Organizational Behavior and Performance

This assignment involves analyzing the relationship between organizational behavior and performance. It requires examining the impact of motivational techniques, content and process theories, effective teams, and philosophical concepts on organizational behavior and performance. The document should provide a comprehensive analysis of these aspects and their implications for organizations.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of business politics, power and culture on team and an individual behavior
performance.................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Process and content theory of motivation and motivational techniques ...............................3
TASK 3............................................................................................................................................6
P3 Effective team opposed to an ineffective team......................................................................6
TASK 4............................................................................................................................................8
P4 Philosophy and concept of organisation behaviour...............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The organization behaviour is depended on the culture, politics and power which
has an impact on operational activities. The report will cover the impact of organization
behaviour in terms of politics, culture and power. Content and process theories of
motivation and motivational techniques in order to achieve the desired goals and
objectives will be discussed in this report. Difference between effective and an
ineffective team with concepts and philosophies of organizational behaviour will be
discussed in this report.
TASK 1
P1 Influence of business politics, power and culture on team and an individual behavior
performance
CULTURE INFLUENCE
There are three main factors of culture which affect the performance of an
individual and team and these are role, power and person and task. Handy describes
these four factors which are discussed below:
The Power culture: The power culture is also described as Web by Handy that the
power of concentration is reflected by small and large family business effectively and
efficiently. It can be said that the main roles and responsibilities of family business is
depended on family members. The main effect of this culture is that there are only few
members in the family who have effective skills and knowledge about decision making
and concentration power (Borman and Motowidlo, 2014). The strategies and plans are
also made by the family members is formulated and implemented by any other person
with good skills and knowledge. The power culture changes quickly and also have more
trust on individual instead of groups or committees.
The Role culture: The culture is also known as Greek Temple. The temple is made of
Apex and Pillars which take places in the firm as decision making and functional units.
The functional units of Royal Dutch Shell help to implement the apex decisions. Pillars
are the main strength of firm which helps to stable the structure and activities of
business. The culture is suitable for Royal Dutch Shell in order to make regular changes
in the firm that it is now divided in five firms located in different locations. Role culture is
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also effective in terms of government departments, public sectors, local authorities and
public utilities effectively and efficiently.
The Task culture: The task culture represents the main characteristics of Royal Dutch
Shell such as development and departmental activities and extensive researchers which
are also dynamic in nature for the business. It can be said that there is a close mean
between integration, business activities, communications, specialties, liaison and
functions where the Royal Dutch Shell will adopt the quick and regular changes and
become the part of anticipation activities effectively and efficiently. The task culture also
affects the behaviour of team and individuals in the firm in both negative and positive
terms effectively. It also depends on the performance provided by team and individual
within the business (CH Chan and Mak, 2014).
The Person culture: Person culture is a part of business structure model and
management in which path for success is determined within individual in Royal Dutch
Shell. A structure should be formulated on the basis of individual needs. Management
control and reporting relationship describe the suitability of culture within community or
group. The Person culture is not much beneficial for the firm that it reflects the nature of
person.
INFLUENCE OF POLITICS
Decrease productivity: Politics affect the behaviour of individual and team at Royal
Dutch Shell. The major impact of politics upon business is the productivity that it affects
the individual outputs and decreases the production. Politics at workplace also reduce
the concentration and attention towards individual and team tasks. This will affect the
operational activities as well.
Demotivae employees: Politics at workplace decrease the motivation of employees
towards their individual and team tasks which affect the business operational activities.
This will also decrease the production and profitability of Royal Dutch Shell effectively
and efficiently. Employees in the firm reduce their concentration level and attend office
just for sake (Cucina and McDaniel, 2016). This will also create a negative environment
at work place which also produces negative results in the firm.
Wrong information and pressure: Wring information reduces the effectiveness of firm
that individual does not believe to share information due to the fear of leaking
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information and data. Individuals in the firm do not trust each other and which produce
pressure and stress. Behaviour of individual and team in Royal Dutch Shell will also
affected by politics in different manner.
INFLUENCE OF POWERS
Power can be described as an authority which is provided by the firm to
managements and leaders in order to manage and control the business activities and
operations in the market. Power is also useful to enhance the performance of
individuals and team within the firm which will help to achieve the desired goals and
objectives effectively and efficiently. The negative use of power will affect the behaviour
of individuals and team which also decrease the production and profits for Royal Dutch
Shell effectively and efficiently. This will also decrease the skills and knowledge of
employees within the firm.
TASK 2
P2 Process and content theory of motivation and motivational techniques
MASLOW HIERARCHY NEEDS AND MOTIVATION THEORY
The motivational theory is developed by Abraham Maslow in 1940 which is the
earliest and widely theory.
Physiological need: Physiological needs are also known as the common and basic
needs of human beings in terms of water, food, shelter and sleep. These are necessary
in order to survive in the world effectively. Other things will turn into background in the
lack of such needs efficiently.
Safety and security: Safety and security is also a need of human being in order to
secure the income and living place and also securities towards health issues. Such
needs are very important for a child to be safe in any manner. Safety and security will
include safety towards accidents, personal security, financial security and illness. This
will also affect the living standard of an individual or team in the firm effectively.
Self-actualisation: Self- actualization is refers to the potentiality of an individual
towards growth and development effectively (Dasborough and Harvey, 2018). People
are self-actualizing that they are likely to choose their own positions, opportunities and
versions. In order to do that all needs should be satisfied at each and every level.
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ALDERFER THEORY
Existence needs: The existence needs describe the needs of an individual towards
safety, physical and physiological. These are the essential needs which also affect the
behaviour of an individual and team within Royal Dutch Shell effectively.
Relatedness needs: These needs are also important for an individual in order to
maintain the relationship and emotional energy. It requires effective relationship with
friends, family members and belongingness.
Growth needs: Growth needs are necessary as well as crucial for an individual in order
to improve and develop his performance towards task in the firm. Self development is
necessary in order to achieve the desired goals and objectives effectively.
TWO FACTOR THEORY FROM HERZBERG
The two factor theory describe the factors which are motivating fir the employees
in the firm in order to enhance the productivity and profitability. This will also increase
the level of motivation and satisfaction. The theory defines the feelings which are not
opposite to each others.
VROOM’S PROCESS THEORY OF EXPECTANCY
Expectancy: The theory describes the efforts of an individual which he made for the
task competition at workplace (Kilburg and Donohue, 2014). Individuals believe in their
hard work and leads firm towards profitability and production effectively.
Instrumentality: An individual believe that there is some certain connection between
goals and activities which can be fill by instrumentally and effectively. Employees in the
firm are also able to take rewards and incentives by performing well towards their tasks.
Valence: It is known as a certificate which an individual get as a rewards for his best
performance towards his tasks effectively. This will help Royal Dutch Shell to increase
the production as well as profitability.
MOTIVATIONAL TECHNIQUES
Motivational techniques are useful as well as important for the firm in order to
improve and develop the performance of an employee within the firm towards his tasks
effectively and efficiently. This will help organisation to create a positive and peaceful
environment for the employees at work place and also increase the production.
Motivation can be provided through training and development programs, rewards and
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incentives and by providing challenging work. Management is responsible for motivating
and encouraging employees in the firm in order to improve their skills and knowledge
from which it is able to accomplish desired goals and objectives effectively. Providing
education and sharing information will also increase motivation within employees which
lead towards success. Here are some motivational techniques from which Royal Dutch
Shell is able to encourage their employees in the firm discussed below:
Regular supportive feedbacks: Positive feedbacks from the managers will also help to
motivate and encourage employees in the firm towards their tasks. Inspiration brings
efficiency in the firm which led towards success and achieving goals and objectives.
Incentives and rewards: Incentive and rewards are the best method from which an
employee can be motivated. Rewards should be there for an employee towards his best
performance for the task (Killingsworth, Miller and Alavosius, 2016). This will also
encourage others in the firm to work hard and achieve the individual goals and
objectives.
Meaningful and challenging work: Employees in the firm feels motivated when they
know the importance of work that challenges made them strong towards completing a
task effectively. Increasing scope will also enhance extra efforts from which workers are
able to improve their capabilities and capacities which lead towards profitability and
production.
EMOTIONAL INTELLIGENCE AND IMPORTANCE OF SOFT SKILL
Emotional intelligence refers to the capacity of an individual towards his own
emotion acknowledgement which should be considered between feelings. Emotions
control the behaviour and environment of an individual towards the work place within
the firm. In addition to this, soft skills are also crucial for the managers in order to
achieve the desired goals and objectives of Royal Dutch Shell effectively. This can be
done by attitude, god habits, personality trait and behaviour in order to perform the task
and manage the candour, mental agility, communication skills and dependability
effectively. This will also help to manage and control the business operational activities
within the market.
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TASK 3
P3 Effective team opposed to an ineffective team
Effective team in the firm is able to improve the performance of organization in
order to achieve the individual goals and objectives effectively. They discuss on points
which they do not agreed and this will help them to produce new thoughts and ideas to
reach the consensus. Team members try to develop their knowledge and skills which
also help to increase the production and accomplishing goals and objectives effectively.
Open discussion: Effective team considered open discussions which will help them to
share their thoughts and ideas. Open discussions also prepare employees to listen and
learn something new. They contribute their efforts for the firm in order to increase the
production and profitability.
Employee’s participation: Employees in an effective team participate in all the
activities and meetings which help to improve their knowledge and skills. This will also
help them to understand the vision and mission of the firm which will enhance their
attention towards the task (Matis, 2015).
Communication: Communication should be there for an effective team in order to
share thoughts and ideas. An effective communication process will bring changes in the
firm by producing new ideas for the profitability and effectiveness for the tasks
effectively and efficiently.
Apart from all this, ineffective team members are lazy towards their task which
decreases the productivity and profits for the firm. They are no longer able to achieve
their individual goals and objectives. They are also depended on each other to complete
the work and the environment is also full of tension and miscommunications. There are
some characteristics of an effective and ineffective team discussed below:
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
Understanding
objectives and
goals.
Team members are well known of
their objectives and goals.
It is difficult for the members to
understand the objectives and
goals.
Contribution
of members
Team members contribute their
best efforts for the completion of
Only few members are there who
contributes in the tasks.
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task.
Listening and
Collaboration
Members in the team work
collaboratively and listen to each
other in order to perform the task
well.
Team members are unable to
listen each other and produce
miscommunication.
Resolution of
conflicts
Team members are able to solve
their conflicts and issues.
Members in the team create
conflicts which reduce the
effectiveness of solving problems.
Decision
making
Decision making is effective
based on strategies and plans.
Fail to make a decision and also to
implement.
Leadership Leadership is effective and crucial
for the members as they listen to
their leaders (Navarro and Rueff-
Lopes, 2015).
Poor leadership level.
TEAM DEVELOPMENT MODEL FROM TUCKMEN
Forming: In the stage of forming, team members are capable and also do not depend
on each other in order to perform a task effectively. Leaders are also able to answer
such questions related to organization purpose and objectives.
Storming: Team leaders in this stage are ready to make decisions and also provide
contribution at workplace towards employees. This will also help to reduce uncertainties
within the business environment.
Norming: In the stage of norming team leaders understand the roles and
responsibilities in order to perform well towards tasks effectively. Members in the team
discuss and provide suggestions to enhance the workplace activities. Members are also
loyal towards the team leader.
Performing: Employees or team members are aware of strategies and plans which is
formulated by the leaders. This will help them to implement the strategies towards the
task in order to enhance the performance and profitability of the firm.
BILBIN’S TYPOLOGY FOR MANAGING EFFECTIVE TEAM AND THEIR ROLES
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This typology is made for balancing the teams and to understand the role of team
members within Tesco organisation. Organisation tries to improve and develop their
abilities and skills so that they can manage the weaknesses of team members or
leaders. Bilbin identify nine roles of a leader and divided them into four parts which are
action oriented, people oriented and thoughts oriented.
TASK 4
P4 Philosophy and concept of organisation behaviour
The concept and philosophy of organisation behaviour is considered with the
path goal theory which helps to develop and improve the production and profitability.
The path goal theory is based on leadership and behaviour which should be suitable
and relevant for the employees in the firm. This will help to achieve the organisation
desired goals and objectives and also creates a peaceful environment at work place.
Path goal theory: Behaviour of the organisation is very uncertain and unable to remain
fortunate and stable in the market (Seo, 2016). Stability of a firm is very important for its
growth and development towards market expansion and for achieving organisational
goals on time. Path goal theory is made by formers to identify the leadership style used
by leader or manager in the firm. This will help them to create a better environment for
employees at workplace and for retaining in the market for long time. It will help
organisation to earn more profit and productivity. The theory also help leader to improve
their employees performance, motivation, empowerment and satisfaction level. This will
help to achieve the business goals and objectives.
Contemporary barriers are known as difficulties occurred in the business
operational activities. It is very hard to avoid them that they have a negative impact on
the business performance which affects the production and profitability effectively.
There are some negative impacts on organisation behaviour discussed below:
Communication: Communication is process which help employees to get rid of
conflicts and issues within the business environment effectively. It is a formal and
informal way to convey the information and data with fellow workers or leaders.
Communication should be there for an effective team in order to share thoughts and
ideas. An effective communication process will bring changes in the firm by producing
new ideas for the profitability and effectiveness for the tasks effectively and efficiently.
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Efficiency level: The level of efficiency is measured by the performance provided by
employees towards their individual tasks. Managers and leaders are able to manage the
performance of employees in order to increase the skills and knowledge which leads
towards profitability and production effectively.
Behaviour: Behaviour is very crucial for a firm to identify employee’s characteristics
and belongings. Employee’s behaviour decides the employee’s relationship with their
fellow workers in the organisation. Lack of equality destroys the behaviour of an
employee that he does not respect his leaders and subordinates and also make
unnecessary issues within the firm (Wallace, Chiu and Owens, 2016). Behaviour should
be positive in order to bring changes in the firm by producing new ideas for the
profitability and effectiveness for the tasks effectively and efficiently.
Contingency theory: Contingency theory helps business to evaluate leanings of
organisational system. Effectiveness and efficiency of an employee helps business to
develop its structure and make a strong position in the market effectively. Some
challenges lead the innovation theory and show that they are fully observed. Some
other challenges are attended by the innovations to perform in process. Methodological
and theoretical both innovations help business to constitute opportunities for the
contingency theory for making a strong organisational culture (Wang and Dou, 2017).
This will also help to increase the production and profits which leads to accomplish the
desired objectives and goals.
CONCLUSION
It can be concluded from the above report that business politics, power and
culture affect the performance of employees in both positive and negative terms
effectively and efficiently. The report also helps to measure the production and
profitability of the firm. Motivational techniques and content and process theories will
also help to achieve the desired goals and objectives of the firm by motivating
employees at work place. The key difference between effective and an ineffective team
will also help to measure the impact it has on the firm. Finally, the influence of
philosophy and concept on behaviour of organisation on the performance in both
positive and negative terms effectively and efficiently.
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REFERENCES
Books and Journals
Borman, W.C. and Motowidlo, S.J. eds., 2014. Organizational citizenship behavior and
contextual performance: A special issue of human performance. Psychology
Press.
CH Chan, S. and Mak, W.M., 2014. The impact of servant leadership and subordinates'
organizational tenure on trust in leader and attitudes. Personnel Review 43(2)
pp.272-287.
Cucina, J.M. and McDaniel, M.A., 2016. Pseudotheory proliferation is damaging the
organizational sciences. Journal of Organizational Behavior 37(8) pp.1116-1125.
Dasborough, M. and Harvey, P., 2018. Happy birthday! Celebrating 30 years as JOB, 5
years of review issues, and 1 year of the “JOB Annual Review”. Journal of
Organizational Behavior 39(2) pp.131-133.
Kilburg, R.R. and Donohue, M.D., 2014. Leadership and organizational behavior: A
thermodynamic inquiry. Consulting Psychology Journal: Practice and
Research 66(4) p.261.
Killingsworth, K., Miller, S.A. and Alavosius, M.P., 2016. A behavioral interpretation of
situation awareness: Prospects for Organizational Behavior Management. Journal
of Organizational Behavior Management 36(4) pp.301-321.
Matis, C.D., 2015. The Leadership: A Creative Item of the Organizational Culture; A
Brief Focus on Banking System in Romania. In MIC 2015: Managing Sustainable
Growth; Proceedings of the Joint International Conference, Portorož, Slovenia,
28–30 May 2015 (pp. 315-325). University of Primorska, Faculty of Management
Koper.
Navarro, J. and Rueff-Lopes, R., 2015. Healthy variability in organizational behavior:
Empirical evidence and new steps for future research. Nonlinear dynamics,
psychology, and life sciences 19(4) pp.529-552.
Seo, J., 2016. Resource Dependence Patterns and Organizational Behavior/Structure in
Korean Nonprofit Organizations. Nonprofit Management and Leadership 27(2)
pp.219-236.
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Wallace, A.S., Chiu, C.Y. and Owens, B.P., 2016. Organizational humility and the better
functioning business nonprofit and religious organizations.
Wang, Y.J. and Dou, K., 2017. The relationship between trait self-control, consideration
for future consequence and organizational citizenship behavior among Chinese
employees. Work, (Preprint), pp.1-7.
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