Organizational Behavior and Leadership Styles

The assignment discusses various aspects of organizational behavior, including leadership styles, motivation theories (Maslow's Hierarchy of Needs and Herzberg's Two Factor Theory), and job performance. It also touches on the role of employee engagement, work behavior, and teamwork. The summary is based on the provided references and sources.

Behavioural
Science

Table of Contents
INTRODUCTION...........................................................................................................................1
LITERATURE REVIEW................................................................................................................1
Organisational structure and culture of ASDA plc and British Airways....................................1
Impact on the performance of ASDA plc...................................................................................1
Factors influence the individual behaviour at work....................................................................2
Effectiveness of different leadership styles.................................................................................2
Organisational theories used by the business..............................................................................3
Approaches used by the management.........................................................................................3
Different motivation theories adopt by the company..................................................................4
Innovative and creative ways used by ASDA plc to motivate their employees.........................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
Illustration Index
Illustration 1: Leadership Styles......................................................................................................9
Illustration 2: Maslow need Hierarchy theory.................................................................................9
Illustration 3: Herzberg Two Factor Theory....................................................................................9

INTRODUCTION
Organisational behaviour is the study to analysis behaviour and attitude of employees. It
includes all the tool, techniques and approaches by which manager will make effective
understanding of workers. The aim of making study is to analysis the efficiency of a firm. This
report describes the role of organisational behaviour of two companies ASDA PLC and British
Airways. The aim of the study to focus on OB on improving the employee’s performance. It also
explains the importance of employee motivation and role which is essential for a business.
LITERATURE REVIEW
Organisational structure and culture of ASDA plc and British Airways
According to De Jong and Den Hartog (2010) structure and culture of organisation refers
to any environment in which business can operates its activity. It including the various
department by which activity are circulated and performance can be done in a wide level. ASDA
plc adopted the hierarchical organisational structure in which large numbers of workers working
in different departments. All the information passes from store manager to chain of employees.
On the other hand, British Airways adopted the formal structure. As per De Jong and Den Hartog
(2010) Teams and groups are working together in an organisation for achieving their future
golas.. Top level manager will formulate the main policies and communicate them with different
employees in an appropriate manner.
According to Brown (2013) the culture of ASDA plc is wide in nature. There are 170000
employees working in it. Company believes that all the staff members need to work ethically and
communicate all the issues freely with their seniors. Motive of ASDA is to put various efforts
which are beneficial for the employees, customers and community as a whole. On the other side,
British Airways works is diversified nature. According to Ankli and Palliam (2012) they give
priority to their clients and deal with great efficiency. All the staff members work in groups and
complete their given tasks in an appropriate manner.
Impact on the performance of ASDA plc
As per Dalal (2012) organisational structure affect the company in a large level. ASDA
plc has strong chain due to adoption of hierarchical structure. This highly determined structure
extends impactful control over the workers and encourages better communication among
company's personnel. According to Cole (2012) company has already set up their standards that
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are already been determined by the employees. Company highly influences the performance of
individual and organisation. Therefore, management of company needs to motivate the
employees by offering incentives, promotion etc, to increases the level of efficiency of
employees. To acquire the competitive advantages in the market, ASDA need to develop a
friendly culture and structure which can provide desirous outcomes from the personnel of
company. Firm also adopts effective recruitment process which can be done by orientation
programs. It provide better understanding of different culture of company. The leadership and
management behaviour also motivates the employees of ASDA plc. According to Coghlan and
Brannick (2014) manager adopt friendly leadership style which makes positive influence on the
performance of employees.
Factors influence the individual behaviour at work
There are various kinds of factors which highly influence the behaviour of individual of
ASDA. These may be internal and external factors which affect the company's performance
inside and outside. It is essential that ASDA plc must manage all those elements which make any
negative impact on employee's behaviour. As per Christian, Garza and Slaughter (2011)
company need to analysis the perception of employees towards the firm and environment of
company which highly influence the behaviour of workers. It is necessary for the firm to
determine the personality of employees and by using different appraisal methods. ASDA should
also use various rewards/incentive techniques, motivation techniques by which it can promote
the performance of employees effectively.
Effectiveness of different leadership styles
As per Brown (2013) Both the organisations i.e. ASDA plc and British airways have
strong command in leadership. Leadership is most essential key for the success of any
organisation. The different leadership styles used by both the companies are mentioned below.
Autocratic Style: Both the mentioned companies do not apply this kind of leadership style
because employee involvement is primary. Autocratic leadership style is very common but in
case of both the companies it is very important to discuss and consult with their employees about
any issue and take their views as well.
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Participative leadership style: This type of leadership style is most essential for both of
the company because the company discusses every issue of the organisation with employee so
that each worker of the company feel important and inspired.
Laissez-fair leadership style: This leadership style is not applicable in both the companies
because this style is useful when trained and educated employee are there but both the companies
consists of employees that are from different educational background.
As per Dalal (2012) management and leadership is essential for the organisation for
doing the right things. Different leadership styles are used by the ASDA plc and British Airways
such as democratic, autocratic etc. All the styles are beneficial for both the companies because it
provides uniformity in command and are helpful in implementing the various decisions which
are taken by the top manager of these companies. According to Herbert and Stainier (2011)
managerial approaches and techniques helps to motivate the employees and encourages them to
bring innovation at workplace. For example: By giving motivation to their employees ASDA
create a good brand image in the global market. It increases the attachment of workers towards
the company. Hence, by using leadership style helps ASDA plc to motivate the employees and
provide effective guidance to them. It is also beneficial for the firm by which it can create
confidence by building morale in the mind of staff workers. Effective leadership also make co-
ordination with different departments. All these activity is helpful to improve the performance
level of employees in an organisation. For example: ASDA plc adopt effective training programs
by which it can motivate their employees. This efforts make positive impact on the performance
of employees.
Organisational theories used by the business
Classical theory: According to Klein and Delery (2012) This theory is categorised into
subtypes i.e. scientific management, Bureaucratic theory and Administrative theory. The theory
that fits for the above-mentioned companies is administrative theory because ASDA PLC is a
supermarket chain and both the companies should apply this theory to achieve constant success
in their respective fields.
Neoclassical theory: This theory concentrates on the convocation of the basic
requirement of the workers to encourage and increase their growth. Both the companies use this
theory because it's necessary to fulfil the needs of employee for the growth of their organisation.
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Contingency theory: This theory is applicable for both of them as they concentrate on the
talent of the management to accord with the changes in the world.
Systems theory: This is important theory for ASDA PLC as well as British airlines, as it
is essential for both the companies to discuss the relation between the different department of
company.
Approaches used by the management
As per Chiang and Hsieh (2012) management can use various types of styles and
approaches which is beneficial for the organisation to improve an employee's performance.
ASDA plc adopts participative management style by which employers can report to several line
managers about their performance. By adopting cumulative management approach, company
determine the skills of employee. According to French (2011) British Airways adopt steering
method which is helpful to make project planning, objective and time period.
Different motivation theories adopted by the company
As per De Jong and Den Hartog (2010) it is essential for every organisation to motivate
their employees so that they can work in an efficient manner. This helps the company to increase
the performance level of employees. ASDA plc mainly focus on Maslow's need hierarchy theory
which is one of most effective approach to motivate the workers. According to Daft (2010) this
theory refers that if one of the needs is satisfied than next need of person will automagically be
generated. All the needs are listed in hierarchical manner such as physiological needs (basic
demand), safety need (safety at work, income and life), social need (respect, affection and care
from closed one), esteem need (gaining self-satisfaction) and self-actualization need (name &
fame). By using this strategy ASDA plc can meet the needs of its employees and can easily
achieve organisational target.
According to Chiang and Hsieh (2012) McGregor's X and Y theory is also used by the
company. This theory states that, each person can be categorized into two groups such as X and
Y group. In X group, people are considered to be lazy and they dislike the work. On the other
hand, in Y group, include those employees which are dynamic in nature and work oriented which
are highly motivated at the workplace.
According to Borkowski, (2015) ASDA plc also apply Herzberg's health and hygiene
theory to motivate their employees. Hygiene factors include company's policies, quality of
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supervision, personal life, pay rate, security in job and working conditions. On the other hand,
motivational factors include achievement, job interest, growth, responsibility etc. By using this
theory, ASDA faces the employee's dissatisfaction because company do not provide any
incentives to their working staff. It can be said that Herzberg's theory is complex but ASDA tried
various efforts to implement its strategies in an appropriate manner.
Innovative and creative ways used by ASDA plc to motivate their employees
As per Bissell and Dolan ‘s(2012) point of view, it is essential for every organisation is to
provide motivation to their employees so that they will perform their work in an appropriate
manner. As such, ASDA plc has adopted various motivational techniques which are beneficial
for employees and company's growth too. Firm uses effective reward system which motivates
the staffs to perform their work more efficiently. On the other hand, this technique imposes extra
burden on employees. For example: To get extra monetary benefits, some employees sell the
products using unfair trade practices which leads to negative impact on growth of company.
ASDA also organize training programs for development of new skills in their staff members. It
helps in improving ability of work among employees. Moreover, it also develops understanding
with employees and realizes their values in organisation. According to Barrick, Mount, Mand Li
(2013) if company does not design proper structure of training than it can make adverse impact
on company's plan. ASDA plc also tries empowering the employees by which employee’s
loyalty can be increased. As per Ankli and Palliam (2012) point of view, cited firm also use time
based incentive scheme. For example: ASDA decided to offer incentives to their employees on
the basis of work done by them. If a person completed their work before time, they will be
rewarded more amount. Manager also try to build loyalty in the minds of employees by making
long relationship. They also arrange feedback system in which employees can freely share their
views which can be related to their working hours, areas, production etc. By getting their
feedback, firm try to manage and overcome all the issues which are arrived at workplace. They
also set the smaller goals such as weekly goals to reduce the burden from employees. For
example: They decide to focus on 1000 customers which is useful for employees and customers
too.
ASDA plc had also been transparent to their employees for example: Recently company
declared that all the employees are free to share their views. It shows that firm gives importance
to their staff members by giving importance to their shared views in decision-making process. As
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per Anderson, Potočnik and Zhou’s, (2014) point of view, it is necessary for the business to
maintain the relation with their employees by which they can understand the needs of workers
and make efforts as per their requirement. It can be said that maintaining human relations in an
organisation helps to improve the performance level and efficiency of employees.
CONCLUSION
As per the above detailed report, it has been concluded that to make an organisational
behaviour is important for the business to achieve planned growth (Alavosius, Newsome,
Houmanfar and Biglan, 2016). The aim of the study is to determine the role of motivation in
ASDA plc and British Airways on improving the workers performance. This report discovered
various motivational theories such as Maslow's need hierarchy theory, Two factor theory and
Herzberg's theory and found that Herzberg's motivational theory was unsuccessful for ASDA
plc. It also explained various management approaches and leadership styles for analysing the
efficiency of the organisation. It also presents the structure of both of two company and found
that ASDA adopted hierarchical while British Airways adopted Formal structure. At last, it also
explains the culture in which both the companies perform their operations. It presents the role of
individual which highly influencing the company’s behaviour.
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REFERENCES
Journals and Books
Alavosius, M., Newsome, D., Houmanfar, R. and Biglan, A., 2016. A functional contextualist
analysis of the behavior and organizational practices relevant to climate change. The
Wiley Handbook of Contextual Behavioral Science. pp.513-530.
Anderson, N., Potočnik, K. and Zhou, J., 2014. Innovation and creativity in organizations a state-
of-the-science review, prospective commentary, and guiding framework. Journal of
Management. 40(5). pp.1297-1333.
Ankli. E. R. and Palliam. R., 2012. "Enabling a motivated workforce: exploring the sources of
motivation". Development and Learning in Organizations: An International Journal. 26(2).
pp. 7 – 10.
Barrick, M. R., Mount, M. K. and Li, N., 2013. The theory of purposeful work behavior: The
role of personality, higher-order goals, and job characteristics. Academy of
Management Review. 38(1). pp.132-153.
Bissell, G. and Dolan, P., 2012. Organisational Behaviour for Social Work. Policy Press.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Chiang, C. F. and Hsieh, T. S., 2012. The impacts of perceived organizational support and
psychological empowerment on job performance: The mediating effects of organizational
citizenship behavior. International Journal of Hospitality Management, 31(1). pp.180-190.
Daft, L. R., 2010. Organization Theory and Design. Cengage Learning.
De Jong, J. and Den Hartog, D., 2010. Measuring innovative work behaviour. Creativity and
Innovation Management. 19(1). pp.23-36.
French, R., 2011. Organizational Behaviour. John Wiley & Sons.
Klein, H. J and Delery, J. E., 2012. Construct clarity in human resource management research:
introduction to the special issue. Human Resource Management Review. 22(2). pp. 57-
61.
Herbert, S. P. and Stainier, D. Y., 2011. Molecular control of endothelial cell behaviour during
blood vessel morphogenesis. Nature reviews Molecular cell biology. 12(9). pp.551-564.
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Dalal, R. S and et. al., 2012. The relative importance of employee engagement, other job
attitudes, and trait affect as predictors of job performance. Journal of Applied Social
Psychology. 42(1). pp. E295-E325.
Brown, R., 2013. Understanding Industrial Organizations: Theoretical Perspectives in Industrial
Sociology. Routledge.
Christian, M. S., Garza, A. S and Slaughter, J. E., 2011. Work engagement: a quantitative review
and test of its relations with task and contextual performance. Personnel Psychology.
64(1). pp. 89-136
Coghlan, D. and Brannick, T., 2014. Doing action research in your own organization. Sage.
Cole, M. S and et. al., 2012. Job burnout and employee engagement: a meta-analytic examination
of construct proliferation. Journal of Management. 38(5). pp. 1550-1581
Online
Leaders and teamwork. 2012. [Online]. Available
through:<http://www.forbes.com/sites/hbsworkingknowledge/2012/12/28/why-
leaders-need-to-rethink-teamwork/#9cfb363662b4>. [Assessed on: 4th August,
2017].
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APPENDIX
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Illustration 1: Leadership Styles
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Illustration 2: Maslow need Hierarchy
theory
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Illustration 3: Herzberg Two Factor Theory
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