Organizational Behavior Analysis

This assignment requires you to analyze key concepts in organizational behavior, including various theories and models that shape organizational structures and processes. You will delve into team dynamics, examining different stages of team development and factors influencing effective teamwork. Furthermore, you will explore various leadership styles and their impact on organizational performance. Finally, the analysis will encompass the influence of organizational culture on employee behavior and overall success.

Organisational Behaviours

Table of Contents
INTRODUCTION ..........................................................................................................................1
P1.Analysing an organisation's culture, power and politics influence team and individual
performance.................................................................................................................................1
P2. Evaluating content and process theories of motivation and motivational techniques for
management ODF goals in A. M Limited..................................................................................2
P3. Explaining the factors that turn an effective team into an ineffective team.........................4
P4. Applying concepts and philosophies of organisational behaviour in A. M Holdings Ltd....5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Organisational behaviour is the study of human nature in business entity settings, the
interaction between employees to the organisation and the organisation to itself. O.B is
important as it helps in providing direction to the business, in motivating the employees to work
in team and put their best efforts in attaining company's goals. The present report is based on A.
M Holdings Ltd. 's culture and the behaviour of its employees. The study will depicts about
company' culture, power and politics that influences team performance. Further, report will
addressed content and processes theories of motivation. The comparison between effective and
ineffective team is presented in report. The report will help in understanding concept and
philosophies of organisation in different situation.
P1.Analysing an organisation's culture, power and politics influence team and individual
performance.
Organisation is a place where individuals come together to work as a team to achieve
common goal. In order to achieve that goal it is important for the employees to work in a team,
give their best effort in a stipulated time frame for smooth functioning of the organisation. The
organisational culture is very important for any company to create an atmosphere, where their
employees interact with each other and co-ordinating with other employees (McShane, Von
Glinow and Von Glinow, 2019). The A.M (Holdings) Limited culture will defines the
performance of a team and the individuals in a team.
Culture: There is a theory of Handy 's model of organisation culture which will help in
understanding A. M Limited' culture that can influence the performance of team and individuals
performance. The theory has defines the power, task, person and role culture. In power culture,
an individual which can be manager or team leader will have a power of taking decisions and
other team members have to follow his instructions (Klotz And et.al., 2018). Using power in
positive way will helpful for individuals and team performance while negative power can affect
the performance of an individual and overall team performance in A. M Limited. Negative
power can demotivate the employees that leads to decrease in their performance and overall
productivity of team .Company follows a task culture, where all individuals in a team works
together to solve the problem of a particular task. Every team member should put efforts so as to
accomplished their tasks in innovative way. In person culture, some employees think that they
are important than others in A. M Limited, these are called person culture. Such culture will
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leads to suffer from the performance point. As the employees work from themselves and not for
A. M Limited. Handy 's theory of culture define role culture in company where an individuals
assign task according to his specialization and qualification. In such culture, power comes with
the responsibility they have.
Power : In ant organisation, some employees or senior employees who have the power and
authority to take decisions. They enjoys their power and position they have in company. They
influence the performance of individuals and a team as whole, as they are the main decision
maker in A. M Limited. These employees can delegate the authority to other employees as they
have to strictly follow their instructions and orders. If the employees uses their power in positive
manner, it can help to motivate and enhance the performance of team (Harper, 2018) . But if they
misuse their power it can affect other employees performance which leads to hamper the
productivity of overall organisation. Employees who uses their power in negative manner can
affect individuals, who will have than no liberty to express their view and will hesitate to
communicate the seniors. These will influence not only their performance but also the
performance of team as whole. It makes the authorised person to be partial for their favourites
which creates negative environment in team and A. M Limited.
Politics: It is the irrational behaviour of individuals in a A. M Limited to obtain advantage and
superiority among other employees. An employee in organisation will get an advantage with
their good work and not by degrading other employees. Politics will reduce the productivity of
individuals and team of A. M Limited as a whole (Beare, Caldwell and Millikan, 2018.).
Employees can not able to concentrate on their work because of the nasty politics in working
environment. Unethical political environment can affect the employees morality, increasing in
conflicts which leads to degrade the organisational culture. in company is Political culture is
also important if it is used in a positive manner which can be helpful for the employees and team
performance. Clear polices and chains of command is easier for employees to understand and
respond without ant hesitation.
P2. Evaluating content and process theories of motivation and motivational techniques for
management ODF goals in A. M Limited.
Motivation is desire to do anything, motivating an employees is very important in an
organisation so that they put their best effort to work for attaining A. M Limited' s goals.
Organisational performance in depend on the productivity level of their employees. Eveery
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employees needs motivation to put their best efforts for doing a job. Different theories has been
develop to understand the motivational behaviour of employees in workplace. Different type of
motivational theories which are helpful for A. M Limited' s managers are as follows:
Content theories: these theories are based on what are the factors that will enhance and drive
the behaviour of employees. There main focus are on the needs of employees that will help in
motivating them. However, different employees have different wants and needs which influence
their behaviours that will motivate them. The A. M holding Ltd has implemented Maslow's
Hierarchy of needs, which explains the importance of different needs of people which increases
with the achievement of one needs to another (Cook, 2018). These theories frame the job
satisfaction of an employees with the achievement of their different needs. A. M Limited should
take care of these need in order to enhance the performance of employees.. It will help in
increasing their productivity and attaining A. M Limited 's goals. Another theory is Herzberg's
Motivation- Hygiene , it describes what makes an employees to feel good or bad about their job.
It discussed that there are five features of work that bring about satisfaction, namely
achievement, recognition, their job, responsibility and advancement. According to these theory,
employee should be promoted and recognised when they complete certain stages. Alderfer's
ERG Theory is the extension theory of Maslow's Needs of Hierarchy, where the five categories
are compressed in three that is Existence Need, relatedness needs and Growth Needs. Thus,
content theories imply that individuals are unique and have unique sources of motivation.
Process theories: Theory of motivation focuses on how that behaviours of individual is caused,
effected by the motivational factors. The process theories of motivation mainly imply that
employees choices are based on the preferences, rewards and sense of accomplishment. The
manager of A. M Limited should understand the process through which employees can be
motivated. There are different theories developed to understand the process through which
employees of A. M Limited can be motivated. The theory of Vroon's Expectancy states that
behaviour of an employee are motivated to perform task or job to attain some goal and their
performance would help them to achieve the goal. This idea leads to derive satisfaction and
minimize dissatisfaction in employees. A.M limited has implemented this theory to motivate
their employees to increase their performance which will help in increasing profitability of
company. (Burrell and Morgan, 2017). Adam's equity theory explains that employees maintains
a relationship between the performance and rewards in comparison to others. This theory states
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that manager of A. M Limited should understand that an employee gets de-motivated by the job
and his employer in case he is not getting from the company as compared to his efforts for job.
A. M Limited managers should understand how to implement these theories in order to
attain the organisation goals. As employees efforts and their performance are the key factors that
can lead A. M Limited in attaining their business goals and increase overall profitability.
P3. Explaining the factors that turn an effective team into an ineffective team.
In an organisation, when group of peoples come together to performing a task is working
as a team. Every team has a leader or manager that motivate and instruct them to perform
effectively in order to attain the common goal. Team in a company can be effective or
ineffective, which are based on certain factor and consequences.
Effective team: just presence of two or more employees in a group in a organisation is
not enough to be successful, a team has to be effective also (Elsmore, 2017). Effective team
encourages discussion, communications with seniors, using situational leadership whenever
necessary. They work together for a common goal of A. M Limited.
Ineffective team: where certain conflicts, misunderstanding, work issues started arises in
a team , there comes a point where an effective team are turning into an ineffective team
(Ineffective vs. Effective Team Leadership, 2018). Alack of agreed objectives and an atmosphere
full of tension, clashes of personalities leads to ineffective team.
Caparison of effective and ineffective team are:
Basis of comparison Effective team Ineffective team
Underlying goals Objective of the group is well
understood by team members.
It is difficult for employees to
understand the instructions
about the task from the
managers.
Member contribution There are lot of discussions
happen between team
members regarding their task
where everyone participated
Few employees in team tend to
dominate a discussion , and
intended to force their point of
view on others (Scott and
et.al., 2018).
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listening The members listen to each
others opinion
team members do not really
listen to each others, their
ideas are often ignored.
Conflict resolution. Even if there is an
disagreement, team members
discussed about it which
results in so conflicts in team
Disagreement generally do not
handled effectively by the
group.
There are two theories of team development, Tuckman' s model of group development, it
explains maturity and ability, relationships establish, and the leader changes leadership styles. It
focuses on the way in which a team tackles a task from the initial formation of team through
completion of the projects. There are four stages of team development namely, forming,
storming, norming and performing. Stage 1 involves forming of team, in initial level high
dependency would be there on managers and leaders, objectives are unknown.. Stage 2 includes
the establishment of team member in group, to other team member and leaders (Bush, LePine
and Newton, 2018). In Stages 3 roles and responsibilities of the task are cleared to team
members, they started interacting with each other as well as to the leaders and managers. In stage
4, team work with proper strategies, decisions for future are being made, more focused on over-
achieving goals (Forming - Storming - Norming – Performing, 2018). Stage 5 is adjuring of the
group, where task objective are successfully done and team is break up moving for another task .
P4. Applying concepts and philosophies of organisational behaviour in A. M Holdings Ltd.
A. M Holdings Ltd. Is going to implement a new machinery that will be time saving and
more productive in packaging in their unit. The implementation of new machinery can change
the behaviour of employees within the organisation. The application of concept and philosophies
of Organisational behaviour with different theories that can help in facing the issues relating to
the new implementation of plants. The different theories are:
Path-Goal Leadership theory: This theory is based on a strategy of leadership that
helps in making the leader's task to motivate and clarify the group's goals and attain them as a
coach. It encourages a strong communication about goals and direction with the strong bond
between leader and a group (Gilal and et.al., 2018). This theory will help the management of
A.M Holding limited to direct the employees about the new roles of managing the new
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machinery in factory. It will help leaders to give proper direction to the followers for following
proper procedure of machinery.
Situational Resistance: It occurs whenever there is a change made in organisation that
an employee needs to handle in different ways. Some employees takes it as new challenge while
some are fearful and resist to change (Sosik and Jung,2018). As A. M Holdings are going to
implement new machinery plant, management is going to have mix of both personality types in
organisation (Angelone, Mitchell and Smith, 2018). They have to handle both type of behaviour
of employees with the changes made in organisation.
Contingency Theory: There are some situational factors which can be very difficult for
management to predict about behaviour of employees under some situation (Contingency
Approach to Organizational Behavior, 2018). This theory states that there is no better way to
manage or deal with the employees. The leader's personality to react with the changes in
organisation is very important (Furlan Matos Alves and et.al., 2017). It decides how he would
handle the changed situation that is new machinery plant in organisation.
CONCLUSION
By summing up the above report, it can be concluded that an effective organizational
culture is very important for a company and its employees. Organizational behaviour is very
important to increase the productivity of employees. The above report has concluded that
implementing the culture of power and politics will help in increasing the performance of
individuals and team as a whole, with the help of Handy's theory. The report than discussed
content and process theory, that helps the A. M limited in understanding different factors which
will motivate their employees. A comparison has been included between effective and
ineffective team in the report. Different theories are discussed which help in understanding
concepts and theories of organisational behaviour.
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REFERENCES
Books and Journals
Angelone, D. J., Mitchell, D. and Smith, D., 2018. The influence of gender ideology, victim
resistance, and spiking a drink on acquaintance rape attributions. Journal of interpersonal
violence. 33(20). pp.3186-3210.
Beare, H., Caldwell, B. J. and Millikan, R. H., 2018. Creating an excellent school: Some new
management techniques. Routledge.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis: Elements
of the sociology of corporate life. Routledge.
Bush, J. T., LePine, J. A. and Newton, D. W., 2018. Teams in transition: An integrative review
and synthesis of research on team task transitions and propositions for future
research. Human Resource Management Review. 28(4). pp.423-433.
Cook, P., 2018. Brain Based Enterprises: Harmonising the Head, Heart and Soul of Business.
Routledge.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Furlan Matos Alves, M. W. and et.al., 2017. Contingency theory, climate change, and low-carbon
operations management. Supply Chain Management: An International Journal. 22(3).
pp.223-236.
Gilal, A. R. and et.al., 2018. Finding an effective classification technique to develop a software
team composition model. Journal of Software: Evolution and Process. 30(1).p.e1920.
Harper, H., 2018. Management in Further Education: theory and practice. Routledge.
Klotz, A. C. and et.al., 2018. Examining the nature, causes, and consequences of profiles of
organizational citizenship behavior. Journal of Organizational Behavior. 39(5). pp.629-
647.
McShane, S. L., Von Glinow, M. A. Y. and Von Glinow, M. A., 2019. Organizational Behavior.
McGraw-Hill Education.
Scott, T. and et.al., 2018. Healthcare performance and organisational culture. CRC Press.
Sosik, J. J. and Jung, D., 2018. Full range leadership development: Pathways for people, profit,
and planet. Routledge.
Online
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Contingency Approach to Organizational Behavior. 2018. [Online].
AvailableThrough:<https://bizfluent.com/info-8279886-contingency-approach-
organizational-behavior.html>.
Forming - Storming - Norming – Performing. 2018. [Online]. Available
Through:<https://www.teambuilding.co.uk/theory/Forming-Storming-Norming-
Performing.html>.
Ineffective vs. Effective Team Leadership. 2018. [Online]. Available
Through:<https://sites.psu.edu/leadership/2016/10/24/ineffective-vs-effective-team-
leadership/>.
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