Organisational Behaviour Analysis and Recommendations

The assignment involves critically analysing and evaluating the relevance of team development theories in the context of organisational behaviour concepts and philosophies. It also requires exploring and evaluating how concepts and philosophies of OB inform and influence behaviour in both a positive and negative way, as well as critiquing the application of Handy's model, Vroom's expectancy theory of motivation, and Path Goal Theory in an organisation.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................4
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................7
TASK 2............................................................................................................................................8
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals........................................................................................8
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models...................................10
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations..................10
TASK 3..........................................................................................................................................11
P3 Explain what makes an effective team as opposed to an ineffective team..........................11
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation.................................................................................................................13
TASK 4..........................................................................................................................................13
P4 Apply concepts and philosophies of organisational behaviour within an organisation.......13
M4 Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way.........................................................................15
D2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work place
...................................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisational behaviour is study of way in which employees interact with each other.
This study is conducted in order to maintain good environment within an organisation.
Organisational behaviour is scientific approach which is applied in order to manage behaviour of
employees within firm. Managers are responsible to study behaviour of employees at workplace
with others. This helps to maintain good culture within organisation. This helps to get positive
outcome on performance of employees(Andriof and et. al., 2017). This report is based on
medium sized IT software management company i.e. 1spatial, PLC. This organisation was
established in 2005, having headquarter in UK. This report covers impact of culture, politics and
power on behaviour of other individual, theories which helps to motivate individual team to
attain targets, how to develop an effective team and at last concepts and philosophies of
organisational behaviour.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Organisational behaviour is about studying way in which employees behave in
organisation and interact with others. 1spatial, PLC is an organisation which provides IT services
to customers and clients. Organisation's culture, politics and power have impact on behaviour of
employees. Manager of 1spatial, PLC must plan commercial activities in such way which assist
in maintaining good environment. This helps to provide best services and hence brand image of
1spatial, PLC gets improved.
Organisational culture
Organizational culture can be understood as beliefs, expectations, values and process of
interaction that contributes to unique social and psychological environment of enterprise. These
factors has direct impact on interaction skill of employees with internal and external parties of
association. Culture includes nature, attitude, customs, etc. followed within organisation.
Organisational culture can be understood with the help of Handy's Model (Bester, Stander, and
Van Zyl, 2015). This model was launched by Charles Handy. This has four components which
are discussed as under-

Power culture- As per this culture, power is concentrated in hands of only key personnel
of organisation. They are the people who follow specific rules and regulations in order to lead
other employees of organisation. If this culture is followed by 1spatial, PLC, then performance
of employees may reduce because employees may not prefer to work under other workers.
Hence there is negative impact on performance of individual as well as team.
Role culture- There are different job responsibilities through which satisfaction to
customer can be achieved and positive impact on sales and revenue can be attained (Burrell and
Morgan, 2017). If this culture is followed in 1spatial, PLC then employees are legally bind for
assigned job. They are responsible for outcomes related to delegated task. There is positive
impact on performance of individual and team because they are responsible for outcome of
assigned task.
Task culture- In task culture different task are assigned to individuals according to skills,
knowledge and experience in order to accomplish project. If this task is followed by managers of
1spatial, PLC then projects are completed on time with full efficiency. This gives positive impact
on performance of individual as well as team.
Person Culture- As per this culture employees gives more important to themselves and
their demand. So they do not give preference to organisational goals and objectives. If this
culture is followed in 1spatial, PLC then this is not beneficial for enterprise because workers
does not work for achieving organisational goals and objectives. Hence this culture gives
negative impact on performance of individual and team.
1spatial, PLC follows task culture because it is best for organisation as well as
employees. This culture provide power to employees to work in order to complete task. Hence
this gives positive impact on performance of organisation as well as team (Carney, Cuddy and
Yap, 2015).
Organisational power
Organisational power means ability of individual to influence other person.
Organisational power bridges gap between targets to be achieved and efforts to achieve it.
Organisational power can be understood with the help French and Raven's model. This model
was propounded by social psychologists John R. P. French and Bertram Raven in 1959. there are
six powers under this component which are discussed as under-

Legitimate power- This power is also known as “Power title”. Legitimate power is
derived from position of employee in association. For instance: subordinate level employees of
1spatial, PLC are accountable to middle level managers. Hence subordinates personnel's
performance gets improved and this is beneficial for 1spatial, PLC .
Reward power- This power says that person has right to reward other person in case of
good performance. Managers of 1spatial, PLC has right to provide monetary or non monetary
benefit to workers. With the help of reward power employees are motivated and they perform up
to the mark (Christina and et. al., 2014).
Expert power- As per this power, employees works on the basis of high level skills and
knowledge. When employees has skills, knowledge, experience, then they have right to provide
solution. Expert power helps to implement best technique at work place because of expertise
knowledge and there is positive outcomes can be gained.
Referent power- Referent power is derived from the interpersonal relationships among
employees at workplace. If workforce of 1spatial, PLC like and respect managers, then they will
prefer to work with them. This is because of referent power. Due to referent power performance
of individual may negatively affected because of personal relations. This creates biasness within
association.
Coercive power- Coercive power means person's ability to influence other worker via
threats, punishment. This power gives positive impact on performance of employees because of
fear of punishment from upper level managers.
Informational power- In 1spatial, PLC there are many employees working in order to
achieve business goals and objectives. They have their personal information at organisation, so
HR manager of 1spatial, PLC must keep such information confidential. This power helps to keep
employees satisfied and hence they perform well to achieve organisational targets of 1spatial,
PLC i.e. improving efficiency (Coccia and Cadario, 2014).
Organisational politics
Organizational politics means formal, unofficial ways in order to make efforts to sell
ideas, increase power, influence an enterprise or achieve other targeted objectives. This
emphasise on achieving set targeted by top level managers of 1spatial, PLC within specified
time. Organisational politics gives positive impact to personnel to perform assigned job

responsibilities. 1spatial, PLC deals in It sector, so there are many updations taking place, so this
is important and relevant for attaining good image in industry.
Positive impact of power
positive power within organisation helps to improve quality of IT services of 1spatial,
PLC. This provide power to make decision in accordance to situation. This boosts confidence of
employees because they are liable for their actions. When some power is delegated to employees,
then there is less labour turnover and absenteeism in 1spatial, PLC. This helps to improve
efficiency of organisation (Coccia, 2014).
Negative impact of power
There are some negative impacts of power also such as personnel having more power
may disrespect other employees which affects performance of employees and they do not want to
retain in 1spatial, PLC. There are possibilities of biasness among some employees which affects
working environment of organisation and this gives negative impact on performance of 1spatial,
PLC.
CONCLUSION
There are possibilities of positive as well as negative impact of organisational behaviour,
culture and power in effective and relevant manner. To reduce possibilities of negative impact, it
is essential to make policies of interaction and feedback from employees. Task culture is best
because it is easy to assign responsibilities according to skills and knowledge.
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance
Organisational culture, power politics affects business operations of individual at work
place. In case there is negative politics at 1spatial, PLC, then there are possibilities of gossips
and this affects business operations in negative manner. In order to improve performance of all
over organisation, then managers must use proper communication techniques and familiar
environment must be created at 1spatial, PLC.

TASK 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals
Motivation means internal or external forces which insist individual to perform task in
desirable manner. Motivation can be done when relation between conscious and unconscious
factors can be made. These factors includes magnitude of desire, monetary benefits on
accomplishing targets, expectation of employees (Farndale, Hope-Hailey and Kelliher, 2011).
Managers of 1spatial, PLC must keep these factors in mind, so they can understand perception
and mindset of individual. There are many employees working in 1spatial, PLC to enhance
business and profits. Being HR manager of 1spatial, PLC must plan interview, brain storming
activities. With the help of motivation techniques, employer as well as employees gets benefited.
For instance: if performance of employees in 1spatial, PLC is not good, then HR manager must
attach performance with monetary or non monetary benefits. This motivates workforce to give
best and hence efficiency of 1spatial, PLC gets improved.
As per case of 1spatial, PLC, managers wants to implement innovative approach through
which performance of organisation improves. Hence there is requirement of motivation of
employees. Motivation can be understood with two theories i.e. process and content theory.
PROCESS THEORY
Process theory of motivation provides knowledge about how desire and demand of
employees alters. As per this theory, there are different variables which affects desire of
employees. Managers of 1spatial, PLC use expectancy theory to understand it (Francis,
O’Connor and Curran, 2012).
Vroom's Expectancy theory
This theory was launched in 1964. Its provides knowledge about actions which are taken
by employees in order to get desired outcome. This theory helps to divert actions of employees
and hence desire can be achieved. Expectancy is the first element of this theory. As per this theory, employees beliefs that
they perform well they are able to get good returns. In this situation, HR manager has to
provide monetary benefits or rewards so morale of individual gets boosted.
 Instrumentality is second component of this theory. As per this theory individual tries to
create balance between commercial activities and goals. HR manager of 1spatial, PLC

must attach performance with good rewards, so this motivates them to increase
efficiency.
 Last component is Valence. As per this, employee compare their performance with
particular reward. If rewards is less than outcomes, this demotivate employees. While at
the same if rewards are good they give their best. Hence in this case HR manager must
evaluate performance of workforce in appropriate manner.
CONTENT THEORY
Content theories of motivation emphasise on reason behind change in desire of
employees with passage of time (Gabriel and et. al., 2015). This theory tells about internal
factors of individual which alters their desire. This theory can be understood with Maslow's Need
Hierarchy Theory.
Maslow's Need Hierarchy Theory
Maslow's need Hierarchy theory was propounded in 1992 by Abraham Maslow.
According to this theory, there is difference in desire with passage of time. This theory resolves
around desire of consumer after satisfaction of one need. This theory emphasise on providing
satisfaction to employees of 1spatial, PLC and hence this helps to maintain long term relations
with workers. There are five needs which are discussed as under-
Physiological needs- This is the main and prime need of employees. According to this
theory, food, shelter, clothes are basic need of individual. HR manager of 1spatial, PLC must fix
basic remuneration of employees through which they can fulfil their basic need.
Safety and security needs- After satisfaction of basic need, safety and security need
arises. This need involves good environment at work place, fair facilities, etc. If environment at
business organisation is not friendly, then this affects efficiency of workers (LA, 2013). Hence
HR manager of 1spatial, PLC must plan good facilities for employees. When proper facilities are
provided. This provides satisfaction to consumer and able to maintain long term relations with
them.
Social needs- There are some employees who focus on commercial activities at 1spatial,
PLC. While some want some activities related to entertainment such as official parties, movie,
picnic, etc. Through which they can create relations out of love, friends, etc. with other
colleagues. Hence such plans has to be done by HR managers of 1spatial, PLC to provide
satisfaction and this helps to boost their energy at workplace.

Esteem needs- This need arises in middle and top level managers of 1spatial, PLC. As per
this need, when assigned roles and responsibilities are accomplished within specified time, then
they must be acknowledged in front of other employees. This improves their confidence and
motivates them as well as others to give best.
Self-actualisation needs- This is the last level in hierarchy and this is upper most level of
satisfaction. There is difference in this need according to perception of employees. This need
aims at going beyond legacy. There are possibilities that this need differs with passage of time.
Apart from this there are some motivational techniques also which helps to perform
business operations in appropriate manner (Laforet, 2011). HR manager of 1spatial, PLC use
different techniques to motivate to give best. Some of the techniques are under-
Sharing of profits- 1spatial, PLC has marketing department which works to
communicate with society. For instance: new software is launched by managers of 1spatial, PLC,
then in order to enhance sales and motivate employees to give best, there is provision of sharing
of profits. This motivates employees to insist consumers to buy provide and services.
Recognize achievement- there is provision of “Employee of the month” on accomplishing
targets . This provides satisfaction to workers that good deeds are countable and hence when they
achieve targets within specified time, then they will be awarded and hence image of employees
raise.
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models
Motivation is one of the essential aspect which helps to perform business operations in
specified manner. In order to influence other person, there must be some motivational factor.
Hence managers of 1spatial, PLC must use financial benefits for lower level personnel and
rewards for upper level managers.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations
There is direct relationship between organisational environment and performance of
employees. For instance: managers of 1spatial, PLC does not use new and innovative
approaches, so employees does not use new methods. In this way this performance of employees
affects in negative manner. It is recommended to appraise employees and motivate them to give
best.

TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
1spatial, PLC is middle sized organisation which deals in providing IT solution. There is
difference in demand of consumers, so it is not by single person to fulfil all demand (Michailova
and Sidorova, 2011). Hence there is requirement of team which works in order to provide
satisfaction to consumers. Team is group of two or more individual which are working in order
to attain same goals and objectives. There is difference in skills and competencies of employees
so with joint efforts it is easy to improve efficiency and provide satisfaction to consumer. There
is difference between outcome of effective and ineffective team. Some difference are as under-
Effective team Ineffective team
In effective team, open discussion is done
among team mates. This provides
perfection and efficiency to operations of
1spatial, PLC.
There are humours, lack of proper communication
channel in ineffective tea,m which affects goals
and objectives of 1spatial, PLC.
Proper roles and responsibilities are divided
among employees, so possibilities of
positive outcome is more.
There is improper distribution of job roles because
they do not have actual knowledge related to
targets and goals (Owoyemi and Ekwoaba, 2014).
In effective team, two way communication
happens among team mates. When some
information is circulated by team leader of
1spatial, PLC, then team mates ask enquiry
and resolve it. This increase possibilities of
positive outcome more.
Ineffective team is because of one way
communication. Because members are not aware
about job roles, so they are not aware how to
achieve target.
In effective team, there is less conflicts. In
case of any issue among team mates, it gets
resolved frequently. Hence efficiency of
1spatial, PLC increases.
There are many personal grievances among team
mates of ineffective team which affects their
performance in team as well because they do not
want to work in group. This ultimately affects
performance of 1spatial, PLC.

Characteristics of effective team are as under-
Measurable objectives- Team can be effective when they have measurable objectives. HR
manager of 1spatial, PLC must frame team with achievable targets. When goals are specific, then
it is easy for employees of 1spatial, PLC to attain it. This improves efficiency of team as well as
organisation.
Competent members- members of effective team are competent. They are ready to work
under innovative environment (Suma and Lesha, 2013). Effective team mates use new ideas to
accomplish targets and hence efficiency of 1spatial, PLC also improves. Knowledge, experience,
skill of employees are relevant to current market.
Participation- effective team provides chance to team mates in order to participate in
decision making. This makes them responsible towards what they promised to perform. When
employees of 1spatial, PLC take part in decision making, they are aware of plans and policies
which helps to attain roles and responsibilities of 1spatial, PLC.
Being HR manager at 1spatial, PLC merely framing team is not relevant. It is essential to
frame effective team. This can be done with the help of Tuck-man model. This model was
launched by Dr Bruce Tuckman in 1965. There are five stages in this model. They are discussed
as under-
Forming- This is first stage in team farming process. As per forming, managers of
1spatial, PLC select members for framing team. They are working their ow to achieve targets.
This is the first step, so members must be competent, so they can work in group. Employees
which are selected must have appropriate skill and knowledge (Weng and et. al., 2015).
Storming- Storming is the stage in which there ate some conflict among workers of
1spatial, PLC. This is because there is less collaboration among team mates and there are
possibilities of ego clashes, difference in opinion among workers.
Norming- After sometimes, they become habitual to work in team. This helps them to
create trust among them and made good relations with each other. At this stage, they prefer to
work with each other and emphasise to improve performance, so outcome can be positive.
Performing- This is the stage in which employees perform operations in order to achieve
goals and objectives. At this stage possibilities of achieving targets is more. This stage is crucial
because after it team will adjourn.

Adjourning- Last stage of Tuck- man model is dismissal of team. Official targets which
are assigned to team are accomplished but at the same time there are some personal and familiar
relations which arise among team mates. If positive results are attained, then managers of
1spatial, PLC can reunite these members can again work in group. This situation is best for
enterprise for improving efficiency of organisation and helps to compete with external firms.
1spatial, PLC can able to innovate new software and satisfy demand of clients this ultimately
increase growth prospects for association (Wilkinson and et. al., 2014).
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation
Team working is crucial for creating coordination in activities of employees. When
employees are performing in team then there is regular interaction among workers. There are less
possibilities of miscommunication and duplication of activities. When there is coordination
among employees then there is good interaction among them. This maintains decorum at work
place.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisation
Leadership means to keep eyes on working style of employees. There are some issues in
quality of services of 1spatial, PLC. Hence it is responsibility of manager to lead team. With the
help of leadership, in case business activities are performed in negative manner, then it can be
rectified. In order to understand role of leadership in 1spatial, PLC Path Goal Theory is under-
Path Goal Theory of Leadership: This theory was launched by House Mitchell in 1974.
This theory aims at achieving targets within specified time. This helps to improve efficiency of
employees and 1spatial, PLC is able to satisfy consumers with new and latest IT solutions. With
the help of leadership, research in IT sector can be done in more appropriate manner. This helps
to get positive outcome from employees. As there is difference in education, experience of
employees so with the help of Path Goal Theory, it is lead and monitor workforce of 1spatial,
PLC.
Classification of this model are explained below:
Employee characteristics: Employees are main components which deals with consumers
and provide best services to them (Andriof and et. al., 2017). Hence HR manager of 1spatial,

PLC must use different techniques through which they can understand mindset and perception of
workers. When employees are aware about their job responsibilities and managers insist them to
attain goals and objectives.
Task and environmental characteristics: Second component of path goal theory is task
and environment characteristics. Here is negative or positive impact on performance of
individual due to environment. There are different roles in 1spatial, PLC which helps to satisfy
consumer demand and provide satisfaction. When managers insist employees to work with new
and innovative manner, then this creates an environment of innovation in organisation. Task
assign to employees must be according to skills, knowledge, experience of workers. This helps to
get positive outcome from workforce.
Design of task: Designing of task means delivering job responsibilities to employees
according to competencies. This is crucial because if task are not compatible to skill of
employees, then they can not perform it in best way (Bester, Stander and Van Zyl, 2015).
Formal authority system: There is proper hierarchy in 1spatial, PLC which works to
assign proper job responsibilities to employees. There must be proper controlling system, so
workers can perform operations in appropriate manner.
Leadership styles: Leadership is independent component of Path Goal Theory. As per this
component leaders adjust their behaviour according to employee and task characteristics. This
provides familiar nature to employees and they feel motivated to work in 1spatial, PLC. This
helps to maintain long term relations with employees. Path goal theory has four types of leaders
behaviour i.e. directive, supportive, participative and achievement.
 Directive informs employees to perform task in specified manner in order to attain
specific goals and objectives. This helps to perform task in scheduled manner.
 Supportive works to provide assistance to employees showing concern and friendly
behaviour with team mates. This makes good relations among managers and employees
and possibilities of positive outcome are more (Burrell and Morgan, 2017).
 Participative provides chance to employees to take part in decision making . This
provides knowledge to employees to accomplish task. Hence reason behind performing
activities are known to workers.
 In achievement, there are some challenging job roles set by managers. In this approach,
managers expect from workers to perform well and meet expectation. Sometimes due to

over expectation managers may feel gap between actual and targeted performance which
affects morale of workers.
Managers of 1spatial, PLC must use participative approach because there are
possibilities of positive outcome. In this approach employees have right in decision making and
they have knowledge regarding performing commercial activities. So efficiency of workers and
feel organisation increase.
M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour
in both a positive and negative way
Philosophies of organisational behaviour is positive as well as negative. There are some
changes which are relevant and significant for improving performance. If managers does not
motivate employees to use new techniques at work place, then performance of 1spatial, PLC is
not concurrent to environment.
D2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place
Team working is relevant for the concept of organisational behaviour because there is use
of different aspects which creates good environment. With team working employees are aware of
their roles and responsibilities, so possibilities of positive outcome is more. In team when one
employee perform well, then this motivates others also. Hence performance of 1spatial, PLC
improves.
CONCLUSION
From the above discussion it is clear with the study of organisational behaviour it is easy
to maintain good and appropriate culture within organisation. There are many changes which has
to be done in order to cooperate with others. Handy's model is best to analyse culture within
organisation. As per this model task culture is best which has to be implemented in organisation
so business operations can be performed in best way. Vroom's expectancy theory of motivation
is best because it provides knowledge about expectation of employees and efforts in order to
achieve targets. Managers of enterprise are not only responsible to frame time, it is essential to
delegate appropriate job roles so effective team can be framed and hence outcomes are positive.

At last, Path Goal Theory is implemented which insist on achieving targets through proper
techniques and in planned manner.

REFERENCES
Books and Journals

Online
motivation. 2018. [Online]. Available through<
http://www.businessdictionary.com/definition/motivation.html>.