Organisational Behaviour - Team Behaviour

Organisational Behaviour
Table of Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of organizational culture, politics and power on team behaviour and performance
.....................................................................................................................................................1
TASK2.............................................................................................................................................3
P2 Content and process theories of motivation and motivational techniques............................3
TASK 3............................................................................................................................................6
P3 Explanation about what makes an effective team as opposed to an ineffective team...........6
TASK4.............................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour .......................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organizational behaviour refers to the examination of human behaviour and how they
interact with each other. It is the study of individuals behaviour during the working environment
so as to increase the efficiency and effectiveness in their work performance. This report takes
into consideration A David & Co Limited which deals in food and beverage industry, located in
United Kingdom. It deals in rendering production and distribution of fruits and provide full range
of fresh fruits, vegetables and bakery items on a daily basis to hotels,restaurants,contract caterers
and government contracts. This present assignment defines about the influence of culture,
politics and power on the team behaviour and their performance. In addition to this different
motivational theories are applied in order to motivate individuals and team to achieve goal.
Lastly, this file focuses on the concept and philosophies of organizational behaviour.
TASK 1
P1 Influence of organizational culture, politics and power on team behaviour and performance
Teams are formed in an organization when all the individuals shares common preferences
and attitude in order to work towards common goal. In context to the A David & co limited,
coming together is the beginning, keeping together is the progress and working together is the
success. So in order to achieve successful growth in the future, A David & co limited has
formed different team as per the goal they share so hat they become specialized in their work
performance. In context to A David & co limited there are different culture, politics and power
within the organisation which greatly influence the business concern are explained below:
Organizational culture:
Organizational culture refers to the beliefs, norms and principles under which the
organization members have to perform their respective task. In context to the A David & co
limited there are four types of organizational culture which are popularized by Charles handy
(Amoore, L. 2015): This theory brings the powerful effect on modern management thinking.
Handy defines culture as the way the individuals live by adopting different norms and cultural
practice. Here are the four types of handy culture which are explained below:
Power culture: In this culture, power is in the hand of very few individuals whose
influence spread within the whole business concern. A company with this type of culture can
respond quickly to the events as well as helps in improving team behaviour and their
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performance. For example like the HR manager have only the power to recruit and select the best
candidate for the organization. If HR manger will not recruit and select best candidate required
for the team to accomplish the goal then it will negatively affect the team members and will not
be able to achieve target goal. Thus, it can be said that the power of HR manger can greatly
influence behaviour and performance of the team and individuals.
Role culture:These types of culture are supported by each individuals within the
organization. In context of A David & co limited, if each individual within the organization have
specific role to play then they are able to accomplish organizational goal on specified time. Thus,
if each individuals plays an effective role it will helps in the betterment of team behaviour and
their performance.
Task culture:This type of culture depend on the integrative power of the unit so as to
improve efficiency and effectiveness of the team behaviour and their performance. In context to
the A David & co limited these type of culture are formed to address the specific project in order
to attain the best outcome for the organization in the form of successful growth in the future.
Thus, this culture helps the individuals working in an organization to become specialized in their
respective job profile , as a result it will help in accomplishing organization aims and objectives
on specified tome period. In addition to this it will also helps in achieving competitive advantage
in the market.
Person/Support culture: In context to the A David & co limited this type of culture is an
unusual culture. (Saunila, M., 2014) Individuals with person culture in A David & co limited
mainly exist to serve and assist individuals within the business concern so as to improve team
behaviour and their performance level. Thus, this type of culture effect the smooth working of
the different operational activities within the organization. As the individual with this type of
culture effects the productivity and the profitability ratio of the organization.
Overall it can be concluded that the HR manager of A David & co limited should adopt task
culture so that each individual get specialized in their performance. Thus, it will also result in
increasing the productivity and efficiency which indirectly result in getting better output for the
company
Organizational politics:
Organisational politics refers to the activities associated with governing a workplace. It
may consist of set of beliefs and principles under which the organization need to function. In
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addition to this politics in an organization is an tactics that one plays in order to improve one's
status or it can be said as politics played by individual in order to increase one's power in the
organization. Moreover when one pursue an agenda of developing self interest in the
administration while having little regard about the effect on company success in accomplishing
its goals and objectives. When the workers in the A David & co limited adopts such politics
practices then it indirectly becomes the barrier in achieving organizational target aims and
objectives as well as it will hamper team behaviour and their performance.(Crowther, D., 2018)
In order to improve team behaviour and their individual performance A David & co limited
should not adopt such practices. The company takes into consideration equality among each
member of the organization in order to motivate them to work harder and to achieve target goal
of the firm. The HR manger of the company treat their worker just like their family members so
that they get motivated and work towards in accomplishing the goal of the administration. Thus,
it will help in improving the performance level of the individual and will also lead in the
betterment of team behaviour.
Organizational power:
Organisationpower is the ability to influence employees so as to get work done from
them in order to accomplish organizational goals. (Emami, M. and et. al., 2012)There are fives
types of power given by French and Raven's which are exercise in the A David & co limited in
order to improve team behaviour and their performance level and which are explained below:
Reward power:Its the responsibility of the HR manager of A David & co limited to exercise
reward power. Like by increasing salary by providing promotion(Schuette, H., 2016) and bonus
to their workers etc. Exercising of this type of power is must for the A David & co limited in
order to improve team behaviour and to increase their performance level.
Coercive power:.This power refers to the practice of adopting illegal way like by punishing or by
giving warning letter in order to get work done from team members. In order to increase the
team behaviour and their performance level the HR manager of A David & co limited should not
exercise coercive power
Legitimate power: This type of power is based on position of the person like the HR manager
has the power to recruit and select the best candidate for the organization. The HR manager of A
David & co limited have the legitimating power to influence and motivate the individual in the
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organization to work for achieving company goals. Thus, it will also helps in increasing team
behaviour performance level too.
Referent power: This types of power is based on building up of relationship and interpersonal
attraction. For example HR manage of A David & co limited possess referent power as he/she
is the one in the organization who has to maintain wider interrelationship with internal as well as
external member. Thus, exercising of referent power also help in building up of team behaviour
and their performance level.
Expert power: One of the team member of A David & co limited must have expert power so
that if any problem arises they can sort out it by using their knowledge and expert power skills.
This will help in building up team behaviour and their performance level which indirectly result
in accomplishing organizational goals.
Overall it can be concluded that A David & Co limited uses reward power in order to retain and
motivate individual working within the organization. Reward like promotion, better incentives,
appreciation etc. Thus, examining this type of power within the organization will helps in
achieving better productivity and profitability ration as compared to its competitors.
TASK2
P2 Content and process theories of motivation and motivational techniques
Motivation is define as an internal state of individual's mind that direct their behaviour
and efforts in attaining goals. (Giovannone, M., 2016)Motivation provides a willingness to
perform work effectively and efficiently. Main aim of motivation is to influence employees
towards achieving goals and objectives of a firm. Generally, leaders play an important role to
provide motivation to employees after identifying there needs and motivate them through
monetary and non monetary terms. Leaders and managers of A David & Co Ltd. encourage there
workers for performing better task and achieve goals and objectives of an organisation in
effective and efficient manner.
Theories of Motivation
There are different types of motivation theories which are developed to improve the
motivation of employees in a firm. (Harper, H., 2018)Here are mainly two types of motivation
theories such as Content Theory and Process Theory which are explained below:
Content Theory
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This theory discover to indicate the result of what motivational factors encourage the
employees to perform better work in A David & Co Ltd. There are different types of theories
includes in content theory. These are:- Maslow's need hierarchy, Herzberg's two factor theory,
Alderfer's theory and McClelland's achievement theory.
Maslow's Need Hierarchy Theory
This theory was formulated by Abraham Maslow in 1940 and 1950. This theory is
categories into five basic needs such as basic physiological needs, safety needs, social needs, self
esteem needs and self-actualisation needs. (Hutchinson, M. 2015)These needs are fit in series of
hierarchy form Complex needs at the top level and basic needs are formed at bottom level.
Explanation of these are as follows:-
Physiological Needs: These are the basic need of a person which are necessary to survive
on the Earth. It contains different types of needs like food, shelter, clothes, water, sleep, air and
other necessities of human life. A David and Co Ltd. have to focus on these requirements of
employees and give them salary timely for fulfil their needs. It helps to develop their motivation
and firm can achieve their goals.
Safety and Security Needs: It refers to desire of protection and security of a person. A
David and Co Ltd have to satisfy the needs (Ritala, P. and Huizingh, E., 2014)of job security,
economic security, health insurance etc. after getting safety and security employee feel motivated
and work efficiently to achieve organisational goals.
Social Needs: Employees of A David & Co Ltd need love and affection from their
superiors. They need attention and support from their seniors, social groups and colleagues. It is
the responsibility of a firm to provide love and affection to their employees and eliminate
isolation.
Self-esteem needs: In this need a person want respect and appreciation by others. A
David & Co Ltd can fulfil this need of employees from two ways i.e. higher version and lower
version. In higher version, employees need self respect like freedom and in lower version,
employees need respect from others such as attention, status etc.
Self-actualisation needs: This is the final needs of Maslow's hierarchy theory. It refers
to the desire of a person to develop and grow their requirements with full potential. A David &
Co Ltd have to provide opportunity of growth and development to motivate their employees. It
helps in achieving organisational goal and success.
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Process theory:
This theory focuses on “HOW” motivation of an individual is occur. A David & Co Ltd
has taken into consideration Victor Vroom theory in order to motivate and influence the
employees to work harder in order to accomplish organizational goals and objectives.
Vroom's expectancy theory:
In context to the A David & Co Ltd this theory indicates that workers level of motivation
depends on the quality of the reward sought and on the chance of the rewards obtained. In
addition to this the theory specifies that employees have the feeling that they well receive value
from the business concern only when they will render their higher effort towards achievements
of organizational goal.(Lancaster, S. 2014) This theory is based on three key aspects which are
explained below:
Valence: In context to the A David & Co Ltd this key aspect of vroom theory specifies that
workers are give value to the reward system which will lead in the development and achievement
of success for the firm.
Instrumentality: This key aspect of vroom theory specifies that workers thinks that there is a
close relationship between the objective and the activity they perform. If the worker gives their
best they will receive best in the form of reward. So HR manager of A David & Co Ltd should
motivate the workers to work harder and to perform best and by giving them reward for their
better working performance.
Expectancy: The HR manager of A David & Co Ltd should motivate their employees to work
for accomplishing better outcomes. As this key element of vroom theory specifies that there is a
close interrelationship between predicted outcomes and the chosen course of action.
Thus, both the theories have their own positive and negative effects upon the organization. If the
A David & Co limited takes into consideration the importance of fulfilling the needs of which
are specified by Abraham mas low then it will helps in creating positive view point in the
mindset of the workforce and they will work toward achieving better outcome for the
organization. Whereas if the company just ignore the different specific needs of the individual
like social needs, physiological need, safety and security need of the workforce then it will
negatively effect the working environment and there may take place increase in the employee
turnover ratio. On the other hand if the company takes into consideration vroom theory which
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specifies that employee feel that their better outcome will result achieving reward performance
then it will helps in motivating and influencing workforce to achieve target goal of an
organization. Whereas in case when the employees expect ion are not fulfilled by the company
then it will negatively impact the organization by increasing employees turnover ratio.
TASK 3
P3 Explanation about what makes an effective team as opposed to an ineffective team.
Team refers to the group of individuals who work together in order to achieve common
goals associated with organizational aims and objectives.(Lawrence, P. and Lee, R., 2013) In
context to the A David & Co Ltd , team can be categorized as effective and ineffective team and
the difference between the two are explained below:
Effective team Ineffective team
An effective team is one who make efficient
use of resources and are fully committed in
achieving their common goal.
Ineffective team is one whose goals and
objectives are unclear and are low committed
towards their working performance.
There are certain factors which create ineffective team within the organization like unhealthy
environment, bulling and harassment practice adopted by organization, by not appreciating
worker performance,by not rendering some reward benefits on the basis of their performance
level. Thus, all this factors creates ineffective team within the organization. So its the prime
responsibility of the manager of A David and Co limited to render flexible environment to the
workforce so that it helps in creating effective team environment within the organisation. In
order to accomplish the organizational goal on specified time schedule its the prime
responsibility of the HR manager of A David & Co Ltd, to group their operational activity into
different teams like functional team, problem solving team and many more. Some of them are
explained below:
Functional Team: The HR manager of A David & Co Ltd makes different teams as per the
functional activities performed in an organization.(Okurame, D., 2012) Such as human resource
team, production team, research & development team and many more. This in turn helps in
accomplishing company objective on specified time period.
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Problem Solving Team:. This team helps in overcoming the issues as well as come up with
some skill full ideas which help the company in achieving the target goal on time. Its the
responsibility of HR manager of A David & Co Ltd to make problem solving team in an
organization
Project Team: The major purpose of project team in context to the A David & Co Ltd is to carry
out some specific project program. It consist of expert team members from different department
who work together towards their particular project task.
Virtual Team: In context to the A David & Co Ltd virtual team is the one who carry out their
project work by communicating online through conferencing technologies. Thus, this type of
team help in saving time as well as cost of an organization.
In order to achieve (Lawrence, P. 2013)the target goal on specified time A David & Co
Ltd has taken into consideration Tuckman theory which is explained below:
Tuckman's model
In context to A David & Co Ltd Tuckman model explains the five different stages of
team development and behaviour which help(McLeod, H., 2017) in building effective team are
stated below:
Forming: This the the very first stage of team development process under which the team
member are highly dependent on leaders for guidance and direction. So its the responsibility of
HR manger of A David & Co Ltd to make their team members familiar with the working
environment.
Storming: After forming next comes the storming stage where the team members start
interacting with each other and come up with their opinions and ideas. In addition to this there
may arise conflicts too during this stage. So its the prime responsibility of HR manger of A
David & Co Ltd to sort out the conflicts that may arise during storming stage.
Norming: At this stage the team members(Moxen, J. and Strachan, P., 2017)of A David & Co
Ltd starts resolving disputes, appreciates their strength and respect their leaders. So its the key
responsibility of HR manger to appreciate their working performance from time to time in order
to get more better outcomes.
Performing: In context to the A David & Co Ltd at this stage team members doesn't rely upon
their superiors, they become capable of taking decision on their own. So its the prime
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responsibility of HR manger of the company to provide them opportunities to take their decision
by themselves so that they can develop their skills to the fullest potential.
Adjourning: In context to the A David & Co Ltd this is the last stage of team development
where they end up with there respective projects assigned to them. In addition to this at this stage
there take place break up of team members when their task get completed.
TASK4
P4 Concepts and philosophies of organisational behaviour
Concept of organizational behaviour:
The basic concept of organization behaviour is based on two key elements; nature of
people and the nature of organization.(Stapley, L. F., 2018) If the nature of individuals working
in an organization is good enough then they will result in accomplishing business goal on fixed
time schedule. Secondly, if the nature of the organization toward their employees is unfair then it
will lead to increase in employees turnover. Thus it will indirectly effect the image of the
company. Similarly if the organization treat their worker just like their family member, then it
will result in successful growth of the company. Thus, it can be said that positive attitude of the
people and the organization towards each other will result in better growth of the company.
Philosophies of organisational behaviour
The HR manager of the A David & Co Ltd has taken into consideration one of the
philosophy of organizational behaviour name Path Goal Theory which is explained below:
Path Goal Theory: This theory was developed by Robert J. House and is one of the
leadership theory which emphasizes on the fact to increase employees motivation and
empowerment in order to accomplish the target goal. Its the responsibility of HR manager of the
A David & Co Ltd to select the best leader who will best fit the workers and working
environment. In addition to this this theory specifies the fact that leader style and behaviour
matter a lot in order to influence employees to work harder in achieving target goal. Moreover
the leaders should also ensure that they provide better working environment as well as provide
reward system to their subordinate for their better work performance. As per this theory leader
should be directive, supportive, achievement oriented and of participative type so that employees
feel that they are the part of the company not just the machinery for the organization. The HR
manger of the company should ensure that the leaders are flexible. In addition to this they can
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easily adopt the supportive and participative types of leadership style in order to motivate and
influence employees to get work done from them.
Situational leadership model: This model was developed by Paul Hersey and Ken Blanchard.
This types of theory specifies that it is based on relationship between followers and the leaders
and as well as serve as a framework so as to analyse each situation on the basis of performance
readiness. In addition to this it states that there is no particular style of leadership which the
company should follow, it all depend upon situation which style of leadership behaviour should
be adopted. For example A David & Co limited uses democratic and participative style of
leadership when there arise employees turnover which is due the fact that they are being treated
just like a machine not as a member of an organization, so the-leader of the company adopt
democratic style of leadership by render them flexible environment to the workforce. Thus, it is
been proved that adoption of leadership style depends upon situation. Thus, it will helps in
increasing the profitability ration of an organizational
CONCLUSION
From the above mention report it can be concluded that organizational behaviour plays
important role in accomplishing organizational aims and objectives. In order to achieve the
desired target the manger of the company should focus on the fact that how they can motivate
their workers in order to increase their working performance level. Like the manger can apply
content and process motivational theories in order to influence employees to work more harder to
achieve desired target. (Thoradeniya, P. and et.al., 201)In addition to this the HR manager of the
company should also analyse the influence of culture, politics and power so that they can be
overcome and can be helpful for smooth running of business concern. Moreover the HR manager
of the company should apply certain concepts and philosophies of organizational behaviour like
by applying Path goal theory manger can motivate and guide them from time to time in order to
increase their working performance level. Thus, overall it can be said that proper management of
human resources is must in order to accomplish organizational aims and objectives on the
specified time period.
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REFERENCES
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