Organizational Behavior Literature Review

The provided assignment is a literature review on organizational behavior. It includes an extensive list of references from reputable sources, such as journals like the Journal of Organizational Behavior and the Journal of Business Ethics. The references cover topics including ethical leadership, unethical pro-organizational behavior, employee voice behavior, and corporate social responsibility. This document aims to provide a comprehensive understanding of organizational behavior, its complexities, and the various factors that influence it.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance....................................................................................................1
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context. ....................................4
TASK 3............................................................................................................................................6
P3 Effective team in comparison of ineffective team and different types of teams in an
organisation............................................................................................................................6
TASK 4 ...........................................................................................................................................9
P4 Philosophies and concepts of organisational behaviour in business context....................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
.......................................................................................................................................................15

INTRODUCTION
Organisation behaviour is defined as a term that helps to know about the employee’s
behaviour that are working within the organisation. This is the study that helps the manager to
interact with the employees so that the organisational goals can be achieved. This assignment
helps to develop the understanding of how the organisational behaviour helps in motivating the
employees by using different culture within the organisation (Ashkanasy and et. al., 2014). The
company taken for the purpose of the study is TESCO which is the retail brand and is one of the
largest retail supermarket chain in the world. The headquarter is in UK. It serves the largest
service area in the world and employees around 476000 employee’s. This report will also help to
analyse how an organisation culture politics and power influence the behaviour of individual.
Also the evaluation of the content and process theories of the motivation and motivational
techniques for achievement of goals in an organisational context would be analysed. Lastly
concepts and philosophies of organisation behaviour within the business situation will be given.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
culture refers to that an organisation has and through which the environment of the
business organisation can be developed. The working condition of the organisation depends on
the workforce and the top managers who are directs them. The company that has been taken into
context is TESCO, and the power, political influence of the manager that influence the working
condition within it would be discussed. For this Handy's Typology that defines the political and
power culture has been taken into consideration which is as follows:
Handy's Typology
Handy has divided his typology into different parts that are mentioned below-
Power culture
This culture is defined as the culture in which the power has been given to the managers.
As the power is in the hand of the people that influence the organisational goals, it also helps in
achieving those goals (Bolino and et. al., 2013). In the case of TESCO it helps them to take good
and fast decision as the power is given to the particular employee of the organisation that is the
manager. They can use this culture so as to overcome the problem that its organisation has. The
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roles of the employee’s and the leaders is defined by those who are having the absolute power to
take the decisions.
Role culture
This is the culture where roles and responsibilities of the employee’s is defined in a
particular manner. The workforce sticks the the particular job and role that are assigned to them.
In case of TESCO this role culture will help them to differentiate the role of employees so that
the task can be done in proper manner and more efficiently.
Task culture
In this culture the task is assigned to the particular group. That group sticks to that task
until the final solution is not derived (Borkowski, 2015). This culture helps TESCO in defining
the task to the particular group so that they are able to perform the task on time.
Person culture
This is the culture that defined the behaviour of the individual within the organisation.
This type of culture encourages individual to find himself to be superior then others. This would
help TESCO to motivate the employees that are working within it so that they are able to achieve
the organisational goals and responsibility.
Power of managers
It is defined as the skills of the managers that influence the thoughts of the employees in
the organisation. In case of TESCO this will enable mangers to influence the motivational level
of the employees that will help hem to achieve the organisational goals.
Legitimate power
This is the power that has been arrived by the position of the manager that it holds in the
organisation (Carpenter, Berry and Houston, 2014). This can influence the employees working
ability as they are the holder of the position that have the influencing power in the organisation.
In TESCO the legitimate power is in others hands will enable them to make the decisions and
will also make them to control the efficiency of the employees
Expert Power
This is defined as the power that has been derived through skills and the knowledge that
individuals in the organisation has. This will help TESCO to analyse the skills and knowledge of
the individuals who have the expert power and will make the work process run in smooth way.
Referent Power
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It is the interpersonal relationship that the individual has with the top managers in the
organisation. Sometimes this power has negative impact. Also this power will help individual to
influence the work organisations environment in a positive way.
Coercive Power
This power is defined as the power that has been derived through making the threat in
environment of organisation (Coccia and Rolfo, 2013). This type of culture is used mostly where
the work is done by the junior employee’s. In TESCO this will help in making the organisational
behaviour positive towards the work that has to be done.
Reward power
In this type of culture employees are rewarded for the better work that thy do. In this
workforce is motivated to perform the task effectively so that they gain he advantage of reward.
This will help employees in TESCO to gain the targeted plan on time and would also make the
employees loyal towards the organisation.
Political behaviour of managers
this is the influence that managers make in the company by using their political powers.
This type of political behaviour lowers the efficiency of the workforce as they may sometimes
get demotivated. This has been defined by Hofsted's dimensional theory which given as under
Hofsted has given that various political dimensions in the organisation influence the
working of the employees. These dimensions are:
 Power distance index: It is the degree of inequality that exist in the company. This type
of culture should be avoided so that equality is possessed among the employee’s.
 Individual vs collectivism: It is the strength of people that they have upon their group
that they are working with. This influence the working of the group an makes the goals of
organisation achievable easily (Fisher and To, 2012).
 Masculinity vs feminism: This is defined as the distribution of roles between men and
women in an organisation. This type of culture should be avoided and power should be
distributed among the employees equally.
 Uncertainty avoidance: It is the organisation culture that describes how people will
tackle the anxiety that appears while working in the organisation.
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P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation is the technique that helps an organisation to make the workforce motivated
to do the work in a profitable and efficient way. This will help the organisation to achieve the
preset goals that are defined by the top managers (Graham and et. al., 2015). This type of culture
manages the task of the employees and analyses the work performed by them so that the task is
done in efficiently and on time. The motivational theories that can improve the culture of the
organisation such as TESCO are:
Content theory of motivation:
In today's world the priority of any organisation is to motivate the employees that are
working in the organisation so that they are able to achieve the organisational goals on time. This
theory is defined by Maslow's Hierarchical needs. It is derived from the employees hierarchical
needs that starts from the lower to the higher points. As and when the lower needs of the
employee’s are fulfilled the higher needs derives. This theory is divided in different stages that
are:
 Physiological needs: It is the first stage in the hierarchy that every employee in the
organisation wants to cover. This is defined as the basic need of individual. These needs
are like water, air , safety, food, home etc. by fulfilling these needs the employees in
TESCO will get motivated as their needs are being fulfilled and they will perform the
task in better way.
 Safety and security needs: it is the second stage in the hierarchy. This is the need to safety
and security of the employee’s that the organisation should take into consideration. The
need as to safety towards the job and health of the employee has to fulfilled by the
organisation. If these needs are fulfilled then employee’s will get motivated and will also
make them loyal towards the work that is being done by them (Greenberg, 2013).
 Social needs: These needs arrives when employee’s needs to become social in the
environment that they are working in. employees wants the social recognition and want to
love and being loved. If organisation like TESCO makes the environment where the
social needs of employees are fulfilled then it will help the workforce to get rid of the
loneliness that they have in their life and would also affect social isolation.
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 Esteem needs: it is the need that describes the behaviour of the employee in which they
wants to get the attention in the social environment. In this the employee wants that they
should be valued and marked as important while working in the organisation (Harms and
Luthans, 2012). This would also help the managers of the TESCO so as top recognise the
employees that are important for the working of the organisation and will help in
retaining the skilled employees with them.
 Self actualisation needs: This is the stage where the individuals wants that they should get
a chance to develop themselves. They want to prove themselves as the best employee
within the organisation so that they generate the position of self actualisation. This will
help the employees in the organisation to motivate themselves so as to achieve the
targeted gaols through their self confidence. This theory help in achievement of goals by
satisfying needs from lower to higher level.
Process theory of motivation:
it is defined as the Psychological treatment that will enable the employee to get motivated
to perform the task in a particular way so as to achieve the preset targets of the organisation. It is
the theory that defines that resources available in the organisation should be distributed equally
among the employees that are working within it (Kulik and Olekalns, 2012). This theory will
help TESCO to increase the productivity of the employees effectively so that the organisational
objectives are achieved on time.
Improved level of motivation
If the company uses these theories that are given above then it will be able to resolve the
complication that arises during the while performing the task. This will also lead to make
employees motivated and loyal towards the overall objectives of the organisation. If the
managers in the organisation fulfils the demand of the employees then they will work in a
positive way. The employees working in the organisation would be filled with confidence
through application of these theories. It will make the organisation to identify the best team
member and the group that will function in accordance to achievement of the objectives of
company.
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TASK 3
P3 Effective team in comparison of ineffective team and different types of teams in an
organisation.
Team is a group of individuals or members in an organisation. Team is formed to attain
some prescribed objectives or to solve some specific problems in the organisation. In Tesco team
is formed by considering talented employees, skills, qualifications, knowledge, etc. In other
words team refers to collection of skilled people who make attempts to accomplish common
objectives in the organisation. They are motivated to attain higher targets in comparison of
previous targets with optimum utilisation of resources (Lu, 2014).
Effective team:- Effective team refers to the team who is capable of attaining prescribed
objectives effectively in the organisation. A team can be made effective by providing them
proper training and guidance in Tesco. The leader should execute training programmes in the
organisation, in order to improve employees skills and knowledge so they can perform
effectively. Effective teamwork is said to be when employees harmonize their work and attempts
to accomplish common objectives in the administration. Good team can't be automatically
formed they are developed by hard work, struggle, commitment, and contribution of employees
towards the organisation and its goals.
Ineffective team:- Ineffective team refers to the group of individuals or members who
are not able of making more efforts and completing assigned tasks. They are unable to
accomplish desired objectives in the organisation. In context to Tesco ineffective team will
demotivate other employees and reduce their morale and working efforts in the organisation. It
will create problems in fulfilling desired targets. An ineffective team lacks effective, skills,
talent, knowledge, hard working, etc. This type of team have no proper communications and
listening. It is a major problem in developing employees and business in the organisation. It will
hinder the overall organisation and its performance (Miao and et. al., 2013).
Difference between effective and ineffective team
Effective team Ineffective team
Interdependence is use in proper manner, in
effective team, in order to accomplish desired
goals in Tesco.
On the other hand ineffective team are not able
to make proper use of interdependence and
they fails to accomplish prescribed objectives
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in the organisation.
In effective teams there is proper
communication among employees. They share
and respect each others ideas, thoughts,
opinions and views, as there is two way
communication.
While, ineffective teams have on proper
communication between individuals and the
administration. Team members views,
thoughts, and ideas are ignored, because there
is one way communication.
Effective teams have open discussions among
all members. They take active participation and
are fully devoted to the groups and goal
accomplishment.
While, ineffective teams have no proper
discussions among members. They don't listen
to one another and are not interested in
participating in organisational activities and
tasks (Miner, 2015).
Effective teams have clear goals and
directions of objectives. They have proper
understanding about organisational tasks and
how they have to attain them.
While, ineffective teams have no proper goals
and directions. They have no idea about what
to achieve, in which direction they want to go
and many other things regarding goal
accomplishment.
Effective teams have no conflicts because all
members work together and make effective
efforts to complete the given task and
responsibilities.
While, ineffective teams have more conflicts,
as members are not fully devoted to their work
and they do not cooperate each other in
completing assigned responsibilities.
Different types of teams in organisation
Various types of teams are formed in an organisation, for achievement of prescribed
goals and objectives. In context to Tesco different types of teams help in providing solutions to
specific problems and accomplishment of organisational objectives. Different types of teams
which are formed in Tesco are described under.
Project team:- Project team is formed in an organisation to complete the work related to
specific task or projects. This type of team consists members with different fields and
qualifications (Moore and et. al., 2012). Members are assigned different responsibilities of
similar projects or task in the administration. They work together by performing various roles of
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identical tasks, in order to accomplish them. These types of teams takes place for a short time
period. After completing the assigned task or responsibilities the project team is discharged.
These type of teams will be able to solve different problems regarding projects or tasks in Tesco.
It will overcome problems arising in completing the tasks.
Problem solving team:- Problem solving team is established for solving specific issues
or problems in the administration. These teams are formed with combination of talented, high
qualified, skilled and effective employees, in order to solve problems in an organisation. In
context to Tesco, problem solving team will provide appropriate solutions for given tasks and
daily operations. The problem solving team is made for temporary period, because their main
aim is to solve particular problems in the administration. They solve issues by using innovative
ideas and plans. It make employees work easier and save their time and efforts (Morgeson and et.
al., 2013).
Virtual team:- Virtual team involves different individuals and members from various
backgrounds and cultures, because this type of team is formed by individuals from different
cities and countries. In context to Tesco, virtual team is very effective in operating its business
from various countries or places. In virtual teams individuals or employees communicate and
share information, messages or data with the help of telecommunications services. These type of
teams will assist the company in achieving prescribed targets and objectives easily from different
locations. It will help in expansion and diversification of Tesco all over the world.
Functional team:- Functional teams assist an organisation in performing various
functions of identical projects. These type of teams execute different functions or activities and
help in attaining common objectives in the administration (Ng and Feldman, 2012). Functional
team is made with the combination of different individuals from various departments or divisions
such as – finance, human resource management, marketing, operations, etc. Having functional
team in Tesco will make individuals capable of attaining common objectives through dividing
different functions of similar projects among them.
Bruce Tuckman's model of team development
Team development is very important in an organisation to achieve prescribed objectives
in the organisation. This model was introduced by Bruce Tuckman in 1965. Developing teams
and individuals have vital contribution in organisation's success and growth. In context to Tesco
team development is essential for its growth and expansion. The leaders in Tesco should use this
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model to improve employees skills and knowledge in the organisation. This model includes five
different stages which are described under.
Forming:- Forming is the first stage in this model of team development. Team members
have no knowledge and information about organisational goals or objectives and other members
(Pinder, 2014). First of all they give introduction to one another and share their ideas, skills and
knowledge. In context to Tesco forming stage will assist in identifying information and
capabilities about individuals working in the team.
Storming:- In storming phase, individuals consider one another as their team members.
Team members have different ideas, thoughts and views, as everyone has different thinking and
beliefs. Having various ideas and strategies, conflicts occurs among team members. Some
individuals get disappointed while some are satisfied at storming stage. This stage may lead to
employee motivation and dissatisfaction due to having various challenges and problems.
Norming:- At norming stage individuals come together to accomplish prescribed
objectives in the organisation. Individuals determine each others roles and responsibilities,
develop strategies and processes – how to attain the desired targets. Norming stage will make
individuals aware about their roles and responsibilities and directions to accomplish the assigned
tasks in Tesco.
Performing:- In performing stage individuals concentrates on the assigned tasks and
give their best to perform at high level to achieve desired outcome. Everyone's ideas and
thoughts are respected and given importance. Individuals have no competition with one another
and they cooperate with each other. Performing stage will encourage members to achieve desired
targets effectively with cooperation and coordination (Robbins and Judge, 2014).
Adjourning:- Adjourning is the final phase of this model of team development.
Individuals complete their tasks or projects at this stage and move to new directions or activities.
The team is discharged after completing the assigned tasks. This will make employees free from
one task and involved into new projects.
TASK 4
P4 Philosophies and concepts of organisational behaviour in business context
Organisational behaviour concept:- Organisational behaviours is related with the
nature and behaviour of both individuals and whole organisation. It involves different
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fundamental concepts which are concerned with employees and their nature, values, beliefs,
culture, etc. in the organisation. It has two major elements which are organisation nature and
employees nature. Employees and their behaviour is influenced by various factors – individual
difference, motivation, etc. The second element – nature of organisation determines employees
standards, and business objectives in Tesco. Along with these basic components some
philosophical elements are also involved in organisational behaviour. The fundamental concepts
involves different points which are perception, motivated behaviour, a whole person, value of the
person, holistic concept, human dignity, value of the person, mutuality of interest and
organisations are social system (Spector and Meier, 2014). The main aim of organisational
behaviour concepts is to understand employees behaviours in Tesco. It will help individuals in
improving their interpersonal skills and assist in dealing with various problems in the
organisation. Organisational behaviours include a broad extent of subjects such as teams, change,
leadership, human behaviour, etc. It is concerned with what individuals are doing in organisation
and how behaviours impacts overall performance of administration.
Philosophies in organisational behaviour (Path goal theory)
Path goal theory of leadership is concerned with motivating individuals or groups in the
organisation. This theory of motivation is based on Victor Vroom's expectancy theory. It was
developed in 1971 by Robert J. House. It determines appropriate behaviour of leadership which
is effective for individuals and best for the organisational environment or different situations, in
order to achieve prescribed objectives. Its main purpose is to improve or increase employees
motivation, satisfaction and empowerment, to make them more efficient and productive.
Application of path goal theory in Tesco will help leaders in motivating individuals and
completing prescribed objectives effectively and efficiently. Individuals get inspired through
path goal theory and they perform at high level according to the guidance and direction provided
by leader to accomplish desired objectives (Wagner and Hollenbeck, 2014). To apply this theory
in Tesco and gain its advantages the leaders should use three steps involved in it. These three
steps are described under.
Determining individuals and environmental characteristics
It is the first step of applying path goal theory in the organisation. In context to Tesco the
leaders should identify both employees and environmental features in the organisation. They
should determine individuals needs and demands before assigning responsibilities to them. By
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doing this employees feel happy as they are considered valuable and important in the
organisation and they will perform their roles effectively and efficiently. The leader should
consider following points to identify environment and individuals characteristics which are
explained below.
Task design:- Task design is very important element to be considered. The leader should
ensure that the task or project given to individuals is complicated or easy. In case of complicated
tasks the leader should provide proper support and guidance to employees, so that they can easily
attain desired objectives in Tesco.
Formal authority system:- Clear objectives or goals should be provided by leader on the
basis of task authority, in order to fulfil desired objectives. In context to Tesco providing clear
and transparent objectives to individuals will make their work easier an they will be able to
attain organisational goals effectively.
Work group:- Effective teamwork is very important to perform day to day operations
and complete given targets in the organisation. Members in a team should support and cooperate
one another to attain organisational objectives. If individuals working in a team are not
supportive, the leader should support and provide cohesiveness to individuals in Tesco. It will
reduce employees workload and save their time (Witt and Schwesinger, 2013).
Select a leadership behaviour
The second step, after determining employees and environment features, is to choose an
appropriate style or behaviour of leadership, in order to support and motivate employees in
Tesco. There are different styles of leadership to encourage and inspire individuals in the
organisation. Path goal theory involves four types of leadership theories which are explained
under.
Supportive style:- The supportive style of leadership explains that the leaders should
support their teams in Tesco. They should create a safe and pleasant atmosphere for the
individuals, so they can work effectively and efficiently. Using supportive behaviour of
leadership will help individuals in performing their roles effectively with proper support of
leaders.
Directive style:- In directive style of leadership, the leaders provide proper guidance and
directions to individuals regarding their tasks like how to attain the goals, in which way the
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objectives must be attained, etc. The leaders can assist employees in attaining prescribed goals in
efficient manner by using directive behaviour in Tesco.
Participative style:- Participative style of leadership explains that employees should be
engaged in organisational activities and involved in decision making process of the organisation.
Selecting participative style of leadership will increase employees efficiency and productivity by
providing higher opportunities to take active participation in organisational activities.
Achievement style:- Achievement style of leaders' influence individuals to perform at
highest level and achieve more than the desired outcome by facing different challenges. In
context to Tesco the leader should use achievement oriented behaviour to set challenging tasks
for employees to make effective use of their capabilities.
Motivational factors in goal accomplishment
The last step in path goal theory is to concentrate on different factors which are essential
to encourage individuals to achieve desired targets in the organisation. The leaders in Tesco
should consider following points.
Clear paths:- First the leader should provide clear paths to individuals, so they can
achieve desired objectives in the organisation. Providing clear goals or paths will make work
easy for individuals and they will give their best in Tesco.
Remove hurdles:- Second and important point is to remove hurdles, obstacles and
problems in goal accomplishment. In context to Tesco, removing obstacles will help employees
to achieve desired objectives in effective manner.
Support:- Leaders support is very essential to motivate and encourage individuals in the
organisation. The leader must provide better support to employees, so they can easily perform
their roles and assigned tasks effectively and efficiently.
CONCLUSION
It is concluded from the above project report that organisational culture, power and
politics play crucial role in organisation. All these has great influence on employees and overall
organisation, as it affects in negative and both positive way. Motivation theories like process and
content theory help managers to motivate employees in the organisation. Further different types
of teams assist an organisation in performing various roles and responsibilities. They help the
administration in solving different issues and problems. Path goal theory help leaders to motivate
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individuals to contribute towards organisational goals and its accomplishment. It encourages
them to perform better through different leadership styles.
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REFERENCES
Books and journals
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Coccia, M. and Rolfo, S., 2013. Human resource management and organizational behavior of
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pp.216-234.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
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Spector, P.E. and Meier, L.L., 2014. Methodologies for the study of organizational behavior
processes: How to find your keys in the dark. Journal of Organizational Behavior. 35(8).
pp.1109-1119.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive
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Witt, U. and Schwesinger, G., 2013. Phylogenetic footprints in organizational behavior. Journal
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