Organisational Behaviour Report

This report examines the organizational behavior of A David & Co Limited, a multinational food and beverage company. It analyzes the company's culture, politics, and power dynamics, as well as the application of motivational theories and models. The report also explores the concept of effective teams and the Tuckman model of group development. Finally, it discusses key concepts and philosophies of organizational behavior, including individual differences, path-goal theory, and social capital theory.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P.1. Presenting the Culture, politics and power on the behaviour in the context of A David &
Co Limited..............................................................................................................................1
M1. Critical analysing about the culture, politics and power of A David &co. limited. ......2
L02...................................................................................................................................................2
P2. Presenting the content and process theory in the context of A David &co limited. ......2
M.2 Critically evaluating the behaviour that gets influenced by application of motivational
theories and models................................................................................................................4
LO 3.................................................................................................................................................5
P.3 Explaining at makes an effective team as opposed to an ineffective team.....................5
M.3 .........................................................................................................................................7
P 4 Presenting the concept and philosophies..........................................................................7
M.4 .........................................................................................................................................9
Conclusion.....................................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational behaviour is a branch of social science which means ethics, rules and
regulation that are followed by a company in order to create a healthy working environment. It is
also said that it is a tool for benefits of employees where they can learn and grow their behaviour
towards the company. In this present assignment A David & co. limited has been chosen for
assessment. It is multinational organisation which deals in food & beverages sector. Company
has a turnover of £20 million. The present report focuses on the influence of Civilization,
government and ability on the action of others in A David & Co Limited. In addition to this,
concepts and philosophies of organisational behaviour will also be covered.
LO1
P.1. Presenting the Culture, politics and power on the behaviour in the context of A David & Co
Limited.
In every organization there is some culture and ethics which are required to be followed
by every employee who works for the company. Every person needs to be in ethics in order to
maintain the work culture in the organisation (Blader, Patil and Packer, 2016). Handy culture
model will be used to analyse the culture, politics and power in the company.
Power culture: As per the power culture , the authority and power is with some people in the
organisation. They are responsible for taking decisions in the company. Every decision that has
major influence on the employees and growth of the organisation are taken by top level
management. There is no power in the hands of employees and this affect efficiency of the work
persons. Whereas, it is best when it comes to take decision fast and quickly. It is a strong culture
where work is done fast due to the fast decision making power (Miner, 2015). In context of A
David &co. Power culture is not completely adopted by the management of the company. Every
decision is not taken by top level management, some lies in hands of employees as well.
Role culture: In this culture, role of every is based on the work they need to perform in the
organisation. Every person has different position in the company which is determined by the
work and their roles which they are performing in the organisation. It is a bureaucratic culture
where strict process are followed for running the company. A David & co. does not follow this
process of role culture due to its strict processing and rules.
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Task Culture: This is the culture where teams are formed for performing a specific task.
Employees come together in groups and work together as a team. They all share common goals
which are accomplished together. Working in teams is more beneficial for the organisation as
every work man share their ideas, thoughts and views for accomplishing a particular task. It will
help the organisation in achieving its goals and objectives (Borkowski, 2015). In context to A
David &co. this culture has been entirely adopted by the organisation to perform the task and
work in most effective manner.
Person culture: Under this culture employees focus on themselves rather than organisation.
Employees have their own goals and self needs on which they focus more. It helps the person in
self growth more rather than the organisation growth. This culture is majorly adopted in Law
offices and firms or Chartered Accountant offices. Where employees come to learn for their own
self.
In above all the culture some are adopted by A David &co. limited which helps the
organisation in improving its performance by implementing an proper organisational culture.
M1. Critical analysing about the culture, politics and power of A David &co. limited.
As per Miller (2016), Culture of an organisation helps the management and employees in
knowing about the work and role they need to perform in the company. It helps in developing a
specific culture of the company. This will result in proper management and thus organisational
goals can be easily achieved. Whereas, As per Borkowski (2015) , In organisation when power
culture is adopted where decision making authority lies in the hands of top level management.
This will result in lack of job satisfaction of employees. As they can not take decisions about the
work they are performing in the company.
L02
P2. Presenting the content and process theory in the context of A David &co limited.
Motivation is all about the desire that is required to perform any task. There are different
theories which are followed by the HR executive to motivate employees.
Content theory of motivation: There are different theories under which immense research is
carried to develop the various theory of motivation. This theories believe in implying that people
are unique and different techniques are required to motivate the work man. There are may
theories that comes under content theory of motivation. Some of them are described below.
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Maslow's theory of motivation: This theory is given by Abraham Maslow in the year 1943.
Maslow says that every human being has different needs which are defined under a hierarchy
system. The urgency of these needs varies as the demand. Those needs are defined under five
categories (Pinder, 2014). All those are described below in brief.
Physiological needs: This are the basic need of every human being. It is required for survival
without which a human being can not exist. Those are water, food and shelter to live and exist in
this world.
Safety needs: It is the second need which arises after the above basis needs get fulfilled. It
includes all those factors which provides safety to human being in every other form. It includes
physical, environmental and emotional safety (Carpenter, Berry and Houston, 2014). It is
requirement of every employee to get a financial security because if someone is working for an
organisation they need to feel secured in terms of finance. Along with this, family and health
security are also covered under the same safety needs of a human being.
Esteem needs: There are basically two kinds of esteem needs which are covered under this
category. i.e. Internal esteem need and external esteem need. These needs arise for self-respect of
an individual. Every person wants to achieve growth in their life due to freedom and dignity. It is
a need when person wants them to should be recognised in their society and place where they are
working. Status, attention and achievement are required by every human being. It makes a
person feel better in the world they live but this all needs arises and accomplished after attaining
the above two needs (Podsakoff, MacKenzie and Podsakoff, 2017).
Self-actualisation needs: This is the last stage where a person reach after getting everything. At
this stage a person feels and try to achieve what they are capable of becoming. It can only be
attained by gaining more knowledge. It will also help the person in gaining more knowledge and
becoming better.
So HR of A David &co limited motivate employees of the company. This will help the
work man in their own self growth and attaining job satisfaction. Motivation helps a person in
becoming better and makes them think more about what can be done.
Process theory of motivation: These theories mainly focuses on 'what' factor where the issues
that arises in between are addressed. There are many theories which are covered under process
theory and the same will be explained below.
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Skinner's reinforcement theory – This is another most essential theory that was created by BF
Skinner and as his associated in the year 1957. This theory is fully based on the behaviour or
motivation of the employees. This theory is also based upon the principle of knowledge and
causality that the behaviour of individuals working in an organisation are controlled and
managed by the kind of reward or benefit. Inner feelings of employees are emphasized by the
Skinner and his associates (Colarelli and Arvey, 2015). Furthermore, the scholar also stated that
it is also important to to planned in effective way. Therefore, it is very essential to analyse the
technique for managing the employees' behaviour. The manager of A David & Co Ltd, utilise
ways in order to encourage the behaviour workforce which are as Extinction refers follows -
 Positive Reinforcement – This is very essential to demonstrate response when any
individuals presents positive and needed behaviour. For example, praise the individuals
who come early or very punctual to there job & timing. This increase employee learning,
this rewards of reinforcement is positive but not compulsory. If individuals are motivated
or develop good behaviour that it is referred as positive reinforcement.
 Negative reinforcement – It implies that rewarding or praising by eliminating negative
consequences. For gaining the needed behaviour it is essential to have negative and
positive reinforcement.
 Punishment – This method reducing optimistic challenges to eliminate the chances of
repeating the unwanted and undesirable behaviour in the future for example suspending
or terminating the employees for penalties, breaking rules etc. '
 Extinction – It refers to the deficiency for reinforcement, it helps in decreasing the
chances of undesirable and unwanted behaviour by eliminating rewards for that kind of
behaviour.
M.2 Critically evaluating the behaviour that gets influenced by application of motivational
theories and models.
As per Van Knippenberg and Hogg, (2017). different theories of motivation helps in
boosting the morale of employees. It will let the person know that they can do more and have
higher potential. Employees get influenced by the theories that are being applied by managers
and leaders in order to motivate employees. Whereas, on the other hand as per Dipboye, (2016).
Employees resist motivation theories as many people can't accept changes easily. Motivational
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theories also pressurise workers to work in a proper and more efficient manner. It gives low job
satisfaction to workers.
LO 3
P.3 Explaining at makes an effective team as opposed to an ineffective team.
There are so many types of teams that are formed by organization in order o work more
effectively and efficiently. By these teams different goals and objectives can be achieved more
easily. As everyone comes together to work and share their ideas and goals. Different teams are
as following:
Functional or Operational team: Employees come together under a single teams to perform
different functions. Those teams who perform a common function are considered as functional
teams. Under these there are many categories like work team, functional work team and cross
functional work team. Like for example In A David & co. limited has a Human resource
department which solves all the issues of employees and provide them training. It is a different
function of organisation and every employee is divided under different functional departments.
Problem solving team: Under such kind of teams problems are the major focus which are being
solved. Employees comes together for examining issues and problems so that they can find
solution to their problem.
Other than the above teams there are effective and ineffective teams in a company. Both
kind of teams are different from each other. Their difference table is presented below in tabular
form.
Difference between Effective Team and In-effective Team
Effective Team In-effective Team
Effective team are more clear with their
objectives and Goals
The goals are not distinctly outlined.
Every person knows their role and
responsibilities under this form of teams
The roles are not clear to the team members. It
is not properly defined to the members in in-
effective team.
In effective teams all workers communicate
openly and effectively which helps in better
performance
No clear and open communications are made
under such teams. Which makes it difficult for
employees to work in effective manner
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Better Decision Making activities are done in
an efficient and impressive manner under
effective team.
Their decisions are not proper and up to the
mark in this kind of teams
Effective team within A David & co limited with regards to the theory of Tuckman model
The Team work and gathering of employees in a company helps in enhancing the authoritative
conduct inside A David & co limited. Powerful group relies on the leadership style and their
conduct. Group will perform at most irregular amount and give their additional task when
administration facilitate appropriately with them.
As effective group will assist association with improving the efficiency and generally
focus on the business development. Effective teams can fulfill their clients through the diverse
administrations and aptitudes (Gelfand and et.al., 2016). Following hypothesis will relate the
adequacy of the group in the David & co limited. For example, Tuckman and Jensen model of
group development. This model incorporates the stages, for example, shaping, raging, norming,
performing and suspending.
Forming stage-This is first phase of above mentioned model. In this stage group will be framed
based on their competency and the distinctive abilities and the work and task they need to
perform in the company. A few employees are on edge, as they have not comprehended what
work the group will do (Luthans, Luthans and Luthans, 2015). In this stage, leaders play the most
important and critical role, as indicated by this stage leaders needs to keep up a decent
connection with all employees through the best correspondence ability.
All the members of the teams works together in order to achieve a common goal. But this
model majorly focuses on improving the skills and knowledge. Communication is less at this
stage as everyone is meeting for the first time (Tuckman Model, 2016). The reason behind it is
that this is the first stage so the employees are not able to interact with each other.
Storming stage- This is where numerous groups fall with each other and not ready to go for
next stage. In this stage colleague can be disappointed with some other team members. All
employees have diverse culture and thoughts because everyone comes from a different place.
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This various different changes in working style and culture makes employee feel pressurized.
Frustration is also very common at this stage which is to be faced by employees.
Norming stage-This is the third phase of development in which clashes are settled. This stage is
utilized to manufacture a decent bond among the all employees. In this stage coordination will
better and all colleagues will work together in Unity (Greenberg, 2014). Because of the strong
bond and great connection at this stage workers can enhance the effectiveness and this stage
helps the association with increasing the profitability.
Performing stage-After the Norming stage, group comes to at the performing stage. In this stage
group will be in the development procedure. At this stage leader has obligation to motivate all
laborers to improve their work and performance. At this phase because of diligent work and
pressure workers require more inspiration.
The adjourning stage - this is the last phase of improvement. In this stage, the reason for group
will be accomplished.
The above hypothesis will discover the adequacy of group in A David & co limited.
Above model will assist A David & co limited with improving the business and viability. In
beginning stage A David & co limited will confront a few issues yet through the inspiration
procedures and prizes framework they can enhance the viability. Aside from this through the best
leadership style association can motivate their work mans and upgrade their execution.
M.3
Team and group development theory:
Forming stage: This is the first stage where group will be framed based on their competency
and the distinctive abilities and the work and task they need to perform in the company.
Storming stage: This various different changes in working style and culture makes employee
feel pressurized at this stage.
Norming stage: This is the third phase of development in which troubles and problems are
settled.
Performing stage: Groups get developed at this stage to perform the given task.
This theory is followed to develop a team in dynamic culture.
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P 4 Presenting the concept and philosophies
Fundamental concepts & philosophies of organisational behaviour:-
* Individual difference :- employees are different & have varied characteristics not only in
their physical aspects but in their psychological qualities as well. For example, there are
variations in the capability of dissimilar workers to identify, learn, remember, predict,
conclude and so on. Information of such employee’s differences is essential for the
manager in A David & company to get the best out of every worker. While giving work
to those employees, these variations are considered to be taken into account. Example−
Manager in the company should not be unjust towards any particular worker instead
should treat them evenly and try not to judge them on any other thing apart from their
work (Jesinoski, Miller and Volker, 2016).
* Path goal theory :- the organisation may also use path goal theory of leadership to
influence employee’s behaviour positively. In this, leader selects a particular behaviour
that is best for an employee’s needs & the working environment. It has been determined
that, motivation is an essential element in leadership, therefore, in A David & Co. leader
must clearly define which path to choose to work towards the goal achievement.
Directive Leadership: In this style, leaders are actually know their own work and also
provide proper guidelines to their employees. If the leader follow this style, then employees
actually needs close supervision and needs proper guidance from their leaders in order to achieve
the goals of a firm.
Supportive leadership: In this style, leaders pay a lot of attention to the needs of their
employees and they are quite friendly and empathetic. Leaders in this style always motivate their
employees to raise their productivity.
Achievement oriented leadership: In this, leaders are set some challenging goals and
expects achievement from their employees and also trust that they are able to handle the complex
situation. They make their employees independent and can take better decision for the welfare of
the company.
Participative leadership: In this style, leaders involve their employees to present their
ideas and opinions to take better decision for the welfare of the company. In this stage,employees
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are open to consult and discuss on any topic. The leaders only deploy this leadership style when
the employee have a specialist knowledge and decision making skills.
 Social Capital Theory: This theory features of social organization that facilitate
coordination and cooperation for mutual benefits. It also has an important variable such
that the amount of trust between the members in a social network. Such that David &
company has to use this philosophies in order to creates better understanding and mutual
trust between every members of the company.
 Contingency theory: This theory states that there is no best leadership style for the
leaders. There are two styles of leadership according to this such as task-motivated and
relationship motivated. Such that the leaders has to find out the best style which is suited
on the situation.
* A whole person concept :- in this business world every company knows that an
employee’s skill or knowledge cannot be engaged wholly company have to employee a
whole person. It has been determined that, skill comes from background & information.
Therefore, A David & company manager must know that employee’s personal life cannot
be completely unconnected from their work life, similarly emotional situations are not
detachable from physical conditions. Therefore, worker’s work is the functioning of a
total human being not a specific characteristic of a person. The manager cannot divide or
isolate the home life of workers from their work life.
* Dignity of human resources in the company :- In A David & company employees must
be treated with respect and decorum. In a place of work, where manual labor is treated as
a commodity by the management that can be purchased for a value, person relationships
are bound to be poor. Reward of fair salary, terms of better working conditions & job
safety, configuration of facilities for training, cheering employees’ contribution in
decision-making etc., implies that the administration respects the dignity of labour
(Kinicki and Fugate, 2016).
* Mutuality of interest:- similar to how the organizations need employees, people also
need organizations. This is because only the workers who perform for the attainment of
the company’s objectives. Equally, organisation is the only cause that satisfies the needs
of the employees. Therefore, there is reciprocity of involvement restricted of which the
set of workers is chaffy.
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M.4
Concepts and philosophies of Organisational Behaviour:
These theories and concepts such as A whole person concept, Path goal theory,
Individual difference etc, greatly affect employees behaviour in the organisation. On the other
hand it also negatively affect employees as they need to change their working patterns and ways
according to the theory implemented. These changes are not accepted by many employees
leading towards de-satisfaction and lack in performance.
Conclusion
From the above report it has been summarized that in order to attain success in a business
it is really important to maintain a decent and healthy environment. Every organisation has their
own culture where it tries to give a platform to employees where they can perform all work in
proper manner. In addition to this, different leadership and motivational techniques are followed
by the managers in order to motivate employees for working better. Motivational techniques
helps work man in understanding their own self and help in knowing their potential. Apart from
this, communication gap is the biggest problem that is faced by employees of A David & co
limited. The same will be solved by conducting meetings and working so that employees can
share their idea which will help in developing coordination and communication. Furthermore,
HR of organisation is developing different strategies to develop skills and knowledge of
employees.
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REFERENCES
Books and Journals
Blader, S.L., Patil, S. and Packer, D.J., 2016. Organizational identification and workplace
behavior: More than meets the eye. Research in Organizational Behavior.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Borkowski, N., 2015. Organizational behavior, theory, and design in health care. Jones &
Bartlett Publishers.
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.
Colarelli, S.M. and Arvey, R.D. eds., 2015. The biological foundations of organizational
behavior. University of Chicago Press.
Dipboye, R., 2016. Exploring industrial & organizational psychology: Work & organizational
behavior.
Gelfand, M.J and et.al., 2016. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3),
p.514.
Greenberg, J., 2014. Behavior in Organizations: Global Edition. Pearson Higher Ed.
Jesinoski, T., Miller, G.J. and Volker, J.X., 2016. Entrepreneurial Human Relations And
Organizational Behavior. Business Journal for Entrepreneurs, (4).
Kinicki, A. and Fugate, M., 2016. Organizational behavior: a practical, problem-solving
approach. McGraw-Hill Education.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An
EvidenceBased Approach. IAP.
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Miller, D., 2016. Article Commentary: Response to “Research on the Dark Side of Personality
Traits in Entrepreneurship: Observations from an Organizational Behavior
Perspective”. Entrepreneurship Theory and Practice, 40(1), pp.19-24.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Podsakoff, P.M., MacKenzie, S.B. and Podsakoff, N.P. eds., 2017. The Oxford handbook of
organizational citizenship behavior. Oxford University Press.
Van Knippenberg, D. and Hogg, M.A., 2017. Social identifications in organizational
behavior. The self at work: Fundamental theory and research, pp.72-90.
Online:
Tuckman Model. 2016. [Online]. Accessed through: <https://www.businessballs.com/team-
management/tuckman-forming-storming-norming-performing-model-234/>.
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