Organizational Behavior and Leadership

This assignment delves into the realm of organisational behaviour, exploring its significance, definition, and attributes. It examines leadership styles that facilitate effective teamwork and employee engagement within organisations. The document also touches upon corporate culture's influence on employees' commitment to their organisations.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1. Analyse the way an organisation culture, Politics and Power influence an individual and
group behaviour as well performance....................................................................................1
M1 Critically analysing the way culture, power and politics influence individual and team
behaviour as well as performance..........................................................................................3
LO2..................................................................................................................................................3
P2 Evaluate the way content and process theories of motivation enable effective achievement
of goals in an organisation......................................................................................................3
M2 Critically evaluating the way to influence the behaviour of others.................................6
LO3..................................................................................................................................................7
P3. The characteristics of an effective team as opposed to an ineffective team....................7
M3. Team and Group development theory.............................................................................8
LO 4.................................................................................................................................................9
P4. Concepts and philosophies of organisational behaviour within an organisational context9
M4. Evaluating the way philosophies and OB concepts inform and influence behaviour...11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organization behaviours is defined as the study which mainly concentrates on the way an
individual behaviours or other factors such as power, culture affects business performance. It can
also be referred to as the study of an individual attitude or behaviours within business setting
(Kashyap, 2018). The study of an individual behaviours is important, as this will assist in
developing the understanding about effect that person behaviours have on their own as well as on
organizational performance. A David and Co. Limited firm has been selected for conducting this
study. This firm operates in food and beverage industry.
The purpose of report is to analyse the way business culture, politics and power influence
an individual as well as team behaviour. It also has emphasised on identifying motivational
technique which enables effective achievement of business goals. Report will also include
explanation about different philosophies of organisational behaviour.
LO 1
P1. Analyse the way an organisation culture, Politics and Power influence an individual and
group behaviour as well performance
Organisation culture can be referred to as a system which consists of shared beliefs, values
and assumption which regulates the way an individual behave within business setting. Culture at
workplace have direct as well as significant effect on individual and team behaviour at
workplace.
This factor has both positive as well as negative influence on workers’ behaviour as well as
performance within an enterprise. For instance, A David and Co has good working culture which
has helped business entity in achieving success and fostering growth. As firm have an effective
working culture all workers are highly satisfied and committed to their work. There are different
types of culture according to Handy’s models these are:
Role: Business entity with this type of culture have strict rules and regulations which are
required to be followed by all employees at workplace. A David and Co limited organization
have this type of business culture. This culture has positive influence on person and team
behaviours as well as performance (Smith, Machin and Beccaria, 2017). As all employees have
knowledge about their roles and responsibilities, it helps in avoiding confusion and
misunderstanding at workplace. Role culture aids in eliminating the conflicts among the team
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members as they are provided with resources which are required by them to complete task. This
type of culture helps in bringing improvement in business performance. It assists an organization
in increasing productivity and also profitability. Role culture also enables an individual to get
high level of satisfaction from their work.
Task: In this type of culture special team is created in order to resolve specific problem.
This culture has positive impact on individual behaviours as well as on organizational
performance, as each and every individual within an enterprise has focus on their work. Task
culture helps in improving business performance (Importance of organisational behaviour,
2016). In such type of culture, behaviours of an individual is highly influenced by the work as
well as power given to them. For instance, if workers have skills to perform specific activity they
will feel excited to execute task, otherwise worker will ignore to do work.
Power: In this type of culture, only few people have power with them. Power culture at
workplace has negative effect on individual behaviours as well as performance. As workers
within an organization are judged by result achieved by them rather than their way of doing
work. This type of activities leads to high level of dissatisfaction in employees. Power culture at
workplace can give rise to politics at workplace.
Person culture: In organization with this type of culture, every person considered
themselves as superior which has adverse effect on other people behaviours as well performance
at workplace. It also has negative effect on productivity as well as other operational activities.
Politics
Politics within organization is considered to be as an unofficial behaviours which directly
have impact on firm productivity as well as overall business performance. It has been analysed
that people those who involve in politics have less attention on their work. In such type of culture
every individual have competition with other, as all workers want to get power and authority.
Such type of power culture is formed due to lack of resources. Employees may disagree with the
method used for allocating resources which might have negative influence on their behaviours as
well as performance (Ramdhani, Ramdhani and Ainissyifa, 2017). Politics at workplace hinders
the routine functioning of an enterprise which might lead to decrease in sales and profitability of
firm. This factor also has significant effect on the working environment within an organization.
Politics always creates stress among employees whose effect can be observed by analysing their
performance.
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Power
There are mainly two types of power these are positive as well as negative. Leaders or
manager who uses their power in positive way are supported by other employees at workplace.
As positive use of power by manager assist an organisation in increasing productivity. It also
enables workers to gain confidence.
Negative use of power leads to dissatisfaction as well as demotivation in employees. Use
of this type of power leads to the compromises in quality of products and services. Leaders by
threating employees force them to do job which further result into high staff turnover rate which
further have adverse effect on business performance.
Hofstedes cultural dimension conception is considered to be as artifact for cross cultural
communication. Accordant to Hofstedes culture can be refers to as clustered program of the
mind which differentiate the members of one group from another. This theory states that worker
values as well as beliefs are greatly influenced by cultural as well as social factors. It also states
that there are different attributes which can be used for studying the cultural values of an
individual these are masculinity-femininity, uncertainty avoidance and power- distance.
Power -distance:The extend upto which worker with less control comprehend that the power has
been distributed unevenly.
Individual – collectivism: Stage upto which a individual prefer to work in team. An individual
with the collectivism approach form strong relationship with people and prefer to work in a
group.
Uncertainty- avoidance: An individual execute such action which are beyond the outlook of
other people.
masculinity-femininity :an orientation in society for achievement, heroism, assertiveness
and material rewards for success.
M1. Critically analysing the way culture, power and politics influence individual and team
behaviour as well as performance
It has been analysed that power and politics are two important aspects which are required
to be consider, as these two factors have great effect individual behaviour and performance.
These variables can have both positive as well as negative effect on individual attitudes as well
as performance. Effect of power dependents on the way it is being used by manager or leader.
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Politics might directly affect those who have power (Coetzer, Inma and Standing, 2018). The
main advantage of power is that it can be considered to be as tool which can be used for
resolving various issues at workplace. Power given to one person can have negative effect on the
behaviour of other people impact of which can be noticed on their as well as business
performance. Effective culture enables an individual to concentrate on their work which further
have positive impact on firm’s productivity.
LO2
P2. Evaluate the way content and process theories of motivation enable effective achievement of
goals in an organisation
The important content theory of motivation is:
Maslow needs Hierarchy theory:
This theory of motivation categories needs into five basic group. Needs of people are
arranged in hierarchy. Maslow needs Hierarchy theory states that basic needs of an employees
should be satisfied first. Some other needs of persons are psychological needs and continuing
through safety, belonging and love, esteem, growth and self-actualization. This hypothesis states
that once all these needs are fulfilled, it assists an individual in gaining the high level of
satisfaction.
The main objective of organization is to keep their employees satisfied. Therefore,
management in an enterprise has focus on identifying as well as satisfying the need of workers.
If the employees need will be fulfilled they will work more enthusiastically and workers will
work for benefit of organization. Manager or leader in an organization by catering the needs as
well as demands of their staff can encourage them to increase their significant contribution in
achievement of business goals and objectives. Management in A David and Co. has form various
compensation policies for satisfying the need as well as demand of their staff. This is the reason
employee’s in David and Co. firm are dedicated to their work and they have assisted business
entity in achieving business goals. Business entity has focus on determining the most motivating
factor and management in firm has linked this variable with employees’ motivation which has
assisted an enterprise in increasing productivity and effectiveness.
The different stages of motivation are:
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Stage 1: Pre-contemplation: It is considered to be as avoidance. Pre-contemplation is the early
phase where people have focus on thinking about change. This stage is helpful as it assists in
identifying the stages that will definer person motivation.
Stage 2: Contemplation: In this stage problem is addressed by an individual. But a person
considers advantage and disadvantage as well as barriers to change.
Stage 3: Preparation: This includes taking the initiatives in order to bring change. At preparation
stages
Stage 4: Action: Making the change. Preparation stager assist employees in getting the
knowledge about type of change which is taking place at workplace. Secondly. It also helps
employees in developing the understanding about the
Stage 5: Maintenance: Maintaining the behaviour change that is now part of the person's life.
People are actively doing things to change or maintain changes they have already made.
It is important for manager or leader to prepare employees for bringing at workplace.
Management can encourage workers to support change by effectively communicating and by
providing training to them. It is required by manager in an organization to identify where a
person is in the change cycle, as this will assist them in analysing individual's "readiness" to
progress in the recovery process.
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Figure 1: Maslow’s Hierarchy of Needs
(Source: McLeod, 2018)
Skinner’ reinforcement theory
This is a process theory of motivation which states that behaviour of an individual is
highly influenced by the consequences or situation. There are two types of reinforcement these
are positive and negative (Brohi, Jantan and Pathan, 2018). Positive reinforcement theory states
that if an individual gets constructive feedback, this factor has great effect on their performance
as well as behaviour at workplace.
If employees get negative feedback from their leaders or manager, they may behave in a
certain manner. For instance, punishment given to worker for poor performance, it has adverse
effect on their tendency to do work (Wilkins, Butt and Annabi, 2017). As per the Skinner’
reinforcement theory, positive reinforcement is considered to be as an effective motivational
technique. This theory states that it is required by manager or leaders in an enterprise to design
external environment of an enterprise in an effective manner so as to motivate workers. In
reinforcement theory punishment as well as reward strategy is used for motivating employees.
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Reward system will encourage workers to execute specific task. If punishment is given to
employees, they will work more consciously which will help in eliminating errors. Other case,
when workers are given rewards they will work more and dedicatedly which will help firm in
improving business performance.
There are various other techniques which can be adopted by, A David and Co. in order to
motivate employees to improve their performance and increase their participation in business
activities are:
Goal setting – This is considered to be as an effective technique that can be used by an
organisation in order to motivate their staff for increasing their participation in business
activities. Setting goals technique enables an individual to experience short term winning. It also
enables to develop self-motivation.
Reward system- This technique is adopted by A David and Co. for inspiring or positively
influencing people to perform specific operation or task. Management in an enterprise provides
both monetary and non-monetary incentives to employees those who have made their significant
contribution in achievement of goals. Financial incentives include gift cards, increase in salary or
wages etc. compressed work, holidays packages etc. are recognized as non-financial incentives.
Developing positive working environment- Manager or leader by developing positive working
environment can positively influence employees to improve their performance at work place.
Training and mentoring – It is considered to be as an appropriate technique for inspiring
people to execute specific operation or task. Training as motivational technique helps workers in
getting the high level of satisfaction from their work (Yang, Manika and Bowen, 2018). People
in companies where additional training or educational opportunities exist are more likely to stay
motivated.
Effective communication – Manager or leaders in an organisation need to communicate
continuously as well as effectively with workers. As this a strategy will assist manager or leaders
in encouraging employees to share their view and ideas which can be further used for bringing
positive change at workplace.
Adams equity theory : according to this model, workers in an organisation compare their efforts
to work, costs of action, and outcome produced by them.
Workers in an organisation put their efforts in task such as education, emery, ability and
attempt to assist an enterprise in achieving goals. Adam equity concept states that when worker
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put their efforts in task with the purpose or objective of getting higher return. They also have
some expectation related to reward, incentive, appreciation and promotions for making their
important attempt in driving firm towards success. If such expectations are not met then
individual might feel dissatisfied. Rewards or punishment have both positive and negative
impact on individual behaviour.
M2. Critically evaluating the way to influence the behaviour of others
Goal setting is considered to be as the best way to influence the behaviour of individual. It
is the technique which can be used by manager or leaders in an organisation to encourage
workers for completing their task on time. But sometime this method can be proved ineffective
in case, if an employee fails to achieve the desired result that in such situation it might lead to the
demotivation in them which may affect their overall performance at workplace.
Reward system is another technique of motivation which can be proved to be useful for
inspiring people to work for the betterment of company. Introduction of rewards system assist
manager or leader in encouraging people to execute task and increase their working efficiency.
But this motivational technique is not very effective as people will concentrate only on
completing the target which might lead to compromise in quality of work (McShane, Von
Glinow and Von Glinow, 2019). It is required by a company to develop positive, healthy and
safe working environment which will helps management in motivating workers to increase their
participation in business activities.
LO3
P3. The characteristics of an effective team as opposed to an ineffective team
Team dynamics can be referred to as psychological power which influence the direction
of a team's behaviour and performance
Four different types of teams are: Virtual: Technology enables people to communicate with each other and participate in
business activities. Virtual team communicate online. Problem solving team: This group is temporarily formed. Problem solving team is
generally formed for solving specific and complex business issues. Functional team: This team is responsible for carrying out day to day business activities.
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 Quality team: This specific group is accountable for identifying and resolving workflow
issues that have a negative and ongoing impact on the organization's efficiency and
working conditions.
Effective team has very unique characteristics as opposed to ineffective team. Some
qualities of effective team are:
Basis Effective team Ineffective team
Clear purpose It is the best quality of an
effective team that they
have clear objectives. In an
effective team all group
members are aware about
the mission and vision
On the other, an ineffective
team does not have clear goals
and some members in a group
are not aware about objectives.
Member’s contribution In an effective team all
members have equal status
On the other hand, members in
an ineffective team might not
have equal status. Members in
an effective team are much
more participative as compared
to dysfunctional team.
Leaders and group
members take mutual
decision by making in
depth discussion.
Whereas, in effective team,
leaders without consulting with
other teammates makes
judgement.
Errors and negativity In an effective team, all
group members take equal
responsibilities for the
errors, so there are no
chances of negativity
(Cohen and Ledford Jr,
2017). All people are
Whereas, Quality of ineffective
team is that each and every
member point other if there is
mistake in work.
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cooperative and supportive
in nature
Balanced roles The quality of an effective
team is that all group
members are allotted work
according to their skills and
knowledge.
In an effective team, there
is good balance of
aspiration, abilities and
skills.
On the other hand, in an
ineffective team people have
confusion regarding their roles
and responsibilities which often
leads to conflict that has adverse
effect on group performance.
Whereas, in an effective team
people does not have knowledge
about the work which they
supposed to execute.
Appropriate leadership Leaders have good
knowledge, experience and
skills which enables them
to develop or form an
effective team. It is the best
quality of an effective team
that each and every
members support leader and
have trust on their superiors
Leaders does not have
experience due to which they
fails to provide proper direction
to their workers.
Commitment –It is the quality of
members in an effective
team that they are highly
committed to their work.
On the other hand, in an
ineffective team, group
members are not committed
towards their task and they work
for achieving their personal
objectives.
Unity –. In an effective team all the
team members have unity
and they support each other
Whereas, an ineffective team
lack unity.
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in completing the task
Lack of sensitivity: Leaders in an ineffective
team are not have any
concerns related to the
problem faced by their team
members.
On the other hand, leaders or
superiors are mainly concern
about the various issues or
challenges faced by their group
members
Diversity: An effective team consists
of both types of people that
is extroverts and introverts
as compared to ineffective
team.
An ineffective team consists of
only introvert people.
In context of A David and Co, business entity has effective team, as all people in an
enterprise work together for achieving common goals. They have knowledge about company’s
mission and vision. Employees in an organization knows the strategies which are required to be
adopted by them for reaching the target.
As per the belbin the members in a team has different roles to plays these are :
Implementer: Function is to turn theoretical concepts and general plans into a practical.
coordinator : their function is to control and organise the team in a way that gets the best
collective performance with the resources available.
resource investigator : There function is to determine the resources which are available or
required for executing various group activities.
Monitor: Their role is to measure feasibility and practical value of ideas, suggestions which
come from both within and outside the group.
Team workers: Role of people in a team is to assist individual members in accomplishing as well
as maintaining effectiveness of group.
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Finisher: The function of these people is to make sure that all the group attempt are as near
perfect as possible, and that nothing is overlooked.
M3. Team and Group development theory
Tuckman theory is an appropriate hypothesis which clearly specifies the process involved
in development of team. As per the Tuckman group development model, members in a group
cannot perform well if there is conflicts. Following stages involved in development of group are:
Forming: In this stage, manager or leader in an organisation need to organise team. At this
stage of group development, people meet each other (Wageman, 2017). All team member may
feel motivated and they might have excitement to learn new things. At this stage an individual
have focus on their task. Teams members are informed about the activities they are require to
perform and leaders provide training to them.
Storming: At this phase, people become capable of solving their own issue and they have
focus on gaining of trust. There might be conflicts between team members as each individual
have different feeling, views and opinions, etc. At this stage description about tasks are provided
by leader.
Norming: At this phase, all the people in group work for accomplishing common goals.
Every individual in a team has sense of responsibility.
Performing: This is a stage when all the members in a group has complete knowledge
about task they are required to perform. At this phase, group member has potential to make their
own decisions.
Adjourning: This is the final stage when the project or specific task is completed by group
members and group get dissolved.
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Figure 2: Tuckman team development stages
(Source: Okpalad, based on Tuckman and Jensen, 2017)
In context of A David and Co., manager in an organization has strictly followed this
systematic procedure for developing the team (Okpalad, based on Tuckman and Jensen, 2017).
This team development theory has assisted management informing an effective team for
completing the specific project.
LO 4
P4. Concepts and philosophies of organisational behaviour within an organisational context
Path goal theory
This hypothesis states that leadership style or behaviour adopted by leaders or manager
might have effect on their followers’ attitude. It is important for leaders or managers to adopt the
style which best suits workers. They must adopt leadership style considering the situation and
demand by followers. The main pain purpose of path goal theory is to identifying best method to
accomplish desired targets (Kanfer, Frese and Johnson, 2017). This hypothesis states that leaders
should provide clear instruction, guidance to their followers and assist them in achieving the
objectives. Path goal theory also states that leadership style and behaviour of leaders have direct
as well as significant effect on employees’ motivation, job satisfaction level etc.
This hypothesis has identified various leadership styles. As per the path goal theory there
are mainly four types of leadership styles these are:
Supportive leadership style: Leaders with this type of leadership style are mainly concerned
about identifying as well as satisfying the need of their followers. This leadership style adopted
by leaders helps in providing the satisfaction to employees. Supportive leadership style helps
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leaders or manager in developing good relationship with followers and supports management in
creating an effective working environment which is very much important for increasing firm
productivity.
Participative leadership style: Leaders with this type of leadership style participates in group
activities. This leadership style is considered to be effective as it enables leaders to analyse the
behaviour of employees during the task which further assist them in making suitable decisions.
It also provides leaders an opportunity to measure performance of workers and recognise the area
of improvement. Participative leadership style is useful as it allows manager to identify the
training requirement by an individual. This activity is very important to be performed, as this
will assist in increasing the productivity as well as profitability.
Leaders with participative leadership style make important decision by consulting with
their followers, this activity enables managers or leaders to identify the best method for
increasing productivity.
Directive leadership style: Leaders with this type of leadership style have focus on providing
guidance, direction or instruction to their followers related to completion of specific task. Proper
training and guidance is very much necessary in order to complete any specific task or project in
an effective as well as efficient manner. This type of leadership style can be adopted by leaders
in A David and co limited when task is complex and unstructured (Shamir and Howell, 2018). It
can also be used when people in a team are not experienced and they do not have any knowledge
about particular task.
Achievement oriented leadership: managers or leaders with this type of leadership style set
challenging targets for themselves which is very much important in order to bring self-
improvement. This leadership approach will also assist leaders in bringing improvement or
positive improvement in group performance and productivity.
It is very important for leaders or managers in A David organisation to adopt best
leadership style and behaviour, as this will help them in increasing motivational level of
employees.
M4. Evaluating the way philosophies and OB concepts inform and influence behaviour
In context of directive leadership style, employees in an organisation may resist or deny to
follow the direction provided by leaders. Directive leadership style when adopted by leaders or
managers in an enterprise helps employees in getting the proper feedbacks and direction for
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completing their task. Such types of leadership style allow workers to get high level of
satisfaction from their work.
Participative leadership style enables leaders to measure the performance of their
followers. It enables managers to make suitable and correct decision. This leadership style allows
leader to develop strong relationship with followers. Participative leadership style supports
leaders in motivating people to increase their participation as well as involvement in decision
making process. It also provides high level of satisfaction to workers (Elsmore, 2017). This style
is effective in getting other employees involved. Participative leadership style is considered to be
as ineffective in situation where manager or leaders have to take quick decisions, in such case
workers may not feel satisfied with decision of leaders. Constant use of participative
management can potentially lead to personal issues among group members.
Social capital theory: as per this hypothesis, there are several variables such as
relationship, shared values, norms have Direct as well as significant effect on the performance of
an employees at workplace.
Contingency theory states that effectiveness of leaders is completely based on leadership
style matches to the situation. Leadership style adopted by leaders have direct as well as
significant effect on followers.
CONCLUSION
It has been concluded from the report that an individual or group behaviour at workplace
has direct as well as significant effect on business performance. Another thing which has been
concluded from the report is that developing an effective working environment within an
organisation is best technique to motivate employees. It has been concluded from the study that
culture, power and politics have great influence on individual behaviour and performance. The
various motivational techniques have been highlighted in the assignment which can be used by
management in A David Company for positively influencing employees to work for benefit of an
enterprise. It has been concluded from project that there is no single leadership style which can
be adopted by leaders in all situations. Leaders in an A David organisation has been given
suggestion that they should possess positive attitude. It has been recommended to business entity
that, management should follow systematic process for developing team.
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REFERENCES
Books and Journals
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Business and Management. 1(1).pp.1-15.
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239.
Cohen, S.G. and Ledford Jr, G.E.,2017. The effectiveness of self-managing teams: A quasi-
experiment. Human relations. 47(1). pp.13-43.
Dutta, S. and Khatri, P., 2017. Servant leadership and positive organizational behaviour: the road
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