Organizational Barriers and Solutions

This assignment examines the challenges faced by A David & CO Ltd. regarding organizational structure, focusing on barriers such as communication issues, negative employee behavior, and low efficiency levels. It proposes solutions grounded in contingency theory and analyzes how motivational techniques can enhance employee performance. The analysis also explores the influence of organizational culture, politics, and power dynamics on team behavior and effectiveness.

ORGANIZATION BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.............................................................................................................1
P2: Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisation...........................................................................3
P3: Explain what makes an effective team as opposed to an ineffective team................................6
P4.Apply concepts and philosophies of organisational behaviour within an organisation.............8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In this report we are going to introduce the culture influences and a also the politics
and power with their description on the behaviour of A David CO Ltd. Team members.
Also, explaining the content and process theories of motivation and motivational techniques.
How they affect the David and CO Ltd to achieve its motivational goals and targets. We
have good report of understanding effective and ineffective teams and their different work
styles. In this report we are showing a impression towards Tuckman's team development
theory and its impact on organisational. We are also including some points on Belbin's
typology for managing effective team management. In this report we have concepts of
philosophies of A David CO Ltd. Behavioural within an organisation.
P1 Analyse how an organisation’s culture, politics and power influence
individual and team behaviour and performance
INFLUENCE OF CULTURE
Classification of culture (power, role, task and person)
Classification of culture is divided into four parts Power, Role, Task and People by
Handy and he uses diagrams to illustrate his ideas and representation.
The power culture
The power culture is a “web” said Handy. In his description the concentration power is
reflected by family business, which can be small or large. The strict responsibilities of
family business is going to responsible for members of family (Alavosius, Newsome,
Houmanfar, and Biglan, 2016 ). The main point of this is that there are few members who
have the concentration of decision making and power so the strategies and situations crated
by family members have to implement by others. The power culture has trust on individuals
more than committees and may change quickly.
The role culture
The role culture is also known as Greek temple. Decision making place is taken by apex of
the temple and the pillars are the functional units of A David and CO Ltd which implement
the apex decisions. The pillars are the strength of culture and run by a paper system. This
culture is suitable for those organisations which do not apply constant changes. This culture
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is applicable for local authorities, public sectors, government departments and public utilities
in general sector.
The task culture
The task culture is also known as characteristics of A David CO Ltd which involves in
development activities and extensive research which are so dynamic. Between functions,
departments, liaison, specialities, integration and communication there is close liaison and
means where A David CO Ltd can adopt the quick changes and be a part of anticipation.
The person culture
The person culture is a characteristic of the model of management consensus, where the
determined path structure within individuals pursue by A David CO Ltd (Anderson,
Potočnik, and Zhou, 2014 ). A formalised structure tends the needs and services of the
individuals. The rejected reporting relationships and management of control suggest that it is
suitable culture for a commune ans self help groups and not applicable for business
organisations.
INFLUENCE OF POLITICS
Decrease productivity
 Politics decreases the individual output and affects the DAVID CO Ltd productivity.
 Individuals who play politics at their workplace lose their concentration and
attention.
 Politics player pay their attention towards back biting and leg pulling which affect
their fellow workers and organisation.
Demotivate employees and change attitudes
 Politics demotivate employees towards their work and not able them to work hard
which impact their reward respectively(Ankli. and Palliam. 2012 ).
 Politics also effect serious workers as they lose their interest in work and attend
office just for sake.
 Hard work from employees goes unnoticed in the presence of politics in the David
CO Ltd.
Increase stress and wrong information
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 Individuals find problems more difficult to evaporate with their fellow workers due
to the fear of getting secrets leaked.
 Individuals do not trust each other and get more stressed.
 In the presence of politics superiors get wrong image of running activities in the
David CO Ltd.
INFLUENCE OF POWERS
Power is an authority which is given to the management leaders to manage their
employees performances and tasks in an appropriate time. In small and big businesses the
effect of power is used to influence the employees power which can be positive or negative
towards their workplace (Barrick, Mount, and Li, 2013). When managers or leaders in
David CO Ltd heir under employees, they are using negative power. This type of managers
and leaders suggest or motivate employees to increase threats in their individual performing
jobs, which impact is the quality of work decreases and production get affected under this
type of misuse of powers and authorities. It also affects the turnover rates of David CO Ltd.
Power has its own types which are legitimate power, expert power, referent power, coercive
power and reward power.
P2: Evaluate how content and process theories of motivation and
motivational techniques enable effective achievement of goals in an
organisation
MOTIVATION THEORIES
MASLOW-HIERARCHY OF NEEDS
This is the earliest and widely theory of motivation which is developed by Abraham
Maslow in the 1940s. It includes five contents in this theory, which are as given below.
Physiological needs
Physiological needs are the basic need of human to survive and these are water, food,
sleep and shelter. If all this needs are not available then all the other needs can turn into
background.
Safety and security
Safety and security needs are to secure the income of source, place to live and health
issues. This level is so much important for children's that they need to be safe in all manner.
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It also includes financial security, personal security safety against accidents or illness and
their impacts.
Self-actualization
Self-actualization involves an individual desire to develop and grow with his or her
full potential. People likes choosing their own versions, opportunities, positions and creative
tasks. At each and every level all needs to be satisfy (Chiang, and Hsieh, 2012).
ALDERFER THEORY
Alderfer ERG theory includes Relatedness needs, existence needs and growth needs.
Relatedness needs
All individuals need relationships of significant with their family, superiors and peers
also belongingness and love. This types of needs refer Maslow's social needs and outer
esteem needs.
Existence needs
Existence needs are the necessities of materials. It involves an individual physical
safety and physiological needs.
Growth needs
Growth needs are personal growth, self development and progression from these
class of needs.
HERZBERG TWO FACTOR THEORY
This theory defines some motivating factors that will cause motivation and job
satisfaction and few other factors also like hygiene factor cause dissatisfaction, which means
the feelings are not opposite to each other. ( Daft, 2010)
PROCESS THEORIES
VROOM'S EXPECTANCY THEORY
This theory describes the selection of people with their available sources which are
Expectancy
This means a person believe that the efforts he is making will give him success.
Work hard and accept the success by performance.
Instrumentality
A person believes that there is a certain connection between goal and activity. Any
person who perform well in his work he should be rewarded.
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Valence
Valence is a certificate or degree which an individual value as a reward of the result
of success.
ADAMS' EQUITY THEORY
The equity theory says that people feel energised and motivated if they all are treated
equally. According to this theory comparison and contribution of people work, benefits and
the work costs will give result to their benefits and contribution.
LOCKE'S GOAL SETTING THEORY
Loke's (1990) goal setting theory describes that challenging work goals, specific
setting and commitment for those goals which determine the motivation. The goals describe
the future of David CO Ltd and by establishing these goals can campaign the behaviour.
Individuals will motivate by achieving the accomplished goals by A David CO Ltd.
MOTIVATIONAL TECHNIQUES
Motivational techniques are the way to improve or develop employees within A
David CO Ltd. Creating a positive environment for employees (Encouraging team work,
sharing ideas,) in the organisation. Setting goals for employees and guiding them to achieve
the organisational goals will help A David CO Ltd to achieve its targets. If employees work
hard organisation can motivate them providing incentives also if the organisation make
profits they can also share his profit with the employees. A David CO Ltd can encourage
employees to continue their education and to be a part of organisation activities. These are
some techniques from which A David CO Ltd can motivate their employees.
Definition of emotional intelligence
Emotional intelligence is the capacity of an individual to acknowledge his own
emotions and also of others to discern between various feelings and marque them
appropriate (Oplatka and Stundi, 2011). Way to guide behaviour and thinking is emotional
information or manage the emotions according to the environment to achieve a target.
Importance of soft skills
Soft skills are good habits, personality traits, attitudes and the behaviour you
performing while working or with others. For managers dependability, candour, work ethic,
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communication skill, teamwork goal setting and mental agility are some soft skills to be a
good manager to manage A David CO Ltd.( Chiang, and Hsieh, 2012)
P3: Explain what makes an effective team as opposed to an ineffective
team
Effective groups discuss the points on which they are not agreed by encouraging
them and also battle to present changing ideas and the change in the creativity for reaching
their consensus. The effective team have some characteristics given below:
Open discussion
Open discussion is where members of A David CO Ltd participate and make
contribution with their group with the reasonable discussion, the members will prepare for
learn and listen from the other members of the group as well.
Use of Situational leadership
An effective group use the situational leadership in his team by leading the group in
different circumstances with various type of situational leadership according to the
conditions.
 Leader will pursue his common goals while leading in a effective team
 An effective team make changes in its own progress to achieve its goals and targets
to develop its performance
Rather, this ineffective group make a view point towards their problems and try to
defend it with a new idea. Ineffective team is full of atmosphere tensions and a lack of
agreed objectives. There are some characterstics of effective and ineffective team with these
elements including
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
Underlying the
goals.
The task is given to the members is
well understood and accepted.
Members of team are certain
unknown person sometimes and
difficult to find the objectives.
Contribution of
members
Members of the group participate in
every discussion which made them
more relative to the task (Barrick,
Moun and Li, 2013).
A few members contribute to the task
and their discussion are off the point.
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Listening The team members listen to
eachother in each and evry
discussion
Members fails to listen eachother and
do not have any idea of working on
objectives.
Conflict
resolution
The members are comfortable with
disagreements and show the unity .(
Borkowski, 2015).
Disagreements are generally not
follwed by the team members.
Decision making Decision making is clear for the team
members and and reached by
consensus.
Team member decision are premature
.
Leadership The team leader do not accept or
dominant the leadership
Every member follow the leadership
Self-
actualization
The team members re sure about
their operations how well that do not
have to examine or resolve their
decisions.
Team members avoid the discussion
and maintenance.
Labour division Clear assignments are accepted when
the action is taken by team members.
Team members do not even know
what to do or what is their work in
team.
TUCKMEN TEAM DEVELOPMENT MODEL
Tuckmen team development model is divided into four parts and these are:
Forming
In forming the members are quite dependable on the guidence and direction of leader. The
team leader always ready to answer the question about the team purpose such as external
relationship, progression, procession and objectives are often ignored.( De Jong, nd Den
Hartog, 2010)
Storming
Decisions are not come easily to the group. The objective of the team is clear but
some other uncertainties are present at that stage. The team members should be aware of the
organisation goals to avoid the emotional issues and relationships.
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Norming
The team member’s roles and responsibilities are clear to them and they accept their
roles in activities (Alavosius and et.al., 2016). The team members discuss the development
procedure and their working style. The team members are generally respected to their
leaders and sometimes the members also share the leadership.
Performing
The team members are mostly aware of their strategic plans. In this stage the member
perform the task on their own feet and they do not want the help of leader. Sometimes
problems accrued but the team members able to solve them. The team members are so good
at their own task and do their work with effectiveness and efficiency.
BELBIN'S TYPOLOGY FOR MANAGING EFFECTIVE TEAM AND THEIR
ROLES
Belbin’s typology for managing effective team and other role of members is to create
more balanced teams that they can understand their role within the David CO Ltd. The
organisation can develop its strengths and abilities so they can manage their disabilities and
weakness as a team member. The next role of the Belbin’s typology is understanding his
team roles model Belbin identifies nine type of team roles and divide them into four parts
which are people oriented, action oriented, thought oriented. Every team member perform
his best and according to his strengths. The other role of team member is action oriented role
and which are shaper and implementer and also a complete finisher so he can do his best
towards the A David CO Ltd.
P4.Apply concepts and philosophies of organisational behaviour within an
organisation
The concepts and philosophies of organisation behaviour within A David CO Ltd. Is
related to path goal theory leadership style that improve the team performance and
productivity.
The organisational behaviour is very uncertain as it never remains stable and
fortunate. Stability is required by the organisations to grow and expand in the market so that
they can achieve the goals and objectives on time. Path goal theories are made by the
formers to specify the leadership style that is used by the company for the behaviour that
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best fits the employees and work environment in order to achieve the goals so that they can
retain in the market for longer period and Will be able to earn more profit than others (Ankli
and Palliam. 2012).
Path goal theory: This theory will help the employees so that they can become the
productive members of the organisation. Contemporary barriers are those barriers are those
barriers which shows the current difficulty in the organisation. The path goal theory is based
on identifying a leaders' style or behaviour which is best for the employee that he can work
in a good environment and give his best to achieve the A David CO Ltd. Concepts and
philosophies. Path goal theory is based on the philosophies that is used by the company for
its growth and expansion in the market. Path goal theory is basically based on the goals that
is to increase the employee's motivation, empowerment and satisfaction so that they can
work with the efficiency and help the organisation in achievement of objectives.
Contemporary barriers reflect the current situation of the firm as it is very difficult to avoid
them as they access the whole firm and influence the performance on its efficiency level.
They are as follows :
Communication : Communication refers to the formal and informal way to convey the
message in the whole organisation. David and company facies this problem as their
management follows the gang plank and no one is allowed to break that as there is
punishment for this. Communication bridges the gap between all as it provides freedom to
the employees to express their ideas and views without any hesitation in front of every one.
Behavior : Behavior means a lot in the firm as this shows that what kind of person that
employees is and from where it belongs. David and company's employees behavior towards
each other is not good as there is no equality in the firm and employees do not respect each
other. (Oplatka,and Stundi, 2011.) Employees behavior towards each other describes the
employee's relation among the whole organization.
Efficiency level : David and company is inefficient in their work as the employees are not
focused in their assigned task and there they lack their efficiency level. Efficiency level is
measured by the employees' performance in the organisation.
CONTINGENCY THEORY
The contingency theory of organizational structure currently providing a main work
for the learning of organizational system (Donaldson, 1995a, 2001). The structure of an
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organisation complete with the members' efficiency and with effectiveness, however some
main demand to it..( Buchanan, and Huczynski, 2010) This paper will evaluate some of these
challenges and show that they are overstated. However, some challenges lead to innovations
in theory. Other challenges are attended by innovations in performing procedure. Both these
theoretical and methodological innovations constitute opportunities for the contingency
Chapter 2 theory of organizational structure. And last they can fix them in them organisation
for setting goals and achievements will also help to increase the production of A David CO
Ltd.
CONCLUSION
In this conclusion a HR manager in A David and CO Lt. analyse the organisation
culture influence, politics influence and power influences and the team behaviour structure
and performance with regarding to A David CO Ltd. The focus on content theory and
process theory which impact on organisation and the motivational techniques which develop
the employees work power. The conclusion defines the effective team and the ineffective
team and their differences and finally the concepts of philosophies for A David and CO Ltd.
And their behaviour to the A David and CO Ltd.
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REFERENCES
Books and Journals
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