Organizational Behavior and Management

The provided document is a collection of papers and assignments related to organizational behavior and management. It includes chapters from books on culture and leadership across the world, human resource management in public research institutions, and the biological foundations of organizational behavior. The document also contains articles on transformational leaders' in-group versus out-group orientation and the role of emotional intelligence in organizational behavior. Additionally, it provides a summary of Maslow's Hierarchy of Needs. This assignment is suitable for students studying organizational behavior and management.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse the company power, politics and culture impact on team and individual
performance & behaviour...........................................................................................................1
TASK 2............................................................................................................................................4
P2 Process of motivation theories and motivational techniques for effective achievement of
goals............................................................................................................................................4
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team............................7
TASK 4............................................................................................................................................9
P4 Applying philosophies and concepts of organisational behaviour........................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behavioural is a study of human behaviour at workplace so that it can be
used for the benefit of the business (Klotz and Neubaum, 2016). In other words, its an
application of knowledge which defines how individuals and groups act while doing work.
Purpose of organisational behaviour is to build strong relationship between organisation and its
employees. In a business association, organisational behaviour can be effectively managed by
human resource department so that all employees' can work together. 4Com Plc is the chosen
organisation in this present assignment which was established in 1999 by having an aim to
improve communication services in UK. Its offerings include digital handsets, on hold
marketing, call recording, online billing, broadband, VoIP services, business mobiles etc. The
overall revenue of the company is £20M to £30M. Apart from this, the report is going to be
defined the impact of cultural, politics and power on individual behaviour (Nagl, 2012). Roles of
motivational theories will also discuss as it help to inspire workforce. Furthermore, there will be
a discussion on importance of effective teams and various concepts of organisational behaviour.
TASK 1
P1 Analyse the company power, politics and culture impact on team and individual performance
& behaviour
In this dynamic environment, business entities are tend towards managing their
organisational cultural in adequate manner thus to retain workforce for long run. Organisational
behaviour provides a direction or pathway to companies by which they work accordingly. It
supports to understand and predict organisation's life as well as motivative employees and
maintain interrelations at workplace (More, Vito and Walsh, 2012). Along with this, scientific
study of human behaviour increases efficiency and credibility of working practices by which
corporations can easily obtain their goals and objectives.
In external environment several factors affect individuals or team behaviour and their
performance as well, i.e. cultural, power and politics. By considering 4Com Plc which deals in
providing communication services to local public of UK. The firm not only manufacture mobile
phones but also develop various software & applications, broadband & internet, business mobiles
and so on; all of its products and services are up to date involving latest features. As a growing
company, 4Com Plc has wide range of workforce which contribute to accomplish all tasks and
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activities pervasively. Therefore, to manage entire workforce inn systematic manner it is
essential for company to to recognise employees' behaviour and create a positive cultural to
work. Following are the main factors which can affect organisational behaviour, such as -
CULTURE:
4Com Plc is a successful small business organisation of UK by having a wide range of
workforce. There are several background and attitude of employees are working thus to manage
such cultural diversity in effective manner, management is emphasising on determining society
and cultural behaviour. The term organisational cultural entails with applying practices and
generating climate that organisations develop in order to control workforce, promote values or
morale and statement of beliefs (Ljungholm, 2014). A systematic and well management cultural
gives an association a sense of identification Power Culture – It is considered as one of the most effective cultural and can be mostly
used in medium size organisations. In power cultural, only management have right to
take business decisions and align responsibility to staff members. While applying this
cultural, administration needs to ensure that assign tasks to employees as per their skills
or competencies. Task Culture – Under this cultural, managers create a team of people and allocate them
specific task and activity. Basically, task cultural is established in order to maintain
healthy and strong relation in entire association. It also reduces conflicts at workplace and
cultural barriers. Role Culture – It is fundamental for business organisations to identify roles and
responsibilities of all employees individually so as to understand their knowledge level
and performance criteria. Role cultural diminishes confusions between employees occur
lined with any task; it leads to accomplishment of working activities in better manner.
 Person Culture – It reveals to keep track and record of employees' skills and knowledge.
Afterwards, provide them necessary training and development assistance in specific area
of concern (Klotz and Neubaum, 2016). Person cultural provides maximum level of job
satisfaction to employees and expand their knowledge level as well.
The business, 4Com Plc has decided to acquire person cultural with an aim to increase
employee motivation thus they perform well. This organisational cultural is beneficial to to
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develop current skills and competency of staff members or teams through which firm's goals and
objectives will be obtained in a certain time period.
POWER:
Power consists with authority of a person that influence set of actions and goals of a
corporation. Under this element, people have power to take business decisions and handle all
operations effectively; power can be used in either positive or negative way. Positive use of
power refers with providing better direction or guidelines to employees while doing any task or
activity and also establish healthy environment (Hoon Song and et. al., 2012). Whereas negative
use of power increase bias and conflicts between workers and management. Various types of
power are stated under beneath -
 Legitimate Power – It entails with giving power to an individual as per their position by
which they motivate and inspire employees to attain specific goals and objectives of the
company. Legitimate power is used by people to obtain higher positions at workplace.
 Coercive Power: It refers with an ability of managers to influence employees with a
threat or punishment. In coercive power, authorisers have right to force employees for
doing any task or activity. Mostly, this power is acquired by management when they
require to do all tasks before deadlines. It put have a control on workers' attitude or
behaviour as they force to follow all norms which negatively affect on their performance. Reward Power – In this power, managers have right to give rewards and apperications to
staff members if perform well and cross performance targets in a given time period.
According the business structure of 4Com plc, the firm needs to follow reward power in
order to control employees behaviour and retain them for long run. Giving compensation,
appraisals, appreciation helps in increasing employee motivation and boost up their morale. This
will support workforce to perform and produce in well being manner.
POLITICS:
Politics in business organisations state with unofficial or unauthorised efforts by which
managers and employees increase their power and authorities (Effelsberg and Solga, 2015). In
most of companies, management use politics in order to increase per employee productivity and
performance level. Although, politics is considered as unethical or negative way to persuade
employees. For example- individuals who do not perform well won't get rewarded and appraised
which create demotivation among them. In context of 4Com Plc, politics will increase level of
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stress and frustration between people; it leads entire cultural of organisation get disrupted and
raise conflicts. Hence, it is advised to avoid politics within businesses.
TASK 2
P2 Process of motivation theories and motivational techniques for effective achievement of goals
The reason behind growth and success of a company is hard work and efficiency of its
employees who are capable to do all tasks and activities at workplace. In this sense, the prime
duty of managers is to satisfy and employees thus to seek firm's goals and objectives in a certain
time period. The foremost responsibility of human resource managers to manage and encourage
workforce; to running their operations in best possible manner medium size enterprises hire well
qualified and skilled talent (Colarelli and Arvey, 2015). But in this competitive environment, it is
quite difficult to retain employees' interest thus different tactics can be used by firms to attain
and sustain workforce for ling run. 4Com plc can applied different motivational theories which
suits their size, nature and area of operations. It will contribute to generate innovative and
qualitative products which deliver higher satisfaction level to buyers. Henceforth, below is
defined various motivational techniques, such as -
Process theory of motivation
Reinforcement theory of motivation
The theory was identified by B.F. Skinner and signifies that behaviour of human beings is
developed after carrying out specific actions. Reinforcement theory of motivation is based on
law of effect that means as if people will repeat those actions which carrying positive
consequences and will ignore those that provides unpleasant outcomes (Coccia and Rolfo,
2013). Along with this, the theory focus on identifying those environmental factors which gives
shape to human behaviour. Reinforcement theory states that managers who who putting efforts to
motivate workforce should ensure not to reward all staff members simultaneously. Even they
have to tell employees how they can obtain positive reinforcement.
Adam’s equity theory
The theory calls to build a fair balance to be struck among an employees' inputs and outputs. In
other words, forming a balance at workplace which acts to manage strong and productive
relationship with employees thus to gain desire performance outcomes. Along with this, Adams'
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equity theory of motivation acknowledges that variable and subtle factors which influence
workers' relationship with their employers. Therefore, while applying the theory it is essential to
consider these factors, i.e. workers job satisfaction, motivational level etc. While inputs and
outputs are compared then three types of combinations occur, such as –
 Over paid inequity – In this situation, outputs are more than inputs.
 Underpaid Inequity – Here, outputs are less as comparison with their inputs.
 Equity: When people perceive their outcomes are equal as comparison with inputs.
Content theory of motivation
Maslow's Need Hierarchy Theory
Maslow stated that human beings can be motivated if their all needs and wants will be
fulfilled an effective manner. He noted that order of needs may be flexible as they based on
individual differences (Five Levels of Maslow’s Hierarchy of Needs, 2018). According to the
theory, employees need are aligned in hierarchical form in which some of basic needs can be less
or more meet in comparison with other needs. Maslow suggested that managers have to satisfy
all those needs in effective manner thus to retain workers' interest for long. There is defined basic
needs of an individual, such as -
 Physiological needs – It also known as biological environment that are essential for
human survival, i.e. food, water, air, shelter, clothing etc. If these basic needs won't get
satisfied than human body cannot function optimally. For example – managers can render
input for staff members bonuses and salaries.
 Safety needs – It means to provide safety and security to a human body from physical and
economic harm, e.g. - protection from components, law, order, freedom from fear and
stability. Managers are required to create an environment where people feel comfort
towards challenging situations.
 Social needs – after fulfilment of safety needs, people have some social needs related
with interpersonal relationship with society which motivates their behaviour. Social
needs are – intimacy, friendship, acceptance, trust, giving and receiving love or affiliation
(Rafaeli and Pratt, 2013). In context of business organisations, social needs can be
fulfilled by scheduling weekly project team meetings.
 Esteem needs – These needs are classified into two categories, such as – esteem for
oneself (achievements, diginity, independence and mastery) whereas another is desire for
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reputation from others (prestige, value and status). According to Maslow, people want
self respect or dignity in a society where they live. Self actualization needs – It calls to extend one's capabilities or potentials. Self
actualization needs linked with boost up intrinsic competencies of staff members. It
involves realization of personal potentials, seeking personal development and peak
experience.
ERG Theory of Alderfer
The theory was founded by American psychologist Clayton Paul Alderfer in 2008 which
refers that each theory bring outs certain value. In this manner, human needs are divided into
essential and growth needs (Chhokar, Brodbeck and House, 2013). Alderfer's theory is an
extended version of Maslows' need hierarchy theory it signifies that employees' urges are based
upon three main categories, such as-
 Growth Needs – It refers with need of personal growth and self development or
confidence. It is essential for managers of 4Com Plc to provide training and development
assistance to staff members as they can improvise their skills and competencies. Growth
needs will increases the chances of obtaining better future opportunities.
 Relatedness needs – Such needs are associated to manage healthy and positive working
environment. Relatedness helps to develop strong and positive working environment at
workplace in which employees are allowed to freely share their ideas or thoughts. Existence Needs- It covers urges of people linked with physical safety and
phychologiocal needs. Thus, it is necessary for HR managers of 4Com Plc to generate
safe and secure working atmosphere.
Herzberg’s Motivation-Hygiene Theory
Herzberg's theory of motivation refers to evaluate variables which are needed to obtain
desired wants and goals and ignore undesirable situations (Brinsfield, 2014). By considering the
theory, it has been determined that there are two types of job conditions which are independent
from each other and influence workers' behaviour inversely.
 In which, first aspect refers those job condition consists that are operated to create high
level of motivation and extend the job satisfaction; but lack of this factors not resulted
with job dissatisfaction.
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 Another aspect relates which those hygienic factors in which job satisfaction level remain
absent. Such factors are not a part of job which crucial to do a job, i.e. working
conditions, salary, bonuses and job security.
From these above theories, 4Com Plc can adopt Maslow need hierarchy theory and
Alderfer's theory. In which, first one refers that if basic needs of workers will be accompanied
then they enable to perform in well being manner. Apart from this, according to Alderfer's
human needs should classified into three parts, such as – growth, relatedness and existence needs
which must be fulfilled in hierarchical manner.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Teams are formed by putting various individual with same nature into a group for
pitching organisational goals and objectives. Many firms undertake team work as it gives
strengthen to their project and make them able to obtain high competitive edge. In 4Com Plc,
team work supports to take efficient business decisions it resulted completion of all tasks and
activities in best possible manner (Blood, 2013). A team can be effective and successful as it it
enables to determine best solution of all problems.
Functional team: This type of team build with main intention i.e. to accomplish a
specific plan. Under this team, every members has performed different roles and responsibilities
under supervision of leaders and manager in an effective manner.
Problem solving team: This type of team is made for temporary purpose to solve a
specific problem. Members in this team belong to different departments and work in
collaboration to resolve a problem.
Quality team: It is considered as most effective team in which all members are expert in
a particular field and collaborate to solve a specific problem which affect performance of
organisation (Bennett and Lemoine, 2014).
There are many factors present which shows major difference between ineffective and effective
team of an organisation-
Basis Effective team Ineffective team
Contribution Under this team, each member Under this, only few persons
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gives full contribution in
achievement of a common
goal.
give their support in
accomplishment of
organisation goal.
Sharing ideas Every member gets liberty to
share ideas and thoughts with
each other.
Under team, members do their
task in own manner without
listening on others.
Environment Working working in
collaboration so it create
positivity in environment
(Sliter, Sliter and Jex, 2012).
In ineffective team, many
conflicts are arise due to
irresponsible behaviour of
others so it shows negative
environment.
Goals Goals under effective team can
be changed as per demand of
business.
In this team, roles and
responsibilities are imposed on
workers so, goal doesn't
change.
Tuckman theory
This theory is uses to develop a team in business organisation for attaining target goal
and objectives. In this process, management of firm play a most important role who analyse
skills and performance of employees to distribute them possible responsibilities easily. Tuckman
theory is classify in four different stages which are determining below as -
Forming – This is the first stage of team development in which team member create
interpersonal relationship with other member and become familiar with assigned task to
accomplish them effectively. In 4COM Plc, management create a team leading skill among
employees with a specific purpose and objective.
Storming – The second stage of team building process is Storming in which conflicts and
issues arises due lack of groups unity. Main reason behind this process is lack of training because
it is hard for employees to work in team. Some employees are not effective to work with other
and they feel hesitated in such situations. Some for this management of 4COM requires to create
strategy to make effective for team working.
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Norming – At this stage of team, employees feel free to express their ideas and thoughts
in front of others. Each employees accept the company of other which helps them to
accomplishing target task. These kind of activities provide maximum benefits in 4COM when
employees enjoy team working with others. Through this they can easily resolve issues and
conflicts by their own ideas and skills.
Performing – This is the final stage of Tuckman theory in which employees preforming
collaboratively with other to accomplishing target task in appropriate manner. In this process,
leader and manger of 4COM requires to provide proper direction and guideline toward future
objectives for betterment of outcomes. These approaches assist to create positive environment in
organisation for each employees and make them motived toward their work.
TASK 4
P4 Applying philosophies and concepts of organisational behaviour
Organisation behaviour relates to a study of business which shows how associated
members interact with others for conveying a message. The right implementation of practices
and policies of organisational behaviour will assist in enhancing operations of an organisation. It
also provides information related to contribution of team-members on individual contribution in
the business (Belschak and et. al., 2015). Thus, it is necessary for managers of 4 Com. Plc to
understand human behaviour of organisation which effect on style of their motivation and
leadership. It will help them in influencing workers towards targeted goal of business.
Path goal theory was formulated in 1971 by Robert house in 1971 which gives liberty
to leaders of organisation to adopt any style of leadership to influence team members and resolve
problems of business. As today nature of business becomes more dynamic so, many situations
are arises at workplace which creates difficulties for employees in performing their job. So, it
demand managers and employees to give timely motivation to workers and empowered them to
adopt new changes. By using this theory, managers of 4 Com Plc. can give right path to
employees for achievement of business objectives as well as remove obstacles also which come
in performing a task.
This theory aid leaders of 4Com Plc. in strengthening their skills and assist others to
follow rules of business (Spector, 2013). It also provides way by which they can empower
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employees to accomplish targeted objectives. Some effective leadership style given by Path Goal
theory are explained as below-
Achievement-Oriented leadership: In this type of leadership, leaders can set goal for
team-members and encourage them to accomplish the same by generating high level of
confidence (Baum, Frese and Baron, 2014). In order to get high support of employees, managers
of 4 Com Plc are required to give rewards and appraisals to them also.
Directive Leadership: Under this process, leaders used to give proper guidance to
workers to perform a task in a set period of time. They also help members in executing an
activity in appropriate manner so that chance of failure can be reduced.
Participative Leadership: It is a leadership style in which leaders are used to involve
participation of team-members in decision-making activities. It will help in boosting morale of
them and generating feeling of equality also.
Supportive leadership: In this style, leaders used to give support to employees and make
them comfortable to conduct an activity in appropriate manner. It reflects supportive nature of
leaders which generate feeling of respect under team-members.
CONCLUSION
From the above mentioned assignment, it get comprehend that organisational behaviour
plays a vital role in growth and success of every business association; it is fundamental for
management to understand employees behaviour, i.e. their values, beliefs and moral while
applying any business strategy. The report has stated influence of organisational cultural, power
and politics. Apart from this, to motivate and encourage employees companies can acquire
process and content theory of motivation in which main theories are Maslow's need hierarchy
theory and ERG Theory of Alderfer. Furthermore, effective team has a key role in obtaining
organisational goals and objectives by increasing performance level and targets. OB is based
upon three major concepts, such as – integrity, responsibility and respect.
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REFERENCES
Books and Journals
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1956.
Bennett, N. and Lemoine, J., 2014. What VUCA really means for you.
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Organizational Behavior (pp. 217-230). Routledge.
Brinsfield, C., 2014. Employee voice and silence in organizational behavior. Handbook of
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Chhokar, J. S., Brodbeck, F. C. and House, R. J. Eds., 2013. Culture and leadership across the
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Colarelli, S. M. and Arvey, R. D. Eds., 2015. The biological foundations of organizational
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Effelsberg, D. and Solga, M., 2015. Transformational leaders’ in-group versus out-group
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willingness to engage in unethical pro-organizational behavior, and follower-perceived
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Nagl, J. A., 2012. Learning to eat soup with a knife. Blackstone Audio, Incorporated.
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Sliter, M., Sliter, K. and Jex, S., 2012. The employee as a punching bag: The effect of multiple
sources of incivility on employee withdrawal behavior and sales performance. Journal
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Spector, P. E., 2013. Introduction: The dark and light sides of organizational citizenship
behavior. Journal of Organizational Behavior. 34(4). pp.540-541.
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Five Levels of Maslow’s Hierarchy of Needs, 2018. [online]. Available through:
<https://studiousguy.com/maslows-hierarchy-of-needs/>
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