Organisational Behaviour and Employee Performance

This assignment delves into the crucial link between organizational behavior and employee performance. It analyzes various aspects of organizational behavior, such as leadership styles, teamwork dynamics, and motivation factors, and investigates how these elements influence individual and collective employee effectiveness. The provided research papers offer insights into the theoretical framework and empirical evidence supporting this relationship.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Organisation culture, policies and power which influence to individual and team and their
performances...............................................................................................................................1
TASK 2............................................................................................................................................3
P2 Content and process theory of motivation that assists to accomplish goals of the business 3
TASK 3............................................................................................................................................4
P3 What things make effective team ..........................................................................................4
TASK 4............................................................................................................................................6
P4 Concept and philosophies of organisation behaviour............................................................6
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisation behaviour consist very important role in success of the business and study
about the human nature. With this regard, complex nature of human being also developing their
outcome through identifying causes and effects of that (Bester, Stander and Van Zyl, 2015). It
also assists to motivate people so that they can contribute their part for accomplish business
objectives and goals. Hence, every enterprise can use proper human resources for effective
utilization that make successful results in it. In this context, present report based on A David &
Co Limited, which is medium sector enterprise of UK and provide some food and beverages
items in all over the areas. In addition to this, they are also deals to make cooperation among the
team member to enhance their performances as well. In order to gain insight information of the
chosen business, it covers culture, policies and power which influence to team and their members
to enhance their performances towards the objectives. Furthermore, it includes content and
process theory that assists to accomplish desire results at workplace for developing outcomes in
significant manner. Moreover, report also articulated about the several things that assists to
enhance team performances within the enterprise. As results, it carries several functions that
promote for business development at workplace.
TASK 1
P1 Organisation culture, policies and power which influence to individual and team and their
performances
In this context, individual encourages towards productivity through making power and
decisions in it. In addition to this, A David & Co Limited also enhances their performances
towards the goals and objectives. As results, it impacts positively to build confidence and
motivate for business objectives. Further, employee retention rates also high when they are
getting power to express work together in the business (Do, Mazzarol and Reboud, 2017).
However, leaders of the organisation sometime nor respect of their employees so that it create
negative power. Hence, it creates threatening to motivate them for job loss and punishment to
recognise hard work. In addition to this, political culture develops at workplace which assist to
enhance productivity and organisation performances to understand their needs. With the help of
establishment of clear policies, chain of command make easier for producing quality work. Apart
1

from this, when employees are encourages towards unethical behaviour, it creates negative
impact on the quality of work (Pradhan, Kumari and Kumar, 2017).
There are mainly 4 types of culture exists that develop by Charles Handy. These states
categories of the business culture to divide work in major kinds such as power, task, role and
person culture. It helps to analysis reason because people of A David & Co Limited feel
comfortable to work in the organisation. This approach has focus on the culture which
interlinked with power (Indermun and Bayat, 2013).
Power culture:This type of culture demonstrates as the top and middle level
management. Therefore, power and authority required to make important decisions that develop
effective strategy in business. Decisions and various strategy is the great influence to work at
lower level management of A David & Co Limited.
Power: This is the effective types of culture which intended to attract several people at
workplace through giving them power and political mind (Weng, Huang and Chang, 2015). It is
the best way to develop effective functioning in the business environment.
Influence: This aspect of the civilisation also influence through individual and several
numbers of people to work at lower level of management.
In A David & Co Limited, culture of the company also influence to the management.
Therefore, collaboration of the team and various procedures create great effect on the
organisation culture (Norton, Zacher and Ashkanasy, 2014).
Role culture: Culture of the enterprise categories as per their functions and speciality
aspect. It is the best way to make standardisation and formalisation of the business operations.
Further, communication and coordination controlled through different procedures.
Power: In A David & Co Limited, position if the major source of power which assists to
compare it with expert power.
Influence: In the chosen business, employees are working as the more power which
gained by expert (Knights and Willmott, 2016).
In A David & Co Limited, human resource manager responsible to frame different
policies and procedure. In other words, persons of the chosen business accountable and maintain
for promoting their culture.
Task culture: It is defines as the job oriented culture which influence to the power that placed at
the interstices in the enterprise (Beal III, Stavros and Cole, 2013). It is directly associated with
2

business objectives and goals that are adopted for structural program. It is concerned with
completing task in effective manner for producing desire results.
Power: This type of culture based on the unifying power that enhance efficiency to
perform functions and identify mission and vision.
Influence: This element also affected to increasing competition in the business environment
(Gold, Holden and Beardwell, 2013).
TASK 2
P2 Content and process theory of motivation that assists to accomplish goals of the business
With this regard, at workplace of A David & Co Limited, different theories of motivation
determines that also develops as the process. They are as follows:
 Content theory: This theory tend to analysis factors that assists to promote effective
results at workplace. In this way, individuals of the chosen organisation are concerned
with goals, objectives and desire outcomes. It creates great impact on the working
environment, policies and management practices (Mahembe and Engelbrecht, 2014). It is
also referred as the need theory which assists to focus on the assessment of individual
performances and related with motivational elements. In this aspect, there are different
kinds of theories has been implemented that assists to accomplish desired outcomes in
the business such as Hierarchy, McClelland’s, Herzberg’s, ERG theories, etc. With the
help of Maslow's hierarchical model, individual needs will be categories on the priorities
level such as physiological needs, security needs, social needs, self-esteem, actualisation,
etc. As per this hypothesis, common needs of the business must be placed as the complex
and bottom requirement. As per the theory of ERG, needs of individual categories in
three aspects such as growth, relatedness and existence (Zaghini, Biagioli and Sili,
2017). Therefore, relatedness related with harmonised and belongingness with esteem
needs. This concept focus on the describes way for the significant manner. In addition to
this, Herzberg’s theory consist some motivational factors that assists to gain more
satisfaction. In addition to this, there are other factors included that assists to accomplish
desired results in business such as hygiene which involves unfair practices, policies, etc.
 Process theory: Beside content theory, process theory consist and focus on the process
through human behaviour motivated at workplace. It is the best way to emphasizing and
3

identifying procedures which greatly influence to the motivational level of a person
(Hashim and Wok, 2014). It is very important for A David & Co Limited to identify
behaviour of different people in the business enterprise. It includes several theories such
as Skinners, reinforcement theory, etc. In the Skinners reinforcement theory, concept of
human individual behaviour developed with certain circumstances. There are different
reinforcement develop as the positive and negative aspect. In addition to this, it also
includes V rooms expectancy theory which assists to focus on the procedures of the
elements of motivation. It assists to emphasize for integrate quality, need and
reinforcement concept (Hyde, Harris and Boaden, 2013). As results, goals will be
accomplish through developing target market. There are three elements included for the
motivation such as expectation, instruments and valence.
TASK 3
P3 What things make effective team
In the business enterprise, there are several teams work to accomplish desire objectives in it. In
this aspect, desired goals and objectives bring to work in harmony and together (Pradhan,
Kumari and Kumar, 2017). In A David & Co Limited, team assists to manage efficiency and
work smoothly for accomplish desired outcomes. At workplace, there are several teams take
place that explains under here:
Functional: Functional team of A David & Co Limited work in systematic manner
through dividing task and activities among several people. As results, it gives better results at
workplace (Christina, Dainty and Waterson, 2014).
Problem solving: Problem solving in a team consist effective results for resolving several
issues that are take place in chosen business. In addition to this, line managers of the department
also come together for finding potential solution.
Project team: Project team of the business develop their outcomes for particular time that
assists to accomplish desire objectives. Therefore, different member of a group come together for
the same project (Wood, Zeffane and Osborn, 2016).
Role of the virtual team in order to create network
In this aspect, group of people can make their contact in different areas such as
conference, video, email, etc. Therefore, they all are communicates to work together that are
4

belonged from different geographical areas. With the help of growth in information technology,
team performance will be increasing continuously so that outsourcing of the project ascertain for
virtual team management. It also assists to create proper communication with people for creating
several benefits in it (Bester, Stander and Van Zyl, 2015). It also assists to diminish extra costs of
the transformation so that information technology will be expand in positive manner.
Team dynamic and work
 Group: Group created when two and more than two persons comes together for
accomplish any task.
 Team: Beside this, group of a people linked together for accomplish common goals and
objectives (Hyde, Harris and Boaden, 2013).
 Differences: At workplace, there are many differences occurs in a team because group
create their attention for goals. In order to accomplish goals, group discussion need to be
made with delegate responsibilities among individual. Therefore, each person responsible
for their own work only. In addition to this, team accountability also develop in a group
so that creativity will be develops in systematic manner (Norton, Zacher and Ashkanasy,
2014).
Tuckman's model for team development
This model comprises as the way in which several members of the organisation working
together and handle issues at workplace at initial stage. In this way, different stages will be
develops to accomplish targets and goals in systematic manner. Different states are as follows:
 Forming: In the first step, task will be allotted for assembled and made effective results
in the business. This assists to the chosen organisation for wording in team. Therefore, all
individual can communicate properly in a team (Do, Mazzarol and Reboud, 2017).
 Storming: In this step, ideas suggested accomplish the task. This stage assists to give
chance for individual to learn many things with several ideas.
 Norming: This element assists to learn effective work harmonious to accomplish their
results in systematic manner. This assist to adapt working in a team (Pradhan, Kumari
and Kumar, 2017).
 Performing: This phase assists to identify high motivational level to perform functions
and operations in a team. It assists to improve confidence level that create overall
development as well at workplace of A David & Co Limited.
5

Belbin typology
As per this theory, A David & Co Limited need to manage their strength and weaknesses
in respect to considered role of individual. This method is used by team leader and developer for
ascertain effective functioning and encourages efficiency at workplace (Bester, Stander and Van
Zyl, 2015). This theory also suggest for determines role of the different people that are played for
accomplish objectives and goals.
Implementer: In this role, individual need to work in systematic way as the practical
approach. Personality also implemented as the different kinds of people to conservative and
making loyal in nature (Norton, Zacher and Ashkanasy, 2014).
Coordinator: These people outgoing, assertive and dynamic within the nature. They are
highly motivated to perform their functions and control for the confident in nature. It is the best
way, to make creative functions in business unit.
Shaper: These people are making shape for the accomplishment of goals and objectives.
Therefore, individual will easily develop their outcomes and results for development of the
business results. Therefore, they are participating for development of the business results.
Plant: These people also making creative in nature for business development (Hyde,
Harris and Boaden, 2013).
Team consist as the dynamic nature which effectively work for development of the
business. It also assists to create different personality for the different view for ascertain the best
solution in business. People of A David & Co Limited, who possess different personality also
create effective functioning in business unit.
TASK 4
P4 Concept and philosophies of organisation behaviour
In respect to develop effective functions and operations, there are different concepts and
philosophies determines that impact positively on the functions and operations (Bester, Stander
and Van Zyl, 2015). It assists to support and encourages team members of A David & Co
Limited to make effective results. It explained under here:
Path goal theory
Path goal theory is the effective model that assists to make proper support to each
member to encourages team members and make good working environment. Therefore, the
6

chosen organisation will perform their functions and operations to contribute better functioning
in it. In order to find perfect solution, problems of the company require solve through effective
leadership skills (Bester, Stander and Van Zyl, 2015). Therefore, decisions will be made in
effective manner. Following are certain principles develop at workplace in A David & Co
Limited:
 Developing characteristics for employee behaviour and environment.
 Selecting effective characteristics for the team performances (Norton, Zacher and
Ashkanasy, 2014).
 Focusing on reward through employees are motivated towards the goals and objectives
There are four types of path goal theory develop they are as follows:
 Directive: This provide proper guidance to follower for enhancing their participation in
business. In this aspect, schedule prepare to make coordination with work in a team. With
the help of project team, work will be deals to make effective functioning in business.
 Supportive: With this regard, friendly environment will be created at workplace of A
David & Co Limited to face challenges. It is useful to accomplish psychological
challenges to make comfortable business results at workplace (Hyde, Harris and Boaden,
2013).
 Participative: With this regard of view, leader require perform their functions and
operations with taking subordinate ideas and opinion. It is useful to create efficient and
dedication towards the work. Therefore, targets and goals will be accomplish in
systematic manner (Pradhan, Kumari and Kumar, 2017).
 Achievement: With this regard, leader need to show confidence level in which ability
develop with members to face challenges in systematic manner. In addition to this, high
level of the performances will be given to make more effective results. In this way,
professional work will be develops in systematic manner as the scientific and technical
aspect (Do, Mazzarol and Reboud, 2017).
A David & Co Limited has effective results to use this theory. This is because, they can
enhance their performances to make sure that employees are able to meet with targets to
determine comfortable environment. With the help of perfect guidance, challenges need to be
solved to motivate several people in business. It also gives chance to the business for working in
a group. It enhances involvement of the employees at workplace to deliver productive results
7

(Bester, Stander and Van Zyl, 2015). In addition to this, effectiveness of the business develops
for ascertain more profits and revenue. Therefore, objectives will be accomplish for developing
outcomes in the chosen business.
 Capital theory: Capital theory assists to develop effective results at workplace through
measuring economic value as per the individual set. In this aspect, skills develops as the
competency level which increase knowledge, social perspective and personal attributions
(Hyde, Harris and Boaden, 2013). As per the basis of input and production A David & Co
Limited can work in different department.
 Contingency theory: Contingency theory determines as the perfect and best way in
which the organisation can lead to make decisions. Therefore, leader need to develop
internal and external factors which could be affect to different types of leadership style.
In this aspect, employees need to pay proper attention to make smoother functions and
operations. In addition to this, A David & Co Limited has responsibilities to solve
problems through handle several issues in systematic manner. Therefore, it also assists to
perceive subsystem towards the business operations. It is the effective perspective that
required to lead and make decisions in business (Pradhan, Kumari and Kumar, 2017).
 Three dimensional theory: This theory propounded in different elements that assists to
make creative functions at workplace. In this way, leader and member relationship
consist trust among several people for development of the objectives and goals. People
need to confident about handling difficulty and work in efficient manner within the time
period (Norton, Zacher and Ashkanasy, 2014). Further, task structure also involve in this
aspect which creates favourable structure to develop clear instruction for the particular
situation. Position power also determines effective results through providing reward and
punishment in a group. More power of leader perceive favourable situation towards the
team member at A David & Co Limited. As results, contingency leadership also
determines effective working for development of the business through making certain
changes in the enterprise (Hyde, Harris and Boaden, 2013).
CONCLUSION
From the above report, it can be concluded that organisation behaviour create effective
functions and operations in the business. With this regard, performances of A David & Co
Limited determines their work in significant manner to accomplish goals and objectives.
8

Furthermore, it summarized about several theories that assists to accomplish business goals and
objectives that are taken in systematic manner in business. It is the best way to develop target
market of the current business in new areas. Therefore, the enterprise can collaborates their
functions and operations in several areas of the market. Moreover, it develops functions to make
sure that profitability will be generated in significant manner. With this aspect, issues will be
resolved that are face by leader and manager at workplace in systematic manner.
9

REFERENCES
Books and Journals
Beal III, L., Stavros, J.M. and Cole, M.L., 2013. Effect of psychological capital and resistance to
change on organisational citizenship behavior. SA Journal of Industrial Psychology,
39(2), pp.01-11.
Bester, J., Stander, M.W. and Van Zyl, L.E., 2015. Leadership empowering behaviour,
psychological empowerment, organisational citizenship behaviours and turnover
intention in a manufacturing division. SA Journal of Industrial Psychology, 41(1), pp.1-
14.
Christina, S., Dainty, A. and Waterson, P., 2014. How organisational behaviour and attitudes can
impact building energy use in the UK retail environment: a theoretical framework.
Architectural Engineering and Design Management, 10(1-2), pp.164-179.
Do, H., Mazzarol, T. and Reboud, S., 2017. Organisational factors, anticipated rents and
commercialisation in SMEs. International Journal of Innovation Management,
p.1850018.
Gold, J., Holden, R. and Beardwell, J. eds., 2013. Human resource development: Theory and
practice. Palgrave Macmillan.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational
behaviour and involvement in employment. Equality, Diversity and Inclusion: An
International Journal, 33(2), pp.193-209.
Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management, 24(16), pp.3115-
3130.
Indermun, V. and Bayat, M.S., 2013. An Analysis Of Organisational Behaviour And Its Impact
On Organisational Success. International journal of Innovative Research in Management,
2(12), pp.1-10.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
Mahembe, B. and Engelbrecht, A.S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology, 40(1), pp.01-10.
10

Norton, T.A., Zacher, H. and Ashkanasy, N.M., 2014. Organisational sustainability policies and
employee green behaviour: The mediating role of work climate perceptions. Journal of
Environmental Psychology, 38, pp.49-54.
Pradhan, R.K., Kumari, I.G. and Kumar, U., 2017. Human resource flexibility and organisational
effectiveness: mediating role of organisational citizenship behaviour. International
Journal of Human Resources Development and Management, 17(3-4), pp.282-300.
Weng, R.H., Huang, C.Y. and Chang, L.Y., 2015. Exploring the impact of transformational
leadership on nurse innovation behaviour: a cross‐sectional study. Journal of nursing
management, 23(4), pp.427-439.
Wood, J.M., Zeffane, R.M. and Osborn, R.N., 2016. Organisational behaviour: Core concepts
and applications. John Wiley & Sons Australia, Ltd..
Zaghini, F., Biagioli, V. and Sili, A., 2017. The ethical leadership of the nursing ward managers
as a key determinant of nurses' organisational behaviours in the healthcare settings.
Professioni infermieristiche, 69(1), p.31.
11