Organisational Behaviour Philosophies & Concepts

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluate content and process theories of motivation.............................................................4
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team............................7
TASK 4............................................................................................................................................8
P4 Apply concepts and philosophies of organisational behaviour. ............................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Organization behaviour is way in which people interact with each other. It defines an
organisation's atmosphere to communicate within groups and management of workers.
Therefore, every individual works in collaboration with co – workers and managers that support
them to accomplish their task. 2M Group Limited us a chemical distribution company which is
situated in United Kingdom and has an international presence across 75 countries. The report is
consists of organization's culture, power influence, team behaviour and performance. It also
includes content and process motivation theories. In addition, it also comprises of effective,
ineffective team along with concepts and organizational philosophies as well (McShane and
Von, 2013).
TASK 1
P1 Analyse organisation’s culture, politics and power influence individual and team behaviour
and performance.
Organization behaviour can be define as attitudes and values of people who are working
within a company. As 2M Group Limited, has a huge pool of employees and they are following
some ethics, norms and values to interact with each other. As they all are working in
coordination that's they should behave with respect while interacting with each other whether
they are employees or manager. There are three major aspect of an organisation that is culture,
politics and power that can influence of team individual and performance as well.
Organization Culture - Culture is based on attitudes, beliefs and rules that can be
develop or improve over time. Organization culture can be define as firm's expectations,
philosophies and values that directs an individual behaviour to express themselves. Therefore,
organisational culture refers to the values, norms, ethics, systems, assumptions and beliefs that
are followed by employees within a company. 2M Group Limited provides various kinds of
chemicals and it is operating business around 75 countries that's why it is necessary for it to
maintain a healthy culture environmental. In order to maintain a healthy culture it is required for
it to adopt a model that can support organisation. It can opt Charles Handy culture model that can
help firm to establish a better culture for employees (Colquitt, Lepine and Wesson, 2011).
Charles Handy culture model – Charles Handy culture is defined by four different
cultures that are defined as below -
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 Power Culture – While working within an organization power is held by only a few
individuals such as leaders and managers. For an example, there are several employees in
2M Group Limited but there is only one leader who ordered managers to accomplish the
task. Managers are assigned with distinct departments in which they have to work like a
manufacturing manager will only perform their operations with respect to their section.
Similarly, all managers are get influenced by the leader because they works closely and
remaining employees can affected by their managers. The people who have power are
tend to attract their associates. They order employees to get the task done without facts
that how workers completes task (Li, Liang and Crant, 2010). The leader of a team or an
organization has power to direct their team so that they can work in coordination and
achieve a specific target. It is essential for a firm to lead their team so that they can
enhance their productivity and efficiency to the attain predetermine objectives and goals
of the organization.
 Role culture – Every employee is dedicated towards their roles and responsibility while
working at 2M Group Limited. They have liberty to select their work which are best
suitable for them according to their specialization and education qualification. As they
have opt their field of work that's why they will be more interested in their work and
willingly solve challenges that are creating hurdles to attain their goal. They have
selected their work by themselves that's why individuals are accountable to accomplish
assigned task. As every person has their specific role within an organisation and due to
this they have responsibility for their work. Every individual has knowledge about their
work and they will complete their task with responsibility. While working in a team they
team leaders assigns work to employees according to their qualification and they can
accomplish task with the team coordination because everyone has equal responsibility
and role to play in an team work.
 Task culture – This is an important culture for employees and organisation as well. In
2M Group Limited limited several teams are divided according to knowledge and
experiences of employees to form a department. There is a special team such as quality
control of chemicals, that is constructed to achieve a target and provide solutions to
problems. The core purpose of task culture is to form a team in which every individual
contribute their knowledge and skills equally to attain a common task with innovative
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approach (Ashkanasy and Humphrey, 2011). Therefore, task culture will impact in a
positive way to increase organizational performance and productivity that generates high
revenue.
 Person culture – According to this culture, individual are self concentrated and they
feels that they are more important than the organisation. In this culture organization can
get suffered because employees does not think about firm they are focused on themselves
only. This will made a bad impact on organization because employees are focused on
themselves that decrease organization performance.
2M Group Limited should adopt role, task and power culture that supports organisation
to attain its objectives and goals.
Organization Power – In simple terms power can be define to control over an individual
or a group. It is an essential part of a company because it is used to instruct and possess
operations and functions of the company that can make a firm successful. Therefore, 2M Group
Limited can adopt several kinds of power that can help to expand firm. There are various types
of power that has a significant influence on individual and team's performance and that are given
below -
 Expert power – It refers to an individual specialization and skills because as much as they
improve their skills and knowledge they will be greater in field and attain expert power.
For instance, a quality manager who have more knowledge in to examine the quality of
the chemical than leaders of the organisation. So they are expert in their field that cannot
be replace by anyone else (Umphress, Bingham and Mitchell, 2010). Thus, every
individual is important in a team because they are specialized in their field that is also
essential in a team and it will improve a a team behavior among employees.
 Referent power - While working at 2M Group Limited supervisors treats their
employees with respect and get collaboration and trust from them to work. These kinds of
people posses referent power in the organisation and it takes a long time to develop. But
it does not consists of actual power in the organisation due to high employee turnover.
Referent power is held by the team leaders who directs a team and its their responsibility
to manage work among team members with a collaboration. So that they can enhance
organization productivity and performance and it influence team work.
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 Legitimate power – It comes when people believes that an individual can order them
while being on that position. For illustration, a manager can give instructions to their sub
– ordinates and employees comply the order because it is given by an authorized person.
It is not necessary that a power which based on a position is effective than respect
towards a person. It will support in improving team behavior and performance as well
because manager assigns work to them.
 Coercive power – An individual who is liable to give punishment to others possess
coercive power. It can be effective when leaders of 2M Group Limited use strategically
whether like threat of termination of workers for harassment of their colleague
(Elangovan, Pinder and McLean, 2010). If an employee does not behave well with other
employees then manger have power to terminate them. It will protect culture of the
organization and it influences positive team behavior within organization.
Organizational politics – Power and politics both plays an important role at workplace
that governs decisions that are made for employees interaction. If an organisation has political
environmental then it can be influence in positive and negative way. 2M Group Limited can get
affected in following way -
 Positive impact of politics – It is beneficial for those employees who learns to navigate
politics at works. As it increases organisation's productivity and in order to do so 2M
Group Limited needs to develop a political culture within the firm. It supports employees
to get the information which they need and they can also spend their time in the
production of quality work. Politics can also give a friendly and optimistic environmental
in which employees works in collaboration. Equal treatment is provided to entire staff
that reduces conflicts and enhances productivity (Bolino, Klotz and Turnley, 2013). Team
will engage in organization work due to positive politics and it will also increase
organizational performance.
 Negative impact of politics – If employees are involved in negative politics then it will be
result in conflicts that can affect 2M Group Limited operations. There are several reasons
that can influence an organisation badly such as employees engagement in dishonest,
unethical work and favouritism because it can affect quality of their work. This will
result in decrease in productivity and increase in turnover rate.
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Hence, 2M Group Limited should involve its employees in positive politics so that they
can gain its benefits through enhancing productivity. As it is beneficial for employees and
organisation both employees can learn new things and spend their time in innovation which can
give them pace.
TASK 2
P2 Evaluate content and process theories of motivation.
Motivation can be define as inspiration for which people accomplishes their actions,
needs and desire. It gives them direction to behave in a certain way which guides them to
perform their task in repetitive manner so that they can achieve their goal. Therefore, motivation
theories can be classified in two terms, content and process (Carpenter, Berry and Houston,
2014).
Content theory focuses on 'WHAT' and it is also known as needs because individual
identify their needs and try to fulfil their requirements. On the other hand, process theory
emphasizes on 'HOW' human behaviour can be motivated to achieve their task. It is concentrated
on how motivation triggered and what kind of process can be influence motivation. Therefore,
motivational theories are as follows -
Maslow – Hierarchy of needs – This is one of the most widely known motivational
theory which was developed Abraham Maslow. It has five stages that are shown as pyramid that
can displays action from bottom – up approach. The lowest level of this heap defines
fundamental needs of human being that have to achieve in order to proceed towards a next level
of the pyramid (Fisher and To, 2012). The pyramid has five stages and each level is succeeds a
next level an individual cannot reach on the top of heap directly, they can have to take an action
to complete present level. Hence, these stages are defined below -
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(Hierarchy of Needs, 2018)
 Physiological needs – As it name indicates that at this level an individual survives to
fulfil their basic needs such as air, water and food. In order to operate body and mind in
an appropriate manner it is required to accomplish these basic needs. If a person does not
get food, air and water then they will not be able to resist in the environment. That's why
it is most dominant need that should not missing by anyone. This motivates people to
take action and satisfy these needs. An individual needs to work so that they can purchase
food and satisfy their hunger to live a life. Similarly, an individual needs to find a job to
earn salary and when they get job at 2M Group Limited then they have to work entire so
that they can get salary (Podsakoff and House, 2013). These are motivation that
influences an employees to get and achieve goals.
 Safety and security – This is a second stage where people are looking for security and
safety. They wanted to get a secured source of income such as 2M Group Limited. After
getting a job in the organisation individual will take a step forward and try to make their
future secure. At this stage, they would like to purchase bonds, health insurance, mutual
funds all the resource which can provide them a safe and secure future. As this will
provide them a protection to keep their family safe, secured and peaceful life. This gives
them a personal security, financial security, health and well-being (Pieterse, Van and
Schippers, 2010).
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Illustration 1: Hierarchy of Needs

 Belongings and love – This is third stage of hierarchy needs, when a person got a job
from which they can fulfil their requirements and they also secured their family's future.
Now, they will get some to engage in social groups, friends and relationships. After
physiological and safety needs affection, love and belongings requirements come into
prominence. People can claim their needs to belong with social groups. They wanted to
spend some time with their friends, family and relatives. It is a most crucial stage in
employees life because if they are not satisfied at 2M Group Limited then they will get
isolated from social groups and they will performs actions which can satisfy their
priorities.
 Self – esteem – It is fourth level of heap in which a person wanted to get respect and
appreciation among their sub – ordinates. As they have survived so hard to reach on this
stage that's why their desires has been raised. Therefore, while working at 2M Group
Limited an employees wanted to get attention, prestige, status respect from other. They
also have wanted to get self – respect in terms of independence, and freedom or self-
confidence. Hence, self – esteem is based on respect that stays for long time as it is based
on individual self -respect rather than respect and fame from others.
 Self – actualization – This is the top most level of pyramid where an people can attracted
towards themselves. They may want to grow and develop their potential through which
they can attain their goals. A individual would like explore in their field where they can
find opportunities and challenge their position to do something new that can give them a
experiences (James and Williams, 2013).
Hence, people are motivated to satisfy their needs and reach on next level where they
finds new and higher needs. This is a common phase in every human being life to get some new
experience which forces to do something new that can give a contentment.
Adams' equity theory – This is developed by Stacey Adams in this theory employees
compares themselves to estimate what they are getting as output against their inputs. They
compare themselves with those who are equally contributed as input in terms of education, skills
and knowledge. Initially they compares their input and outcome what they invest while working
in an organization agaisnt results. Then they focuses on others who all also similar to them. If
they finds that they are getting same salary and benefits then it motivates them but in contrast it
can demotivate them as well. While working at 2M Group Limited every employees gives their
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time, efforts, loyalty, commitment, determination, skills and coordination with other employees
to attain their task. They also put enhances their comfort zone while working in organization, in
order to complete their task they performs actions and adapt various things that can encourage
them to complete their task on time. They expects to get equal outcome against their input efforts
(McShane and Von, 2013). They estimate input ration with the results and then they also
differentiate with others if they find themselves less than others at that time they feels depressed
and demotivated. That's why it is essential to treat every employee equal so that they can be
satisfy with their job and work with full of zeal to attain objectives and goals of the organization.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
There is difference between an effective team and ineffective that are described below -
Effective Team Ineffective Team
 In an effective team every individuals
involved due to a common interest that
and willing to attain a task in
coordination.
 They all shares their point of views
through open discussion to take a
logical decision.
 In a group leadership is also not
restricted to a person rather leadership
depends on situations. Entire team
leads to achieve a goals by improving
performance.
 On the other hand side, an ineffective
team establish a perception and defend
themselves against original idea.
 There are lack of objectives that causes
to tensions and conflicts because
member does not listen each other.
 They are only focused on themselves
and that's why it does not get success.
Tuckman theory - It was established by Bruce Tuckman. It has five different stage that
develop an effective team through forming, storming, norming and performing and adjourning.
These stages are given below -
Forming – This is the first stage in which members are pooled together to form a team.
A team consists of 5 or 6 member and all of them are experts in their field. The core purpose of
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forming a team is to attain a task by these team members. They are quite strangers and do not
know anything about each other (Colquitt, Lepine and Wesson, 2011). That's they struggled to
get familiar with the group to attain the given task. But at this stage they does not have any
information that what they needs to do. At this time, it is leaders responsibility that give them
some work so that they can perform their task with group members and communicate with them
as well (Li, Liang and Crant, 2010).
Storming – As this is the second stage, group members are aware about each other. But in
this state, conflicts will be arise because individuals are focuses on themselves and they wanted
to show their expertise. At this stage, people may blame to leaders because they does not give
support teammates and wanted to lead group by displaying their knowledge.
Norming – After previous stages, team members are very well known about knowledge,
specialization and skills. Their conflicts will be resolve and they will start appreciate collegues.
This will become their strength because they will respect point of view and perception of group
members and follow leaders instruction.
Performing – Team's progress depends hard work and satisfaction level of people. If
each team member is confident plays their role in an appropriate way then it will be leader can
assign them responsibility to accomplish their task. In this phase problems will be solved
frequently as they pops up.
Adjourning – This is last stage when team's success will be celebrated after completion
of all tasks. The team structure can also be dissolve after a long time of hard work.
This is how an ineffective team can be formed effective team to attain a task and their
achievement should be taken in positive manner.
Belbin theory – It studies about behaviour of individual in a team. In order to study
human behaviour, Belbin studied on nine roles such as co-ordinator, shaper, implementer,
completer, resource investigator, team worker, plant, monitor evaluator, specialist that an
individual plays while working in an organization. All of these roles are important to accomplish
a task in a definite time (Ashkanasy and Humphrey, 2011).
TASK 4
P4 Apply concepts and philosophies of organisational behaviour.
An organisation entirely depends on leadership because they directs their employees to
do perform a task to attain objectives and goals of company. A leaders plays a vital to guide their
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sub ordinates and over come hurdles that can restrict them to grow. A path goal theory is shows a
leaders behaviour and it is mentioned as below -
Path goal theory: This theory was developed by Robert House. According, to him
employees in a organization should be encouraged in order to achieve the pre-determined goal of
the 2M Group Limited. In a simple language, it can be said that this theory simplify the path, so
it becomes easy for employees to know where they stand and for what hey need to do to grow in
a company. Moreover this theory states that it removes the barriers that become the hurdle for
them to achieve the desired aim. Additionally it signifies that they encourage their workers from
time to time and reword them for their better work performance. Path-goal-theory follows four
style of leadership strategy in order to achieve the objective of the organization and they are as
follow:
Supportive leadership: Under this type of leadership style,the leader create a friendly
environment and shows a concern for their subordinates. The main purpose of adopting such
style is to make workers feel as they are just like the family members to them. This is best usefull
when the employees feel hazardous and boring (Umphress, Bingham and Mitchell, 2010).
Directive leadership: Under directive leadership style approach the leader keeps on
directing and giving appropriate guidance as an when required by the employees. Moreover it
provide a specific scheduled timing for their specific task assigned to them.
Participative leadership: In this type of leadership style the employers takes into
consideration their subordinates view points while taking any decisions. This approach is best
useful when they feel that their subordinate members are talented and their advice and ideas can
result a growth in the form of revenue generation.
Achievement-oriented leadership: This leadership style is best to use when the work
provided is complex. Additionally it is appropriate when the employees need self-improvement
by giving challenging task (Elangovan, Pinder and McLean, 2010).
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CONCLUSION
From above report it can be concluded that organization behaviour is a way in which
employees interact within a corporate culture. Charles handy culture is most beneficial
culture that can give positive results to organisation. In addition, power and politics
are important if they are using in optimistic way. Further, motivational technique can
be used to encourage employees and effective team can also be develop to achieve a
task. REFERENCES
Books and Journals
McShane, S. and Von Glinow, M., 2013. M Organizational Behavior. New York, New York:
McGraw-Hill/Irwin.
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performance and commitment in the workplace. McGraw-Hill Irwin.
Li, N., Liang, J. and Crant, J.M., 2010. The role of proactive personality in job satisfaction and
organizational citizenship behavior: A relational perspective. Journal of applied
psychology. 95(2). p.395.
Ashkanasy, N.M. and Humphrey, R.H., 2011. Current emotion research in organizational
behavior. Emotion Review. 3(2). pp.214-224.
Umphress, E.E., Bingham, J.B. and Mitchell, M.S., 2010. Unethical behavior in the name of the
company: The moderating effect of organizational identification and positive
reciprocity beliefs on unethical pro-organizational behavior. Journal of applied
psychology. 95(4). p.769.
Elangovan, A.R., Pinder, C.C. and McLean, M., 2010. Callings and organizational behavior.
Journal of Vocational Behavior. 76(3). pp.428-440.
Bolino, M.C., Klotz, A.C., Turnley, W.H. and et. al. 2013. Exploring the dark side of
organizational citizenship behavior. Journal of Organizational Behavior. 34(4). pp.542-
559.
Carpenter, N.C., Berry, C.M. and Houston, L., 2014. A meta‐analytic comparison of self‐
reported and other‐reported organizational citizenship behavior. Journal of
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Fisher, C.D. and To, M.L., 2012. Using experience sampling methodology in organizational
behavior. Journal of Organizational Behavior. 33(7). pp.865-877.
Podsakoff, P.M. and House, R.J., 2013. Leadership effectiveness: Past perspectives and future
directions for research. In Organizational behavior. (pp. 55-92). Routledge.
Pieterse, A.N., Van Knippenberg, D., Schippers, M. and et. al., 2010. Transformational and
transactional leadership and innovative behavior: The moderating role of psychological
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James, L.R. and Williams, L.J., 2013. Causal models in organizational behavior research: From
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Routledge.
Online
Hierarchy of Needs, 2018. [Online]. Available through
<https://www.psychologytoday.com/us/blog/hide-and-seek/201205/our-hierarchy-needs>
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