Organisational Behaviour Sample Assignment David & Co

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
TASK 2............................................................................................................................................6
P2. Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................6
TASK 3............................................................................................................................................9
P3. Explain what makes an effective team as opposed to an ineffective team...........................9
TASK 4..........................................................................................................................................10
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation......................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is a survey of ascertaining how an individual behave in an
organisation. This is a type of human tool for the benefits of humans. This can be said as the
process of building such theories that can be use to understand, predict and for controlling the
behaviour of employees in a firm (Ashenden and Sasse, 2013) . David & Co. is taken as the
chosen organisation in the present report, as this company belongs to food and beverage industry.
The company offers certain items of food such as bakery products, vegetables and fruits, etc. The
present report will emphasizes on the impact of culture, power and politics on the behaviour of
peoples in the organisation. Along with this the leaders and managers of an organisation will
motivate the employees to attain the desired business goals. In addition with this, the cooperation
and coordination is necessary in workplace, so the discussion on effective cooperation with
others in organisation is also going to be discussed. At last the report will be wind up by
applying the philosophies of organisation behaviour in certain business situations.
TASK 1
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Organisational behaviour is the process of evaluating the performance of an individual as
well as group along with their activity in an organisation. This process provides a way and
directs to run an organisation in an effective manner. The purpose of organisation behaviour is
to motivate the employees and maintain the interrelations in the company. Through this, the
organisation can determine the nature of the employees within an enterprise (Carlos Pinho,
Paula Rodrigues and Dibb, 2014) . There are some elements which influence the individual as
well as the behaviour of a team such as politics, organisation culture, power, etc. To understand
the organisation culture of David & Co., they use the concept of Handy Culture model. The four
components of this model affects the behaviour of individual and team, which are explained
below -

1. Organisation Culture – To understand the concept of Handy culture model, firstly it is
necessary to know about the culture of organisation. Organisation culture can be formed
with the assumptions, fundamental beliefs, values and the certain ways of interacting with
the peoples in an organisation. This culture decides in which way the employees are
interacting with the peoples at workplace. This impact the individual and team of an
organisation, therefore in respect of David & Co. the Handy Typology is used which help
them to improve their performance level and to reduce the high turnover rate. The
Components of this typology is mentioned below-
 Power Culture : The organisation which perform their operations at small level
used to follow this culture. In an organisation, the few peoples have the power to
take any decision such as the CEO, Board of directors and the senior management
of the company (Coccia and Cadario, 2014) . In similar way, in respect of David
&Co. the decisions are taken by the high authority and the task are assigned to the
employees by their superiors only, by this process the company can effectively
achieve their business goals.
 Task Culture : This Culture provides the flexible working structure to an
organisation. In this, the certain tasks are assigned to the staff members by their
managers, and the employees have to perform their task in a effective manner. By
this type of organisation culture, the task are performed in an effective time
frame.
 Person Culture : In this type of organisation culture, the company is run by the
individual as every employees sees themselves in the place of owner, and then
they work accordingly. Therefore, this type of culture can be risky for the David
& Co. as if the individuals started to work as according to their choice then they
can take the decisions as there own only, and this can decrease the performance
level of an organisation (Coccia, 2014) .
 Role Culture : In this type of culture, the roles and responsibilities are assigned to
the employees according to their qualification and working performance. So that
they can effectively perform their duties and able to achieved their desired goals.
In context with David & Co. the individuals are delegated with set of authorities
in a formal structure.

In order to achieve the specific goals and objectives, David & Co. uses the Power Culture
of Handy Typology. As this type of culture helps in enhancing the performance level of
organisation. In this, the decisions will be taken by the higher authorities as they have the power
to assign all the tasks to the employees.
The Impact of Organisation Culture
In context with this, there are positive and negative impacts that affect the culture 0of an
organisation. These are mentioned below :
Positive Impact Negative Impact
If the manager of an organisation treat all the
employees equally, then this culture and
environment of company will gain the
performance level and reduces the high
turnover rate as then all employees will work
with motivation to get reward. In context with
David & Co. by this the company will able to
attain their goals and can improve their
presence in the marketplace.
If the culture of an organisation is weak then
the individual as well as team will get
demotivated. Therefore, it is necessary for the
company like David & Co. to establish the
strong organisation culture which can result in
enhancing the productivity of organisation (De
Vasconcelos, Gouveia and Kimble, 2016) .
The Impact of Politics
If the manager of any organisation involves themselves in any unethical issues to gain the
profit, then this is the against to the law, which create politics in the workplace. So, in context
with the politics in an organisation, the positive and negative impacts are as follows -
Positive Impact Negative Impact
The employees of David & Co. execute an
unique and specific idea, which is beneficial
for the company. By this, they enhance their
performance level and get motivated to work in
an effective manner.
Using the information of the staff members,
without their permission for the growth of the
company, to take David & Co. at new level can
have negative impact on the performance level
of the organisation.

The Impact of Power
Power – This includes authority of an individual to make decision on regular
basis which is favourable for employee’s behaviour and organisation tasks for achieving goals in
appropriate manner. It is power of a person through which they can order other workers to
compete particular project correctly with attaining better outcomes.
The Top most management of the organisation have the power to motivate their
employees in attaining the desired goals and objectives in an effective manner (Harper, Randall
and Rouncefield, 2012) . There are certain powers used by the managers to encourage their
employees in order to enhance the growth of the organisation, which are as follows - Reward Power : The reward is given to the staff members of the organisation by the
managers as according to their working performance. The reward can be in the form of
cash or the motivation by their seniors (Hashim and Wok, 2014) .
 Coercive Power : The managers also have the power to penalize their employees by
giving them demotion and threat of suspension.
Positive Impact Negative Impact
The positive impact of the power in an
organisation is that the employees get
motivated towards their work, which is
beneficial for the company in enhancing their
probability and productivity.
The negative impact of power is that the
employees can get demotivated with the
strictness and punishment given by the higher
authority, which will result in decrease the
performance level of organisation.
Politics - The politics refers to behaviour and procedures in employee interactions which
consisting power as well as authority which is helpful to take decision on daily basis that effects
on behaviour of staff members. Moreover, it can be considered as an efficient tool in order to
assess the operational capacity.
Politics is a set of activities performed by government of a nation or by an organisation. This
have huge effect on working of an organisation like David and Co. For example, change in
taxation policies of government of nation will leads to affect the working and profitability of
David and Co., same as change in employment rules in an organisation affect the working of
their employees.

Hofstede’s cultural dimension theory – This can be described as an effective framework
which is used in cross cultural communication. It was primarily developed by Geert Hofstede
which defines the impact of culture of society on values related to behaviour. However, it
include several factors such as power distance index, individualism vs. collectivism, uncertainty
avoidance, masculinity vs. femininity, long term orientation vs. short tern orientation and
indulgence vs. restraint. It is helpful to analyses the employee values which help to make
favourable policies or norms in order to maintain suitable organisation structure and environment
that support to behave properly at work place. In context of David and Co. they can apply this
model in respect of maintaining correct organisational behaviour which impacts positively on
overall performance.
TASK 2
P2. Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context
Motivation can be defined as the process of stimulating peoples to actions to attain the
desired goals. Motivation means needs, desire and wants of an individual. To achieve the desired
business goals and set of objectives, it is necessary for the organisation to recruit highly skilled
employees. This is crucial for a firm as because all the employees are responsible towards their
work and give their best for the achievement of the business targets. The various companies uses
different motivation theories to encourage and motivate their employees (Hyde, Harris and
Boaden, 2013) . In the similar way certain theories are used by the David & Co. to motivate their
staff members. The theories are as beneath -
1. Content Theory – In this theory of motivation, the organisation should understood the
needs of employees while motivating them for the achievement of goals. This theory is
used when the managers are motivating their staff member to improve the performance
level of organisation. Under the content theory of motivation, David & Co. follow the
Herzberg's two-factor Theory, which is explained below :
Herzberg's Two-factor theory – The founder of this theory was Frederick. This theory is also
known as motivation-hygiene theory. In this theory of motivation, there are certain factors which
motivates the employees of a firm and can reduce their dissatisfaction. Some of those factors are
as follows -

 Hygiene Factor – These are those factors which are essential for the
employees unless they get de-motivated. This is the major factor which
influence the behaviour of an individual as well as the team of the
organisation. David & Co. should focus on the hygiene related problems
of employees, as by this the employees get motivated and can work well in
the firm (Kazemipour band Mohd Amin, 2012) . The company should
focus on certain needs of the staff members such as Physical needs,
security and safety needs, etc. By fulfilling these needs, the employees as
well as employer will get benefits and can work effectively to achieve the
goals and objectives.
 Motivational Factor - These factors are those which motivate the
employees to work hard to attain their targets. This factor is crucial for an
organisation, as it is necessary to focus on the needs of the employees and
to resolve their problems which are faces by them. David & Co. can use
the techniques thorough which the employees get motivated such as giving
them reward, increasing their salary, which help them in enhancing their
performance level.
Illustration 1: Herzberg's Two-factor Theory

Strength- This theory lays emphasis on motivation coming from within the staff
members themselves rather than focussing on external factors.
Weakness- This theory does relate the job satisfaction and employee productivity which
is more important for both organisation as well as workers.
Mcclelland's need theory : This content theory use to say that each and every individual have
their own needs, which David & Co. have to fulfil so that their employees can perform well. This
theory of motivation depends on 3 basic needs of a human :-
1. Power : According to this, there are many people which have need of power, and they
need position according to their power, so that they can influence and induce the
behaviour of others.
2. Affiliation : There people need lots of love from other, so that they can give their best
towards organisation.
3. Achievement : There people are highly risk takers and also love to achieve in their life, if
organisation can provide them opportunities of achieving something can they can give
their best to organisation.
Strength – The Mcclelland theory of motivation has a strength that tasks are provided to
employees according to their actual needs which encourage them effectively.
Weakness – This theory consist weakness that it will not focus on basic requirements of staff
members which is important for every individual.
2. Process Theory – This theory is all about change in behaviour which influence the
needs of an employee. This theory mainly emphasizes on the idea of how an
organisation changes and develops (Process theories of motivation, 2009-2019) . This
can be better understand by the Vroom's expectancy Theory of motivation, which is
used by David & Co. -
Vroom's Expectancy Theory : This theory was founded by Victor Vroom in 1964.
This theory mainly focus on process and content of motivation by integrating needs
and equity. This helps the managers to motivate their staff members by evaluating
three factors, which are elaborated below -

 Expectancy - In this, the employees expects that their efforts will result in
acceptable performance or not.
 Instrumentality : In this, the employees believes that their performance
will produce the desired outcomes in the form of rewards.
 Valence : In this, the employee is expecting to achieve the reward in the
form of cash, promotion, etc.
Strength – This theory recognises individual differences in work motivation and suggests that
encouragement is a complex process which clarified relation between individual &
organisational goals.
Weakness – It does not provide specific suggestions which motivate people working in
organisation.
Goal setting theory : This is a motivational theory which is used by organisations like
David & Co., so that they can set some goals for their organisation and also for their employees.
This will help employees in gaining some goals which they have to achieve so that they can gain
some thing in their life. This also help them in getting motivated, and also leads to improvement
in their performance.
Illustration 2: Vroom's Expectancy Theory of motivation

Strength – It provide clear plans and increase awareness which helps people to motivate for
improving performance to gain better outcomes.
Weakness – This theory creates pressure on employees which results improper performance of
people which is not favourable for organisation as well as workers.
TASK 3
P3. Explain what makes an effective team as opposed to an ineffective team
Employees are most important for an organisation as they are the valuable asset of the
company. Every firm should utilise this resources in an appropriate manner so that they can
attain the goals and objectives (Muchiri, Cooksey and Walumbwa, 2012.) . For this the division
of effective team is essential, as by this the employees can communicate with other peoples who
are working under David & Co.. The effective teamwork can be defined as making an effort
together in order to attain the desired business goals and set of objectives. The types of team are
as beneath -
1. Effective Team – In an effective team, the goals are set which are to be achieved by the
team. The employees are giving and working in an effective manner to achieve their
targets. They all are honest towards their work and work in a collaborative working
environment.
2. Ineffective Team – In an ineffective team, no goals are set. Along with this employees
do not work in an collaborative manner, due to this conflicts an d disputes occur among
staff members. Also, the employees are not honest towards their work and also lack of
understanding of goals is missing.
A comparison chart have been drawn between effective and ineffective team, which is as
mentioned below :
Effective Team Ineffective Team
In this, goals are clarified and modified so that
the best possible match between individual
goals and the group's goals is achieved.
In this team, members accept imposed goals
and these goals are competitively structured so
that each member strives to outperform the
others.
In this team, there is two-way communicative,
and the open and accurate expression of both
In this team, one-way communication is there
and only ideas are expressed, feelings are

ideas and feelings is emphasized. suppressed or ignored.
Group discussion are very important for an
effective team, Therefore decisions are taken
by all the team members in a collaborative
manner.
In this, decision is taken by only the higher
authorities like CEO, Board of directors, senior
management, etc.
Overall Turnover of David & Co is £10M to £20M. This company deal in food and
beverage sector. In order to enhance the profitability, the senior management is looking forward
to maximise their business operation in other geographical locations. In order to attain their
desired target there is need to create effective team by which organisation can increase their
profitability and productivity (Robbins and et. al., 2013) .
Tuckman's Team Development Model
In respect of this, Tuckman theory has been outlined below :
1. Forming : In this stage of the model, the work is assigned to the employees of David &
Co. and also the information related to the employees who are going to perform this
work.
2. Storming : At this stage, team presents plans, ideas and position at right place. Also the
conflicts and disputes arises at this stage.
3. Norming : In this the team agrees to a specific plan in order to accomplish the goal in set
time frame. All the employees work in an collaborative manner by following the plans
and rules which are recommended by manager of David & Co.
4. Performing : At this stage the team members of David & Co. will start performing their
tasks and in this company focus on common goals and try to achieve them.
5. Adjourning : In this, the leader of David & Co. will directly help the team in order to
accomplish the desired goals which will benefit them in upcoming future.
Belbin's theory : Dr Meredith Belbin use to give a team development theory, which is as
follow :-
1. Resource investigator : This use to investigate about the curiosity nature of an employee,
so that they can find some innovative ideas.
2. Team worker : Help individuals to identify the goals and also lead them in performing
accordingly.

3. Co-ordinator : They work to manage the team and work in that team according to their
goals.
4. Plant : they are employees who are very creative and have ability to solve complex
problems.
5. Monitor Evaluator : These are person who use to monitor the team and make decisions
according to it.
6. Specialist : They are person with depth and specific knowledge.
7. Sharper : They are person who keep motivating teams so that they do not loss their focus
from their goals.
8. Implementer : They use make plans and strategies which are workable in special
conditions.
9. Completer finisher : Used in the last of work, so that the work get polished and errors get
reduced.
TASK 4
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation
There are some pre determined goals in an organisation which they operates and these
objectives can be achieved by the efforts made by the whole enterprise (Thomson and Van
Niekerk, 2012) . It is very important for A David & Co. to have a systematic team structure
which will be effective for the achievement of goals and objectives. So, it is the duty and
responsibility of the managers of the company to provide proper guidance, instructions and
directions to the employees along with important informations which is required for the
achievements of the objectives. Team members should be motivated and proper rewards should
be given to them for their performance (Wang and Ritchie, 2012.) . Managers of the
organisations considers some factors which are as follows:
1. Integrity: For creating an ethical and safe environment for work which helps to
strengthen the internal relationship of the employees. It is the most basic need which is
needed by the staff of the organisation. Integrity is provided by leaders of the team as it is
the part of leadership.

2. Responsibility: On the basis of employees skills, capabilities, talent, and its ability to
perform a work, managers assign duties, roles and responsibility to their staff. It is the
most important part of any organisation to perform its tasks and achieve the objectives in
a systematic manner (Weng and et. al., 2015) .
Path goal leadership theory : This theory also known as the theory of leader effectiveness Or
Path-Goal Model , developed by Robert House , in 1971 and revised in 1996. path-goal
leadership theory was developed to describe ways that help in encouraging leaders and
supporting their followers to achieve the goals by setting a clear path . This theory helps in
specifying the leaders style and behaviour which is best suited in the work environment to
achieve the goals. The goal of this theory is to increase an employee's motivation , empowerment
and satisfaction . Path goal theory comprises of four styles which includes achievement -oriented
, directive , supportive and participative leader behaviours (Wong, Wong and Ngo, 2012) . This
theory can be applied to the organisation effectively to achieve day-to-day objectives with
specified time period .
Employee characteristics : For the evaluation of employees performance, experience is
considered as the base. Manager of A David & Co. assigning duties to their employees on the
basis of their talents, skills, ability of performing a work. Managers need to motivate their staff
for completing the work on time allotted by their heads.
Task and Environmental Characteristics : If the leader start supporting their employees,
team started working in an effective manner without any hurdles. Managers of A David & Co.
should ensure that, the employees have enough support from their team leaders which will
motivate them to perform their task well.
Leadership styles - There are different types of leadership styles which affects the performance
of the employees. Some of the leadership styles are discussed below: Achievement : Managers of A David & Co. follows this style to motivate the employees
by giving them rewards and awards for their performance. This leadership style helps in
retaining the employee's for a long period of time. Participative : Leaders of A David & Co. ensures that all the employees of the
organisation actively participating in the team work which is assigned by the team leader.
This will help in increasing the current performance to achieve the standard performance.

 Directive : Directive leaders focus on their own opinions and experiences. This is the
most common theory which is used by most of the leaders in today's world (Wood and et.
al., 2012) . Leaders of A David & Co. should follow this style to achieve the
organisational goal and objectives. By using this leadership style one can build co-
ordination among the employees.
 Supportive : In this leadership style, leaders supowledport their employees which helps
them in achieving the set standards. Leaders of A David & Co. follows this leadership
style and encourage their employees in all possible ways which helps them in the
attainment of organisational as well as individual goals.
Contingency theory of leadership : This is a style of leadership which leader of A David & Co.
can adopt. According to this theory, there is no specific style for leadership which a leader have
to adopt. The style which can give result in specific conditions are the best style for the leader in
such conditions.
Leadership behaviours :-
1. Task oriented : This is a type of leadership, which is used by leaders according to their
tasks, so that the goals and objectives can get achieved.
2. Supportive leadership behaviour : This is leadership behaviour, where leader just not only
assign the tasks to their team, but also support them until the task get completed.
CONCLUSION
From the above mentioned report, it has been concluded that organisational behaviour is
an essential part of a firm, which is necessary for the company to attain their targets. There are a
elements whi9ch influence the organisational behaviour in which the culture of organisation is
been explained effectively by applying Handy's typology, also the power and politics elements
are also discussed in the above report. In addition with this the different motivational theories are
explained in order to encourage and motivate the employees in order to attain the desired goals
and can improve their behaviour within the organisation. On the other hand, the concept of
effective team and ineffective team is mentioned in the above report. At last the report had been
ended by explaining the philosophies of organisational behaviour within an organisational
context.

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