Organisational Behaviour: Understanding Individual and Group Actions

This document provides an overview of organisational behaviour, focusing on understanding individual and group actions. It explores the theories and practices that enhance worker motivation and build effective teams. The document also discusses the impact of organisational culture, power, and politics on individual and group performance. Additionally, it covers the content and process theories of motivation and provides strategies for building effective teams and applying organisational behaviour concepts in a business context.

Organisational
Behaviour
1

EXECUTIVE SUMMARY
Organisational behaviour is majorly focused with understanding individual's as well as
group of individual action in order to provide one of best potentials in order to gain potential
outcomes. There are different types of theories as well as practices which assist organisation to
enhance their worker level of motivation and build one of most effective team by putting one of
best resources at right place for gaining potential outcomes.
2

Table of Contents
EXECUTIVE SUMMARY.....................................................................................................................2
INTRODUCTION................................................................................................................................4
TASK 1..............................................................................................................................................4
TASK 2..............................................................................................................................................9
TASK 3............................................................................................................................................13
TASK 4............................................................................................................................................16
RECOMMENDATION: ....................................................................................................................18
CONCLUSION .................................................................................................................................19
3

INTRODUCTION
Organisational behaviour is a study of group as well as individual’s performance within a
business organisation. It is an essential process of a firm that assist in determining the impact of
business practices upon target goals and objectives. The major goal of OB is to regenerate the
theory and develop a improved kind of concept which best fit for organisational life. Respective
report is based on the TUI group which is Anglo German international travel and tourism
establishment headquartered is in Hannover, Germany. It is regarded as one of the largest leisure,
travel and tourism institution in the whole world and it provides lots of services such as owned
their travel agencies, hotels, airlines and cruise ships and others. Respective report conduct study
on major aspects of the OB by analyse or evaluate the organisational Culture, power and politics
which directly influence the action of single as well as group presentation. Further it includes the
content as well as process theories of motivation in order to attain goals and objectives. It also
includes factors which builds a effective team by using theories and practices. At last it
elaborates the concepts and philosophies of OB in context of organisation and in business
situation.
TASK 1
Organisational behaviour is defined as set of various kinds of activities related with
management or actions that are majorly focused with perceptive, guessing and influencing the
activity of an individual in order to gain potential outcomes (Aggarwal, 2019.). To regulate
activities in an organisation they have their own organisational culture, power and politics for
positive outcomes that are as follows:
Organisational culture:
Organisational culture is defined as shared value, assumptions and values which governs
the way people behave within the arrangement for attainment of goal as well as objectives
(Aldrich and Wiedenmayer, 2019.). In context of TUI group they frame a specified work culture
in order to get positive results in positive manner by using specified theory and practices that are
as follows:
Handy's model of organisational culture:.
4

Charles Handy, who is one of leading authority of organisational culture by deferred four
various types of culture which are described below:
Power culture:
In context of respective culture, power resides in the few hands that possess the power to
influence throughout the whole organisation. There are very few rules and regulations prevail
and who decide what happens (Buchanan and Huczynski, 2019.). In context of TUI group they
by using respective power they can take quick decisions in order to remain always competitive in
marketplace. Power culture an impact negatively and positively both upon individual and team
behaviour in an organisation. As power of decision making can impact positively upon
individual and their working activities. Furthermore, in a group it also takes place in order to
enhancing values of each individual. Power culture in an organisation impact on the behaviour of
individual as they gain orders from authority which helps to lessen down conflicts and amends
their working situations. Respective kind of culture enhance motivation level as they manager
direct report to the leader which directly motivate employees and team within the organisation.
But on other hand size is very big problem that find very difficult for too many activities and
control events properly.
Role culture:
Organisation with role culture based on the rules which are highly controlled in nature. In
respective kind of culture each and every individual properly acknowledge their roles and
responsibilities which enables to give one of their best efforts. In context of TUI group by giving
one of their best efforts by determined the position of an individual in organisational culture.
With the help of respective culture in organisation people can be able to give one of their best
efforts as individual acknowledge about tasks and duties for which they are accountable. Further
team with specialised skills formed that are able to put one of their best efforts in right direction
to gain potential outcomes. While people are responsible for their work they accordingly
rewarded that directly enhance their motivation level in positive manner. In it people are selected
to execute roles in satisfactory level as it frowned upon.
Task culture:
Task culture forms when teams are formed by addressing their specific problems or
concerns. Task culture is very much important attribute in which power resides in hands of teams
by elaborating problems or projects (de Oliveira, Cavazotte and Alan Dunzer, 2019.). In
5

context of TUI group by determining the skills and level of competency required to bring
theories into practice by right mix of skills, personalities and leadership to gain incredible
productivity and creativity. Task culture is an effective aspect in which teams should be formed
to solve out some specific concerns or issues so in team the individuals selected on various skills
and attributes that build motivation level and while team achieve their objectives it directly
enhances their motivation level positively. On other hand control in respective kind of culture is
very much difficult for gaining potential outcomes.
Person culture:
In person culture, individuals considered as one of the most valuable part of an
organisation. The organisation culture is just the collection of individuals that happen to be
working for same organisation. In context of TUI group they consider human resource is very
much valuable assets in order to enhance their level of motivation. In person individuals are
consider as one of most precious assets that assist in enhancing organisational productivity
effectively. When individuals build a team to solve some specific concerns then it automatically
enhances motivation level in order to gain potential outcomes positively. The another major
aspect that it rarely found in organisations and it seen as people encounter who prefer respective
culture in their organisation.
From the above discussion it has been summarised that culture is very much important
for an organisation as they use power culture by coordinating and managing the works and
activities by occupying power in just few hands so that they can take quick decisions. Culture
within the organisation affects on the performance of the individual as well as organisation as
positive work culture influence to employees in order to give one of their best efforts.
Organisational Power:
organisational power refers for the ensuring employees commitment and compliance
within the organisation. Respective activity helps to avoid resistance in among the employees for
bringing harmony within the organisation. In context of TUI group they apply various theories in
order to reap important outcomes that are as follows:
there are majorly five kinds of Power as per the French & Raven that are as follows:
Coercive power:
It is defined as power that is based upon coercion or threat which means that someone is
forced to do something against their will (Di Stefano, Scrima and Parry, 2019.). This power is
6

used by the dictators, despots and bullies. It is the result of physical harm although its principle is
compliance. In context of TUI group they rarely used such kind of power to influence the
individual and team behaviour as it impacts negatively. By using such coercive power in which
negatively apply power to influence the behaviour of an individual which adversely impact on
the motivation level of an individual as well as team. By using threat organisation tried to
enhance motivation level of their employees for gaining potential outcomes. Respective power
increases the turnover rate within the organisation.
Reward Power :
Reward power is one of the main reason for which an individual works which is money
that are essential to running life smoothly. There are various kinds of ways to give reward such
as promotion, bonus, increment and many more. In context of TUI group they use such power to
influence the behaviour of individual and team in positive manner. As it is the primary need of
employees to earn a lot and get promotion so in that regards they give one of their best efforts.
Respective kind of power proved very much essential to enhance motivation level of an
individual as well as organisation as when they provide fair incentives, salary packages and
promotions, flexible working hours and many more that directly enhance motivation level of
individual as well as team to give one of their best efforts for gaining potential outcomes.
Legitimate power:
Legitimate power in which power resides in role for an example King, police and
managers posses respective power (Islam, Ahmed and Ali, 2019.). As it come from the higher
power and people follow the position not individuals in order to gain potential outcomes. In
context of TUI group they possess some positions that come under such position in order to
regulate activities of individuals. In respective kind of power organisation provide an individual
as well as team the authority to coordinate the works and activities that plays crucial role to
improve in productivity level and motivation. With the help of authority an individual could be
able to moderate activities and actions in positive manner. So respective kind of power proved
beneficial for organisation in order to gain potential outcomes.
Referent Power:
Referent power which is person liking in others and to be like them. That is power of
charisma and fame that possess by celebrities and social leaders. In context of TUI group within
the organisation there are some people who build their personality by put one of their best efforts
7

and able to influence the behaviour of others in order to gain potential outcomes. Respective kind
of power helps to enhance motivation level that an individual and team by creating charisma in
front of people that helps to coordinate works and activities of another which directly contribute
in gaining potential outcomes.
Expert power:
Expert power come from the knowledge and skills that required in an individual and basis
for a large proportion of human collaboration. In context of TUI group they by providing training
and development to their employees in order to develop expertise within the people as it proved
beneficial for them to gain competitive advantage. By using respective power organisation can
be able to dominate the outcomes and control activities as when an individual proficient in
specific skills and capabilities it directly enhance performance as well as motivation in giving
one of their best efforts to remain competitive in marketplace.
In context of TUI group they use reward power in which they to motivate people in order
to gain potential outcomes and influence their behaviour in order to gain competitive advantage.
By using the reward power employees gain motivation and inspire to give one of their best
efforts in order to gain potential outcomes.
Politics of an organisation:
Politics also known as office politics by using the power and social networking within the
organisation for achieving changes in order to reap the benefits of organisation as well as
individual within it (Javed and et.al ., 2019). It influence to the individuals by serving their
personal interest in order to gain potential outcomes.
In context of TUI group there are some kinds of effects on the organisational works and
activities that are that politics within the organisation lowers the output of an individual and
eventually lower down the production capabilities. In context of TUI group politics negatively
affects on their overall goals and objectives in order to gain potential outcomes. While politics
prevails within the organisation individual find difficulty to concentrate on their work as they are
more interested towards spoiling image of others in front of superiors. In context of TUI group
they resist to apply politics within the organisation due to its negative effects on their working.
Politics within the organisation affects very negatively and directly influence the behaviour of an
individual as well as organisation as they are not able to give one of their best efforts. It has
been critically analysed that Power, culture is very much essential for an organisation as all leads
8

towards enhancement of the productivity of an individual in order to remain competitive in
marketplace (Khan, Khan and Gul, 2019.). On other hand due to the positive culture within the
organisation employee’s should be able to give one of their best efforts. By using power
organisation can enhance motivation level of their personnel in order to reap important
outcomes.
Recommendation:
It has been recommended that for an organisation as well as individual power, culture and
politics plays very much crucial role. With the help of it organisation can enhance the level of
productivity, motivation level in order to remain competitive in marketplace. It has been
recommended that for respective organisation have to always work on their culture as
performance of individuals directly related to it. By using various theories and practices they can
improve their level of performance.
TASK 2
Motivation is one of the most important aspect for an organisation and it is the
responsibility of management to create willingness among the employees to perform their best in
order to gain potential outcomes (Kim and et.al ., 2019.). To maintain level of motivation in
personnel it is very essential to apply various theories such as content and process theory of
motivation that are as follows:
Content theory of motivation:.
In content theory of motivation consist of major theories that are as follows:
ERG theory of motivation:
Alderfer provides majorly three steps or classes of needs that are existence, relatedness
and growth that are as follows:
Existence needs:
Respective kinds of needs includes the basic material required for existence of a human
being on the earth that includes the physiological and physical safety needs that give satisfaction
to an individual to live its life in peaceful manner. In context of TUI group by accessing needs
and wants at every tier of life provides satisfaction to them. They by taking feedbacks from their
employees so that they can share their views and organisation promptly can take actions in
positive manner to satisfy their present as well as emerging needs to remain competitive in
9

marketplace. So it is very crucial for them to evaluate needs and wants of employees to gain
higher level of productivity from them.
Relatedness needs:
For an individual needs significant kinds of relationship and love, belongingness and
always strive to reach at public frame and gain recognition. In context of TUI group they by
giving social recognition to them in order to compensate their higher needs.
Growth needs:
In respective needs consist of the self development, personal growth and advancement to
gain potential outcomes. In context of TUI Group they provide career growth by accessing their
needs and wants in specified period in order to gain potential outcomes.
In respective organisation people are suffered from the low packages that enhance their rate of
turnover, in that scenario organisation by using respective theories and practices gather important
information to reach at conclusion in positive manner.
The major advantage of respective theory of motivation that it is more consistent with the
knowledge of theory as individual differences existed among people. As difference people have
various importance of groups of needs which rely on education, family background and cultural
events. It also takes the strong points of earlier content theories but less restrictive.
There are some kind of limitations also that it has not clear cut guidelines that helps to
satisfy needs of an individual in positive manner.
Herzberg Two factor theory:
Respective theory also known as motivation hygiene theory that states that within
organisation there are some factors (Motivating factors) which brings job satisfaction and on
other side some cause dissatisfaction (Hygiene factors) (Latham, 2019.). If hygiene factors in
which includes salary, working conditions, work environment, safety and security are unsuitable
at the workplace which makes an individual unhappy. On other hand motivating factors which
enables to enhance job satisfaction level and reason of personal growth and respective factor are
effective then it directly motivate an individual (Leary, 2019.). In context of TUI Group they use
Hygiene theory to ensure that employees are not dissatisfied so that they can give one of their
best efforts in organisational development and enhancement.
Respective kind of theory proved beneficial for organisation while people feel lack of
some necessary amenities within the organisation. In that regards it is very much crucial for them
10

to report to management. In that regards respective organisation by using various theories and
practices of motivation to remain competitive in business.
The biggest criticism of respective theory that motivators and hygiene factors are
described as an independent and guidance that measured or evaluated on distinctive scales.
Which create negative effect in front of organisation in order to gain potential outcomes. On
other hand it proved beneficial for organisation in order to enhance motivation level of
employees that give one of their best efforts in gaining goals and objectives positively.
Process theory of motivation:
The process theory of motivation consisted no. of theories that are as follows:
Vroom's expectancy theory:
Respective theory of motivation focusses on the process and content of motivation by
integrating needs, equity and reinforcement theories.
Expectancy:
In respective theory person believe that if more efforts put on work will results in
success. In that regards the major responsibility of organisation to connect in between the efforts
and performance for gaining potential outcomes.
Instrumentality:
It is defined as belief of people where there exist close relationship among activity and
goal. If an individual perform well they will automatically will get reward (Lee and et.al .,
2019.). In context of TUI group they provide targets to their employee’s so that they can give
one of their best efforts in order to achieve desirable outcomes.
Valence:
It states that degree to which an individual valued their rewards as it is the result of
success. In context of TUI Group they by applying one of respective tools into their organisation
provide motivation to their employees in order to gain potential outcomes.
Respective theory of motivation proved beneficial for organisation while people not
ready to put one of their best efforts as they assumed that they not gain adequate results for it.
The positive side of respective theory that it helps in enhancing the expectation of employees by
giving proper reward and incentives to them. It provide them proper goals and objectives that
trigger their level of motivation in proper manner. But on other hand that theory not practically
come into practice without any active participation of manager in gaining potential outcomes.
11

Adam's equity theory of motivation:
Respective theory of motivation states that people feel motivated if they are treated in
equitable manner by receiving the fair for their efforts and costs. In the workplace a worker put
their inputs in form of job by giving their education, efforts, energy and expects some form of
outcomes such as reward, promotions, verbal recognition and challenging tasks in equal amount.
If an individual treated unequally then it impacts negatively on their performance and potential
outcomes. The inequality exists when an person not might gain potential outcomes that affect
negatively on their level of performance. In context of TUI group they provide equal
opportunities to the people in order to enhance their motivation level for gaining potential
outcomes. There are majorly three kinds of exchange relationship which arise while individual
inputs/ outcomes are compared with the other persons that are:
Overpaid inequality:
Respective situation arise when an individual perceives that their outcomes are more
compared with inputs in comparison to others.
Underpaid inequality:
when an individual perceived that outcomes are less compared with the its inputs in
relation to others. Respective activities hinders the self interest of an individual in giving one of
their best efforts in positive manner.
Respective theory of motivation proved beneficial for organisation when people not treated in
equal manner that enhance their dissatisfaction level within the organisation. So it is very crucial
for organisation to treat people in proper manner so that they can give one of their best efforts in
organisational as well as self development. Respective theory of motivation is one of most
effective tool to react against inequality at work place so that employee’s can give one of their
best efforts in organisational development in positive manner. But on other hand it hinders self
interest of employees as perception level of them vary from person to person in order to gain
potential outcomes.
From the above description it has been summarised that motivational techniques proved
beneficial for organisation in order to gain potential outcomes by accessing their strength and
weaknesses for eliminating gaps.
12

The major issue with the equity theory that it does not take into account the differences in the
needs, values and personalities which hinders organisational motive to access their satisfaction
level.
It has been critically analysed that motivation is very much beneficial for an organisation
in order to motivate and gain higher level of productivity with in organisation to remain
competitive in the marketplace (Liebowitz, 2019). On other hand the major issue with the
motivation is to that it is very much hazardous for organisation to evaluate the motivation level
of individual as it vary from person to person in order to reap crucial outcomes.
TASK 3
For an organisation to accomplish the works and activities it is very much essential to
organise their workers that helps to improve their level of productivity by identifying the new
approaches organisational goals and objectives in positive manner (Manuti and Giancaspro,
2019.). For TUI group they frame teams as per the specified goals and requirement of project in
order to gain potential outcomes in positive manner. To gain important insights it is very much
potential to evaluate the difference in between the effective and ineffective teams that are as
follows:
Basis of difference Effective teams Ineffective teams
Underlying goals In effective team the task of
the objectives in within the
group is well understood and
accepted by all the members in
an organisation.
In ineffective team the things
which are very much difficult
to understand about group task
is and their objectives.
Member contributions In effective team they by
conducting the lot of
discussion in which they
collaboratively participate by
giving one of their best efforts.
In effective team very few
people participate in the
discussions as their
contribution are off the point.
Decision making In an effective team most of
the decisions are taken by
individual by considering
In an ineffective team,
decisions are taken
prematurely without analysing
13

views of other team member or
by analysing each situation
effectively.
any situation.
Interdependency In effective team,
interdependency is use in a
positive manner so that target
objectives of firm can be
achieved.
In this type of team,
interdependency is not used in
effectively.
The major areas of team effectiveness and ineffectiveness that effective teams work with
collaboration and put one of their best efforts in order to gain potential outcomes. On other hand
ineffective team, they not use proper way to communicate with one another which hinders their
self-interest.
In order to build effective team there are various kinds of theories and practice prevails one of
them are as follows:
Tuckman's team and group development Model:
Forming:
Forming is in which people are know each other and tasks for which they are accountable
to gain potential outcomes. In respective stage people avoid the conflicts with one another
because they accepted the group norms and objectives. In context of TUI group they by framing
the team by giving proper knowledge and information to one another in order to gain potential
outcomes. E.g. the teams becomes ineffective they are not clear about their job related tasks and
what is expected from them. To makes teams more effective, managers and leaders clearly
communicate individual and team job duties, goals and tasks to all staff which results in effective
communication which leads to increased satisfaction and productivity as everyone is clear about
what is expected from them. The major effective attribute that they share roles and
responsibilities to one another but they are not clear about their goals and objectives that hinders
their self interest.
Storming:
In respective stage people feel safer as they push themselves towards the boundaries in
order to reap outputs and some sort of conflicts begin to erupt in organisation that hinders their
14

self interest in order to gain potential outcomes ( Phillips, Hossain and Koblinsky, 2019).
Some kind of clashes occurs due to the different kind of personalities and difference in their
working methods. They set some kind of safe guards for gaining potential outcomes that are
effective aspect but some sort of conflicts arise within organisation that hinders their self interest
negatively.
Norming:
Norming stage of team development in which plans combined with one another by
setting timelines to contribute one of best efforts with help of skills. In respective stage team
members needed to go with their ideas in order to reap important kind of outcomes. The effective
attributes that they done work in set time period that helps to gain potential outcomes in specified
time period but their ideas vary from one another in respective stage that are attributes of
ineffectiveness.
Performing:
Team in that stage ready to perform as they are now stable and goals are clear for them in
order to reap important outcomes. In that aspect team has by developing the processes that work
for the team and follow them in positive manner. By performing teams by getting job done with
the help of minimum supervision and conflicts in order to reap important outcomes. The
effective attribute that is they are give one of their best efforts by setting goals and objectives and
ineffective aspect work done in minimum supervision hinders their self interest to gain potential
outcomes.
Adjourning:
Respective is the fifth stage of team development that related to the wrapping up task and
team break down into different parts. As in respective stage team enjoy their routine and build
good relationship with one another (Schmitz, 2019.). In context of TUI group they by following
the whole stages of team development build one of most effective team in order to gain potential
outcomes. The ineffective is team break down into different aspects as they avail their routine
tasks.
From the critically evaluation it that respective theory is very much flexible and revised
theory that used by groups who are knowledgeable. On other hand respective theory is
undemocratic in nature and the method can fail if the leader has flaws.
15

The main advantage of Tuckman's Theory is that each and every people participating in
team work are liable to express their own ideas and opinions in effective manner. It also able to
make opinions of other team members to be heard so that best solution can be provided.
Similarly, on other hand, disadvantage of respective theory is that all members working
in team does not agree on same task and perform it in right way. The team does not focus on
work, goal and listen to leaders as each of them show their own power and rights.
TASK 4
For an organisation it is very much essential to understand the consumers needs and
wants as it plays very much crucial role to gain fruitful outcomes from them. In context of TUI
group which is an well known travel and tourism service provider operates at large scale. To
elaborate the organisational behaviour it is crucial to choose theory and philosophy that are as
follows:
Situation: TUI group is a travel and tourism firm. Presently, the respective company is facing
the issues related to disputes among staff members because of which its productivity as well as
profit get reduced. So, for solving this problems path goal theory have applied that is described
below:
Path Goal theory:
The path goal theory which based on the specific style of a leader or behaviour which
best fits with the employee and their working environment in order to attain desirable outcomes.
The main motive is to enhance employee’s motivation, empowerment and satisfaction level to
gain productive results within the organisation (Stewart, Courtright and Manz, 2019.). In
context of TUI Group they by applying the Path goal theory which provide one of the best
thought of process in that leader select one of best style of behaviour that suited best as per
employee’s needs and working environment. This includes 3 elements that are mentioned
below:
Leadership style:
In order to solve specified circumstances, the some leadership styles are utilised that are
mentioned below: Directive: This states staff regarding accomplishing of work as well as desires from them.
TUI group' leader have to guide its employees for solving disputes problems that
enhances within entities. Respective step helps to influence the behaviour of an
16

individual as leader direct their subordinates in gaining organisational goals and
objectives by putting one of their best efforts. Supportive: This develops happening as well as friendly atmosphere for its employees. It
mostly concentrates upon enjoyable environment to its subordinates. Respective step of
that model helps in enhancing level of productivity of employees as organisation provide
positive work environment in which every one can give one of their best efforts. Participative: This possess collaborative style as well as involves staff in developing
decisions. It prefer its conceptions and views before creating final decisions. The TUI
group has to adopt this style in order to resolve its disputes problems. In respective step
directly influence the behaviour of an individual as higher authority involve subordinates
in sharing their views and opinions in positive manner which enhance their motivation
level in giving one of their best efforts.
 Achievement- oriented: This forced its workers for conducting it in effective way as well
as develop higher baseline in order to manage performance and regular development. It
aids to resolve firm's problems. Respective step of theory helps to affect behaviour of an
individual by setting standards so that they put best efforts to achieve those standards
positively.
Respective theory states that there are no better way in front of organisation to lead a
company, or for taking a decision but use of optimal course of action after evaluating the internal
and external situations. In context of TUI group they before implementing theories and practices
keenly evaluate the internal and external factors that give them important insights for effective
decision-making by enhancing level of productivity.
Subordinate characteristics:
This states subordinates characteristics for the performance of task. Whole work have to
be performed effectively and efficaciously (Zhangandet. al., 2019). Few characteristics are
described below: Need for Affiliation: This is considered as staff who is from the team as well as perform
with supportive leaders that aids them to feel as a part of group. This helps to resolve
business problems. Preference for Structure: Subordinates requires effective rigidity as well as framework at
relationship and practices of work. It consider action and directive leadership style for
17

performance of work. With aids of appropriate structure, it may direct its staff to perform
appropriately. Desire for Control: It involves both external as well as internal control locus. If internal
one, staff believe that it may control events like disputes problems where as external one
faith in accountable for events which incurs among them. It aids in developing entities
decision making procedures.
 Self Perceived Level of Task Ability: This states as characteristics that shows the believe
of staff for doing work.
Environment Characteristics: This includes three elements: Task Structure: This states task framework that is needed for the performance of work. In
this, both supportive as well as directive style are utilised. In case whole work are in
systematized way thereafter there will be no enhancement into any problems such as
disputes. Formal Authority System: It involves policies, rules as well as control of company. This
assists employees regarding what to perform as well as not into several circumstances.
According system clarity, the leadership style is obeyed and problems are resolved.
 Primary Work Group: This is known as the support level, that staff obtain form
individuals who live near them or performing alongside. With the support of all
members, the issues of disputes are resolved effectually (Path-Goal Theory of
Leadership, 2018).
RECOMMENDATION:
From the above report it has been recommended that for an organisation it is very much
crucial to understand the behaviour of individuals as well as group of individuals in order to
provide one of best services to them. It has been recommended that organisation have to
understand the employee’s requirement on various basis as it hazardous to understand. Further
by taking feedbacks from employees organisation have to fill the gaps to build positive work
culture in an organisation as it is very crucial for them. To avoid politics from organisation,
management have to choose decentralisation of power as it hand over power in many people for
gaining effective outcomes.
18

CONCLUSION
From the above report it has been concluded that to understand the behaviour of an
individual is very much crucial for an organisation as well as individual in positive manner. To
give one of most positive working environment to the employee’s it is very crucial to understand
the attributes which most motivate to them by using various tools and techniques in order to gain
potential outcomes. In order to for an organisation to gain potential outcomes building one of
most effective team is crucial that should be possible after defining their roles and
responsibilities by using their skills and capabilities in order to gain potential outcomes. To gain
potential outcomes it is very crucial to build positive work culture and eliminate politics from the
organisation in order to gain potential outcomes.
19