted workforce of the company. It turns
employees into demotivation and thereby decreasing productivity of the firm. In this situation
managers and leaders need to apply various motivational strategies and philosophies to motivate
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2: Belbin's team development theory
(Source: Belbin team roles, 2018)

employees (Zaghini and et.al., 2017). Their satisfied behaviour results in maximised efforts and
it will help managers of A David & Co Limited to achieve stated goals.
M4 Negative and positive influence of various concepts and philosophies in OB
Management of human behaviour in A David & Co Limited leads to effective
performance of staff members. Managers apply various concepts and philosophies to achieve the
organisational objective. It may effect OB in negative as well as positive aspects. Positive and
negative influence of several philosophies in OB is categorised below:
Positive influence
 These concepts are used to maintain healthy environment of workplace. It emphasis in
satisfied workforce. Motivated employees provide efforts to achieve the goals.
 It improves working efficiency and encourages their morale (Hafenbrack, Kinias and
Barsade, 2014).
 Situational decisions of leaders help in influencing the minds of employees positively.
Inspired workers tends to produce desired targets and are helpful in achieving the
organisational objectives sof A David & Co Limited.
 Application of various philosophies and concepts in OB helps in retaining the skilled
employees. Proper implementation of concepts and theories in organisational behaviour
enhances the overall performance (Organizational Behavior Explained: Definition,
Importance, Nature, Model, 2018).
Negative effects
 Change in policies and procedure of the company decreases working efficiency and
employees feel demotivated to work in this challenging environment.
 Cultural aspects also affect the workers as sometimes unequal behaviour in A David &
Co Limited makes them feel unsatisfied (Larijani and Saravi-Moghadams, 2018).
 Managers of A David & Co Limited may use their power in influencing the minds of
workers negatively. In this situation employees often quits the job.
D2 Critical analysis of team development theories in OB
Team development theories are applied to get effective productivity and performance of
workers. When these theories are applied in organisational behaviour then it motivates and
encourages workforce of company for the increased performance. When Tuckman's team
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development theory is applied by managers of A David & Co Limited, it influences leadership
actions and inspires team members in increasing performance (Coccia, 2014). If these concepts
and theories are applied by the managers and leaders correctly, then it promotes sense of
responsibilities amongst employees. On the other hand, bad team lead qualities and lack of
communication in team members degrades efforts of the workers. This is responsible for
ineffective development of team.
Belbin’s team development theory is helpful in promoting team spirit and maximising the
quality of product. Leadership style influences the team members and effective communication
is also responsible for their individual efforts in team building and development (Christina and
et.al., 2014). While if managers are involved in politics then it tends to decrease the morale and
satisfaction of employees.
CONCLUSION
It is being concluded from the above context that motivational theories play an important
role in influencing individual and organisational behaviour. The study has also focussed on the
concepts and philosophies which influences human behaviour of A David & Co Limited. Present
report has also concluded that culture politics and power have also influenced the organisation in
negative as well as positive aspects. This report has also provided some measures for
development of the team. Further study has also provided positive and negative aspects of
applying various philosophies of OB.
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REFFERENCES
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Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
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Employee Performance. ITIHAS-The Journal of Indian Management. 5(4).
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Taylor, S., 2017. Natalia Rocha Lawton is a Lecturer in Human Resource Management and
Organisational Behaviour in the Faculty of Business and Law at Coventry University.
Natalia’s research interests are in equality and diversity and inter-national employment
relations, with a particular focus on Latin America. Paola Pisano is a Researcher and
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Professor of Innovation and Business. Strategic Human Resource Management: An
International Perspective.
Zaghini, F. and et.al., 2017. The ethical leadership of the nursing ward managers as a key
determinant of nurses' organisational behaviours in the healthcare settings. Professioni
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