P1 Analysis of how an organisation’s culture, politics & power influence individual

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Analysis of how an organisation’s culture, politics and power influence individual and
team behaviour and performance. ..............................................................................................1
Power and political behaviour of manager .................................................................................3
According to smith review..........................................................................................................4
Task 2...............................................................................................................................................4
P2 Evaluation of how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisation...........................................................4
Task 3...............................................................................................................................................6
P3 What makes an effective team as opposed to an ineffective team.........................................6
Task 4...............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour........................................................9
CONCLUSION..............................................................................................................................10

INTRODUCTION
Organizational behaviour defines the study of the manner by which people interact with
each other or in groups. If this study is attempted and applied in an organization then it is
possible to create a more effective business organization. In this assignment, the given
organization is 2m Group Limited. It is one of the largest chemical producer and manufacturer
in the world. In this report the first task is about organizational cultural, power and political
behaviour of managers how effect the behaviour of staff in 2m Group Limited. The theories of
the organisational behaviour and its impact on the organisation will be discussed in this report.
TASK 1
P1 Analysis of how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organizational culture of 2m Group Limited in past years and today
Organizational culture means how people behave in organization, what are the conflicts
and what are the interaction between them (Wood, and et. al. 2012).The serious problems faced
by 2m Group Limited because of its organization culture was communication problems,
bullying and harassment of staffs. Aside from these problems there was a big issue about the
gender gap between the staffs and the pay gap. From overcoming these problems the 2m Group
Limited had appoint a new director general. The followings theories are discussed below was
applied for overcoming from the above mentioned problems.
Handy’s typology
Handy's Typology describes the four different types of culture e.g. power role task and
person.
 Power culture: power culture defines the way in some individuals have powers by
which they spread out the authorities throughout the organization. In recent past years
2m Group Limited has not specific power culture so it faces a lot of problems but
now applying the power culture in organization now a days it overcome from these
problems.
 Role culture: If an organization is based on a role culture then it have some specific
rules .powers in role a culture based organization are decided by the position of a
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person in the organization. So by applying role culture the 2m Group Limited was
able to decide the position to its employee.
 Person Culture: person culture defines the situation of a where a individuals see
themselves unique from the organization. By analysing the impact of person culture
the 2m Group Limited motivate the employees to work with a team and remove that
type of culture. Because it creates a negative environment for organization.
 Task culture: Task culture is effective when there is a effective mix of skills,
abilities, personalities and leadership. So by applying the task culture 2m Group
Limited improve its team buildings and interaction between the employees.
Hofstede's Six Dimensions of Culture
Hofstede culture is founded by Dr. Greet Hofstede. Firstly he introduced the four
dimension and later another two. This model focuses on the comparison.
 Power Distance Index (PDI): This defines the degree of inequality between the peoples
with the powers and without the powers (Walsham, 2012). If the PDI score is high it
means the people accept the inequality and if low it means doesn't accept. 2m Group
Limited improve the power delegation system by analysing through this method.
 Individualism Versus Collectivism (IDV): This refers to the strength of the
interpersonal relations of one to another. A high IDV scores indicates weak interpersonal
relations and low score indicate strong relations. So by using that model 2m Group
Limited also improve the interpersonal relations of employees.
 Masculinity Versus Femininity (MAS): This dimension refers to the delegation of roles
ans authority according to the gender. Basically its all about the gender gap. If high mass
then more focus on gender gap and if low mass then focus on equality of gender. By
applying that dimension in 2m Group Limited eliminate the issue of gender gap which
was arisen recent years.
 Uncertainty Avoidance Index (UAI): This dimension defines that to which extent
people tolerate the uncertainty and unexpected events. High UAI shows less acceptance
and low UAI shows more acceptance. By the help of UAI analysing the behaviour of
employees 2m Group Limited improve their planned strategy for unexpected situation.
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 Long- Versus Short-Term Orientation: This dimension describes the situation about
pragmatic vs normative. People in long term orientation no too much talkative and not
want to compromise (Teh and Sun, 2012). In short term the peoples are more emphasized
on values rights. By using his dimension 2m Group Limited analysis the behaviour of
employees and improve their attitude according to situations.
 Indulgence Versus Restraint (IVR): This dimension describes that high indulgence
people don't take life too seriously they are life enjoying . And high restrains only with a
negative thinking people and express always negativity. These type of people avoid
making jokes and more controlled behaviour. 2m Group Limited improve the behaviour
of restrain employees by using this dimension analysis.
Power and political behaviour of manager
Power behaviour of manager: It defines the way of managers by which thy affect the
behaviour of their subordinate. 2m Group Limited use the French and Raven's power type to
study the power behaviour of superiors.
French and Raven's power type
 Legitimate power: This power type is totally depends on social norms and beliefs. 2m
Group Limited use that power type for top level decisions.
 Reward power :It describes the type of power in which people whit this type of power
able to give promotion,salary increments and training opportunity. But this type of power
is not so important because no have independent reward power (Coccia, 2014). 2m
Group Limited can use that type of power by appointing a specific person with reward
power for enhancing productivity of employees if it want.
 Coercive power: This type of power includes punishment and threats. But sometime if
the so much coercive tools are used then employee will leave. So this type of power is not
useful. 2m Group Limited use that type of power at probability level.
 Expert power : That type of power describes personal skills and abilities,knowledge.
The people who have expert power able to understand the situation and suggest the
solution. 2m Group Limited use that power type when a suitable person in organizational
have required skills.
Political behaviour of managers: political behaviour includes the behaviour which
effect the behaviour of other . By using chanlat's characteristic 2m Group Limited improve the
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political behaviour of employees. By using this characteristic it avoid the negativity and biases
from the organization.
According to smith review
According to smith review the 2m Group Limited face a lot of problems regarding
various problems but by using French and ravens power type it overcome from the threats of
power and by applying the theory of Hofstede and Handy it overcome from the problems of
organizational culture (Suma, and Lesha, 2013). And chanlat's characteristics helps a lot it
problems relating to political behaviour of managers in organization.
Task 2
P2 Evaluation of how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisation.
In the context of an organisation it is necessary for the managers to motivate the
workforce so as to achieve the organisational goals (Dobrow, 2013). The company 2m group
limited should adopt the different aspects of motivational theories so that the productivity and
efficiency is increased. In an firm there are two types of theories which are content theory and
process theory.
Content Theory
This theory describes the human needs that changes in the organisation. It determines
certain factors that motivates the employees while working in the organisation (Shore and
Wright 2015). The main focus of the company is on factors that analysis the energies and stop
the negative behaviour in the organisation. According to the analysis done the 2m group should
use the Maslow's hierarchy of need theory to motivate their employee's so as to make the
working environment fruitful
the five needs of motivation that Maslow's has defined are:
 Psychological needs: it is the basic needs that every employee's requires to be fulfilled.
These needs includes the food and shelter. This will help the organisation in building the
level of job satisfaction among the employees and will also contribute towards the
performance improvement.
 Safety Needs: this is the basic need of security that the employees desires. In this the
employee's wants the job security, order, law and stability. If the organisation is not able
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to fulfil the needs of the employee's then it will need to dissatisfaction among the
employee's. This will help the organisation in retaining the employee's and provide more
productive environment.
 Love and Belonging Needs: this is the third stage in the hierarchy and includes the
feeling of belongingness. This behaviour will enhance the employee's of the 2m group to
know the role and value of the organisation.
 Esteem Needs: every employee in the organisation has the need to be respected by the
other peer employee's (Robbins ,et. al., 2013). It is most important for the employee's of
2m group to achieve the real self esteem or dignity in the work environment.
 Self Actualization Needs: This is the need of morality and the which provides the
problem solving techniques in the employee's. The employee's should have the desire to
get the promotions and the increase the standard of living to the fullest.
Process Theory
This is the framework that develops the idea that explains the functioning of the dynamic
changes in the environment. The main focus of this is to know why the change takes place in the
organisation. In 2m group this theory is used so that it can sustain the policy for the longer period
of time.
Vroom's Expectancy theory
This theory aims at maximising the pleasure in the organisation and minimising the work
load on the employee's. In the company the efforts , performance and the results are linked to the
employee's motivation. This theory is defined in the three ways which are:
 Expectancy: This theory explains that if the employee's of the firm alter the way of doing
the task in effective way then it will automatically increase the performance. The 2m
group must have the things like:
 the resources to perform the task such as raw material and time etc.
 An employee should posses the skills in order to perform the particular task.
 The support of the supervisor to get the job done
 Instrumentality: the company believes that if the workforce of the company performs
well then the expected outcome will definitely be received. In the company 2m group if
the employee's perform well then it will help them to gain the advantage. To comply with
this the company should have
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 The transparent relationship among the performance and its outcomes
 The employees should have the trust on the manager about who will have take the
decision and who will analyse the outcome.
 Valence: It is defined as the employees want for the external and internal factors. The
company must know that what values the most to their workforce (Ormiston and Wong,
2013). It is the single dimensional value that can be positive or negative that depends on
the firm.
How will the improved level of motivation helps 2m Group Limited to achieve its goals:
Every organisation should have the objective to achieve the pre determined goals as this
will enable the organisation to retain the competitive advantage in the global market.
 Performance Improvements: This will help in improving the performance of the
employees. The skills and knowledge of the workforce will be improved and enhanced
and this will help the organisation to achieve the pre set targets. It will help the company
to build the accountability by transferring the roles of one employee to another.
 Leadership Traits: This trait will help the company to create the good leaders in their
organisation who will lead their subordinates and will make them achieve the goals
(.Coccia and Cadario, 2014). This will help the company to understand and analyse the
future state of the firm by specifying the vision and mission among the employee's.
 Flexibility: This will help the company in building the flexible environment within the
organisation. As this would enable the firm to change according to the needs so as to
meet the current working environment. This will make the company adoptable to the
changing trends in the market. This will make the company more creative and innovative.
 Problem Solving and Conflict Resolution: This will help the company to be cooperative
towards the peer group of employee's. This will enable the employee's to help each other
and will build a business environment which would be free from conflicts.
Task 3
P3 What makes an effective team as opposed to an ineffective team.
A team is a group of individuals who are working together to achieve a common
objective. It is a key to achieve growth and improve relationship among employees.
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Functional Team:
It includes members who have different set of skills, knowledge, and experience to work towards
common goals. It consists people from marketing, finance, operations and HR department. 2m
Group Limited can use this method within their management in order to increase productivity
and enhance development.
Problem Solving Team:
A group of individuals who assemble together to perform work on specific project which
includes resolving one or more issue (Mester,et. al., 2018). By prevailing this culture in their
workplace 2m Group Limited can improve their ability to solve complex situations. This will
help them to improve their working process.
Project Team:
It refers to a group of people who teamed together for a common objective but belongs to
different group and function. This team is created for a certain time period and dissolved after
project is finished. This method will not only help 2m Group Limited to maximise their profit
but also helps in generating performance in a greater level.
Virtual Team:
It refers to a group of individuals who are not located in the same geographical location
but work together for a common purpose. There are two types of virtual teams, Global virtual
team and Local virtual team. 2m Group Limited can utilise this function and use technological
advantages like, video conferencing, email and other methods of connection to improve their
working process in a very effective manner.
Implementing different types of team culture is very important in 2m Group Limited
because it will enhance their organisational performance and enable to accomplish work faster. It
helps in generating new ideas and improve relationship between employees. Teamwork reduces
work pressure which allow an individual to complete their work on time. By having team culture
employees can learn from each other and this will increase productivity and performance level.
In order to make an effective team within business organisation managers of 2m Group Limited
can use concept of Tuckman and Jensen's theory
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Effective team are group of people who work together to accomplish a common set of
goals. For making an effective team there are certain factors that are:
 Clear objectives: It consists of mutually agreed terms and objectives.
 Balanced roles: There are good balance of abilities, skills and objectives.
 Effective processes: There are good processes of making communication and
implementing new decisions.
Individual development: It helps employees to increase their current job performance.
 Appropriate leadership: In this team trust on their leader and feels their leader will lead
them in a correct and appropriate way.
Tuckman and Jensen's theory:
This model was developed by Bruce Tuckman in year 1965. It mainly focusses on the
way in which a team tackle a task from starting till the completion of project (Lawrence and Lee,
2013). 2m Group Limited can implement these stages to maximise their profit and increase
productivity.
Forming:
The team is assembled and task is allocated in this stage. 2m Group Limited need to put
extra focus in this phase because, It is an initial stage of team development where there is high
dependency on leaders for their guidance and direction.
Storming:
At this stage people challenge each other which may result in rising of conflicts and loss
of performance. 2m Group Limited team leaders need to play a dominant role in this level
because roles and responsibilities are not clear to employees they need to be focused on their
goals an avoid conflicts.
Norming:
In this people start to resolve their differences and appreciate colleague's strength. 2m
Group Limited can utilise this phase because in this stage team members know each other better,
they are able to ask one another for help. This will automatically develop strong commitment to
team goals and ensure good progress.
Performing:
In this stage team members know what is exactly expected from them and they work
together to achieve that goal. In this phase team perform excellently and capable of making
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decisions. By using this stage of development 2m Group Limited will get to know how their
employee tackle different problem at different stage.
Therefore, by formulating above stages of development 2m Group Limited managers can able
to face up challenges, tackle problems, find solutions, plan work and deliver results effectively.
Task 4
P4 Concepts and philosophies of organisational behaviour.
Path goal theory of Leadership: This theory was developed by House and Mitchell in
the year 1974 (LA, 2013). This theory defines the power of the team leader in an organisation.
This defines that the efficiency of the labour is dependent on the workforce. By giving the
employee's additional benefit for the work that they have done the company can enhance their
efficiency.
This will help the company to gain the knowledge of wants and the needs of the
employee's. As the HR of the company the main function is to build the good relation with the
employee's so as to achieve the objective defined by the managers.
The model can be defined as
 Employee characteristics: This predicts the capacity of the workforce at the work
environment. In this company it would help the employee's as they will focus on the
work that they perform.
 Task and environmental characteristics: This would enable the company to clarify the
goals and the objective of the work that has to be done. The leader supports the
employee's while performing the critical task. In the case of 2m group it will help them to
increase the efficiency in them so that the difficult work can be performed smoothly.
Different styles are discussed as below:
 Design of task: This defines the relationship between the leader and the manager of
the company. By this the manager would be able to perform every duty and the
responsibility which they have for employee's (Kalliath, and et. al., 20135). The HR
manager will do the work in the way that will help the employee's to perform the task
on the time and effectively.
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 Formal authority system: This specifies the path to the employees which is made by
the mangers. This would help the mangers to control the future cognitive state and
will give them the opportunity to win the objective.
 Leadership styles: The leader and the manager in the organisation plays very important
role. The behaviour of the employee's depend on the situation. The various styles are
discussed below:
 Directive: the leader plays the role as the motivator and the director so that the goals
of the company can be achieved (Gabriel and et. al., 2015). The leaders in 2m group
give the proper training and guidance to the employee's so that they achieve their task
on time. Sometimes it gives negative response when the employee's are not sure
about the work.
 Participative: The company uses the technique to get the suggestions from the
employee's. This would help the company to solve the problem efficiently. Being the
HR manager they should take the well educated employee's so that their suggestions
can be used while making decisions.
CONCLUSION
This reports concludes that the performance of the employee's plays the basic and the
important role in the organisation so as to achieve the desired goals. This helps the company to
enhance the skills and knowledge of their employee's. Thus this will improve the capability of
the employee's to face the difficult challenges. By using path goal theory and motivational theory
the HR manager of the group will be able to motivate the workforce and the work would be done
more efficiently and productively.
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