Organisational Theories and Leadership Concepts

The provided document is a detailed analysis of organisational theories and leadership concepts. It examines different types of motivational theories, such as content and process theory, used to motivate employees and achieve organisational goals effectively. The importance of teamwork is highlighted, and various organisational philosophies and concepts are discussed, including labour process theory, corporate realities, and mindfulness in organisations. The document also touches on the role of knowledge sharing in organisational innovation and the effects of potential harm, social pressure, and organisational commitment on whistleblowing intentions and behaviour.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analyse the influence of culture, politics and power in an organisational context...............1
M1. Analysis of culture, politics and power of an organisation..................................................3
D1 Relation between culture, politics, power and motivation.....................................................3
TASK 2............................................................................................................................................3
P2. Content and process theories of motivation...........................................................................3
M2. Evaluate how to influence behaviour of other through motivation theories........................6
TASK 3............................................................................................................................................6
P3. Effective and Ineffective Team.............................................................................................6
M3. Analysis of relevant team and group development theories.................................................8
P4. Concept and philosophies of organisational behaviour.........................................................9
M4. Evaluation of concepts and philosophies of organisational behaviour..............................10
D2. Relevance of team development theories in organisational context...................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is study of the people behaviour within groups. The purpose of
organisational behaviour theories are to maximize output from individual group members. This
helps in creating more efficient business organisations. To better understand this concept
company, A David & Co. Ltd is selected. This company deals in food and beverages industry in
UK and registered in England and Wales. The influence of culture, politics and power on
behaviour of individual and team performance has been explained in this present report. The
motivation plays vital role in achieving organisational goals so content and process theories of
motivation is also being explained in this project. Apart from this, an effective and ineffective
team of organisation is being discussed in this report. Beside this, concept and philosophies of
organisational behaviour is being discussed.
TASK 1
P1. Analyse the influence of culture, politics and power in an organisational context
Organisational behaviour helps the company to understand the behaviour of persons who
work in the organisation. It helps the corporates to analyse the capabilities, skills and knowledge
of its workers so that they can delegate the work according to the ability and skills of humans.
Organisation culture is that in which company set its rules, regulations, policies to achieve the
goals and objectives. All the employees have to follow the culture so that efficiency and
effectiveness can be improvised. A David & Co Limited can follow the Handy's organisational
culture theory which are as follows:
Power culture:
In an organisation power is vested in the hands of top management of the company and
they can take the decision in the organisation. Power is consist in the hands of manager in A
David & Co Limited and they does not involve others in decision making process (Sawang,
Parker and Hine, 2016).
Role culture:
In role culture, management of company decide the roles of its employees and as per the
roles it delegates the task to its employees so that they can work effectively. HR manager of A
David & Co Limited can delegate the roles and duties to its workers on the basis of their
1

abilities, knowledge and skills. It can help the workers to work efficiently and smoothly so that
they can achieve their task easily.
Task culture:
In task culture, company formed the team in which employees have to address a specific
task which is assigned by the management of the organisation. HR manager of A David & Co
Limited can delegate the task to its employees to address a particular project or problem. It can
help the workers to perform its duties as per the instruction of the management.
Power is vested in the manager or top authorities in the company and they can take
decisions according to the requirements of the organisation. A David & Co Limited can use
French and raven's power theory which are as follows:
Legitimate power:
In legitimate power, the top management of the organisation can take the decisions in the
organisation. HR manager of A David & Co Limited has power to take effective management
decisions and its power comes from the designation which is decided by the organisation (Reb
and Atkinseds, 2015).
Reward power:
This power can be used by the management to encourage its employees to do best and if
workers achieve their task than rewards is given by the organisation to them. HR manager of A
David & Co Limited can use this power to motivates its staff so they perform well and achieve
their targets. If workers are able to achieve their goals than company gives monetary and non
monetary incentives to its staffs and it can encourages the employees to do their best.
Coercive power:
Management can use this power to instruct its employees and force them to follow the
instructions which are given by them. HR manager of A David & Co Limited use this power so
that their workers can effectively follow the guidelines and perform according to the need of
organisation.
Political behaviour:
It is the subset of human attitude which involves politics and powers. It is associated with
discussion of power because power holder person in organisation takes control over their
resources and information to maintain power. The Chanlat's theory focus on positive aspect of
definite forms of positive conflicts. As due to gender inequality in A David & Co. Ltd can create
2

chaos situation for company. The managers creates the differentiation among them and play
politics in company. As a result the employees can leave the organisation which could leads to
negative impact on business. (Manzi and Darcy, 2017).
M1. Analysis of culture, politics and power of an organisation
The culture, politics and power are important element of every organisation. These have
major effect on the performance of employees of company. As positive effect of safe working
culture of organisation, motivates and improves productivity of individual and teams of
company. As limitation, the coercive power in organisation will leads to demotivation of
employees morale. And if managers use reward power then it will helpful in motivating
employees and organisation goals will be achieved.
D1 Relation between culture, politics, power and motivation.
There is interrelation among the culture, politics, power and motivation within an
organisation. As a safe working culture in organisation motivates its employees to work hard for
company and get goals achieved. The reward power is very helpful in motivating employees to
perform for company. There is direct relationship between politics of company and culture of
company. As bad politics will develop unhealthy working culture in company. And as result of
this employees will feel demotivated and they might leave company. To avoid politics in
company, there should be decentralisation of authority which helpful in taking fair decision.
(Maitland Hills and Rhind, 2015).
TASK 2
P2. Content and process theories of motivation.
Motivation:
Motivation is a technique which is used by organisations in order to get work done by
employees to achieve organisational goals. The employees are motivated to give their best
contribution in order to achieve organisational goals. As a HR manager of A David & Co Ltd,
some motivational theories will be applied in organisation to motivate the employees. These
theories are as follows:
Content Theory:
Content theory explains the reason that why human needs changes with time. This is
considered as most oldest theory of motivation. Under this theory, they try to identify the needs
3

of human and then relate motivation to fulfilling of these needs. This is the reason that it is also
known as need theory (Knights and Willmotteds, 2016). The motivational theory is discussed
below:
 Maslow's Hierarchy of Needs
As a HR manager of A David & Co. Ltd, the Maslow's Hierarchy of needs theory is
being applied to motivate employees of company. This theory is discussed as below:
Maslows Hierarchy of Needs:
This is most oldest and common theory which is applied by organisations. This theory is
developed by Abraham Maslow's, according to this theory there is hierarchy of needs which
ranges from lower to higher. As the lower level of needs are fulfilled, new higher level of needs
gets arises. The Maslow's Hierarchy Pyramid is discussed below:
Maslows Hierarchy Needs
Physiological Needs:
These are basic needs which required on regular basis for surviving. If these needs on
employees are not satisfied than one would not be able perform optimally. The company A
David & Co. Ltd should provide better food, drink and shelter to its employees so they will feel
motivated.
Safety Needs:
Safety needs are related with safety of individual. The A David & Co. Ltd should provide
a safe working environment, job security and freedom from threats.
Social Needs:
4

The social needs includes need for love, affection, care and friendship. A David & Co.
Ltd should organise social events and get together for their employees. So they can meet their
friends and belongings (Kasemsap, 2016).
Esteem Needs:
The esteem needs are those which are related with employees status. By providing
important task, recognizing achievements and status to make employees feel valued. All these
will motivate employees of A David & Co. Ltd.
Self Actualization:
This includes need for growth and self contentment. The A David & Co. Ltd should
provide challenging task to employees which will bring out creativity of people. And overall
goal of organisation will be achieved.
Process Theory:
The psychological and behavioural processes which motivates a person to work or act in
a given way is referred as process theories (Goffee and Scase, 2015). This theory identifies how
a person's needs make effect on their attitude in order to achieve goals which are related with
those needs. The Vroom's expectancy theory is being applied in A David & Co. Ltd to motivate
employees. It is discussed as below:
Vroom's Expectancy Theory:
Vroom described that performance of employees are depend on their skill, knowledge
and attitude. The theory believed that there is a positive correlation between efforts and
performance of employees. A good performance will lead to desirable reward and satisfy needs.
The theory beliefs are as follows:
Valence:
Valence refers that management of A David & Co. Ltd must find out what employees
values the most. The want of an employee can be extrinsic like money and promotion etc. and it
can be intrinsic like satisfaction.
Expectancy:
The management of A David & Co. Ltd should find out what resources and training can
be provides to employees to achieve organisational goals.
Instrumentality:
5

Instrumentality refers to perception of employees that whether they will get reward which
is promised by manager. So manager of A David & Co. Ltd should always keep their promises
fulfilled.
The positive aspect of motivational theory is that it provides a useful summary of human
needs that can be used by company to motivate its employees. The negative aspect of
motivational theories are if theories are executed poorly then it could increase employees
turnover. So with proper execution company can apply motivational theories in organisation to
motivate its employees.
M2. Evaluate how to influence behaviour of other through motivation theories
The motivation is very important technique which is used by organisation to motivate
their employees so they work effectively to perform company's tasks. Motivation is very helpful
in influencing the behaviour of employees. As with the help of motivational theories, companies
influence behaviour those employees who are not enough motivated towards their works
(Elsmore, 2017). As they use motivational theories like maslow's hierarchy needs theory and
Vroom's expectancy theory which helpful in motivation of employees. The motivation theories
are very effective for motivation of employees as apart from Maslow Hierarchy theory, there is
Hezberg theory and two factor theory etc.
TASK 3
P3. Effective and Ineffective Team.
Effective Team:
A team, which is made up of two or more than people who comes together for achieving
a common goal of company. The teams propose various alternative approaches to organisations
for performing business activities. An effective team can lead to increased motivation of
employees and increased business productivity. An effective team always have ideal size and
membership to achieve goals of company. They have clear purpose like what goals to be
achieved. As what makes an effective team at A David & Co. Ltd is as under:
A Clear objective:
The effective teams have mutually agreed aims and objectives and team members of A
David & Co. Ltd are very clear with the objectives.
Balanced Roles:
6

In an effective team the roles of members are set according to their skills, abilities and
capacity. So they can perform effectively (Davies, 2016).
Good Communication:
Communication is very important within team and organisation. As an effective team of
A David & Co. Ltd always have good communication among team members.
Appropriate Leadership:
Leadership plays an important role in forming an effective team. The team members trust
their leaders.
Ineffective Team:
Ineffective team can lead to low productivity and demotivation for employees of
organisation. The ineffective team have lack of communication among team members and it
leads to decrease in productivity. The characteristics of an ineffective team of organisation are as
follows:
Domination by leaders:
In ineffective team the leaders have power to make decisions and they do not allows
employees to take participation in decision making process.
Unequal Participation:
The unequal participation is occurs when duties and responsibility of employees are not
defined clearly.
Communication Gap:
The communication is key to effective team but gap in communication leads to an
ineffective team.
There are some factors which creates ineffective team. These are as follows:
Poor Leadership:
The leaders are key people for creating a team. If leader does not take fair decisions
within a team then it would lead to an ineffective team.
Lack of Focus:
If team members are not able to focus on their goals then there goals would not be
achieved. And it will create an ineffective team.
Negative Attitude:
As negative attitude among team members could lead to an ineffective team.
7

Difference between an Effective and Ineffective Team
Particular Effective Team Ineffective Team
Communication There is open communication
between team members.
In this, there is communication
gap between employees.
Participation The leaders of this team allows
its members to take
participation in decision
making process.
There is domination of leaders.
All decisions are taken by
leaders only.
Vision An effective team have clear
vision and purpose about their
goals.
An ineffective team does not
have very clear about their
goals.
Tuckman's Team Development theory:
The main focus of this theory is way by which a team handle tasks from initial formation
of team throughout the completion of that task. This theory is helpful when there is a team
building challenge or task undertaken. As an HR manager of A David & Co. Ltd, this theory has
been applied to develop a team, to attain company's objectives. The theory has some phases
which are described below:
Forming:
This is the stage where formation of team is being done. At this stage task is also
allocated to teams. The team members are unknown to each other and roles and responsibilities
are not very clear to team members. The leaders of A David & Co. Ltd discuss project goals,
ground rules and individual roles to their team members (Cherry, 2017).
Storming:
This is phase where people start working towards their definitive goals. At this stage
there is some conflict can be arisen between team members as due to different working style of
members. As the reason for conflicts is simply all team members come from different
departments of company for a common goal. And they are unknown to each other so the
different thoughts of these members can arise minor conflicts at this stage.
Norming:
8

Norming is stage where people gradually comes to know each other. And team members
start to resolve conflicts and differences of each others. They start to appreciate each other work
which allow them to develop strong commitment towards team goal. This stage enables the team
members to talk with each other and to know each other. So here the rates of conflicts among
team members gets decreases. The team members of A David & Co. Ltd start to help each other
in their problems.
Performing:
It is the most important phase when team shows their hard work without friction to
achieve team's goals. As at this stage the pre set up structure which is set up by leaders support
team members to give their best effort. At this stage the worker does not need any supervision,
they work without supervision.
Adjourning Stage:
This is last stage which is called adjourning stage. Once a project is done the team gets
abandoned. It is a difficult stage for for those employees who has developed good relationships
during this project. As after achieving the goals this effective team gets adjourned (Chen and Lai,
2014).
M3. Analysis of relevant team and group development theories
The team plays an important role in achieving goals of organisation. There are two types
of team which are effective and ineffective team. The relevant team is the team who helps
company to reach their goals with minimum resources. This kind of team helps in improving
productivity of employees as well as organisation by optimum utilisation of resources. There are
some theories which is used in development of team. The theory has some phases which start
from forming of team to adjourning of team. The Tuckman theory is helpful in developing the
effective team in organisation to perform a task within a given period of time.
P4. Concept and philosophies of organisational behaviour.
The theory of Path Goal was introduced by Robert House. The main aim of this theory is
to evaluate ways that leaders uses to motivate their subordinates in order to achieve goals. This
theory mainly focuses on employees motivation, empowerment and satisfaction. It helps in
improving productivity of employees. Being an HR manager of A David & Co. Ltd, one can
apply this theory to show and direct path to subordinates so they can easily achieve goals of
organisations. The different types of leadership behaviours suggested by theory, are as follows:
9

Directive Leadership:
Under this leadership style, leaders provides path to their subordinates. The leaders
expects from its subordinates that they will achieve task on time with help of given path. The
leaders of A David & Co. Ltd can use this style to show clear path to its team members. As it is
very important to give direction to the associates so they can achieve their goals without any
hustle.
Supportive Leadership:
Supportive leadership refers to the being supportive and friendly to their subordinates.
This kind of leadership is very helpful in motivating the employees and it also helpful in
boosting confidence and morale of associates. In this leadership style the leader does not assign
tasks and receive results but they also support employees until the task is fully completed. The
increased confidence will help employees to achieve goals of organisation. The leaders of A
David & Co. Ltd can use this approach to motivate its employees and enhance confidence
(Boddy, 2015).
Participative Leadership:
As in this leadership style, the leaders welcomes new ideas from employees and also
allow them to take participation in decision making process. This approach is very useful in
improving performance of employees and motivating them. The leaders of A David & Co. Ltd
can use this style to motivate their employees and to achieve pre set goal of company.
Achievement Oriented Leadership:
In this leadership style, the leaders challenges their team members to give their
performance at highest level of possible. The leaders set high level of goals and expect high
performance from its subordinates. This type of leadership can be helpful for leaders of A David
& Co. Ltd in motivating employees and subordinates. As this style of leadership seeks
continuous betterment of employees performance.
The Path Goal Theory is related with motivating employees of organisation through using
different kinds of leadership styles. The A David & Co. Ltd can use this theory to motivate the
employees. Apart from this companies can use the different theories like Situational Leadership
model, Social capital theory and emotional intelligence for motivating employees.
10

M4. Evaluation of concepts and philosophies of organisational behaviour.
There various concept and philosophies which are used by organisations in order to
motivate their employees. As these have both negative and positive impact on behaviour of
organisation. There some philosophies like directive, participative, supportive and achievement
oriented leadership which has positive impact like it helps in motivating employees and
improving their performances. The participative leadership has positive impact on overall
organisation as it enables employees to take participation in decision making process of
organisation. As the negative impact of directive leadership could be that leaders expect from
subordinates to perform their task within given time period (Blyton and Morriseds, 2017). So it
can demotivate employees.
D2. Relevance of team development theories in organisational context.
Team is important part organisation for achievement of goals. As there are different kinds
of teams are formed in an organisation to perform tasks. But every team is not considered as an
effective team of organisation. The effective team will be helpful in motivating members to
achieve their goals effectively and efficiently. It is important for A David & Co. Ltd to have an
effective team and team leader so that the task of organisations can be performed effectively and
efficiently. The team development theory is very important for A David & Co. Ltd to develop an
effective team within the organisation. An effective team passes through certain phase for
completion of given tasks. With the help of these theories, A David & Co. Ltd can develop a
team in order to sustain in competitive market and increase market share through achieving the
tasks on time. The organisational philosophies which is used by leaders in an organisation, have
great influence on the behaviour of their subordinates at workplace (Xerri, 2014). There are
modern theories like Tuckman team development, Belbin's theory of team roles and John Adair
leadership theory etc. are helpful in development of effective team.
CONCLUSION
In the conclusion it can be said that organisational behaviour is very important to study
behaviour of people within a group. Every organisations have culture, power and politics which
have huge impact on performance of individual and team of company. Motivation is important
tool for achieving the organisational goals. So companies uses different types of motivational
theories like content and process theory to motivate its employees and get goals accomplished
11

effectively. The team is considered as important aspect of organisation so every organisation
have the effective and ineffective teams. There is some theories which is used in development of
an effective team for completing task of organisations. The organisational philosophies and
concepts are there which used by leaders of business.
12

REFERENCES
Books and Journals
Blyton, P. and Morris, J. eds., 2017. A Flexible Future?: prospects for employment and
organization (Vol. 30). Walter de Gruyter GmbH & Co KG.
Boddy, C. R., 2015. Organisational psychopaths: a ten year update. Management Decision.
53(10). pp.2407-2432.
Chen, C. P. and Lai, C. T., 2014. To blow or not to blow the whistle: The effects of potential
harm, social pressure and organisational commitment on whistleblowing intention and
behaviour. Business Ethics: A European Review. 23(3). pp.327-342.
Cherry, S., 2017. Transforming behaviour: Pro-social modelling in practice. Willan.
Davies, P. W., 2016. Current issues in business ethics. Routledge.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Goffee, R. and Scase, R., 2015. Corporate Realities (Routledge Revivals): The Dynamics of
Large and Small Organisations. Routledge.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications
(pp. 406-429). IGI Global.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
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.
Manzi, T. and Darcy, M., 2017. Organisational research: conflict and power within UK and
Australian social housing organisations. In Social constructionism in housing
research(pp. 142-158). Routledge.
Reb, J. and Atkins, P. W. eds., 2015. Mindfulness in organizations: Foundations, research, and
applications. Cambridge University Press.
Sawang, S., Parker, R. and Hine, D., 2016. How small business advisory program delivery
methods (collective learning, tailored, and practice‐based approaches) affect learning
and innovation. Journal of Small Business Management. 54(1). pp.244-261.
Xerri, M. J., 2014. Examining the relationship between organisational justice, job satisfaction
and the innovative behaviour of nursing employees. International Journal of Innovation
Management. 18(01). p.1450004.
Online
Maslows Hierarchy Needs. 2018. [Online]. Available through:
<https://www.managementstudyguide.com/maslows-hierarchy-needs-theory.htm>
13