Organizational Behavior and Leadership Analysis

The provided assignment is an analysis of various concepts and philosophies related to organizational behavior. It discusses the importance of perceived organizational support and embeddedness in connecting socialization tactics to commitment and turnover among new employees. The assignment also explores the relationship between emotional intelligence and organizational citizenship behavior, as well as the impact of organizational values on citizenship behaviors. References to books and journals are included for further reading.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysis of the way in which organisation's culture, power and politics influence
individual, team behaviour and performance..............................................................................1
TASK 2............................................................................................................................................3
P2 Evaluation of content and process theories of motivation and motivational techniques in
the achievement of organisational goals. ...................................................................................3
TASK 3............................................................................................................................................6
P3 Analysis of effective and ineffective teams...........................................................................6
TASK 4............................................................................................................................................8
P4 Application of concepts and philosophies of organisational behaviour................................8
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Organisational behaviour refers to the study of understanding people's actions in within
the group. It is used by the business entities to analyse the performance of employees and group
dynamics. The organisation which has been selected is A David & Co Ltd a UK based company,
started by Aurther David. The enterprise mainly deals in selling wide range of food and
beverages items such as fresh fruits, vegetables, bakery, dairy products and many more. It also
engages in innovating new ideas like effective delivery services to gain the attention of
customers (Allen and Shanock, 2013). In the following report influence of culture, power and
politics has been discussed at first, afterwards key factors to motivate employees, concepts,
philosophy of organisational behaviour and role played by the HR manager are being studied.
Apart from that effective and ineffective teams have also been discussed.
TASK 1
P1 Analysis of the way in which organisation's culture, power and politics influence individual,
team behaviour and performance
HR manager of David&Co Ltd creates an obligation to analyse the culture of
organisation in order to improve the performance of business. It is important to understand the
complexity of human behaviour so that they can be motivated. This will help in improving the
productivity and effective growth of business. Influence of culture can be studied through
Handy's model which explains that there are four classes of culture:
Power culture- Power is usually held by those who holds certain position or status in the
society. In the organisation few individual has complete control over functioning of business.
They take decisions as to what and how things will be done. A David & Co can adopt this culture
by managing and controlling every single aspect regarding how tasks are being performed by the
employees.
Role culture- It is based on rules and regulation created by the organisation for
controlling purpose. These are established to clearly define roles and responsibilities of
individuals to avoid conflicts and confusion. Under this chain of command is followed in
decision making which makes long and slow process (Allen, 2017). This culture could also be
adopted by A David & Co Ltd to maintain proper hierarchy in the organisation.
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Task culture- In this type of culture group of people take measures to address problems
and ensures the progress on project. It is highly based on group dynamics as the appropriate
decisions can only be taken if there exist mutual understanding between team members. This
culture can be adopted by A David & Co Ltd to maintain cooperative environment in the
organisation.
A David & Co Ltd has been growing leaps and bounds because of it's task culture as
members enjoys dealing with challenges on daily basis with the help of mutual understanding
and friendliness amongst the workforce. Each member of team is given equal opportunity to put
forward their views and ideas, this helps in influencing the behaviour of individual in positive
manner. Therefore task culture is associated with advantages like efficiency and increased
productivity in performance of team members (Ye, 2012).
Politics
This factor negatively impacts the behaviour of an individual along with team members
as politics in organisation pushes people to put their self interest above the organisational
interest. Therefore it can act as roadblock in the growth of organisation. A David & Co Ltd can
deal with this aspect by ensuring that no rumours should be entertained also proper investigation
needed to be done in unforeseen situations to understand the roles played by members their
perceptive and things that went wrong (Borkowski, 2015).
Power
Power lies in the hands of strong and powerful individual, within the A David & Co Ltd
this factor can moderately affect the employees behaviour. Too much exertion of power by top
management can create fear and rebellion amongst individuals on the other hand not having
enough control can cause irresponsibilities. It also impacts team behaviour as they would not be
able to take decisions. In both the situations efficiency of business will be affected therefore
balance should be maintain by decentralising power appropriately in the workforce.
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TASK 2
P2 Evaluation of content and process theories of motivation and motivational techniques in the
achievement of organisational goals.
HR managers of A David Co Ltd evaluate the ways to motivate individual and teams
with an aim to achieve organisational goals. The two main modules which are being used to
analyse the behaviour of employees are as follows
Content Theory- This theory explains why the changes occur in human's needs. It is
important to understand the reasons behind fluctuations in wants of individual so that key for
their motivation can be identified (Borman and Motowidlo, 2014). Once the factors that impacts
the motivation is known they can be used to persuade employees to perform better. It's main part
is Maslows's theory that studies the human psychology which helps in providing knowledge
about ways to motivate employees. That's why it is termed as motivation technique. The five
stages of human needs that are arranged in hierarchical manner under this model are as follows:-
(Source: Maslow's theory, 2018)
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Illustr
ation 1: Maslow's theory, 2018

Psychological Needs- The basic biological needs of humans such as food, clothing,
sleeping etc. If such needs are not satisfied human's will stop functioning. These are important
for the individual survival therefore it is essential to fulfil them. A David & Co Ltd provide
sufficient rest during working hours to it's employees. This helps in increasing the motivation
and productivity of workers (Maslow's theory, 2018).
Security Needs- The second stage of hierarchy consist of safety needs. Humans feel the
need to be secure in an environment hence there are certain measures taken by A David & Co
Ltd for the protection of their employees. The company provides insurance, financial
accommodation in case of any accident and disability. These are the reasons that employees feel
comfortable working for this organisation (Neves and Eisenberger, 2014).
Self Belonging- These are related feeling of belongingness and acceptable in the humans.
Such needs can be satisfied through actions and response which makes an individual feel like he
is part of family or society. Employees of A David&Co Ltd gets motivated through this they are
allowed to give suggestions and opinions freely like they are a part of family.
Esteem needs- These are associated with satisfaction of human's ego and self esteem. A
David&Co Ltd employees feels motivated with the fair and respectful treatment by their
colleagues as well as management.
Self actualisation needs- The final stage of hierarchy is concerned with realising actual
potential of employees. It describes the needs of achieving everything that one's desire. This is
vital to understand as it helps in establishing reward based system in the organisation so that
employees can be motivated. A David&Co Ltd evaluates such needs and provides equal
opportunities to it's employees related to achieving a respectful status in the organisation.
From the above mentioned points it can be seen that organisation can achieve it's goals by
analysing the core needs of humans as Maslows's theory studies the psychological aspects.
Understanding the satisfaction of employees on every level can help in increasing the growth of
the business (Dunn, Dastoor and Sims, 2012).
Process theory- It refers to analysing the psychological and behavioural process of
motivating employees. The main purpose of this theory is about finding answers of how to drive
individuals in the organisation. Vroom expectancy theory is one of it's part that explains how an
employees skills, abilities and experience can influence the performance of employees. The
three main elements of this theory are as follows:-
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Expectancy- This aspect is based on employee's belief that increasing the effort will be
helpful in generating high performance. Expectations differ from person to person thus it is the
duty of organisation to identify resources and direction that employees need in order to improve
efficiency in the organisation. A David&Co Ltd effectively manages communication channel
with employees that helps in discovering needs their requirements.
Valance- This factor is concerned with the emotional attachment an employee hold with
expected outcome. Therefore determining what rewards should be given to an employee to
motivate him further is essential. A David&Co Ltd provides extrinsic elements such as money,
time off , promotion to those who desires them while offers intrinsic elements to others.
Instrumentality- It is associated with the perception of employees regarding
achievement of rewards. They need to be given assurance on outcomes by making them aware
about it through effective communication and building trust. A David&Co Ltd maintains
transparency in the process which provides clear understanding to employees.
All the above described vroom expectancy theory points provides clear understanding of
employee's mindset about the their individual goals. These are used to by the management in
achievement of organisational goals by analysing employee's preferences and providing them
appropriate opportunities accordingly.
TASK 3
P3 Analysis of effective and ineffective teams
HR manager of A David &Co Ltd is responsible for maintaining an effective cooperation
amongst workforce. For this purpose mangers ensures clear understanding of effective and
ineffective teams
Effective teams- These are those where each and every individual is contributing
towards the completion of project. Proper communication should be present so that different
ideas and suggestions can be put forward. All the members give their best and coordinate their
efforts with others which leads to avoidance of conflicts and confusion. This helps in improving
performance of group as effective teams keeps a check on the progress made on the project and
take alternative actions to improve team performance (Gulbinas and Taylor, 2014).
Ineffective teams- It refers to those when there is presence of lower productivity on the
part of members. Such teams will not be able to perform effectively and achieve targets in timely
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manner as they suffer from lack of commitment, harmony and trust with other members. It
creates a negative impact amongst the employees and at the end affects the organisation as
whole.
Tuckman's model can be used by the A David & Co Ltd. for the development of the
teams. It explains how the progression can be made on improving the performance of teams and
turning them from ineffective to effective. The four stages of this model are as follows:
Forming- This is the first stage which is concerned with dependence on leader in terms
of providing direction and guidance to the members. Manager of David & Co Ltd makes
decisions regarding every aspect from setting objectives and maintaining relationships amongst
the team members. Therefore leader plays significant role in this phase as this requires effective
decision making.
Storming- As per this stage different individuals possess distinctive personalities this can
create hurdles in the functioning of teams. Clarity of purpose is vital factor which needs to be
establish by manager in order to maintain harmony and commitment towards completion of task.
A David & Co Ltd should focus more on this aspect by constantly reminding team members
about goals and mission. In case of conflicts they should be made to deal with the disagreements.
Norming- This phase is associated with identifying the strengths and weakness of each
member. Managers of A David & Ltd has takes complete understanding of employees potential
that are part of project team and assign task to individual based on their skills and characteristics.
Appreciating members for their qualities helps in achieving targets in an appropriate and timely
manner.
Performing- under this stage employees become aware of what task that they need to
perform and how to complete it without anyone's supervision. Managers does not usually
interfere during this as it requires no involvement of them. A David&Co Ltd provides assistance
to team members when requires otherwise they perform confidently on their own (Hogan and
Coote, 2014).
Difference between effective and ineffective teams
Effective team Ineffective team
Discussion is one the key element of effective
team. Members takes initiative and contributes
individually. Different opinions, views are
Ineffective team suffers from lack of open
discussion as members do not feel the the need
to take initiative and discuss freely on matters
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considered and appreciated with others(Wu and Lee, 2017).
Decisions are taken after listening and
analysing everyone's view points. Agreement
of every individual is given priority under this.
Here decisions are not taken on mutual basis
rather these are usually influence by ego and
power of superiors.
Problems are solved effectively at an
appropriate time with the involvement of
everyone.
Here solving problems is major issue as the
team members are involve in blaming others
instead of collectively thinking about actions
that can be taken.
TASK 4
P4 Application of concepts and philosophies of organisational behaviour
A David & Co Ltd HR manager applies variety of concepts and philosophies of
organisational behaviour. These are important to be used for the motivation of employees in the
organisation. For example if the organisation is dealing with conflicts amongst workforce these
concepts and philosophies are used in overcoming this situation.
Concepts of Organisational behaviour are as follows:-
Relationship building- This is one of the concept that deals with behaviour of superior
towards the subordinates. Being an effective manager it is important to be cordial with the
employees and maintaining strong relationship with them. This helps in bridging the gap
between management and workers. They will be more comfortable in giving suggestions and
sharing their problems. A David & Co Ltd. Superiors apply this concept to overcome situation of
conflicts by providing constructive feedback to employees when they are not performing as per
standards this leads to improvement in their performance level. Hence this concept should be
applied by every organisation for the growth of business.
Goal setting benefits- As per this concept goals should be set after collaborating with
employees. It ensures high level of performance in the organisation as workers agreed to do their
part and are given certain amount of authority. This concept is applied by A David & Co Ltd
through effective control and administration while dealing with business situations (Ifinedo,
2012).
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Managing diverse workforce- This concept is related to managing the people of
organisation that comes from different society and cultures. Various conflicts occurs due to this
therefore A David & Co Ltd. resolves such matters by being acceptable and showing warmth
towards employees. Their religion and ethnicities are respected in this organisation.
Philosophy of organisational behaviour refers to core values and belief of company that
provides direction to the business. These are the guidelines which helps the management in
taking effective decisions about what their position is and where they want to reach. For example
google is known for it's corporate philosophy of encouraging friendly environment amongst the
employees. In the same way A David & Co Ltd aspiring to become top brand believes indulging
itself in the social responsibility in order to do so various charity events are also organised by
this company. It requires high quality leadership and management to support and stand by their
belief. The two types of philosophies are as follows:
Contingency philosophy- According to this mangers prepares and plan for the business
in advance for the future contingency. A David & Co Ltd handles unforeseen situation of conflict
between the management and workers by hearing point of view of both the parties and then
taking decisions accordingly.
System Philosophy- It refers to the scientific study of systems being part of corporate
world. It helps in discovering relationship between the functions and parts of whole environment.
A David &Co Ltd understands it's system very well therefore this helps in solving conflicting
business situations such as ongoing clashes between the workforce by using humanistic and
scientific efforts.
Path goal theory- This refers to the process of choosing appropriate behaviours and
leadership style as per the suitability of employees and organisation for the purpose of achieving
goal. Leaders of A David & Co Ltd. uses this approach in situations of conflicts by guiding
workers in to the right directions and making them aware about fulfilling the objectives.
There are four styles of leadership which the managers can adopt:-
Participative style- This styles is associated with behaviour of leader where he ask for
suggestions and feedbacks before taking final decision (Lutz Allen, Smith, and Da Silva, 2013).
A David & Co Ltd managers can use this style by involving employees on various matters and
asking for their opinions.
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Supportive style- under this style leaders makes sure that employees are satisfied, their
needs and preferences are given utmost importance. This style can be used by the mangers of A
David & Co Ltd so that efficiency and productivity of employees can be increased.
Directive style- As per this leadership style employees are given direction about what
how tasks needed to be done. Managers of A David and Co Ltd can adopt this style as this helps
in provides clarity and avoid confusion (Turnipseed and Vandewaa, 2012).
Achievement style- This style leaders encourages employees by setting challenges which
they have to achieve in particular period of time. A David & Co Ltd can use this style as it helps
in achieving the targets in an effective manner.
A David & Co Ltd has adopted achievement style this is the main reason that it's workers
are well prepared , motivated and actively participates in solving every day situations.
CONCLUSION
From the above report it has been concluded that organisational behaviour studies the
humans behaviour individually and when in groups. It is used in the organisational context as it
is important for the business to analyse the employees behaviour and deciding what can be done
to motivate them. Theories like Maslows's helps in understanding the ways human needs varies
on the other hand vroom expectancy theory is used in explaining the expectations of employees.
Further analysis of effective and ineffective teams explains the ways they impact the working
environment. Being in business managers has to manage diverse workforce and deal with
various uncertainties hence concepts and philosophies of organisational behaviour helps in
providing knowledge to resolve various matters.
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REFRENCES
Books and journals
Allen, D. G. and Shanock, L. R., 2013. Perceived organizational support and embeddedness as
key mechanisms connecting socialization tactics to commitment and turnover among
new employees. Journal of Organizational Behavior. 34(3). pp.350-369.
Allen, N. J., 2017. Organizational commitment in the military: A discussion of theory and
practice. In Organizational Commitment in the Military (pp. 237-253). Psychology
Press.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Borman, W. C. and Motowidlo, S. J., 2014. Organizational citizenship behavior and contextual
performance: A special issue of human performance. Psychology Press.
Dunn, M. W., Dastoor, B. and Sims, R.L., 2012. Transformational leadership and organizational
commitment: A cross-cultural perspective. Journal of Multidisciplinary Research
(1947-2900). 4(1).
Gulbinas, R. and Taylor, J. E., 2014. Effects of real-time eco-feedback and organizational
network dynamics on energy efficient behavior in commercial buildings. Energy and
buildings. 84. pp.493-500.
Hogan, S. J. and Coote, L. V., 2014. Organizational culture, innovation, and performance: A test
of Schein's model. Journal of Business Research. 67(8). pp.1609-1621.
Ifinedo, P., 2012. Understanding information systems security policy compliance: An integration
of the theory of planned behavior and the protection motivation theory. Computers &
Security. 31(1). pp.83-95.
Lutz Allen, S., Smith, J. E. and Da Silva, N., 2013. Leadership style in relation to organizational
change and organizational creativity: Perceptions from nonprofit organizational
members. Nonprofit Management and Leadership. 24(1). pp.23-42.
Neves, P. and Eisenberger, R., 2014. Perceived organizational support and risk taking. Journal of
managerial psychology. 29(2) pp.187-205.
Turnipseed, D. L. and Vandewaa, E. A., 2012. Relationship between emotional intelligence and
organizational citizenship behavior. Psychological reports. 110(3). pp.899-914.
Wu, W. L. and Lee, Y. C., 2017. Empowering group leaders encourages knowledge sharing:
integrating the social exchange theory and positive organizational behavior
perspective. Journal of Knowledge Management. 21(2). pp.474-491.
Ye, J., 2012. The impact of organizational values on organizational citizenship behaviors. Public
Personnel Management. 41(5). pp.35-46.
Online
Maslow's theory. 2018. [Online]. Available through:
<https://www.simplypsychology.org/maslow.html>
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