Organisational Behaviour

This document provides study material and assignments on Organisational Behaviour. It covers topics such as the influence of culture, politics, and power on individual and team behaviour, evaluation of motivational theories and techniques, characteristics of effective and ineffective teams, and the concept and philosophies of organisational behaviour in the context of LG. Suitable for students studying Organisational Behaviour in any college or university.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1) Analyse how an organisation's culture, politics and power can influence individual and
team behaviour performance ......................................................................................................1
TASK 2............................................................................................................................................3
P2) evaluate how content and process theories of motivation, and motivational techniques,
enables effective achievement of goals in an organisational context .........................................3
TASK 3............................................................................................................................................6
P3) Explain what makes an effective team as opposed to an ineffective team ..........................6
TASK 4............................................................................................................................................7
P4) Determine the concept and philosophies of organisational behaviour in context to LG......7
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behaviour refers to the employees behave in the workplace or
organization. It also include the study of job satisfaction, innovation and leadership and it
research on the basis of individuals in organization, work in groups, and on the basis on
organizations behave at macro level(Gkorezis and Petridou, 2017). This is the subdivision of
management activities relate with understanding, forecasting. It is related to the production and
manage and control the human behaviour in the organization. The study of organizational
behaviour is helps in growth of business or the organization and it is some times interesting and
sometimes challenging when situational factors are interact. It is also interface between human
behaviour and organization itself. This report is based on the LG that is south Korean
multinational conglomerate corporation that deals in a electronics, chemicals and
telecommunication products in over 80 countries.
This project study involves impact of power, culture and politics on the organisational
behaviour, motivational theories and techniques furthermore it involves comparison between
effective and ineffective team and concept and philosophies of organisational behaviour in
context to the LG corporation.
MAIN BODY
TASK 1
P1) Analyse how an organisation's culture, politics and power can influence individual and team
behaviour performance
Employees behaviour defines as an employees reaction and attitude in a particular
situation in a organisation. Every one has their own different views, thoughts and perception. So
it is not possible to maintain the coordination in an every situations and this results in a
ineffectiveness in performing functions and between the teams. That effects the performance at a
work place that has negative effect at the efficiency of overall business. In the perspective of
the LG company following are the factors explained below:
Culture: organisational culture is the collection of values, beliefs, expectations and
practices that guides and in provides the way of working to the team. In order to the understand
the impact of the culture on the performance and behaviour of the employees. Handy's model is
discussed below (Hall, Malinen, Vosslamber and Wordsworth, 2016):
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Handy's model:
charles handey defines the organisational culture model and explained different kinds of
4 cultures as follows: power culture: in this culture power is handed to the few individual and only those are
enable to take the decision. These people assign the roles and duties to their subordinates
and ask them to get work done on a timely basis. And employees are obligated to follow
the rules and instruction given by the seniors so that work get done by the perfection. If
company uses this culture they are able to maintain the discipline and routine within the
organisation. And privilege the advantage of quick decision making. But this also reflects
the the negative side as well. As its leads to partiality, internal conflict and mental
burden. Task culture: this culture is formed to formulate the team in a organisation to address the
solution of the specific problem in order to progress the project effectively with the team
efforts. So that objectives can be achieved with the perfections n on the timely basis.
With the preceptive of the LG company, this is beneficial and also used as it has a
positive impact of in maintaining the effective team work that involves distinct
personalities and skills (Ho, J.S.Y. and et. al., 2017). This helps in enhancing the
coordination, knowledge and abilities of the employees. Role culture: this culture is related to the delegation of the roles and responsibility to the
each and every member employees of the organisation with that also provides the
authority so that they cam work and also can the decisions in order to complete the task
effectively. This culture helps the organisation to boost the motivation within the
employees so that performance can be increase for achieving the organisational goals
without investing more money. Person culture: in organisation with person culture where employees gives more
importance to themselves rather then the firm. Employees are not get emotionally
connected with the firm they only come for the work and money. Thus is reflects the
negative impact on the organisation. As they will not sustain for the longer period or will
not corporate in the peak situation(Jacobs, and Manzi, 2020).
Politics: organisational politics is the set of all activities that is use to influence the
personal and organisational interests. This involves using of political skills that helps in gaining
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more personal powers that support managing stress and job demand within the organisation.
These are some politics in context to the LG company as explained below: The weed: this politics strategy involves personal influence and informal network rules.
This provides the benefits to the businesses as its growing the employees naturally and
did not provide any maintenance. Thus it saves the time and money that contributes in the
lowering the cost and expenses. The wood: this politics indicates that organisations has the hidden assumptions, implicit
norms and unspoken routines that provides the cover and safety to the employees at a
workplace.(Pereira, Malik and Froese, 2017).
 The rock: this politices rests on the individuals and a formal relation of authority such as
title, role or expertise. It also includes the political capital that arises from the
memberships or high status groups like financial committee. This is used by the business
in order to stabilizing the foundation of organisation and leads to be stable at the time of
crises.
Power: organisational power shows the ability to manage, control and direct culture in
the favour for the effective functioning of the organisation. Mangers and leaders in the LG
company are responsible for the assigning the responsibility and duties to the employees along
with the moderate level of authority. so that they are able to take the decision by their own
decision as to achieve the goals of the organisation on a timely basis. It important to delegate the
the duties and authorities so that employees feels motivated and make them individual that will
save the time and money of the organisation.
TASK 2
P2) evaluate how content and process theories of motivation, and motivational techniques,
enables effective achievement of goals in an organisational context
Motivation is derived from the work motive, that requires the satisfactions. This is
defines as a term to influencing the behaviour and performance of the employees to perform with
their full potential (Sheedy, E., Garcia, P. and Jepsen, D., 2019). There are some motivational
theories in order to motivates the employees at a work place as discussed below:
Content theory: this theory is the subset of the motivational theory, this often describes
the system of needs of the employees that motives their action. In order to enhance the
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effectiveness and perfection in the performance. This mainly reflects that every individual s
different thus it provides different motivation factors.
Maslow's hierarchy of need
This theory includes five stages of individual needs are discussed below : psychological needs: this is refers to the basic biological requirements for human
survival for example food, water, clothing and shelter. If these needs are not satisfied
then human body cannot be functional effectively (Srivastava, A.P., 2017). Managers
should identify the psychological needs and fulfil them in order to improve their
performance. Safety needs: this is the second level of hierarchy which is related to the persons need to
feel safe and secure in their life. It includes the personal and financial security. In relation
to the achievements and success of the organisation LG company persuade this by
ensuring about the health and safety of the employees and provides them insurance
services, incentives etc. social need: This stage is related to the need of love and belongingness for that human
craves. In the organisation employees should feel connected and feel acceptance within
the team. In order to maintain this LG company has focused on the supervision, building
co-operative teams and giving decision making powers that results in the effectiveness in
the performance. (Paull and Whitsed, 2018) Self-esteem needs : this is the fourth level which related to acquiring position, status and
image within the workplace. Managers of LG company has ensures to focused on to
satisfy the esteem need. by providing them job retention, promotions and recognitions
that results in increasing motivation in order to enhance the organisation performance.
 Self-actualisation need: this is the fifth and final stage that is associate with highest level
of motivation where a individual is wants to be. In order to fulfil this business has
provided them job adaptable job environment and challenging task that enhance their
abilities.
Process theory:
this theory of motivation is related with the factors that are used to influenced and encourage the
employees to work with the full potential. These factors are rewards, appraisal, incentives,
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achievements etc. In context to organisation, manger have to identify these factors to motivates
the workers for gaining effectiveness in the performance.
Vroom's expectancy theory:
This theory considered three phase are explained below : Expectancy: This factor is related to the expectation that a individual worker have at a
work place and fulfilment of the expectation provides the motivation to the employees to
work with the full potential and effectiveness. Valence: this factor is related to the emotional feelings of the employees that is hold with
the respect to outcomes. To fulfil them manager need to identify the values and emotional
needs in order to motivate them. Instrumentality: last phase of this theory is related to the promised and faith of
employees on their senior mangers. This is associated with the perception of employees
that whether they are receiving the actual what they desire. To provide this motivation
company have to ensure about the promised compensation are fulfilled effectively.
(Svanberg and Öhman, 2016)..
Techniques of motivation
there are various internal and external techniques that added the values in the
accomplishment of the goals. Following are the motivational techniques that is described with
the perspective of LG company : incentive programme : developing a incentive programme that rewards the employees
for their hard work. This will motivates the employees of LG company to work hard and
with the full potential that will results in the achieving the objectives on the timely basis.
Not only financial incentives, company also offers non financial incentives such as
vacation packages, extra holidays, awards and recognition etc. Comfortable and inspiring work place : Comfortable and healthy environment also
encourages the employee to work hard and effectively. In the context to the LG,
managers have added the colours and posters on wall, arrange the weekly activities to
reduce the work pressure etc. this will makes the employment motivated.
 Share in profit: motivating the employees so that they work with the effectiveness and
full potential. Mangers of the LG provides the sharing in the profit when they achieves
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the higher then the target. This will make them motivate to work hard in relation to break
the previous year record.
TASK 3
P3) Explain what makes an effective team as opposed to an ineffective team
Team refers to the group of individuals with different personalities, abilities and skills.
They works together to achieve the desired goals and objectives that are set by the top level
managers.
Effective team: this team worked with clear and defined goals that is achieved in a
effectively manner and on a timely basis. They help in to improve the quality, facilitates the
completion of projects and enhance the productivity and performance of the company. And every
member of team come up with their different skills, knowledge and abilities to contributes in the
success of the organisation .
Ineffective team: this team work with the unclear and undefined goals and suffer the lack
of purpose. They have conflict ridden group that is filled with the disturbance and unfocused. It
has a negative impact on the performance of the organisation as they are not able attain the
objectives on a timely basis.
Comparison of effective and ineffective team
Basis Effective team Ineffective team
Meaning This is refers to the team
which worked with clear and
defined goals and in a effective
manner.
This is defines as team that
suffers the lack of purpose.
They are unfocused and
uncleared.
Relationships This team has a positive and a
adequate relationship among
the members. They listen to
each other and act on that with
the mutual consent. (Tamta
and Rao, 2017) .
This team consist of the
conflicts, jealousy and a
negative competition among
the team members.
Atmosphere This team has open, Here members have an
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participative, non-competitive
environment. Where every
member pulled up to each
other.
competitive, disturbed and
unfocused environment. So
they are not able to work
effectively
Decision- making This type of teams takes the
decision with the participation
and consent of every member
in the group. Here power of
taking decision is also
delegated to the subordinates
In this team there is no
participation and consent of
the every team member and
this consist of a decentralized
system .
Thus, effective team has major role in the success of the organisation. To make the
effective team LG have to delegate the responsibilities and authority to the subordinates and also
provides them the training and development programme in order to maintain the effective
decorum and discipline within the team.
TASK 4
P4) Determine the concept and philosophies of organisational behaviour in context to LG
Organisational behaviour is the study of human behaviour at a work place. It includes
their attitude and reaction towards the particular situation. Concept and philosophies are used to
determine the behaviour of the employees within the organisation.
Contingency theory
These reflects that skills and abilities of the leaders are not needed to encourage or
motivate the employees and for the effective productivity. There is no best way to lead a
company as it is all depended on the internal and external situations of the organisation.
Contingency leaders are flexible in choosing the right strategy according to the dynamic
situations(Yadav and Punia 2016). This provides flexibility to the working of the organisation in
order to accomplish the goals in a effective manner.
characteristics of employees :- In contingency theory the characteristics of employees
refers to the employees needs, wants, job satisfaction, and flexibility in the work place. If the
organization take care of the employees need and wants before implementing the changes this
will motivates them. And results in the organization growth and increment in the business
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productivity. For this business manager have provides them importance, achievements, rewards
and recognitions to the employees for their hard work.
Characteristics of culture of organization :- In contingency theory the characteristics
of organizational cultural refers to the structure, decision making process and teams and groups
within the organisation. This is based on the internal environment or at a micro level so mangers
have to focus on the internal environment to implement the effective changes in order to provide
the growth the business(Zaghini, and. et. al., 2017). In the organization this will help in better
efficiency and effectiveness in the work performance and development in the organization. The
managers should observe internal environment and give regularly feedback on basis of there
work it will encourage their performance and provides growth.
Although to encouraging the employees for agreed upon the changes and to work in the
dynamic environment. LG have focused on the contingency theory of organisational behaviour.
This will help in the maintaining the flexible environment that will improve the performance
and productivity of the overall organisation.
CONCLUSION
According to the above analysis it has been concluded that employees behaviour and
performance get affected by the company's culture, politics, power. the organizational behaviour
helps in to identify the human behaviour within the organisation. And act upon in order to
enhance and encourage the performance of an employee. It study both macro and micro
environment and also useful for personality development of the employees. There are various
theories and techniques of motivations that has to analyse in order to attain the high level of
productivity. Furthermore concepts and philosophies has a prominent impact on the overall
organisation performance and also evaluate various effective strategies for the respective
business . Study of organizational behaviour is important for all the aspects in the business.
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REFERENCES
Books and Journals
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
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International Management. 11(1). pp.1-18.
Hall, C.M., Malinen, S., Vosslamber, R. and Wordsworth, R. eds., 2016. Business and post-
disaster management: Business, organisational and consumer resilience and the
Christchurch earthquakes. Routledge.
Ho, J.S.Y. and et. al., 2017. Gender roles and customer organisational citizenship behaviour in
emerging markets. Gender in Management: An International Journal.
Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy .20(2). pp.184-202.
Paull, M. and Whitsed, C., 2018. Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective. In
Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.
Pereira, V., Malik, A. and Froese, F.J., 2017. Mapping the impact of Asian business systems on
HRM and organisational behaviour: Multi-level comparative perspectives. Journal of
Asia Business Studies.
Sheedy, E., Garcia, P. and Jepsen, D., 2019. The Role of Risk Climate and Ethical Self-interest
Climate in Predicting Unethical Pro-organisational Behaviour. Journal of Business
Ethics, pp.1-20.
Srivastava, A.P., 2017. Teachers' extra role behaviour: relation with self-efficacy, procedural
justice, organisational commitment and support for training. International Journal of
management in education. 11(2).pp.140-162.
Svanberg, J. and Öhman, P., 2016. The effects of time budget pressure, organisational-
professional conflict, and organisational commitment on dysfunctional auditor
behaviour. International Journal of Accounting, Auditing and Performance Evaluation.
12(2). pp.131-150.
Tamta, V. and Rao, M.K., 2017. The effect of organisational justice on knowledge sharing
behaviour in public sector banks in India: mediating role of work engagement.
International Journal of Business Excellence. 12(1). pp.1-22.
Yadav, P. and Punia, B.K., 2016. Emotionality does but spirituality does not: The effect of
emotional and spiritual intelligence on organisational citizenship behaviour. Asia-
Pacific Journal of Management Research and Innovation. 12(1). pp.46-55.
Zaghini, F., Biagioli, V., Fida, R. and Sili, A., 2017. The ethical leadership of the nursing ward
managers as a key determinant of nurses' organisational behaviours in the healthcare
settings.Professioni infermieristiche. 69(1). pp.31-40.
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