Analysis of Organisational Behaviour and Motivation

In this assignment, we explore the complexities of organisational behaviour, focusing on the theories that shape employee motivation and engagement. The analysis begins with Herzberg's Two Factor Theory, which posits that employees are motivated by factors such as recognition, responsibility, and advancement opportunities, while being dissatisfied by factors like company policy, working conditions, and salary. Through a thorough examination of these concepts, we can better understand the factors that drive employee engagement and motivation, enabling organisations to create a more positive work environment.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 ...........................................................................................................................................1
TASK 2............................................................................................................................................5
P2............................................................................................................................................5
TASK 3 ...........................................................................................................................................6
P3 ...........................................................................................................................................6
TASK 4............................................................................................................................................8
P4 ...........................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour refers to as scrutiny of behaviour of human in different
organisational settings, interface which has been created between organisation and human
behaviour. It basically refers to subset of management activities which are affiliated with
apprehension, prediction as well as influence in behaviour of individual within organisation
(Ashenden and Sasse, 2013). This report is based on David & Co Limited which deals in food
and beverage industry. They provide wide variety of food products which comprises of fresh
fruits, vegetables, bakery products, cheese boxes or packets and many more. The respective
report includes outcome of culture, power and politics on performance of individual and team
behaviour. Theories of motivations which include process and content theory are provided in
organisational context. Furthermore, effective and ineffective teams are explained and at last,
philosophies and thought in terms of organisational behaviour are applied.
P1
Organisational behaviour is referred as reflection of human activity within specific
culture of organisation. It is acquisition of knowledge in terms of way in which individuals
behave within organisation. As per Fred Luthans, organisational behaviour is a process of
knowing, production and power of human behaviour in specific organisation. It is a organised
enquiry of different factors so that job performance and job satisfaction of employees can be
improvised. These factors include culture, power and politics which have significant impact on
individuals performance and team behaviour. With respect to, A David & Co Limited they have
adopted for Handy's culture so that they can have enhanced working culture and can
efficaciously make out with factors which are influencing them. Organisational behaviour is
affected by certain factors which is evaluated below:
Organisational culture:
It is a constructive structure of beliefs, assumptions and values which govern individuals
behaviour within organisation. Culture comprises of vision, mission, system, values and norms
of organisation (Carlos Pinho, Paula Rodrigues and Dibb, 2014). This culture has relevant impact
on individuals and team behaviour which comprises of way in which they interact with their
shareholders and customers. To analyse culture of A David & Co they have opted for Handy's
culture. They provides their services in bakery products, fresh food and fruits. They provide their
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customers with around 40,000 food items. Different components of Charles Handy are
elaborated below:
Power culture: In this culture, power is with few individuals who creates a significant
impact within company. There are few rules and regulations in this culture, which each
individual have to follow (Coccia and Cadario, 2014). Individuals who have power are
responsible for taking decisions and decide what will happen within firm. This include CEO's,
board of directors and managing directors. Within A David & Co, their higher authorities take
decisions. This culture do not create any kind of conflicts as everything is managed centrally.
Role culture: In this, emphasis is on acquisition of goals and objectives by usage of
specified rules and methodologies. They are highly obsessed and each employee know their
responsibilities within organisation. It is identified by position of person within organisational
structure. Major drawback of this culture is that, they require more time to formulate their
decisions and they are not ready to take risks. They have hierarchical bureaucracy.
Task culture: Teams are formulated for accomplishment of peculiar projects or
problems. Power mostly fluctuates between individuals depending upon problem or project they
are working on. This culture is identified by dynamics of team. Productive and creative results
can be attained when individuals with effective skills, leaders, personalities are working within
team. This enables them to complete their projects in stipulated duration of time. This leads to
positive collaboration and communication within organisation. Management of A David & Co
formulate effective teams by which they are able to enhance their proficiency and productivity in
effective manner.
Person culture: When organisations follow this culture then it specifies that each
individual looks at themselves as they are super and incomparable. It is basically a accumulation
of individuals who work within same organisation (Coccia, 2014). Each individual have identical
training, background and expertness like they can be advocates, accountants, etc.
Task culture has been adopted by A David & Co organisation by which they can build
effective procedures in decision-making. By this they are able to attain their pre-determined
objectives and goals within specific time interval. Team includes experts in specific field which
hardly require any kind of expertise. They have their own knowledge, experience and skills in
relevant field.
Impact of culture:
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Organisations have different culture, depending upon their functionalities and working
structure. It comprises of reward system, beliefs, values and behaviour which have direct and
indirect impact on behaviour of individual. They generally refers to methods in which
organisation carry out their operations (De Vasconcelos, Gouveia and Kimble, 2016). Hence, it
is essential for A David & Co to furnish effective and positive environment where each
employee is equally treated. This will make them feel valued. This will lead to create affirmative
working environment which stipulate their working performance in effectual way. Positive and
negative impact of organisational culture is depicted below:
Positive Impact:
Organisations job performance must be improvised when they are treated equally by this
they carry out their responsibilities with enthusiasm and confidence. It will result in increased
profit of organisation and also motivation level of employees of A David & Co. This will enable
them attain their goals with high efficiency before their decided time. Performance level of
individuals as well as teams will be improvised as they will feel that are being valued and their
ideas are being considered.
Negative Impact:
If A David & Co adopted weak culture within their working structure then performance
of workers and firm will decline and will have adverse impact on overall profitability of
company. This will also result in frustration among staff and they may behave in ineffective
manner with their colleagues which can result into conflicts within organisation. Therefore, it is
essential for A David & Co to have efficacious culture by which employees can be motivated
and productivity of organisation can be enhanced.
Organisational politics:
Politics within any organisation takes place when employees or management is engaged in
illegitimate efforts to enhance their authority and power. Politics is illegal behaviour which is
carried out by employees and managers by which they can maximise their productivity and
performance level (Harper, Randall and Rouncefield, 2012). An example can be taken in this
context to get a wider perspective, when teams are formulated within organisation then they
work for a common goals. At this moment each individuals give their ideas by which they can
attain their goals. In this case when politics is involved then, credit will be taken by someone else
for others work. This leads to creation of atrocious working environment within team and
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demotivate individuals (Hashim and Wok, 2014). Management of A David & Co must take
effective steps so that such kind of situations do not occur within their organisational culture.
Politics will degrade performance of employees as it will lead to enhancement in conflicts which
will have unfavourable impact on turnover rate of organisation. Both positive and negative
impact of politics has been explained below:
Positive impact:
Though politics have adverse impact on organisation but one who is involved in politics
gain significant assets. They are able to accomplish their work in appropriate period. Again
consider an example, suppose individual has given an idea, but other person uses that idea and
depicts that it was their idea. By this they are able to complete their task and other individual
whose idea was stolen has to struggle to acquire new idea.
Negative impact:
It results in creation of terrible working environment within organisation. This have
relevant drop in performance of employees. Conflicts arises within organisation which builds
negative image of organisation within market.
Power in organisation:
Power is define as quality of individual to formulate decisions and influence others to
work on those decisions so that goals can be attained. In this mangers have different types of
power within A David & Co organisation, this includes reward and coercive power (Hyde, Harris
and Boaden, 2013). In reward power, managers have ability to give their employees rewards on
this basis of their performance. This will boost up their performance level and motivate them to
give their best. Rewards can be in form of bonus, salary increment and promotion. Coercive
power includes that managers have right to give punishment to their employees depending upon
their performance. This include demotion, dismissal and suspension.
Positive impact:
Higher level of motivation of subordinates will be depicted in their performance, this will
lead to maximised productivity of organisation.
Negative impact:
When power is with non-deserving individual then this will lead to decline in loyalty of
subordinates. This will demotivate them and would like to work on their own terms and
conditions which will build negative impact on them.
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TASK 2
P2
It is mandatory for employer to ensure that they have effective and skilled employees
which are required by organisation. It is only possible to attain organisational goals if they
possess experienced and skilled employees (Kazemipour and Mohd Amin, 2012). A David &
Co. operates in medium sector and furnish their services in fresh food, fruits and beverages. For
this it is necessary for top management to have effective coordination with their subordinates.
Management of A David & Co. has opted for motivational theories enhance morale of their
subordinates.
Content theory:
This theory explains why needs of humans alters with time. This theory aids managers to
identify way in which subordinates are motivated which in result aids organisation to enhance
their productivity. Management of A David & Co. has opted for Herzberg's two-factor theory.
The theory is has been described:
(Source: Herzberg's Motivation Theory- Two Factor Theory, 2018)
Herzberg's Two-Factor Theory of Motivation: The theory is devised by scientist
Frederick Herzberg in 1959 (Herzberg’s Motivation Theory – Two Factor Theory, 2018). In this
this theory, there are certain factors which leads satisfaction and dissatisfaction of subordinates
within their specific job role. Based on these factors, this theory is categorised into two:
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Illustration 1: Two factor theory of motivation

Hygiene factor: These factors have significant impact on motivational level of
employees within organisation. If these factors are not present within organisation then this will
result in dissatisfaction of employees (Muchiri, Cooksey and Walumbwa, 2012). They
symbolizes physiological needs of individuals. Management of A David & Co. need to make
sure that they provide there employees with reasonable salaries. They need to ensure that policies
must be wide, clear and fair. Apart from this, they need to render job security to their employees.
Motivational Factor: They give positive satisfaction to employees. These factors are
responsible for motivating employees by which they are able to perform up to their potential.
These element consider: sense of accomplishment, responsibilities, growth and promotional
possibility and recognition. These all factors are responsible for providing employees with
satisfaction in which they are working.
Process theory: These theories addresses issues related with working of processes and
their sustainability within stipulated time duration (Robbins and et. al., 2013). These factors
identify modification, continuation and degree of effort. In this different measures are identified
by which behaviour of employees towards accomplishment of objectives is analysed.
Management of A David & Co. has opted to use Locke's goal setting theory. This is mentioned
below:
Locke's goal setting theory: The theory is introduced by Edwin Locke. It determines
different motivational factors which includes formulation of goals, objectives and building
challenging objectives so that their overall goals can be attained. Management of A David & Co.
provides their employees with all information which is related with project so that they will
attain their goals in effectual way. It is primary for organisation to understand needs of
employees so that their motivational level can be maximised by which they will be able to work
up to their potential. Management of A David & Co need to involve their employees in decision-
making and take reviews from them so that their performance do not get disturbed. This will aid
both organisation and employees to have enhanced profitability.
TASK 3
P3
To have enhanced results, it is necessary for top management to make sure that there
subordinates are occupied in activities performed within organisation (Thomson and Van
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Niekerk, 2012). This will assist A David & Co. to maximise the efficiency and performance of
their employees, this will also aid them in accomplishment of goals within mentioned time
duration.
Effective Team: Within team culture, individuals work as a team for specific goal. By
this they are able to share and coordinate roles and responsibilities of each employee depending
upon their capabilities and skills.
Ineffective Team: In this team, individuals are not open to ideas given by other which
leads to lots of disorder and concord in team members. They do not share ideas and do not
understand value of organisational objectives (Wang and Ritchie, 2012).
With respect to A David & Co organisation, they formulate different teams depending
upon needs of organisation. An example can be taken like project team is formulated when there
is need to complete specific goal within desired time. Difference between both team is illustrated
below:
Effective Team Ineffective Team
 These teams are clear about their goals
and objectives which aids organisation
to accomplish their objectives.
 Power is coordinated between all
members which makes them feel worth.
Apart from this, rewards are given to
individuals on the basis of their
endeavour within project.
 It occurs in a form of two-way
communication.
 Each member have their own
responsibility within project which
ensures their participation (Weng and
et. al., 2015).
 Individuals have a motive to gain
competitive vantage of other employees
on that basis they are assigned roles and
responsibilities.
 Power is with an individual, and
responsibilities of individuals are not
clear, there is no systematic way of
working.
 It occurs as single form of
communication.
 Roles and responsibilities are not
allotted on the basis of their
capabilities.
It is necessary for management of A David & Co. organisation to have effective teams so
that they can have effective communication by which they can engage their employees. This will
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have significant impact on their productivity. Roles can be assigned to team members and they
are open to have challenging responsibilities (Wong, Wong and Ngo, 2012). This will aid A
David & Co. to gain high profitability. Their turnover is in between 10 to 20 pounds. They
render their services in food and beverages industry. It is primary to for an company to have
effective team so they can maximise their profitability.
TASK 4
P4
For accomplishing projects successfully, management of A David & Co. needs to build
effective group. For this they must provide their employees (who are a part of team) with all the
information irrespective of their role in their project, this means that there is no discrimination
(Wood and et. al., 2012). For this they need to find out different measures by which they can
give their employees with proper guidelines and motivate them in systematic manner. Some
factors are mentioned below which are must to be addressed by employer:
Integrity: This factor relates with reputation of organisation in external environment i.e.
market. It is crucial for organisation to furnish impelling services so that brand image can be
improvised.
Responsibility: It is essential for organisation to assign responsibilities to employees
according to capabilities and skills of individuals. This will enhance their satisfaction and
effectiveness for specific job role.
Path goal leadership theory:
Their emphasis is on adopting effective leadership style. It is vital for managers and
leaders of company to motivate and encourage their subordinates so that overall productivity can
be maximised. By this they will be able attain organisational goals in mentioned time period.
With usage of this theory A David & Co. can enhance their success level. There are various steps
which are included in this theory. These steps are mentioned below:
Employee characteristics: Employees have certain experience and on basis of that they
are being judged (Xerri and Brunetto, 2013). Management of A David & Co. need to make sure
that employees are assigned task in respect of their skills, knowledge and capabilities, they
possess. Therefore, it is essential to encourage employees and give them road map to work by
which their performance can be enhanced.
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Task and Environmental Characteristics: Employees must be supported, motivated
and encouraged so that organisational goals and objectives can be accomplished. There are
different types of task characteristics which contain, work group, design of task and formal
control system. A David & Co needs to have proper strategies by which their employees can
work in a systematic manner.
Leadership styles: These are different styles which are used by leaders of organisation to
formulate effective strategies for their team. There are 4 types of leadership styles, they are
mentioned below:
Directive: By applying this leadership, leaders of A David & Co gives direction to their
employees to complete the assign task effectively(Wang and Ritchie, 2012).. This assist them to
give effective route to their employees by which they can meet target.
Supportive: It is necessary for leaders of A David & Co to give each employee support
irrespective of any kind of discrimination and provide them role as per their interest. This will
have remarkable impact on employees performance and organisational objectives will also be
attained in meant time.
Participative: It is primary duty of leader to occupy each employee in project so that
they do not have feeling of impartiality. This will aid them to take decisions in systematic
manner.
Achievement: Leader of A David & Co. needs to give their employees challenging tasks
so that they can have alteration in their working strategies. This will motivate them every time
they starts a new project as they will be able to gain knowledge of different aspects (Xerri and
Brunetto, 2013).
CONCLUSION
It can be concluded that organisation behaviour refers to analysis of human activity
within an organisation. Certain factors are present which have significant impact on profitability
and productivity of organisation. Politics has worst impact on employees who are serious about
their work and also team is also affected by this in terms of their performance. Various
motivational theories are applied by leaders and administrator so that performance of both
employees and organisation can be maximised. Furthermore, productivity and proficiencies can
be intensified with the usage of different leadership styles.
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Online
Herzberg’s Motivation Theory – Two Factor Theory. 2018. [Online]. Available through:
<https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/>.
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