Organisational Behaviour Report

This report examines the organizational behavior of A David & Co Limited, a food and beverage company, focusing on organizational culture, politics, power, motivation, team effectiveness, and leadership styles. It analyzes how these factors influence individual and team performance and explores various theories and concepts related to organizational behavior.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Analyse of organisation culture, politics and power influences individual and team
behaviour.....................................................................................................................................1
TASK 2.......................................................................................................................................3
P2: Content and process theories of motivation and different techniques to achieve a goal......3
TASK 3............................................................................................................................................6
P3. Factors that makes an effective team as opposed to an ineffective team..............................6
TASK 4............................................................................................................................................9
P4. Concepts and philosophies of organisational behaviour.......................................................9
CONCLUSIONS............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation is a combination of person or group of people organised together to work
for achievement of a certain goals that is assign by the company. Whereas, organisational
behaviour is related to the study of human behaviour, activity perform within an organisation.
One of the leading food and beverages company, “A David & Co Limited” has been taken under
this report. It provides production and distribution of fruits. The company offer wide range fresh
fruits, vegetable, exotic product, prepared food item and other bakery item (Carlström and
Ekman 2012). They provide all these stuff to hotel, restaurants, school, nursing homes and
government contracts.
In this project report, analyses of organisation cultural, politics and power that influence
an individual and team performance are discussed. There are various ways of motivating
employee and team for achieving objective. Company also identify the1537253352 importance
of effective team over ineffective team. Various concepts and belief of organisational behaviour
within the A David & Co limited are discussed underneath.
TASK 1
P1: Analyse of organisation culture, politics and power influences individual and team
behaviour.
Organisation behaviour may be defined as the analyse the way of individual or groups
that comes together to perform a common function in order to achieve organisation goal. Politics,
power and cultural are important part of every business firm that can influence individual and
team activeness in achieving company performance. In chosen company HR manager examine
every factor like culture, power and politics that impact on employee or team performance. All
these three factor may have positive and negative impact on company overall objectives.
Culture: It is defined as the set of characteristics, knowledge, value, goals and practice
that characterize an organisation. It is an invisible force which influence the performance of a
team or an individual. If culture of organisation is good than employee cooperate with each other
performing the same task (Coccia, 2014). Managers of company analyse its culture which affects
the way individual interact with each other. HR manager of A David & Co follow Handy's
model of organisational culture for developing pleasing environment for its employee. This
model is explained below:
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Charles Handy, introduce the organisation culture by defining four major different kind
of culture for an organisation like power, Task, person and role.
Role culture: This is related to the distribution of roles and responsibilities according to
employee's Specialization, qualification and interest to extract the best out of them. Manager of
A David & Co follow this culture to show that every individual is responsible for something or
other and has to take control of the work allotted to him.
Person culture: In this culture employee are more obsessed about their own self rather
than the organisation. Manager of A David & Co make it clear for their employee that they
should always consider organisation first and everything else later.
Task culture: Under this culture company form team in order to achieve the targets or
solve some critical problem. In A David & Co manager form teams of individual with common
interest and specialization to resolve any problems that increase their performance.
Power culture: In some organisation power remain within the hand of few people and
only they are authorised to take decision. HR manager of A David & Co follow this culture and
keeps the power in their hand and further delegate responsibilities to the other employees. This
will help in increasing performance of individual and team.
Hofstede's Dimensions of Culture: Greet Hofstede's had identified five cultural
dimensions for assigning mathematical scores which is designated to a particular country's
beliefs about each of the dimensions and these dimensions for A David & Co are as follows: Power Distance: It is the willingness of a culture for acceptance of status and power
differences among its members. Uncertainty Avoidance: Its a need for formal rules and policies for A David & Co and
lack of tolerance of ambiguity. Masculinity vs. Femininity: In this A David & Co have to set two goals, first goal usually
described as masculine and whereas the latter goal is described as feminine. Individualism vs. Collectivism: In this type of cultures, people are expecting themselves
to portray as individuals, who seek to accomplish the needs and goals of individual.
 Long vs. Short Term Orientation: Long term orientation include acceptance of the
business result in achievement of goal and long term employee relationship whereas short
term orientation include short term results and achievement and potentially change of
employer by the employee.
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Politics: It is defined as a program, a way of governing or a system concerned with
achieving and using power in a country or society (Costello, 2013). In company’s employee's
plays politics simply to come in the spotlight and gain unreasonable attention and appreciation
from the higher authority. In A David & Co illogical behaviour of employee to their work in
order to obtain advantages which are beyond their control is common. This reduce the overall
productivity, affects concentration and changes the attitude of employee. HR manager create a
positive policies to control unofficial politics played by employee in order to motivate individual
and team toward their work. This will increase their performance and company achieve their
goals.
Power: It is the ability to cause or prevent an action, make thing happen or make
someone work or not. Organisation power refer to the capacity to affects the behaviour, thought
and behaviour of the subordinate with the control of resources. Power have both side positive
and negative, in positive approach it influences performance of other employee (Dobrow, 2013).
It has negative impact also like, manager threat employee by job loss, punishment etc. HR
manager of A David & Co uses power in a positive manner for improving their employee
performance by giving resolution on conflicts between the team member. They distribute power
to the team leader that assist in decision making, rewarding other team member on their
performance. So manager have to maintain a proper balance between work and power.
TASK 2
P2: Content and process theories of motivation and different techniques to achieve a goal.
Motivation means needs, desire, wants of an individual which inspire them to move
forward and perform better. It is a result from the interaction of both intended and insensible
factors such as the grade of desire or need, incentive or rewards value and exception of
individual. Manager motivate their employee to influence them to perform their task and duties
more efficiently and effectively. There are two type of motivation:
 Intrinsic motivation: It is related to the interior process as motivation comes from
internal factor to meet personal desire.
 Extrinsic motivation: This is a motivation that comes from external factors which are
under control of other people. For ex- salary, promotion etc.
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There are number of motivational theories exits that is enforced in a business firm that
are useful to motivate individual or a team (Harper, Randall and Rouncefield, 2012). A David &
Co is a food company so it is very important for their manager to motivate its employee in proper
way that increase their performance. HR manager adopt two theories of motivation for their
employee that help to achieve company business goal:
Content theories of motivation: This theory is related to changes in human need in
respect to time. It explains the specific factors that motivate behaviour. Content theory mainly
focuses on the internal factors that stimulate and direct human behaviour. In its simplest form it
may be defined as need theory because it find out the individual need and ways to fulfil those
needs. The main content theories are Maslow's need hierarchy, Alderfer's ERG theory,
McClelland's achievement motivation and Herzberg's two-factors theory. They all explain
content theory of motivation that help to motivate individual or a team. Manager of A David &
Co uses Maslow's need hierarchy and Herzberg's two-factors theory for identifying need of their
employee and way to fulfil these needs.
Maslow's hierarchy theory- Maslow's liquefy needs into five basic categories that are
physiological, safety, love & belonging, esteem and self-actualization. This hierarchy move in
upward direction form bottom to top that means higher need are view only if lower needs are
satisfied. Employee move to higher need when lower needs are fulfil so HR of A David & Co
first tries to fulfil lower need like physiological, safety, love/belonging, esteem of employee than
they tries to fulfil higher needs that is self-actualization.
Physiological needs: This need are the most dominant of all needs. It includes needs
related to human survival e.g. food, water, shelter and sleep. So, HR managers at first tries to
fulfil these basic needs of employee that are very essential for their performance (Hutchinson,
and Jackson, 2013). They provide proper space for rest, time to eat well and other incentive to its
employee that fulfil physiological need. Once, these needs are fulfilling manager focus to fulfil
next level needs.
Safety and security needs: It is related to security of income, safe place to work, well
health condition and work free from threats. Safety needs refer to person hope for security or
protection. As a HR manager of A David & Co they provide safety needs like, insurance cover
for employee, saving account, job security, personal security of some higher authority and safe
working environment. for fulfilling safety and security needs.
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Belongingness and love: If both lower needs are fulfilled, the fondness, love and
belongingness needs come into importance. This needs involve giving and reviving affection,
love between employee so that the can work together in order to achieve common objective.
Human resource manager of institution develop an environment for its employee where they can
build strong connection with other team member. This help in avoiding problems like disrespect
among employee, anxiety and loneliness etc.
Esteem: These needs are related to achievements, distribution essential work, and provide
status that will make feel employee valued and appreciated. As a HR manager of A David & Co,
they work for to fulfil these need in two version, lower and higher. The lower variant is the need
for respect from other team member of company and higher variant that is concern for self
respect.
Self-actualization: Every individual work in interest for their growth and development. It
reflects an employee's desire to grow and develop their fullest possible. Managers of company
offer challenging and meaningful work which enable innovation, creativity and progress it will
increase their performance and company achieve its long term goal.
A David & Co company uses theory for meeting its employee and team basic and growth
needs in order to promote performance level. Maslow's theory help manager to fulfil individual
and team member needs that is basic for company's developments.
Herzberg's theory of motivation: This theory commonly known as two factor theory,
which means that management of an organisation focus two factors mainly that can influence
motivation of employee (King, 2017.). Two factors are Hygiene and motivators, if a workplace
miss hygienic environment than their employee may be unmotivated while motivator factors are
those which can boost worker to work harder.
Hygiene factors: These factors are not present in the real job itself but are surround to
the business.They hygienic factors show and signal the physical needs which an individual want
to be fulfil. In A David & Co, HR manager tries to fulfil these factors of employee by giving
compensation, working condition, relation ship between supervisor and job security etc. that
boost them to work more efficiently in achievement of company goal.
Motivational factors: These factors are found within the actual job itself and are also
called satisfiers. Motivator are involved in performing a job and cause employee for a superior
performance (Martin, and Burke, 2012). Human resource manager of A David & Co motivates
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their employee of improving their performance by giving additional benefit like, reward for
achievement, recognition, responsibility of a task and Growth and promotion for their work
done.
Process theory of motivation.
A method of ideas that gives result of how an organisation changes and develop with
accordance to the environment. It may be described as physiological and behavioural procedure
that can motivate an individual in order to perform a task in a particular way. In addition, these
theories analyse the behaviour of employee that will affect their performance in order to achieve
goal related to their needs. Management of A David & Co follow victor Vroom theory of
motivation to examine how employee can be motivated.
Victor Vroom Expectancy theory: According to this theory individual will act in a
certain way, as they are intended to adopt a specific behaviour over the other (Robbins, and et.
al., 2013). In addition, the motivation of behaviour result from the outcome whose aim is to
increase delight and minimize painful sensation. Victor disclose that an employee's presentation
is based on various factors such as attainment, knowledge, education, quality and attribute. HR
manager of A David & Co propose that employee may be motivated in the following way
 They develop positive parametric statistic between attempt and performance.
 They provide a desired reward if employee shows favourable performance.
 They develop a reward for employees against their efforts.
The theory has the following beliefs also that help management to fulfil needs of their worker
and increase their performance some are discussed below:
Expectancy: It refer to the chance that a particular action will advantage to the wanted
result. HR of company focus on particular action of employee that will lead to first-level result
by which they can be motivated.
Valence: It refers to the expected pay off of the outcome in respect to strength of
employee preference. HR management discover what employees value by satisfying extrinsic
and intrinsic need (Walsham, 2012). They provide money, promotion, benefits and reward that
will improve execution of worker in the company.
Instrumentality: It refers to the actual result received by the worker if they are promised
by administrator. So Human resource management of company check that promises
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made by them to their employee for reward and prize are fulfilled and worker are aware
about the same.
TASK 3
P3. Factors that makes an effective team as opposed to an ineffective team.
Organisation runs number of operation and for completing these work they require
workforce, so HR management divides its employee in different team to perform those task.
Teams are made up of two or more employee working in an organisation together in respect to
achieve a common goal. A David & Co tries to build effective team that can lead to improvement
in business and performance of employee.
Effective team- A team who communicate well that develop a better understanding
between employee and management, work more effectively and efficiently in achievement of
organisation goal and review and analyse data performance of employee to improve their
working is known as effective team. A David & Co perform production of fruits so manager
requires to build an effective team that perform well and finish its work on time. HR review
performance of team that help them to correct error or done change if necessary and make their
team as an effective team. The manager Build an effective team in A David & Co, as their
production rate will reduce, employee will take less time to complete a particular task. It also
develops an understanding between team employee to work and achieve desired production and
sales level (Watson, 2013).
The human resource manager of A David & Co develop an effective team in the following
manner such as:
 Clear objective: Management first of all set mutually united goal and objective for the
worker and develop a clear understanding of these goal.
 Balanced role: HR make a team with a good balance of skills, quality and desire.
Employee have a clear understanding about their role in achievement of team objectives.
Manager distribute role to worker depending upon their ability to do work.
 Good communication: HR keep on communicating with their team by conducting
meeting which help in exchange of ideas related to a topic and is also useful in resolving
issue of employee.
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 Leadership: In A David & Co HR manager appoint an individual out of team as a team
leader who will be accountable for the performance of employee. Team leader manages
its team member to work for accurately to achieve company goal.
 Regular review: A team leader appointed by HR regularly review the performance of
employee and focus on achievement of goal. If it is required team leader may improve the
performance of employee and make out new process to to achieve goal.
Comparison of effective and ineffective team:
Effective team Ineffective team
 In this type of team goals are organized
cooperatively so that all member are
attached to achieve those goal (West
and Lyubovnikova, 2013).
 These team follow two way of
communication that help in exchange
of ideas and feeling between member.
 Leadership is diffuse among every team
member that will increase group
maintenance, team development etc.
 These group resolved conflicts through
centralising discussion that make all
team member satisfied.
 Decision are made and matched
according to the situation, every
member are involved and group
discussion are promoted.
 Goals are bounden and are
competitively organized so that each
associate strive to surpass the other.
 Communication is only in hand of
authority all other member has to
strictly follow the instruction.
 Position is delegated and remain within
the control of an individual person.
That might lead to non-participating
and individual may dominate other
team person.
 Issue are solved through distributive
discussion that might led to unhappy
other member of A David & Co.
 Highest authority always made decision
, so team member are less involved in
any decision making.
Human resource manager of A David & Co appoint employee to create team with same skills
and interest to work toward achievement of goal. Although, there are different team formed by
management that benefits an organisation some of particularly relevant team formed by HR of A
David & Co are explained below:
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Problem-Solving team- These are temporary team formed by cross functional member
of different division. HR appoints this team in A David & Co, as this team provide a fast,
permanent solution to a specific issue. For example, if there is a problem in distribution process
of fruits these team can have analysed problem from a variety of position and resolve them
quickly.
Virtual team: This type of teams are low cost, time and money saving team in which
employee work together with a common purpose. HR of A David & Co create a virtual team
who work from different location in order to achieve company goal. Manager develop source of
communication and technology like e - mail, video meeting that help in resolving issue if
necessary.
Quality team: These teams are quality group that adopt organized approach to figure out
and resolve issue that will have a negative impact on the company efficiency and performance of
employee. In A David & Co manager create a quality team that determine the issue in any of
their department and address those issue as early as possible.
Work team: HR of A David & Co develop these natural team to determine the ways
that how their on-going process to do an operation activity can best support the company. For
example, production process adopted by company is examined by this team so that they make
sure that ongoing process is best or need to be changed (Wood and et. al., 2012).
Manager of A David & Co adopts Tuckman theory of team development to develop an
effective team. It is a four stage model theory that includes, forming, norming, storming and
performing. This theory is fine and helpful statement of team improvement and behaviour. It
brings maturity and ability among team member help to create relationship between group and
leader may changes their leadership way. The four stages of this model are described below:
Forming: At this stages leader plays an important role as all the other team member are
not clear about their roles and responsibility. In A David & Co manager appoints a team leader
who have to answer various question about the team performance, relationship and objective
achieved etc.
Storming: Under this stage team member have a conflicts with the natural working way
of leader. The group needs to be focussed on its goal to avoid becoming unbalanced by
relationship and emotional problem.
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Norming: In this stage team member start resolving their conflicts, differences by
following a definite procedure, they also start appreciating, respecting the decision of leader.
Manager tries to engage their team in fun and social activities that will make them work more
efficiently towards achievement of company goal.
Performing: In this stage hard work of employee leads without any clash that will ensure
in the achievement of team goal. In A David & Co, leader appoints by manager may delegate
much of employee work and keep on developing new team member.
TASK 4
P4. Concepts and philosophies of organisational behaviour.
The concepts of organisation behaviour is based on two key elements that are nature of
people and nature of the organisation. There are some certain philosophical concepts in
organisational behaviour such as, perception, desire of involvement, value of person etc. A
David & Co follow Path Goal leadership theory to develop leadership style (Path goal theory,
2017). There are four style of leadership that are discussed below:
Supportive leadership: This is useful in stressful, boring situation as it develop a
friendly working environment.
Directive leadership: It is associated with providing proper guidelines to other team
member how to do a specific work.
Participative leadership: This leadership style means that all the team member are
included in decision-making process. Team member are given equal opportunity to task part in
particular action.
Achievement leadership: Under this leadership style, leader set objective in both work
and performance so that they can measure and improve performance whenever necessary.
HR Manager adopts this theory of leadership to developed the effective leaderships that
will encourage and support by other team member. It help in achieving company goal, as leader
form a path to be followed by other team member. As leader closely examine and analyse the
performance of team member. Manager of A David & Co follow achievement-oriented
leadership style to improve the team performance and productivity of company. As they set
particular goal which help them to measure the performance of employee.
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CONCLUSIONS
In this project report, it has been concluded that organisation behaviour helps to develop
a better understanding between employee as it is the study of human behaviour working in an
organisation. The importance of organisation culture, politics and power that can influence the
performance of a team and individual. Various motivational theories are discussed above like
content theory and process theory. With the help of Maslow's hierarchy theory and Herzberg's
theory behaviour of employee is improved and through Victor Vroom Expectancy theory of In
this report tuckman theory of motivation is discussed and company also follow path goal theory
to develop effective leadership in the organisation.
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REFERENCES
Books and journals.
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Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
Costello, N., 2013. Stability and Change in High-Tech Enterprises: Organisational Practices in
Small to Medium Enterprises. Routledge.
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Harper, R., Randall, D. and Rouncefield, M., 2012. Organisational change and retail finance:
An ethnographic perspective. Routledge.
Hutchinson, M. and Jackson, D., 2013. Transformational leadership in nursing: towards a more
critical interpretation. Nursing inquiry. 20(1). pp.11-22.
King, R., 2017. School organisation and pupil involvement: A study of secondary schools.
Routledge.
Martin, M. G. and Burke, R. J. eds., 2012. Corporate reputation: Managing opportunities and
threats. Gower Publishing, Ltd..
Robbins, S. and et. al., 2013. Organisational behaviour. Pearson Higher Education AU.
Walsham, G., 2012. Are we making a better world with ICTs? Reflections on a future agenda for
the IS field. Journal of Information Technology. 27(2). pp.87-93.
Watson, T., 2013. Management Organization and Employment Strategy (RLE: Organizations):
New Directions in Theory and Practice. Routledge.
West, M. A. and Lyubovnikova, J., 2013. Illusions of team working in health care. Journal of
health organization and management. 27(1). pp.134-142.
Wood, J. and et. al., 2012. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Online
Path goal theory. 2017. [Online] Available through:
<http://www.nwlink.com/~donclark/leader/lead_path_goal.html>
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