Organizational Behaviour and Management Theories

The provided assignment focuses on organisational behaviour and management theories. It includes a list of research papers and articles that explore various topics such as employee motivation, leadership styles, organisational change processes, and workplace conflicts. The papers are sourced from reputable journals and publications, providing insights into effective management practices and organisational development. By examining these research papers, students can gain a deeper understanding of the complexities of organisational behaviour and develop skills to apply theoretical knowledge in practical contexts.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse the organisation power, culture and politics influence on individual and team
performance & behaviour...........................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluate motivation theories and its techniques....................................................................4
TASK 3............................................................................................................................................8
P3 What makes an effective team opposes to ineffective team..................................................8
TASK 4..........................................................................................................................................11
P4 Implement organisational philosophies and concepts..........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisation behaviour is a human behaviour pattern which gave impact on work within
groups as well as company. In this, it is very important that management should have proper
knowledge about every people of the firms in order to improve profitability and productivity
(Avey, Palanski and Walumbwa, 2011). In order to get proper Human Resource attitude in a
organisation, supervisor have to maintain equality among the employees. A David & Co Limited
is a medium sized organisation giving the products of foods and beverages. Company give fresh
goods which help in attracting higher numbers of buyers in order to increase its goodwill and
market image. Its products are fresh produce, dairy, bakery and many more. In this assignment
it includes the analysis of firms culture, power and politics influence on individual and team
performance as well as behaviour. Along with this, it also implementing concepts and
philosophies of organisational behaviour as well as process of motivating theories.
TASK 1
P1 Analyse the organisation power, culture and politics influence on individual and team
performance & behaviour
In firms, organisational behaviour play a very essential role within workplace. It is an
management duty to give and construct a positive workplace to employees in order to perform
work properly. In this, top authority of A David & Co Ltd formulate tactics as well as monitor
workers result in order to make modifications accordingly. It will assist them to have proper
knowledge about companies power, politics and culture which influence on performance and
behaviour of an team as well as individual. Therefore, supervisor have to manage these aspects
within the system in order to enhance organisation (Bolino and et. al., 2013).
CULTURE
Culture comprises belief, values, assumptions, norms and so on tactics which depend on
management knowledge. Workers performance and behaviour are depend on organisational
culture. Through this employees get either demotivate or motivate towards their responsibilities.
In A David & Co Ltd, management have to provide positive culture in order to stimulate team
members for accomplishing their work properly. It will assist in providing better quality of
products to buyers. Along with this, HR have to reduce absenteeism as well as turnover rate.
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Hence, company require competent and skilled team members which help them to improve its
market image and position. With this, supervisor have to introduce competitive benefits in
respect to its competitors. It will grab large numbers of customers which help in improving
profitability and sales as well. Therefore, there are several kinds of culture which impact on
workers performance are as follow:
(Source: Handy's typology culture, 2017) Task culture: In this tactic, it define that medium scale business need effective use of
resources in order to run enterprise activities properly (Carpenter, Berryand Houston,
2014). Administration require to have proper knowledge about firms objectives and goals
for designing a system accordingly. A David & Co Ltd management make a team and
divide employees which help in making a proper use of manpower, material and funds in
an efficient way. Likewise, manager give instruction and guidance to employees in order
to accomplish the work effectively. Person culture: This aspect specifies that company should have enough employees in
order to meet targets and objectives. It is HR duty to organise Human Resource
Management practices which are staffing, recruiting, training and development,
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Illustration 1: Handy's typology culture

motivating, staffing and compensation. These functions aid A David & Co Ltd to have
competent and skilled employees which give better and fresh quality of products to their
customers. In this, creative and innovative enterprise ideas are applied for business
growth within marketplace (Contrafatto and Burns, 2013). Role culture: In this, it is a part of company as it define functional structure which is
used by firm to frame hierarchy according to team. Human Resource of A David & Co
Ltd give role as well as distribute responsibilities to workers as per its abilities and skills.
So, managers help employees to accomplish their work in an effective manner.
 Power culture: In this tactics, it specifies that in company only some members get the
authority of taking decisions and making rules. Employees of A David & Co Ltd get
work as well as they need to run operations as per rules and policies specified by
management. Along with this, performance of employees is judged through comparing its
result with standards. It will help top authority to take proper decisions which are
beneficial for organisation.
POLITICS
In this, politics is a negative prospect which have possibility of discouragement and
issues of employees within A David & Co Ltd. Subordinates need to work in surrounding which
is full of politics (Elstad, Christophersen and Turmo, 2012). Along with this, workers interest is
also affected because of strict rules as well as regulations applied by management. Hence,
politics gave influence in employees behaviour and performance which are as follows: Increases stress level: A David & Co Ltd workplace is influenced through politics, as
employees have competition for their career growth. It increases jealousy within workers
which give rise to stress as well as affect subordinates work within team. Along with this,
supervisor abilities and mind set impact on performance of entire team.
 Decline in productivity: In A David & Co Ltd, workers productivity level is influenced
through internal politics which give rise to disputed and conflicts among the group
members. Along with this, it gave impact on focus of group members work which
outcomes in decreasing in quality of food products.
POWER
Power is define that top authority are having duties which are given by executives in
order to design system in regard to company objectives and goals. With this, they even require
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to have skills to persuade as well as make workers work within team for improving productivity.
In A David & Co Limited, power of management is to direct employees as well as make them
function as per its opinions and vision. Therefore, there are two types of power which are given
below: Reward power: In this, it is an efficient way which help management to improve its
performance to get effective rewards in order to achieve results. Along with this,
monetary rewards is best technique in order to stimulate employees of A David & Co
Ltd. It will help in enhancing its market image and productivity as well (Fagbohungbe,
Akinbode and Ayodeji, 2012).
 Coercive power: In this, top authority make policies and rules for directing employees in
order to accomplish their work effectively. In A David & Co Ltd, supervisor give booklet
as well as target of manufacturing of products. Hence, coercive power is a negative form
of power which affect on performance and demotivate them as well.
Thus, companies politics, culture and power are various prospect which impact on
employees performance and behaviour of team and individual. Human Resources manager of A
David & Co Ltd duties is to give positive surrounding as well as facilities to employees in order
to accomplish their work appropriately. Likewise, they even require to take care that power and
politics prospect are kept away to provide value to worker as well as make them concentrated
towards their work.
TASK 2
P2 Evaluate motivation theories and its techniques
Human resource supervisor of an organisation is mainly liable in order to manage team
and individual by stimulating them within a span of time. Workers are the essential part of A
David & Co Ltd as they assist in performing business activities. This firm have to run practices
properly which aid in meeting demands and outcomes effectively (Motivational Theories, 2017).
Several methods and techniques are their in order to motivate workers which are adopt by
enterprise. It is necessary for organisation to adopt various methods of motivation in order to
emphasis workers productivity and performance. It will help in producing higher quality of
products by raising the level of customers satisfaction. Some of methods and techniques are as
follows:
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 Intrinsic: As per this, supervisor provides roles and responsibilities to workers in respect
to its demand which are delivering issues, more favourite and many more. This give high
level of worker satisfaction which aid in raising performance quality.
 Extrinsic: Supervisor require motivation technique which workers can accommodate for
achieving its targets and objectives. This will assist in enhancing workers confidence as
well as firms services at same time.
In this David & Co Ltd, situation management and business environment have to analyse
its workplace. In this, they have to select a proper techniques in order to stimulate them in an
effective manner for meeting objectives and goals within given time period. Every organisation
need proper motivation relatively but it is not easy to implement. Therefore, in the term of
enhancing performance, working environment and many more by adopting different motivation
theory (Georgalis and et. al., 2015). It is divided into two types of theories which are as follows:
Content theory
In this theory, it explains why employees need change with time. Its aim is to carry out
workers need and designate stimulate elements in order to fulfil their needs and emphasis
performance which aid in motivating them in an appropriate manner.
Reinforcement theory: In this, it identify the behaviour of employees that provide its result which
are beneficial for business and its aim is to retain them for a long run. On other hand, individual
behaviour which results are unfavourable outcomes are suspended. This reinforcement theory
adopt tool as well as techniques of punishment, positive and negative reinforcement and
extinction in order to manage the employee's behaviour.
Vroom's Theory: This theory predict outcomes of individual behaviour from the conscious
selection from all alternatives whose purpose is to improve satisfaction (Glendon, Clarke and
McKenna, 2016). This will help in realising workers performance which are connected with
individual factors such as abilities, skills, personality, knowledge and many more. This theory
believes that particular person need to select their behaviour in an appropriate manner. In this
supervisor believe in receiving proper results. It is categorised into three parts: Expectancy: In this, perception of person will outcomes in performance. Their efforts
correlates with individual performance. Valence: In this, perceived strength of punishment will show from its performance.
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 Instrumentality: The people perception from which performance will be punished or
rewarded.
(Source:Vroom's Theory, 2017)
Process theory
Company manage the needs to analysed particular person behaviour in context of
considering its priorities and demands which help in solving issues. e.g. How presentation of task
is influenced from work process. Some of various theories are:
Maslow's Hierarchy Need Theory: This theory is eliminated in five parts in which each company
have to use in order to stimulate workers. It is very effective way of motivating their employees.
Its factors are as follows: Psychological Need: It refers to basic requirements of peoples such as water, cloths,
food, house and so on (Hamer and Collinson, 2014). Safety Need: Every particular person wants safety while working in the organisation like
as heath, finance and many more. In context of enjoying life without any uncertainty. Social Need: In this factor, it includes support, friends, lover, family etc. Every person
must be satisfied by utilizing resources and providing happiness. Self-esteem Need: After meeting all the above needs then individual person need respect
from others which emphasis its motivation, self confidence and many more.
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Illustration 2: Vroom's Theory

(Maslow's Hierarchy Need Theory, 2018) Self Actualisation Need: In this level, person want to perform its prestige, they require
social improvement through creating better picture which can stimulate them in an proper
manner.
ERG Theory of Alderfer: This is categoried in 3 parts which are given below: Growth Requirements: Every worker desire career growth while providing development
opportunities to their employees in order to stimulate them to accomplish work
effectively (Huhtala and et. al., 2013).
 Relatedness needs: Firms management make safe, better and healthy environment with
other employees. Hence, it emphasise motivation e.g. it is linked with a satisfactory
relation with employees in a organisation.
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Illustration 3: Maslow's Hierarchy Need Theory

(Source:ERG Theory of Alderfer, 2017)
 Existence Need: According to this, firm have to check workers whether they are
physically fit for working or not.
TASK 3
P3 What makes an effective team opposes to ineffective team
In order to conduct business operations in short interval of time, managers of a company
are used to distribute roles and responsibilities of a task to employees by engaging them in team.
It has analysed that if people within an organisation work in group then it helps in enhancing
knowledge and improving skills of them (Ifinedo, 2012). Along with this, it also aid managers in
developing good relations among them by which healthy environment can be created at
workplace. In this regard, team can be built in two major forms which are given below: Effective: In this, when all group members work in cooperation and have good mutual
understanding then it is said to effective team. Company management is adopting open
communication strategy in its teams which emphasis skills, work knowledge and many
more.
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Illustration 4: ERG Theory of Alderfer

 Ineffective: In this, specific person are not able to make changes and learn findings as
emergence of issue is much. So, particular people primarily depend on leaders which
influence on task in a negative manner. It is management responsibilities to make a
proper relations among workers at the working environment.
BELBIN'S THEORY
This model was developed by Dr Meredith Belbin which specifies propensity of
employees performance and behaviour within a team. It is important that worker should get
effective culture in organisation to meet goals within given period of time. With this,
management create and maintain relations with employees in order to accomplish their task
properly (Jansen and Samuel, 2014). This help manager of A David & Co Ltd to have
competent and skilled and employees which can provide quality of food products to their buyers.
This theory have various components which are as follows:
(Source: Belbin's theory, 2018) Plant: Particular person who are involved in this are imaginative, creative innovator etc.
As they always come up with innovative and new ideas. In this, they perform to give
higher level of benefits but they mainly like to work alone instead of team. In this, they
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Illustration 5: Belbin's theory

make proper use of advanced tools & technologies which can provide them appropriate
outcomes in an span of time. Coordinator: They gives proper information related to acquire set goals and objectives.
Hence, manager role is essential as they guide as well as give proper information to
workers in order to accomplish their activities within a span of time. Complete Finisher: In this, they go through the whole process thoroughly. It is
accomplished for eliminating omission within the work. Complete finisher play a very
important role in searching out omission or errors in the entire process. Teamwork: If organisation have to attain objectives and goals it is important for A David
& Co Ltd to have effective team and they accomplish work with a aim of working for a
same target. In this, it is needed that firms should have cleared goals and objectives in
order to accomplish them within a time limit (Odetunde, 2013). Implementer: They consider reliable, conservative, disciplined and efficient. They turn
ideas into practical actions. They implement the strategies in an effective way for getting
outcomes. Specialist: In this, it consider self-starting, single-minded and dedicated. It also gives rare
skills as well as knowledge. Resource investigator: For operating enterprise it is essential that company should have
proper amount of resources which is used for executing plans in a effective way. Thus,
having proper finance is one of the element which may help A David & Co Ltd in
providing suitable outcomes to firms. Shaper: They are dynamical within nature as well as guide others. So, they can complete
the work appropriately. Besides this, shaper ensure that all policies as well as various
chances are taken into consideration. So, that no complications and problems are faced by
organisation while performing activities in order to meet objectives and goals. Monitor evaluator: Its major role is to analyse workers performance it will help
supervisor in analysing workers behaviour that they are happy with its task or not.
Difference within ineffective and effective team
Particulars Effective team Ineffective team
Conflict Resolution Effective team maintain and
construct relations with
Ineffective team in which
employees views do not match
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employees. It will aid them to
timely acknowledge disputes
and problems which are faced
by them. For giving proper
solutions.
which determine that relations
within staff members and
manager has very less
possibility that workers are
determined towards achieving
target instead of team building.
Decision Making Manager involve their
employees in the process of
decision making. It will assist
them to make effective
judgements from all alternative
options (Pollack, Costello and
Sankaran, 2013).
In this, employees do not get
effective right to take decisions
about its judgements. Here,
management recognised that
workers have different
thoughts and opinions.
Working environment In this team, supervisor
provides effective and positive
workplace to workers. It will
help in retaining competent
and skilled people for a long
time.
In this, manager do not provide
focus on giving effective
workplace to employees. It will
effect on workers performance
and its results.
TASK 4
P4 Implement organisational philosophies and concepts
In A David & Co Ltd, motivation is important tactic which aid management to have
dedicated as well as motivated employees for organising enterprise operations properly. HR
responsibility is to maintain relationship with employees. Along with this manager provide them
tasks and duties as per knowledge and skills (Unsworth, Dmitriev and Adriasola, 2013). In this,
they also formulate and distribute team in order to make proper use of resources. In firm, Human
Resource uses proper motivation and concepts theories to enhance functioning of organisation
and team members. It will assist manager to improve workers performance by giving proper
workplace and facilities within system.
PATH GOAL THEORY
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This theory of leadership was developed by Robert house. It specifies that leaders
responsibility is to provide guidance and direction to employees in order to run activities in an
efficient way. For this, supervisor of A David & Co Ltd frame targets and strategies to make
workers work in a proficiently and systematic way to provide quality of food products and
beverages to their buyers. Along with this, workers are divided within team as well as informed
them about companies objectives in order to run enterprise activities properly. In this theory it
involves four different parts which are as follows: Directive: In this, it specify that workers need to get instruction and guidance from leader
which aid them to run their work properly. In A David & Co Ltd, manager can give
knowledge to workers about preparation, dishes and ingredients in order to perform
activities and provide appropriate food and beverages products to their buyers. Participative: In this leadership style, top authority include workers and manager in the
process of decision making. It will assist to provide value to employees through giving
value to their opinions and thoughts. It will assist in increasing dedication and morale
towards their work. In conferences and meeting of A David & Co Ltd leader include
group members to make effective judgements (Wood and et. al., 2016). Supportive: It specifies that workers need to get guidelines and instruction which help
them to accomplish work in a organised and systematic way. In term of A David & Co
Ltd, leader give guidance to employees in order to give effective and fresh quality of
foods and beverages to their customer. It will help in improving organisation image and
position within marketplace.
 Achievement- oriented: In this style of leadership, it define workers abilities are needed
improvements in order to grow within their career. In this, leader of A David & Co Ltd
give challenging task to employees in order to raise its knowledge and experience. It will
assist organisation to have competent and skilled employees within workplace. Along
with this it also able to function within changing environment as well as handle
complexities effectively.
CONCLUSION
As per above report it has been concluded that organisation behaviour plays a very
essential role within the company. This help in motivating workers in order to accomplish work
in an effective manner within a team. It is necessary that effective power, culture and politics
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tactics gave impact on individual and team performance. It is human duty to have motivated and
dedicated employees which perform work properly. In this, they analyse ineffective and effective
teams in order to make proper teams. It will assist them in improving profitability and
productivity of organisation. Along with this, motivational theories are also essential to use them
properly within the working environment like as room's expectancy theory, maslow's need
hierarchy and many more. It will help in increasing employees morale. Along with this, belbin's
theory is adopt for developing team and path goal model in order to guide and direct workers to
perform work. It will help in achieving goals and targets within a limited time period.
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REFERENCES
Books and Journals
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.
Contrafatto, M. and Burns, J., 2013. Social and environmental accounting, organisational change
and management accounting: A processual view. Management Accounting Research.
24(4). pp.349-365.
Elstad, E., Christophersen, K. A. and Turmo, A., 2012. The strength of accountability and
teachers’ organisational citizenship behaviour. Journal of Educational Administration.
50(5). pp.612-628.
Fagbohungbe, B. O., Akinbode, G. A. and Ayodeji, F., 2012. Organizational determinants of
workplace deviant behaviours: An empirical analysis in Nigeria. International Journal
of Business and Management. 7(5). p.207.
Georgalis, J. and et. al., 2015. Change process characteristics and resistance to organisational
change: The role of employee perceptions of justice. Australian Journal of
Management.40(1). pp.89-113.
Glendon, A. I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Hamer, S. and Collinson, G., 2014. Achieving Evidence-Based Practice E-Book: A Handbook for
Practitioners. Elsevier Health Sciences.
Huhtala and et. al., 2013. Ethical organisational culture as a context for managers’ personal work
goals. Journal of Business Ethics. 114(2). pp.265-282.
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.
Jansen, A. and Samuel, M. O., 2014. Achievement of organisational goals and motivation of
middle level managers within the context of the two-factor theory. Mediterranean
Journal of Social Sciences. 5(16). p.53.
Odetunde, O. J., 2013. Influence of transformational and transactional leaderships, and leaders'
sex on organisational conflict management behaviour. Gender and Behaviour 11(1).
pp.5323-5335.
Pollack, J., Costello, K. and Sankaran, S., 2013. Applying Actor–Network Theory as a
sensemaking framework for complex organisational change programs. International
Journal of Project Management. 31(8). pp.1118-1128.
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Unsworth, K. L., Dmitrieva, A. and Adriasola, E., 2013. Changing behaviour: Increasing the
effectiveness of workplace interventions in creating pro‐environmental behaviour change.
Journal of Organizational Behavior. 34(2). pp.211-229.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd.
Online
Motivational Theories. 2017. [Online]. Available through:<https://contactzilla.com/blog/5-
psychological-theories-motivation-increase-productivity/>.
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