Unethical Pro-Organizational Behavior

This assignment delves into the complex issue of unethical pro-organizational behavior. It requires you to examine the relationships between Machiavellianism, organizational identification, and the willingness to engage in unethical actions for the benefit of an organization. You will analyze several research papers provided on this topic, critically evaluating their findings and contributions to our understanding of this phenomenon.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Organisational culture, politics and power ...........................................................................1
TASK 2 ...........................................................................................................................................4
P2 Content and Process Theory of Motivation ..........................................................................4
TASK 3............................................................................................................................................5
P3 Define what makes an effective team as opposed to ineffective team...................................5
TASK 4............................................................................................................................................8
P4 Concepts and philosophies of organisational behaviour within an organisational context...8
CONCLUSION ...............................................................................................................................9
.........................................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisation behaviour is a subset of management activities concerned with
understanding, predicting and influencing behaviour in company setting. In simple terms, it
refers to the attitude or perception of an individuals or group of people which has great influence
over firms decision making process as well as on productivity. Along with this, it help company
in understanding their employees and motivate them as well as enable them to apply different
motivational tools as per individual requirements which resulting in better performance of an
organisation as a whole (Belschak, Den Hartog and Kalshoven, 2015). Moreover, it allow
managers to identify each manpower potentiality and based on that they assign roles and
responsibilities to them that leads firm's productivity. This report is based on British
Broadcasting Corporation which is one of the leading company in Mass Media industry and it is
founded in the year of 1922. In this assignment it includes the impact of organisational culture,
power, politics within workplace, evaluate content and process theories of motivation. Moreover,
distinguish between effective and ineffective team and application of concepts or philosophies of
organisational behaviour.
TASK 1
P1 Organisational culture, politics and power
In every establishment, it comprises three main elements i.e. culture, power and politics
and each of them contains different roles within the business premises and it impact business
decision making process as well as influences individual behaviour towards company's goal or
objective. Apart from this, BBC is a world's largest national broadcasting organisation whose
headquarter is in London, UK and it serves across the globe. Although, it is a successful firm but
it undergoes with ineffective working culture issue which hindrances them in achieve their goal
or objective in an effective manner (Härtel and O’Connor, 2014). Therefore, BBC implies
various theories and models to overcome the issues related to culture, power and politics is given
below:
Culture
It is one of the coercive constituent in company as it is a group of internal values and
behaviours in an organisation. It involves experiences, ways of thinking, beliefs and future
expectation as organisational culture is the result of perception within firm that all employees

share. Hence, in regard of BBC, its superiors are not happy with their working condition that
affects its proficiency. Thus, they applies Handy's Model to tackle with this problems which is
described below:
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Task: Under this, company forms a group of individuals to resolve specific issues and
and all the employees with common interest and specializations come together and provide a
solution. Therefore, BBC develops a team and every team member contributes equally and
achieve task in an innovative way (Bolino and et. al., 2015).
Person: In this culture, each manpower are more concerned about their own self rather
than organisation in which employees feel themselves more important than management.
Role: It is a culture where personnel are delegated roles and responsibilities according to
their interest and specialisation which brings high level of satisfaction among employees.
Power: Under this, powers remains in the hands of few people and they only authorised
to takes decisions and make modification within business premises and over its own functions.
Therefore, among these various cultures role is appropriate and suitable for BBC business
function for accomplishing organisational goals in trenchant way.
Hofstede's Cultural Dimension
This theory is developed by Greet Hofestede in the year of 1980. This framework is
regarded as most used and best known for cultural differences within the organisation and helps
the firm to accomplish their goal in a productive way. Hence, BBC uses this model into their
business function in order to examine individuals or groups cultural dimensions which are as
follows:
Power Distance:Under this dimension, it expresses those category group of individuals
who contains less power as they accepts that authority in company is distributed unequally. In
regard of BBC, it has flat organisational structure (it states that it has low PDI) which enable
their leader to encourage its employees in business activities and provide equal platforms to each
manpower that helps them to enhance individual and team members skills and also improves the
overall performance of company.
Individualism vs Collectivism: This signifies the degree to which personnel are integrated
into groups and their perceived obligation as well as dependence on groups. It is classified into
two category of people i.e. individualism as they are only think or care about themselves or
immediate families. On the other hand, in collectivism each individuals support for team work
and work jointly which enhance working culture. In context of BBC, it adapts collectivism
structure that helps each manpower to work as a team and provide all suitable support or being
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loyal to the group to which they belong. By this, BBC is enable to build a better relationship with
individual or team members and it directly reflects in increasing their proficiency.
Masculinity vs Femininity: It refers to the distribution of power between men and women.
Both of them contains unique traits and ability to accomplish business objective. Hence, BBC is
well known for rendering equal opportunity for both gender which assist them to attain high
productivity and profitability and helps them control over conflict of interest within company.
Uncertainty Avoidance: It is relates with behaviour of individual or team towards
business complex situation and their potentiality in dealing with unexpected events. In case of
BBC, they train their manpower and make them understand the importance of working as a team
which helps its employees to be positive and high tolerance for uncertainty, ambiguity and risk
taking. By this, they are able to reduce disputes among manpower as individuals and each of
them are very supportive or participative to each other issues and business uncertainties in an
effective way.
Long vs Short term orientation:Every society maintains some links with their own past
while dealing with the challenges of present and future as societies prioritize these two
existential goals differently. In relation to BBC, it's supports for short term orientation as its team
members and individuals are often want to know the reason behind particular situation as well as
they consist strong conviction which helps them to respect each manpower values and
rights .Thereby, it improves overall performance of firm among industry.
Indulgence vs restraint: It encompasses that how societies controls their impulses and
desires. In case of BBC, it consist of indulgence working environment which grant equal
opportunities to every employees as well as supports team members which assist them to
generate positive working culture and boost individuals or groups morale efficacious.
Therefore, among these various cultures dimensions and types, Hofestede is appropriate
and suitable for BBC business function for accomplishing organisational goals in trenchant way.
This is because it encourage company to provide equal platform to individuals and team as well
as helps them to generate better working environment within an business premises. Moreover, it
assist the to deals with cultural differences and enable the managers to provide equal chance of
power to manpower that enlarge firm's productivity and profitability ratio in an innovative and
creative manner.
Power
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It is most often used term in every organisation as it signifies that power is the ability of
an individual to influence or inspire others in order to attain company's objective or vision in
effective manner. Thus, BBC applies French and Raven model of power to generate a better
working environment is given below:
Reward power: It is considered with providing best incentive and reward system to
manpower which generate high level of motivation among them and they put their full effort
towards accomplishment of firm's productivity (Effelsberg and Solga, 2015).
Legitimate power: Under this, an individuals contains an authority to issue order or make
modification in company's regulation as it flows in hierarchy structure. By this, BBC can control
over confusions and conflict of interest among employees and can create better working culture.
Coercive power: In this, leader has potentiality to penalise or recognise the achievement
of each personnel which is based on employees behaviour or attitude towards organisational
code of conduct.
Expert power: It is regarded as the ability or capability of an individual who is
specialised or expertise in certain field which help BBC management to clarify all the doubts of
personnel that improves the overall performance of an organisation.
Referent power: Under this, manager treat equally its superior and gain their trust towards
them in resolving business complex situation in productive way. By this, BBC invites its
personnel and involves them in decision making process.
However, the above explained model of power, Referent power is suitable for BBC
leader which helps them in building a better relationship between employee and employer as
well as enrich firm's profitability ratio.
Politics
Organisational politics is a combination of power and social networking which directly
impact the accomplishment of pre determined goal or vision within prescribed time limit.
Although, it is a negative concept in company yet it helps the manager or leader to manage the
complex situation which is beyond the control of firm (Borkowski, 2015). In order to overcome
with workplace politics, BBC should provide equal opportunity to employees and encourage
them to put their full contribution towards the achievement of organisational goal. Moreover,
they should invite each manpower and involves them in business activities which hold them back
from participating in unnecessary politics or gossips which reduces organisational productivity.
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Along with thus, an effective and transparent communication between superior and subordinates
plays a vital role and enable BBC to come over the issues of confusions or ambiguity and they
can build a healthy relationship or working culture within firm's premises.
Influence of culture on behaviour of staff and performance of BBC
However, BBC's leaders should identify the potentiality of each individuals and based on
that they should assign roles and responsibilities that motivates them to put full contribution
towards the attainment of organisational pre determined goals or objectives. Moreover, they
should recognise the achievement of each personnel and provides them memento, prizes and
certificates which render them high level of satisfaction and add value to company's brand
image. By this, team members will be able to accomplish their common goals by supporting and
encouraging each other as well as it helps them to build a better relationship and can easily
resolve the business complex salutation and uncertain events as a group that enhance overall
performance of firm among competitive industry.
TASK 2
P2 Content and Process Theory of Motivation
Motivation is considered as one of of the integral part in an organisation as it contains the
ability to influence or inspire manpower towards the accomplishment of organisational goal or
objective. There are two types of motivational theories content and process theory. However,
content theory is mainly focus on satisfying individual need while process theory focal point is
over employees behaviour.
Content Theory
It states that fulfilling human demands and needs as each individuals demand keeps on
changes for which BBC has to imply Maslow hierarchy need theory of motivation in order to
bring high level of satisfaction among employees and that is described below:
Physiological needs: This involves human being basic requirement which they demand
for their survival i.e. food, clothing, shelter. Therefore, BBC should provide enough reward to
employees so that they can meet out their basic needs in an effective way.
Safety and security needs: It covers personal, job security and employment safety etc.
that impact firms functional unit (Castille, Buckner and Thoroughgood, 2018). Thus, BBC
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should apply some safety measures like employment order, security which enrich its
employees morale and they remain within firm for longer time.
Social needs: It includes belongingness, family, friends which effect organisation
proficiency ratio. Hence, BBC generate a healthy and better relationship with subordinates that
improves the overall performance of firm.
Esteem needs: It is considered as highest position among other human needs as it hinder
or foster the mindset or motivation of each manpower. For e.g. achievement, self respect,
confidence, status, recognition etc.
Self- actualisation needs: It is the last and high priority level of need in which an
individual decides to grow or develop to their fullest potentiality to accomplish organisational
vision or target. For e.g. self – fulfilment, personal growth, creativity etc.
Alderfer's ERG theory
It consist of three basic needs an employee seeks to fulfil and it is utilised as a frustration
– regression principle where an already satisfied lower level need can be re-activated during
confronted with impossibility of satisfying a higher level one.
Existence: It relates with person physical needs such as food, clothing and shelter.
Relatedness:This signifies to a person interpersonal requirements within personal and
professional settings.
Growth: Under this, individuals person need of personal development.
However, it is interlinked with Maslow hierarchy theory as self actualisation is connects
with growth. On the other hand, self esteem and social needs is relates with relatedness. Safety
and physiological needs links with existence.
From the above discussed theory, BBC will be able to identify each employees
requirements and demands, based on that they takes initiative to render fair reward so that
employees can satisfy their needs in an cost efficient manner. Moreover, it impact positively over
individual an team members in order to achieve their organisational goals within prescribed time
limit. However, BBC can adopt Maslow Hierarchy need theory as it enable them to examine its
employees need or wants and based on that they make corrective course of action in order to
strengthen their morale and motivation level. Moreover, they should render a fair reward or
salary so that they can meet out their requirement in a better way and can put their full
contribution towards an attainment of high productivity and profitability ratio.
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Process Theory
Under this, it's centring point is to analysing individuals behaviour or perception and
based on that they company make corrective course of action. It includes VROOM Expectancy
theory which is described below:
Valence: It refers to emotional orientation people hold with respect to outcomes
(rewards). Each employees demands for different degree of rewards i.e. intrinsic and extrinsic, so
BBC properly analyses the interest and need of individual and provide them fair incentives.
Expectancy: Every manpower has different expectation and levels of confidence about
what they are capable of doing. Thus, BBC management discovers what resources, training or
supervision employees need and render them best working condition (Chen and Sheldon, 2016).
Instrumentality: Under this, subordinates seeks whether management fulfils the promises
which manager did to them and it effects employees motivation level. Thus, BBC ensures that
the promises of rewards are bring fulfilled and it is aware by employees also.
Adam's Equity Theory
It signifies that people are motivated if they are treated equitably, and receive what they
consider fair for their effort and cost. According to this theory, people compare their contribution
to work, cost of their action and benefits that results into effort and welfare of reference person.
Furthermore, at workplace each manpower put input into job such as education, experience,
energy and expect to get some outcome such as salary, reward, promotion, verbal recognition
each in equal amount. By this, BBC can be enable be examine each personnel potentiality and it
boost team members morale that help organisation to attain high level of productivity and
profitability ratio.
However, from the above states theories each of them has its own pros and cons which
impact firms productivity and profitability. Thus, content theory is most effective for BBC as it
can applicable in all aspects of life and company can examine the needs of workforce and it
helps them to fulfil those demands in an effective and efficient manner. Moreover, it encourages
individuals and team members to put their full effort towards the accomplishment of business
objective which helps them to obtain maximisation of profit with an optimum utilisation of
resources.
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TASK 3
P3 Define what makes an effective team as opposed to ineffective team
Team: Team is defined as a group of people which works together so that objectives and
goals of company can be achieved in a unified manner. In this context, team member in BBC are
required to work in a coordinated way so that they can unleash their true potential and achieve
individual and team targets.
Team work: It is referred to the collaborative efforts of a team so that business
objectives can be attained in an efficient and effective way. With the help of capable employees,
teamwork in BBC can be performed desirably. In respect with businesses, there are two kinds of
team i.e. effective and ineffective team (Kanfer and Chen, 2016).
Effective team: It is formed by group of those people which are capable and efficient to
work in a systematic manner. This team is able to work in an organised manner due to which it
will became easier for business organisations to attain success. In respect with BBC,
characteristics of effective team are given below:
 Clear purpose: These team has a clear motive and purpose that helps them in
accomplishing business work in a timely and proper manner. If teams will not have any
clear purpose or target, then it will became difficult for employees both at individual and
organisational level to identify the right direction to achieve organisational objectives.
 Open communication: An effective team promotes open communication due to which
all team members are given the chance to share their ideas and opinion. This helps the
manager of BBC to take appropriate decisions due to which achieving organisational
goals became easier.
Ineffective team: This team consists of those employees which are reluctant in
performing work in a systematic manner. This team is not able to accomplish work in a timely
manner due to which organisational productivity reduces. Characteristics of ineffective teams are
given below:
 Errors and negativity: An ineffective team is prone to more negativity and errors that
can reduce the working morale of employees at team and individual level. It can reduce
the overall productivity of BBC in a considerable manner. Hence, it is vital for manager
in BBC to make team by taking capable employees so that chances of error and
negativity can reduce (Ismail, 2015).
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 Work distribution- In an ineffective team, work is not divided in an appropriate way
due to which people getting more work feel stressed and their working potential get
reduced. It can visibly reduce the profitability of BBC. Hence, it is important for manager
in BBC to distribute work to team members in equal amount so that productivity level
can be maintained.
Different type of teams in BBC
 Functional team: This team is associated with a particular function such as purchasing
function, sales function, designing function etc. When people from these groups work
together in BBC, they will be an functional team.
 Cross functional team: In this kind of team, people from other departments and
functions works together so that a common goal can be attained. For example, one-one
person from broadcasting team, designing team and maintenance team can formulate a
cross functional team in BBC.
 Virtual team: This team do not have a face to face interaction. They work together with
the help of technology and digital media. This team in BBC will have people from
different culture, background and expertise which will communicate with the help of
mobile, internet, laptops etc.
 Self-directed team: These teams work together according to their wish and they are not
given a specific project. These teams in BBC will perform their work according to their
will, management will not specify them work.
Impact of technology on team: With the help of technology, different teams in BBC can
interact with one another in a proper manner. They can communicate any time and resolve their
issues and grievances without any difficulties. This will enhance their productivity due to which
they will deliver their best performance and BBC will be able to acquire a strong presence in
marketplace.
Differences in effective and ineffective team
Effective team Ineffective team
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 These teams are able to understand
organisational targets and goals in a
proper manner.
 These teams are not able to
acknowledge the objectives and goals
of a company.
 Active participation  Passive participation
 Decision making is carried out on
mutual consent.
 Premature and ineffective decision are
taken (Lazaroiu, 2015).
Effective model of team development
There are different theories and models which are related with formulating an effective
team. Some of these models and theories are Tuckman and Jensen team model, Belbin team role
or soft and hard skills. In respect with BBC, Tuckman and Jensen team model is defined below:
Tuckman and Jensen model
It is not possible for a team to perform well from the starting. Forming and maintaining a
team is similar to sustain a good relationship. It require patience, support, hard-work,
cooperation etc. In this regard, Tuckman and Jensen have presented a model of team
development which include five stages. These stages are given below:
Forming stage: It is the first stage related with team development. During this stage,
members of team just starts to come together and faces issues like uncertainty & anxiety. In case
of BBC, at this level team members will behave independently and feel motivated to deliver best
performance. Role of team manager is to make employees comfortable so that they can work in a
coordinated manner.
Storming stage: This is the second stage in which team members try to gain trust of each
other and discuss their opinions on different topics. Due to this, conflicts and issues may arise
among team members. At this stage, team members in BBC will start working as a team but
team performance can reduce due to difference in opinions. Role of manager is to ask employees
to respect opinions of one another so that work in a coordinated manner can be proceed.
Norming stage: At this stage, difference and opinions of team members start resolving
due to which team is able to perform in a coordinated and unified manner. During this stage,
teams in BBC will try to socialise more so that they can understand opinion of each other in a
proper manner. Role of team is to work in a systematic manner.
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Performing stage: This is the fourth stage of this team development model. In this stage,
teams in BBC will perform their work by delivering their best efforts. During this stage, opinions
and perception of team members starts matching due to which organisational work is performed
appropriately.
Adjourning stage: It is the last stage in which organisational goals have achieved in a
proper manner and members of team are in mood to celebrate their victory. But at this level,
members are allotted other work due to which team get disbanded (Miner, 2015). Achieving
victory, motivate workforce in performing other work with same efficiency.
Belbin management theory
Action oriented roles– These jobs centers around improving the presentation of the
groups, executing thoughts into activities, and following the due dates. The activity jobs are-
shaper, implementer and completer finisher. Action oriented roles will help BBC in creating and
actualizing new thoughts. This will prompts self-restraint in the groups and will likewise prompt
viability as new thoughts can be utilized and executed.
People oriented roles: These jobs in the group will help in uniting individuals and
thoughts. It will help in between connecting thoughts with representatives in BBC These jobs
incorporate organizer, group specialist, and asset agent. In the event that the thoughts are
utilized in a legitimate way than the group will accomplish the objective successfully.
Cerebral jobs: These break down different alternatives and than give specialized
aptitude. With the assistance of this, management of BBC can investigate the choices which are
accessible and than best choices can be taken. As the best choices will help in compelling
working of the group. These jobs incorporate plant, screen evaluator and expert. This will tell the
negative and positive parts of group.
In context with BBC, manager of company can use Tuckman and Jensen model so that
ineffectiveness faced by teams of BBC like lack of appropriate work distribution, negativity and
error can be resolved in a proper manner. This will benefits the team in BBC to became effective
and adopt characteristics like open communication and clear vision while performing business
operations.
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TASK 4
P4 Concepts and philosophies of organisational behaviour within an organisational context
There are different philosophies and concepts which are related with organisational
behaviour. These concepts posses a considerable behaviour on the working of an organisation. In
this respect, path goal theory is defined below:
Path goal theory
This theory is associated with defining the style or behaviour of leader so that
organisational and other goals can be achieved without compromising with the comfortableness
of employees. Other important goal is to enhance the motivation, satisfaction and empowerment
level of employees so that their productivity can reach new heights. This theory is based on
expectancy theory given by Vroom. This theory will benefits in defining environmental and
employee characteristics in BBC, selecting appropriate leadership style and focusing on
motivational factors that will results in employee succeed.
Classification of path goal theory
Employees characteristics: It will assists workforce in achieving specific capabilities
according to the need of organisation. To attain goals, it is essential for manager in BBC to
motivate their employees by satisfying their needs and desires in a proper manner.
Task and environmental characteristics: These characteristics will benefits in
acknowledging those issue that are faced by employees in BBC. This will helps the manager in
resolving them without facing any complexities. If these issues will not be resolved, then it can
reduce the working potential of employees in a considerable manner (Tankebe and Meško,
2015).
Leadership style: With the help of appropriate leadership style, it will became easier for
the leader or manager of company to guide its workforce in a proper manner. There are different
leadership styles that can be adopted by manager in BBC. some of these styles are stated below:
 Autocratic leadership: In this kind of style, leaders consider themselves as absolute
power and take important decisions which have to be followed by the subordinates. This
style will benefits management in BBC to make quick decisions but in this style workers
can feel ignored and restricted.
 Democratic leadership: It is also known as participative leadership in which opinions of
workers are also considered by while taking decisions. Due to this, organisation is able to
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take right decision that helps the company in attaining their organisational goals properly.
In this leadership style, innovation and creativity is encouraged but while taking
consensus of workforce every time, decision-making of BBC can became ineffective
(Effelsberg and Solga, 2015).
Philosophy at BBC is to provide appropriate working environment to the workforce along
with appreciation and benefits for their work so that they can deliver their best performance.
BBC faces the issue of employee turnover and inequality from a long time. Due to this, company
faces a big loss of productivity and proficiency. This is the reason employees are not comfortable
and satisfied with the company and their working procedures.
Manager of company can adopt Role culture to maintain an appropriate working culture
in BBC. In this kind of organisational culture work will be given to workforce according to their
capacity and capability. This will helps in resolving the problem of lost productivity. For
motivating employees, company can adopt Maslow hierarchy of needs in which basic and other
needs of workforce will be given consideration. This will help them in sustaining a comfortable
life due to which they will prefer to stay within company and workforce turnover will be
reduced. In order to increase the effectiveness of teams in BBC, manager can adopt Tuckman
and Jensen model. This model will benefits the manager in eliminating effectiveness form
employees as a team. By this, organisation will be able to achieve its aim and goals in a desired
manner and teams became capable to perform their work with full efficiency and effectiveness.
CONCLUSION
From above mentioned report, it has been concluded that in order to achieve high growth
and success, it is essential for business firms to maintain an appropriate organisational culture.
With the help of right organisational culture, power and politics, employees can be motivated in
a right manner so that their individual and team performance will improve. Process and content
theories of motivation will encourage workforce in achieving goals and targets. Efficient teams
are able to achieve targets in an effective and systematic manner. Different concepts and theories
of organisational behaviour helps in resolving different issues desirably.
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REFERENCES
Books and Journals
Belschak, F. D., Den Hartog, D. N. and Kalshoven, K., 2015. Leading Machiavellians: How to
translate Machiavellians’ selfishness into pro-organizational behavior. Journal of
Management. 41(7). pp.1934-1956.
Bolino, M. C. and et. al., 2015. “Well, I’m tired of tryin’!” Organizational citizenship behavior
and citizenship fatigue. Journal of Applied Psychology. 100(1). p.56.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Castille, C. M., Buckner, J. E. and Thoroughgood, C. N., 2018. Prosocial citizens without a
moral compass? Examining the relationship between Machiavellianism and unethical
pro-organizational behavior. Journal of Business Ethics. 149(4). pp.919-930.
Chen, M., Chen, C. C. and Sheldon, O. J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology. 101(8). p.1082.
Effelsberg, D. and Solga, M., 2015. Transformational leaders’ in-group versus out-group
orientation: Testing the link between leaders’ organizational identification, their
willingness to engage in unethical pro-organizational behavior, and follower-perceived
transformational leadership. Journal of Business Ethics. 126(4). pp.581-590.
Härtel, C. E. and O’Connor, J. M., 2014. Contextualizing research: Putting context back into
organizational behavior research. Journal of Management & Organization. 20(4).
pp.417-422.
Ismail, H., 2015. Organizational justice and citizenship behavior, the mediating role of trust.
International Journal of Human Resource Studies. 5(1). p.86.
Kanfer, R. and Chen, G., 2016. Motivation in organizational behavior: History, advances and
prospects. Organizational Behavior and Human Decision Processes. 136. pp.6-19.
Lazaroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice. 7(2). p.66.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology
Press.
Tankebe, J. and Meško, G., 2015. Police self-legitimacy, use of force, and pro-organizational
behavior in Slovenia. In Trust and legitimacy in criminal justice. (pp. 261-277).
Springer, Cham.Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett
Publishers.
Effelsberg, D. and Solga, M., 2015. Transformational leaders’ in-group versus out-group
orientation: Testing the link between leaders’ organizational identification, their
willingness to engage in unethical pro-organizational behavior, and follower-perceived
transformational leadership. Journal of Business Ethics. 126(4). pp.581-590.
Online
Comparison of effective and ineffective groups. 2007. [Online]. Available through <
http://www.minneapolismn.gov/www/groups/public/@ncr/documents/webcontent/
convert_267438.pdf>
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