Organisational Behaviour Report

This report examines the impact of organizational culture, politics, and power on individual and team performance at A David & Co Limited, a food and beverage company in Bristol, UK. It explores various motivational theories, including Maslow's Hierarchy of Needs and Herzberg's Two Factor Theory, and analyzes their application in the organization. The report also discusses the importance of building effective teams and the concepts and philosophies of organizational behavior that can be applied to enhance performance.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
1. Analysing the influence of organisation's culture, politics and power on individual and team
performance............................................................................................................................1
LO 2.................................................................................................................................................3
2. Evaluating the process theories of motivation and motivational techniques enables effective
achievement of organisational goals......................................................................................3
LO 3.................................................................................................................................................8
3. Explaining the needs to make an effective team as opposed to an ineffective team..........8
LO 4...............................................................................................................................................10
4. Applying concepts and philosophies of organisational behaviour in organisation..........10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

ILLUSTRATION INDEX
Illustration 1: Maslow- Hierarchy of needs Theory.........................................................................5
Illustration 2: Herzberg’s Two Factor Theory.................................................................................6
Illustration 3: Herzberg's Motivational and Hygiene Factors..........................................................7
Illustration 4: Vroom's expectancy theory.......................................................................................8

INTRODUCTION
Organizational behaviour (OB) is that study which helps an organization to understand
their employees and its overall functions which they are performing. This helps in studying how
different people that are present in the organization do interactions with others. This report will
study about A David & Co Limited which is food and beverages company which is operating
their business in Bristol, United Kingdom. It basically provides production and distribution of
fruit. Company also sell full range of fresh fruit, vegetables, prepared food items and bakery
products as well. This report will focus on the analysis of organisation's culture, politics and
power on individual and team performance for organization. This study will also describe
different motivational theories and techniques which can be used by the organization for
motivating their employees and helps in enabling effective achievement of organisational goals.
LO 1
1. Analysing the influence of organisation's culture, politics and power on individual and team
performance
It is very important to have effective organizational behaviour which can help them in
understanding the nature and behaviour of their employees. This can help them in improving
their performance. There is a huge influence of organisation's culture, politics and power on
individual and on their team performance as well (Miner, 2015). This has to be monitored
properly by A David & Co Limited in order to minimize the adverse effect of all these factors on
their employees.
Organizational Culture: This is defined as how an organization is performing their
organizational working. It is important to manage all these effectively.
Organizational Politics: Organizational politics are those activities in which employees are
engaged in political processes such as, irrational behaviour of individuals at workplace to obtain
advantages which are beyond their control.
Organizational Power: This defined as those component with the help of which an organization
manages its working. It is very important to give power to that authority which is responsible
and can help them in achieving their aims and targets effectively.
Influence of organisation's culture, politics and power on individual and team
performance of A David & Co Limited, is explained below in detail:
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 Impact of Organization's Culture on individual and team performance:
Depending on the type of culture that is created in an organization, it can have a positive
or negative effect on employee performance. Organisational culture includes a company's
expectations, experiences, philosophy and the values that guide their employee's behaviour.
From the organizational cultures impact, the employees are committed to achieve their goals and
thus have a positive effect on their overall performance in the organization (Organizational
Culture and Its Impact on Team Performance, 2017). Organization culture plays an important
role for A David & Co Limited in order to enhance their performance.
HR manager can implement various strategies which can help them in enhancing their
work. They can make strong interaction with their employees which can be helpful in building a
healthy relation. Organizational culture has a huge impact on the employees as it can affect their
work if they are not satisfied from the company. HR can develop a corporate culture which will
help in increasing loyalty among employees. This will help in giving their employees their
targets and objectives to achieve. A good atmosphere at workplace helps in increasing their
productivity and sales. As strong culture leads to boost performance and it will increase
reputation and brand image of company (Maitland, Hills and Rhind, 2015). Having a creative
organizational behaviour helps a lot in encouraging them. Impact on an individual or on team
performance can be calculated by the ways in which things are done within the company. HR
manager should consider all these aspects in order to make a good relationship with their
employees.
 Impact of Organization's Politics on individual and team performance:
To improve performance of the organization, it is very important to control political
activities that is being held in A David & Co Limited. It has a huge impact on individual and
team performance. For example, it reduces the overall productivity of the organization. It lowers
the output of their employees by discouraging them which eventually affect company. Politics
also affects the environment of the organization due to which it is difficult for the employee to
concentrate on their work properly (Podsakoff, Mackenzie and Podsakoff, 2016).
Organizational politics leads to a negative environment at the workplace. This can also
lead to demotivate their employees which has a huge impact on A David & Co Limited business
performance. Politics increases stress level of employees. When there are activities related to
politics, then it affects the organization and employees become unable to achieve their targets
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and objectives on time. It is the duty of HR manager of A David & Co Limited to maintain a
good and healthy environment in the company so that their employees can work effectively and
can achieve their goal. He should make sure that there is no political activities happening in the
company which can affect their functions as well as performance.
 Impact of Organization's Power on individual and team performance:
Organizational power has a huge impact on the organizational behaviour. It has to be
managed properly by the HR manager of A David & Co Limited in order to enhance their overall
performance. The impact of organization's power depends on two factors, whether their
employees uses positive or negative power to influence others in the workplace. This can have a
huge impact on their business activity.
Impact of positive power
Positive power in organization is that which helps in encouraging all employees who are
working in organization. It helps in increasing and encouraging productivity for A David & Co
Limited. For the HR manager, it is very important to keep a positive power in organization. It
can be achieved by providing or giving their employees power to make their own decision for
enhancing the performance of company, or by rewarding them for their good performance. It is
also very important for HR manager to recruit skilled and positive employee who perform
strongly for the organization (Chumg and et.al., 2016).
Impact of negative power
This can have a huge impact on A David & Co Limited, if they have negative power
present in their environment. This results in demotivating or discouraging their employees which
can affect their overall performance at workplace. It also affects the productivity rate as well. It
also reduces the quality of the work which is being done in the organization. To encourage
productivity, HR manager has to minimize the impact of negative power in organization as this
will assist in improving their business.
LO 2
2. Evaluating the process theories of motivation and motivational techniques enables effective
achievement of organisational goals
There are various theories which can be used to motivate employee in an organization,
such as, content and process theories. Content theories are those in which its focus is on
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identifying “what” factors helps in motivating employees. For example, Maslow, Herzberg
theories. Whereas, in process theories, it deals with the identification and evaluation of “process”
which is involved in keeping them motivated. For example, Victor Vroom's expectancy theory.
For any organization, it is very essential to keep their employees motivated and
encouraged so that they can enhance performance of organization. Motivation is a process which
helps an individual to improve or enhance their actions, desires and needs, respectively. As an
HR manager, it is mandatory to keep all the employees positive and motivated so that they
perform better for A David & Co Limited. There are various theories of motivation which can be
used by the HR manager, such as,
CONTENT THEORY Maslow- Hierarchy of needs Theory: This is the most well-known theory for
motivation. This is basically based on the human needs which plays an important role in
their life. It is classified into 5 different levels, i.e.,
Physiological Needs: These are the basic needs which is required by human life which can
include, food, shelter, clothing, air, water, etc. that are necessary for them to life properly. These
needs plays an important role in the maintenance of their standard (Chumg and et.al., 2016). If
these physiological needs are fulfilled properly, then they will feel satisfied. It is the duty of the
HR manager to maintain all their needs appropriately.
Safety Needs: After physiological needs, next comes the safety needs. For the HR manager of A
David & Co Limited. It includes basically personal and financial security, health and well-being
of the employees who are working with them.
Social Needs: Is needs helps in making interactions and relationships with other employees or
their co-employees. This will help in maintaining a good environment in the organization. For
HR manager, it is very important to take care of their social needs carefully.
Esteem Needs: This is the need which is related to the self-respect or self-pride. It is very
essential to respect each employees in the organization as they are working with them. It can
include, self-confidence, achievement, competence, knowledge and independence. Fulfilling this
need will help in building self confidence in their employees which is very crucial for the HR
manager to maintain (Motivation theories, 2017).
Self-Actualization: This is the last level in the Maslow theory which is about the self-
actualization or realization about self-capabilities and what they can achieve in life. This will
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help in increasing their confidence. This will assist HR manager of A David & Co Limited to
boost their employees.
 Herzberg- Two factor Theory: This theory was given by psychologist Frederick
Herzberg in the 1950s, which is also known as Herzberg’s Motivation Hygiene theory.
He found two most important factors which has a huge impact on employee motivation
and satisfaction level, i.e.,
Motivator fctors: These are those factors which is responsible to make every employees
satisfied from their organization and make them motivated to perform their task. For HR
manager of A David & Co Limited, it is very essential to maintain a good and healthy
environment in the organization so that employees can enjoy their work and can feel recognised
(5 Psychological Theories of Motivation to Increase Productivity, 2014).
Hygiene factors: This factor can lead to dissatisfaction of the employees and can lead to lack of
motivation if it is not maintained properly by the HR manager of A David & Co Limited. This
factor can include salary, company policies, benefits, relationships with managers and co-
workers.
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Illustration 1: Maslow- Hierarchy of needs
Theory
(Source: Motivation Theory, 2017)

According to Herzberg, it plays an important role in the organization in order to enhance
their performance. Motivator factors helps in increasing employee's satisfaction and motivation
level while, in hygiene factor, in their absence it can cause an increase in dissatisfaction in A
David & Co Limited.
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Illustration 2: Herzberg’s Two Factor Theory
(Source: Motivation Theories, 2017)

PROCESS THEORY
 Vroom Expectancy Theory: This theory helps in focusing on process and on the content
of motivational factors which can help their employees to work more and better. This
theory helps the employees to become self-motivated and encouraged. This theory is
divided into three different elements, such as,
Expectancy: In this factor, it helps in believing that employee's effort will result in achieving
their desired goals effectively. This is totally depends upon their experience in the organization,
their self-confidence and their capability, respectively.
Instrumentality: In this factor, it helps in believing that every employee will get a reward if they
perform well in the organization. This also helps in increasing their motivational level.
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Illustration 3: Herzberg's Motivational and Hygiene Factors
(Source: Motivational Theory, 2017)

Valence: This helps in value the reward which is being given to the employee for their good
performance in the organization.
All these three factors in Vroom's theory can be very beneficial for the HR manager to
keep the employees motivated which will help in increasing their performance in industry by
increasing their overall productivity (Motivation Theories: Top 8 Theories of Motivation, 2014).
Expectancy, instrumentality and valence are multiplied together to determine motivation,
according to Vroom.
After implementing these theories in the organization, it has helped them a lot in
improving the working capabilities of their employees as motivated employees works better and
helps in putting their best in the job. With the help of these theories, it becomes easier for A
David and Co Limited to achieve their aims and objectives and also to increase their overall
revenue as well.
LO 3
3. Explaining the needs to make an effective team as opposed to an ineffective team
For any organization it is very important to have an effective which can help them in
achieving their target and objects on time and can enhance their overall productivity and
performance. For HR manager of A David & Co Limited, it is very essential to build an effective
team of employees who are motivated and encouraged.
 Effective Team: These are those team which basically helps the organization to achieve
their aims and objectives on time and with efficiency. Effective team leads to increased
employee motivation and business productivity.
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Illustration 4: Vroom's expectancy theory
(Source: Motivation Theories, 2017)

 Ineffective Team: This type of team basically does not perform well for the organization.
The efforts put in by all team members are ineffective and does results in productive
outcome.
There are various building blocks which needs to be considered while making this team,
such as,
 Clear objectives: This is the main factors which has to be considered carefully by the
HR manager. Having a clear goal or objectives helps a team to work according in order to
achieve it (Carpenter, Berry and Houston, 2014). This helps in enhancing their
performance in industry. A compelling purpose energizes team members. There should
be an understanding between all the team members in setting their objective.
 Effective Processes and Balanced Role: The team needs to have a results-driven
structure. It is very important to have appropriate skills and abilities which can help a
team in increasing their work performance (Ineffective vs. Effective Team Leadership,
2016). For HR manager, maintaining this environment for their employees is very
essential. Team members have a clear understanding of each individual’s role in
achieving overall team objectives. There are good processes for making, communicating,
implementing and reviewing decisions. All these factors plays an important role for
building an effective team for HR manager of A David & Co Limited.
 Good Communication: Communication can have a huge role in making a good
relationship with each member of team. This can be very useful in sharing ideas which
can help the organization to improve their functions and increase their productivity as
well. For HR manager, he should focus on this factor very carefully.
 Effective Leadership: The team trusts the team leader and feels that it is led in
appropriate way, so it is very essential to have a good leadership quality which can help
in leading a team effectively in order to achieve their targets. Leadership in an
organization can motivate, facilitate communication, etc. in the team (Pentland and
Hærem, 2015). To choose appropriate leader is the main duty of an HR manager.
 Mutual Understanding: This factor helps in accepting each other’s strengths and
weaknesses in a team. This is also useful in respecting each member of their team which
helps in maintaining a good relationship and environment in the organization.
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 Performance Review: This factor helps in providing the whole team to improve their
faults and bring necessary changes in them. Effective teams will help in determining
whether any new process or a change to an existing process will help them in improving
their business activity or not which is a good thing for HR manager of A David & Co
Limited.
For any organization, to improve their performance and productivity, it is very essential
for them to have a good management team which can assist them to in making significant
changes as per their requirement. Any inefficiency in the team can lead in making the whole
team ineffective (Konopaske, Ivancevich and Matteson, 2016). There are various which can give
rise this situation in an organization, such as,
 Disorganization: This factors affects the orientation or structure of the whole team which
have a huge impact on their performance. This can give rise to team conflict, such as,
team members are not happy with their leader, there is no contribution as a team, etc. To
deal with such situation it is very important for the HR manager to communicate with
each person of the team individual to understand their problem and make come up with
some solutions.
 Lack of Unity: This can be a huge factor which makes a team ineffective. It is very
important to work together in a team as this will help in enhancing their performance.
Teams who are lacking in unity can counter problems like, they are not clear about their
targets or objectives that has to be achieved by them. Team members may drift into
individual projects and tasks, disregarding the efforts of others to achieve overarching
goals (Burrell and Morgan, 2017). HR manager should focus on keeping all the team
members in unity and make them work as an effective team.
 Lack of Knowledge: Team can lose their confidence if they are lacking in their
knowledge or skills which can make them ineffective team. This has to be tackled very
carefully by the HR manager of A David & Co Limited in order to achieve their goals
effectively and efficiently.
 Team Focus: Having a clear focus on their objective or target can help a team to achieve
it on time. This helps in enhancing their performance as well. It is important to set their
goals effectively which can be given to each member of team. Every member must know
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his task and understand how to perform it. All these responsibilities should be performed
by the HR manager appropriately.
All the above factor are responsible for an ineffective team and to deal with this situation
it is very important interact with the team which can help HR manager to identify any issues or
problems and can resolve it to make it an effective team (Gelfand and et.al., 2017). All these
points mentioned above can be very useful for the HR manager of A David & Co Limited as this
will help them in making their team more effective which can assist them in achieving their
targets on time with effectiveness. Working on weaknesses can aid in analysing themselves more
accurately and can make significant changes in their behaviour as well which is very good for the
HR manager and for the company as well.
Belbin Theory for Team Development: This theory helps in developing a good team for the
organization in order to achieve their aims and targets effectively. This also helps in making a
good relationship with each other as well. There are various factors which is present in this
theory and with the help of which they can increase the effectiveness of their team, such as,
Resource Investigator (RI), Team worker, Co-ordinators (CO), Monitor Evaluator (ME),
Specialist, etc.
LO 4
4. Applying concepts and philosophies of organisational behaviour in organisation
To have an effective organizational behaviour it is very important to implement some
good concepts or philosophies in company to enhance their performance. Concepts and
philosophies of organisational behaviour can be considered as set of integrated beliefs and
assumptions about various factors which can help them in achieving their objectives. To deal
with such situation, HR manager can apply various models or philosophies, such as, autocratic,
custodial, supportive models etc. which are explained below:
 Autocratic Model: This model can be considered as an important philosophy for the
organization as it is related to the strength, power and formal authority. In this model, it
helps in managing all the task in which one individual or person has an authority to
control all employee who are working under him. This model is very important as it helps
in guiding employees to perform effectively.
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 Custodial Model: This model helps in keeping focus on providing their employees
economic security through various ways, such as, wages and other benefits which can
help in creating employee and keeping them motivated (Weick, 2017). This can be done
by providing then various facilities, such as, health benefits, corporate cars, financial
packaging of salary, etc.
 Supportive Model: This philosophy is based on leadership quality which can help
employees to become motivated and can make improvement. The main role of this model
is to motivate their employees so that they can perform better and can make a good
relationship with each other. This will also help in maintaining a good environment in the
organization.
 Path Goal Theory: This theory is basically related to leadership quality in the
organization. In this theory, a leader complements his employees and compensates for
their shortcomings. This theory helps in motivating their employees so that they can
perform well in the organization which will ultimately enhances the organizational
behaviour.
Other than this, there are also some concepts that is related to the organizational
behaviour which can help HR manager to improve their overall performance. These concepts can
include factors like:
 Motivated Behaviour: This quality helps to motivate their employees which can be very
beneficiary for the organization to improve their overall performance. This will also
assist in enhancing their quality.
 Perception: There are chances when there is a perception in their thinking and in the
pattern in which they deal with the situation. Employees also see work differently for
differ in their personalities, needs, demographics factors, experiences and social
surrounding (Pinder, 2014).
 Individual Differences: From this concept, it is clear that every individual has different
and unique personality. In the organization, it is very important to respect each other and
their ideas. This will help HR manager to maintain a good relationship in the
organization.
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 Mutual Understanding: Working in the organization with mutual understanding can be
very useful for A David & Co Limited to make an effective team for the organization
which will increase their productivity and their performance as well.
 Relationship Building: This helps in maintaining a good relationship with their
employees which helps in encouraging them.
 Goal Setting Benefits: Setting for their employees is very helpful in achieving the set
objective for them.
 Managing Diverse Workforce: Managing the whole work is essential for the HR
manager to increase their overall revenue.
 Management and Leadership Styles: It is essential to have good management and
leadership theories which can assist in enhancing the overall performance of the company
in the industry.
Organization can opt for path theory as it will help them in focusing on their work performance
effectively.
CONCLUSION
From the above report it can be concluded that maintaining good and effective
organizational behaviour has a huge impact on any organization in order to achieve their targets
and objectives. It also helps in improving their overall performance in industry. This report has
explained about the impact of organization's culture, politics and power on an individual working
with them on their team performance as well. For A David & Co Limited, it is very important to
keep their employees motivated and encouraged, for which HR manager has used motivational
theories, such as, Herzberg and Maslow theory. It has also explained about the importance of
having an effective team in the organization which can help in improving their work and
performance. In the end, this study has focused on applying different concepts and philosophies
of organisational behaviour in A David & Co Limited that can help them in achieving their goals
effectively.
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REFERENCES
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Elements of the sociology of corporate life. Routledge.
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.
Chumg, H. F. and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Gelfand, M.J. and et.al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied Psychology. 102(3).
p.514.
Konopaske, R., Ivancevich, J. M. and Matteson, M. T., 2016. Organizational behavior and
management. McGraw-Hill Education.
Maitland, A., Hills, L. A. and Rhind, D. J., 2015. Organisational culture in sport–A systematic
review. Sport Management Review. 18(4). pp.501-516.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Pentland, B. T. and Hærem, T., 2015. Organizational routines as patterns of action: Implications
for organizational behavior. Annu. Rev. Organ. Psychol. Organ. Behav.. 2(1). pp.465-487.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Podsakoff, P., Mackenzie, S. and Podsakoff, N., 2016. Organizational citizenship behavior:
introduction and overview of the handbook. In The Oxford Handbook of Organizational
Citizenship Behavior. New York, NY: Oxford University Press.
Weick, K.E., 2017. Perspective construction in organizational behavior. Annual Review of
Organizational Psychology and Organizational Behavior. 4. pp.1-17.
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