Understanding Organizational Behavior

This assignment delves into the complexities of organizational behavior, examining various aspects such as organizational citizenship behavior, employee attitudes towards change, work motivation, and the influence of ethical leadership. It utilizes a range of scholarly sources to analyze these concepts and their implications within organizations. The assignment encourages critical thinking and application of theoretical frameworks to real-world organizational scenarios.

Organisational
Behaviour

Table of Contents
TASK 1............................................................................................................................................1
P1. Influence of organisation's culture, politics and power on individual and team behaviour
and performance.....................................................................................................................1
TASK 2............................................................................................................................................3
P2. Theories of motivation and motivational techniques for attainment of goals..................3
TASK 3............................................................................................................................................6
P3 comparison between ineffective and effective team.........................................................6
TASK 4 ...........................................................................................................................................8
P4 Concept and philosophies of organisation behaviour within organisation.......................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................10

INTRODUCTION
Organisational behaviour is an important part of company which is helpful in creating
good atmosphere (Andersson, Jackson and Russell, 2013). . It is mainly how people interact with
each other and their relationship. This theory is used by human resource department in
organisation and for gaining maximum output with optimum use of resources . This report is
based on 4com plc Telecommunication Company which is named in top 20 companies in the last
four years. It is a medium sized organisation incorporated on 15th January 2008 with £20M to
£30M turnover. Below mentioned project is divided in four tasks in which first consists of
influence of organisational culture, power and politics on team or individual behaviour and
performance. Secondly, motivational theories and techniques which help in achieving company’s
goals will be explained. Third task is about what makes a team effective and ineffective. Fourth
and the last task studied about applying philosophies and concepts of organisational behaviour
within 4com plc.
TASK 1
P1. Influence of organisation's culture, politics and power on individual and team behaviour and
performance
In 4com plc, its culture, policies and power play a vital role which directly affect
individual and team behaviour and performance. In every company, people are from different
culture so while making decisions, senior manager takes care of all these things. Groups and
team should be created according to employee’s qualification, capabilities, specialisation, skills
and knowledge. So, they can help in achieving 4com plc’s goals efficiently and effectively or
personnel working together understand each other and agree to work on the common goal.
Politics and power are work of senior or top level department they make rules, regulation and
responsibilities for every employees. These three points affect organisation’s day to day
activities of each department in every manner (Ashkanasy,and Humphrey, 2011).
Organisational culture- It includes sharing of organisational values, beliefs,
assumptions and the way people have to behave in organisation. Every company has its own
different culture which gives guidelines and boundaries regarding the way to behave in 4com
plc. Atmosphere or culture of firm plays a vital role in performance of team members and their
behaviour. Because positive things assist in building good environment within organisation as
well as help in maintaining good relation within team members.
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Organisational Politics- These are the guidelines and rules on which employees or
organisation have to work. It is a written official document which shows mission and values also
through lights on plans, instruction and processes that everyone have to follow and work
according to that. Moreover, it have positive impact on team members and their behaviour
because they find guidelines to work on it. This will assist them in conducting their daily basis
activity in effective manner and help in accomplishing goals and objectives.
Organisational Power- It is the capability of company to influence and get work done
from employees. Top management has power in organisation for decision making. Apart from
this, employees also have some power according to their job specialisation or they can share
views and opinions (Avey, Palanskiand Walumbwa, 2011). if team member will get their role
and responsibility as well as perform work according to the power then it will result in building
positive behaviour of them.
Effects of organisational culture on individual and team are highlighted as below:
Influence of culture- Culture of company plays a vital role in the overall growth of
organisation and its employees because environment is a tool which helps in motivating
personnel for job and make them flexible for working.
Illustration 1: Shaping Organizational culture
(Source: Shaping Organizational Culture, 2017)
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Below mentioned are three classifications of organisational culture as given below:
 Power- As per this culture of 4com plc, telecommunication company plays a crucial role
in encouraging personnel for working according to the rules and regulations decided by
individual who is having power of all these. This is mainly work of manager and board of
directors of company.
 Role- Organisational culture also helps in assigning individuals or team role that what
they have to do and the way to do same. Job should be assigned according to employee’s
specialisation, skills and knowledge.
 Task- In this element, leaders and managers assign task or give targets to employees
according to their job specialisation or likes and dislikes so that they can complete their
work without any problems. This will motivate them and they are satisfied with their job.
Apart from this, culture of organisation consists of many rules and regulations according
to which everyone has to work for firm’s benefits ( Bolino,and et. al., 2013.). On the other hand,
politics and power of organisation give a wide impact on behaviour of team These are
implemented on employees by top level management and they don't ask to personnel weather
they are agree with it or not. Major objective of 4com plc is to serve better communication
technologies for the betterment of themselves and customers to perform all these things and
maintain a strong brand image in market board of directors have to decide some rules and
regulation. So that employees work take responsibilities to follow these rules and work according
to that for satisfy customers’ needs or wants. The person who have power they can easily done
their work with others.
TASK 2
P2. Theories of motivation and motivational techniques for attainment of goals
In organisation, employees are specialised in their working area but still require
motivation which encourage them for doing work more efficiently and effectively. This will help
them in achieving 4com plc goals and objectives. Motivation and encouragement can be in the
form of money or in form of rewards, promotion and performance appraisal. High authority of
4com plc appoint well skilled and expertise for motivating or encouraging staff and subordinates.
There are two methods which help leaders in motivating the employees:
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 Internal: Better communication and involving employees in decision making process,
work assigned according to their capabilities or specialisation motivate them to do work
efficiently and effectively. If personnel achieve their personal objectives and gain greater
satisfaction
 External: In this element, leaders use external forces for motivating employees. These
can be rewards, bonus, promotion, performance appraisal, salary increment, tour and
vacation, etc.There are various motivational approaches also given by management
researchers and many more authors are coming which new tools or theories which help in
encouraging employees of 4com plc. Hence, two theories are given by the scholar like
Maslow’s hierarchical theory, Herzberg's and Alderfer Adamas, etc. These are classified
into two parts which are given as below-
 Process theories: - with respect of this author explain how person is directed or self-
addressed problem for accomplishment of organisation process.
 Content theories: - According to this, it focuses on individual needs and wants to satisfy
and encourage them as well as these should be related to motivation. Apart from this, it
also helps organisation for its growth.
Motivational theories are explained as below:
Maslow's Need Hierarchy theory: This theory is given by Abraham Maslow in his
paper of 1943. Theory frame work is done according to an individual’s needs and wants. The
same motivational theory is divided in five parts. Apart from this, theory structure is from lower
to higher. Hence, employees and other staff requirements are classified as below- Physiological needs- These are the basic requirements of human beings which are
necessary for their survival or lives (Choi, 2011.). Physiological needs conceders all
these points: water, food, clothes, air, shelter and sexual instinct. All are important
without all these human body cannot work properly.
 Safety needs- These can be financial and other safety needed by employees working in
4Com plc. Security can be physical in terms of war, natural disaster, abuse, etc. as well
as other is economic or financial safety which includes lack of job opportunities,
insurance facilities, bank accounts and many more things.
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Illustration 2: Maslow's Hierarchy of needs
(Source: McLeod, 2017)
 Social belonging- This need is necessary for the person of every age. These include
friendship, intimacy, family, etc. If employees are satisfied then they can concentrate and
focus on work assigned to them in organisation.
 Self-esteem- This includes status, importance and respect from the people working with
them or also from higher authority. All these help in motivating and encouraging
employees.
 Self-actualization- This is the end part of motivation theory in which needs and wants of
employees are included (Carpenter, Berry,and Houston,2014).
Herzberg's two factor theory- This motivation theory was given by psychologist
Frederick Herzberg which gives workplace satisfaction to employees and encourage them in
various ways. It is also known as motivation-hygiene as well as process theory. Two factors of
this theory are explained as below:
 Motivators- Example of this is challenging work, responsibilities and involvement in
decision making that give positive satisfaction to employees related to their work.
 Hygiene Factors- Job security, salary, fringe benefits and vacations, these are the tools
which help in encouragement. There is requirement of expertise to motivate employees.
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Alderfer's ERG theory- Clayton Alderfer is the philosopher who introduced this theory
which includes physiological and safety needs of Maslow theory. It is motivational process
theory and requirement in this is divided in three categories that are described as below:
 Growth needs- This term includes promotion of workers according to their working
capabilities.
 Relatedness- All the employees working in company having satisfactory relation with
each other.
 Existence- This element includes responsibility of manager to check employee’s physical
fitness weather they are fine or not.
TASK 3
P3 comparison between ineffective and effective team
Team is simply group of people formed by leader or manager of different skills to
perform a specific task assigned to them. The same is very important for organisation to perform
task efficiently and effectively with minimum use of resources. Size of the team should be proper
according to the requirement of person to perform a task. Sometimes team formed by manager of
4com plc can be effective or ineffective (Colquitt and et. al., 2011).
Effective team:- team which is formed for achieving common goal. Conducting group is
common in today day world for achieving organisation goal and objective. If it is formed
properly then is effective for company and help in personnel motivation, maximum profit or also
increase productivity.
Ineffective groups- Member of this group don't have good relation with each other even
they are not involved in sharing their problems or issues to each other because these kind of
groups are dependent upon their leaders and in this team there are chances of conflicts even on
small issues. These kind of groups are sometimes not every company have these kinds of groups.
Apart from this, there are various team formed by manager for performing various task
these team as explained below according to department- Functional Team- In every organisation there are departments which perform some
specific function same 4com plc also have these department are like manufacturing,
marketing, sales and distribution etc. therefore, persons working in this are expertise of
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the same field and they have to report manager of department for any issues or problems.
Four types of roles are played in this are explained below-
1. Team Leader:- he/ she is the person who take decision related to a particular group and
member of the same team have to follow their instructions and guide lines (Lazaroiu,
2015).
2. Record keeper:- this is the important element which help in taking future decisions. There
is a person who perform all these task are specially hired by company. Record keeping
consist data related to particular department, summary of meetings.
3. Progress chaser:- there should be one member in team who maintain records of task
allotted to team and also time that how much time is taken by them to complete particular
task.
4. Document controller:- Document are important for present as well as for future also so
their should be records of all important document. The person who controll and safe these
document should be loyal towards organisation.
 Problem solving group- every organisation have some problems and barriers for finding
solution of all these there is requirement of problem solving team in company. Main
purpose of building this team is for finding instant solution of barriers and problem
arises.
 Work unit- It means that a particular team is formed for a specific group of similar task.
So that they can perform special task required in particular period for welfare of
employees and also increase productivity of organisation or profit maximisation.
 Quality team- this team is formed for regular monitoring employees and checking
quality of their work. The same also have one more name is excellence team. These kind
of groups are formed for temporary basis (Colquitt and et. al., 2011).
Above mention teams are also in 4com plc for efficient working of their business to
achieve its goals and objectives.
Tuckman has introduced impressive and effective model for creating specific group.
Technique for developing team by Tuckman include four ways are described below:-
 Forming- group members are dependent on their manager or team leader who gives
them direction to achieve task and also assign them task.
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 Storming- personnel prove their talent and skills by their opinion and ideas when
decision making is going on. This help in bringing latest technology and can work on
updated equipments.
 Norming- responsibilities, duties and roles are divided between employees and decisions
are taken by the help of team members.
 Performing- in this team member perform their work without the help of leaders in
organisation. This will save time of superior authority in company.
From above things it has been assumed that if team members are mature and handle work
properly this will create positive relationship among all staff in 4com plc.
TASK 4
P4 Concept and philosophies of organisation behaviour within organisation
Organisation behaviour means who peoples behave and interact with each other in
company (Fisher and To, 2012). OB directly reflect image of organisation for outsides.
Behaviour of each and every member or team influence organisation behaviour because their
positive response result in accomplishing goals and objectives in effective manner. Concept of
the same are totally based on two elements are nature of people and nature of organisation. Both
are explained below- Nature of People: every person have different or some can be same character or way of
talking. Nature of individual gives direct effect on organisation behaviour. When talk
about nature at organisational level some major elements which effect nature of
individual are explained below-
1. Individual difference: every one should get equal right no one is especial to get extra
advantages.
2. Perception: they way a person shows things and having point of view other staff members
create their perception according to that for the same person.
3. A Whole person: 4com plc hire whole person for job only mind and knowledge cannot be
hired. Individual working in company have to separate his or her social and personal life.
4. Motivated Behaviour: these can be positive or negative and these can be done by team
leader or manager of particular department (French and Holden, 2012).
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5. Value of person: when employees work hard should be rewarded and encourage them or
can give them values so that they can gives their best as much as they can. Nature of organisation- it simply means what is organisation motive and for what it is
running. The same directly reflect image of company. Nature of enterprise can be
understand by these points-
1. Social system: there are two type of social system formal and informal.
2. Mutual interest:organisation and its employees having interest in each other because
without company personnel cannot survive or without employees firm cannot survive.
3. Ethic: this term simply includes values of employees, ethical treatments for individual
and team members.
Theories and approaches helps in understanding behaviour of organisation are explained
below-
Path goal theory: goal of this theory is to encourage employees and satisfy them so that
they will help in increasing productivity of organisation (Kinicki and Kreitner, 2012). This is
based on expectation theory and path goal theory was introduce by Martin Evans in 1970 and
after that development is done by House in 1971. apart from all these it is helpful in encouraging
employees behaviour towards organisation so that they can increase productivity of 4com plc
and maximise profit. It follow three steps in this are as follow-
1. Find out the employees and environmental characteristics
2. select a leadership style
3. focus on motivational factors so they will help in success of employees (Martinko,
Harvey and Dasborough, 2011).
in this task and environmental characteristics include design of the task, formal authority
system and work group. Apart from this employees distinguishing having elements like
experience, ability, locus of control.
above given are the concept and encouragement theory which is needed in 4com plc for
their welfare as well as for employees also. Job satisfaction is the only thing which help in
growth of organisation in present as well as for future also because brand image, maintaining
existing performance and customer satisfaction are necessary for competing with other
organisation.
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CONCLUSION
Above mention report conclude that organisation behaviour gives direct impact on
individual and team also. mainly this project through light on how culture, politics and power
influence employees performance in medium scale organisation like 4com plc. This assignment
reflect the culture of company gives its strong effect on success and how norms, policies , rules
and regulation . Through above report we have concluded that culture on enterprise have a very
influencing effect on their success as overall activities and work of their employee revolve
around their norms, rules and regulations and policies . This assignment explain vital role in
many theories in motivating and influencing members of the organisation by helping the
employee and employer to achieve their goal in defined time period finally it also explain a
efficient team in very useful for success for development and success of 4 com plc.
REFERENCES
Books and Journals
Andersson, L., Jackson, S. E. and Russell, S. V., 2013. Greening organizational behavior: An
introduction to the special issue. Journal of Organizational Behavior. 34(2). pp.151-
155.
Ashkanasy, N. M. and Humphrey, R. H., 2011. Current emotion research in organizational
behavior. Emotion Review. 3(2). pp.214-224.
Avey, J. B., Palanski, M. E. and Walumbwa, F. O., 2011. When leadership goes unnoticed: The
moderating role of follower self-esteem on the relationship between ethical leadership
and follower behavior. Journal of Business Ethics. 98(4). pp.573-582.
Bolino, M. C. 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
Organizational Behavior. 35(4). pp.547-574.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
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Colquitt, J. and et. al., 2011. Organizational behavior: Improving performance and commitment
in the workplace. McGraw-Hill Irwin.
Demir, M., 2011. Effects of organizational justice, trust and commitment on employees' deviant
behavior. Anatolia. 22(2). pp.204-221.
Fisher, C. D. and To, M. L., 2012. Using experience sampling methodology in organizational
behavior. Journal of Organizational Behavior. 33(7). pp.865-877.
French, S. L. and Holden, T. Q., 2012. Positive organizational behavior: A buffer for bad news.
Business Communication Quarterly. 75(2). pp.208-220.
Griffin, R. W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in
Law and Social Justice. 7(2). p.66.
Lu, X., 2014. Ethical leadership and organizational citizenship behavior: The mediating roles of
cognitive and affective trust. Social Behavior and Personality: an international journal.
42(3). pp.379-389.
MacKenzie, S. B., Podsakoff, P. M. and Podsakoff, N. P., 2011. Construct measurement and
validation procedures in MIS and behavioral research: Integrating new and existing
techniques. MIS quarterly. 35(2). pp.293-334.
Martinko, M. J., Harvey, P. and Dasborough, M. T., 2011. Attribution theory in the
organizational sciences: A case of unrealized potential.Journal of Organizational
Behavior. 32(1). pp.144-149.
Online
McLeod, 2017. [Online]. Available through<https://www.simplypsychology.org/maslow.html>.
[Accessed on 9th November, 2017].
Shaping Organizational Culture, 2017. [Online]. Available through
<https://courses.lumenlearning.com/boundless-management/chapter/shaping-
organizational-culture/>. [Accessed on 9th November, 2017].
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