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Study of Iceland Food Limited is tak : An Analysis

   

Added on  2021-02-18

12 Pages3581 Words236 Views
OrganisationalBehaviour

INTRODUCTIONOrganisational behaviour is defines as an aspect to study behaviour of employeesworking in the organisation. It is normally concerned with understanding and controlling thehuman behaviour in organisation. This tool is very efficient in increasing the satisfaction of job,improving of performance and encouraging of leadership (Shepard, Penuel and Pellegrino,2018). To study this report, Iceland food limited is taken which is a supermarket chain in Wales,UK. This report will study power, culture as well as politics that impact on behaviour of entireteam and an individual. Further motivation theory is also discussed that helps an organisation inachieving of the goals. At last different kind of teams and concept related to organisationalbehaviour philosophies are given below. TASK 1P1Iceland Food Ltd is a British supermarket chain which deals in product range like frozenfood, dairy, meals, vegetables and many more. The organisational culture of a company consistup of rules and regulation framed by the manager so as for achieving specific targets &objectives in context of given company. There are number of factors that are considered intoorganisational culture such as policies, rules, mission and vision which are prepared by managersin order to attain set targets and goals. This assist the employees in regards to focus on their ownroles to put efforts in correct direction for completion of respective task properly. In context ofIceland Ltd, Handy's culture model is favourable for understanding culture of an organisation inappropriate way. It consist several factors to be applied which are mentioned here:Power Culture: In context of this factor, the power can be considered as an element thatonly held by an individual who has the ability to take decision. The decision which aretaken here are quick decision which are beneficial for betterment of an organisation. Thepower is used by managers and relevant subordinates in case of given organisation i.e.Iceland Ltd to perform their responsibilities appropriately (Springer, Cham.Lim, andApple, 2018).Role Culture:Considering the culture of role, it has been analysed that every individualhas some of the roles and responsibilities in an organisation. In Iceland Ltd, manager isresponsible to delegate theduties to employees as per their abilities. By assigning the1

roles, strength and weakness may easily identified along with attaining better outcomesrespectively.Task culture: According to the select term, it is observed that task are assigned bymanager of Iceland Ltd after evaluating the performance of every individual. Here thetask assigned to both individual as well as team. This culture is most effective to motivateteam and every individual to get timely results .Person culture:This can be described as a specific culture that put intensity oncapabilities of staff members besides of completing particular process. It has beenevaluated that overall targets and vision of an organisation can be achieve only byappropriate efforts put by workers (Steinmetz, 2018).In context of Iceland Ltd, task culture is seems to be more suitable for them. It is mostbeneficial in getting the timely result as individual person is assigned different duties by leadersand managers in correctly way that facilitate to complete entire work effectively with attainingbetter outcomes. It will provide support to gain growth as well as success in business. Power: It is defined as a capability through that one can influence employees way ofbehaving at work place. Power in Iceland Ltd is explained by taking support of specific toolincluding French and Raven concept of Power.Legitimate Power: This can be defined as to an authority that one acquired with help oftheir position or role. Such power only exist till the one is entitled for a job. It can beconsidered as the best step towards the effective leadership. Employees are required tomodify their pattern of performing every time along with making suitable changes inauthorised individual at workplace.Reward Power: The term of reward power refers to the rewards that are provided formotivating staff members which facilitate to boost up their performance as well asconfidence. It includes various kinds of forms in regards to awards that are monetaryincentive, promotions, certificate & many more. This power can be adopted by IcelandLtd in order to maintain a effective relation between employers and employee. Coercive Power: Considering this factor, it has been analysed that employees are forcedto perform by ignoring their will power and interest.It is observed that coercive power isnot suitable for given company so that it can not be adopted by Iceland Ltd as this led tofear &discontentment of work among staff members. 2

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