Organizational Behavior Assignment PDF - A David & Co ltd

Organizational Behavior

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
LO 1 ................................................................................................................................................3
P1. Analysing the way organization culture politics and power influence an individual as well
as team behaviour and performance. .....................................................................................3
LO 2 ................................................................................................................................................5
P2 . Evaluating the content as well as process theory of motivation allows an effective
accomplishment of business objectives. ................................................................................5
Process theory of motivation :.........................................................................................................6
LO 3.................................................................................................................................................8
P3. Characteristics of an effective team as opposed to ineffective team. ..............................8
LO 4...............................................................................................................................................10
P4. Application of concepts and philosophies of organizational behaviour within specific
situation ...............................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behavior can be defined as the study which emphasizes on analyzing the
way people behave within an organization. It indicates the nature of business activities which are
executed by company. Organization behavior can also be considered to be as sub set of values as
well as beliefs which are shared by people at workplace. The behavior possessed by employees
in an organization have direct as well as significant effect on their and also on business
performance. Organizational behavior is directly concerned with understanding as well as
controlling of human behavior within an enterprise. An individual as well as team behavior can
be highly influenced by culture prevailing in an organization.
The present report will have focus on analyzing the way organization culture, power and
politics individual as well as team behavior and performance in context of A David & Co ltd. I t
is an organization which offers food as well as beverages. Business entity has turnover of
approx. ten to twenty million pounds. Study will highlight some techniques which can be used
by firm for motivating workers. The difference between characteristics of an effective team as
well as ineffective team will be highlighted in the report. Study also includes the concepts as
well as philosophies related to organizational behavior.
LO 1
P1. Analysing the way organization culture, politics and power influence an individual as well as
team behaviour and performance.
ORGANISATIONAL POLITICS:
Workplace politics can be defined as the utilization of power as well as use of social
network at workplace specially for bringing changes which benefits firm. Politics can also be
used by an individual for fulfilling their personal interest. In context of A David & Co ltd., an
organization earlier had political culture. The effect of political culture on A David & Co ltd. can
be easily analyzed as there is high level of staff turnover rate in an organization. In addition to
this, employees working in A David & Co ltd. has less concentration on their work. Workers are
more interested in leg pulling (Alvesson, Blom and Sveningson, 2017). Due to political culture,
There has been great decline in the productivity of an organization. Political culture in A David
& Co ltd. has given rise to high level of stress among workers. Workers engage in political
activities are manipulating the information and they are not sharing accurate data which has
negative effect on their as well as business performance. Due to political culture, there is high

level of dissatisfaction among the workers in A David & Co ltd. In context of A David CO,
political culture in an organization has give to the irritation behavior of employees. In context of
the A David CO, politics among employees has given rise to the conflicts which has negatively
effected the performance of workers. It adversely impacts the productivity as well as
performance of an enterprise.
The main benefit of political culture is that manager or leaders in A David & Co ltd.
using the political culture as the factor can influence people to change their behavior.
ORGANIZATIONAL POWER:
Power can be defined as the capacity to influence the behavior an individual or team
during the occurrence of specific event. The power can be used by manager or leaders in two
ways; these are positive or negative manner for influencing people to perform specific tasks.. In
context of A David & Co ltd., earlier both manager and leaders in an organization used to make
the negative use of power, which had adverse effect on the behavior of workers. Manager in A
David & Co ltd. stimulate employees to perform by intimidating them with job loss and other
punishments which has negatively effected their relationship with workers. It has lead to the
decline in the quality of work performed by employees working in an organization. In addition to
this, negative use of power has lead to the bad behavior of employees towards management. All
the issue such as high staff turnover, demotivate in workers etc. arise due to the negative use of
power by manager has adverse effect on the business performance. But after addressing the root
cause of the problem, management in A David & Co ltd. has tried to bring changes in the
behavior and they have decided to use power in positive manner. As a result of which there has
been drastic change in attitude of employees in an organization towards management. Now there
has been high level of job satisfaction in employees and there has been drastic improvement in
their performance. Power /Interaction model
Power can be categories into five these are :
Reward power: It is basically a compliance accomplished by an individual based on potential of
distributing rewards which are considered by other as valuable. Management in A David
organization can reward leaders for positively using their power, as this strategy will assist them
in encouraging other people for utilization their power for right thing.
Coercive Power: This is a power which is based on fear. It is basically an ability of individual
to manage complex as well as critical situations. In context of A david Co, manager use the

abusive language and they were not at all supportive nature. Use of the coercive by manager as
well as leader in an enterprise has negative effect on the behavior of workers. As due to such
kind of attitude employees in an enterprise feel fear to share their views as well problems with
the managers.
Referent power: It is basically a ability of of a leader to influence a follower because of the
follower's loyalty, respect, friendship, admiration, affection, or a desire to gain approval. In
context of A David Co, there were few team leaders in an enterprise who uses their skills for
positively influencing people to improve performance and increase their participation in business
activities. Followers of such types of leaders are always follows the instruction.
Expert power: such type of power is based on skills as well as knowledge of an individual. In
context of A David organization, an individual is provided with power to manage specific
project due to their expertise in particular field.
Legitimate power: It is the power which is gained by an individual through their position in an
enterprise. For instance, the president of a corporation has certain powers because of the office
he holds in the corporation. In context of A David & Co ltd., Power of few leaders in an
organization are sourced through their position in firm. (Antonacopoulou, 2018).
ORGANIZATIONAL CULTURE:
Culture can be defined as the underlying assumptions, beliefs as well as way of
interacting which contributes to unique psychological as well as social environment in a firm.
Culture prevailing in an organization has great effect on individual, team behavior and
performance. According to handy model , there are basically a four types of culture these are :
Power : In context of A David & Co ltd., an organization have power culture, where few people
have authority. There are only few codes of conducts in an enterprise. Management in company
judge workers on the basis of their achievement which has lead to the dissatisfaction in
employees.
Role: Power or authority in context of role culture is determined by individual position in
organization hierarchy.
Task : In organization where there is task culture, small team are developed by management in
an enterprise for solving specific problems.

Person : In firm with this type of culture every individual work by themselves. there is nobody
to guide them. Every employee working in such types of companies considered themselves to be
as superior.
In context of A David co., Power culture is prevailing in an enterprise due to which many
workers in an organization are feeling dissatisfied with their job. There is high level of
demotivation in employees influence of which can be seen on their performance.
LO 2
P2 . Evaluating the content as well as process theory of motivation allows an effective
accomplishment of business objectives.
Motivation can be defined as reason of individual action. It can also be considered to be
as an individual desire of accomplishing particular goals and objectives. The two theories of
motivation are content as well as process theory which can be utilized by manager in A David &
Co ltd. for positively influencing employees to improve their performance at workplace. Content
theory of motivation emphasizes on the way human behavior is motivated. Few content theories
are :
Maslow's need hierarchy theory: This hypothesis states that when an individual's basic needs
are fulfilled they feel motivated. Maslow's need hierarchy theory dictates that need is required to
be arranged in hierarchy. It states that basic needs should be kept at the top of hierarchy. As per
this hypothesis, it is required by management in A David & Co ltd. to concentrate on fulfilling
the basic requirement of employees, as this tactic will assist them in motivating employees to
retain their job and to remain committed to their work (Flood and Romm, 2018). Manager in A
David & Co ltd. can develop compensation policy for influencing people to remain loyal towards
their work as well as firm. According to the Maslow theory, management in A David co should
consider the following needs of their workers while formulation of different policies these are
psychological requirement, safety as well as security, belonging as well as love, esteem needs
and self- actualization needs.
Alderfer ERG theory: This hypothesis is that it is unsatisfied need which positively influence
an individual to perform specific task. As per Alderfer ERG theory, there are basically three
needs of employees which are most importantly to be fulfilled by management in A David & Co
ltd. These are existence, relatedness and growth needs. It is required by management in an A

David co. to provide training as well as development opportunities to employees, as this will
assist them in reducing the employee turnover rate.
Process theory of motivation :Process theories of motivation are about a cognitive rational
process and concentrate on the psychological and behavioural processes that motivate an
individual to perform specific task.
Skinner's reinforcement theory: This hypothesis states that behavior can be formed by an
individual through consequences. According to this theory, there are basically two types of
reinforcement; these are positive as well as negative. Positive reinforcement include reward,
recognition, positive feedback, other benefit for giving outstanding performance. This type of
reinforcement have positive effect on employees' behavior as well as performance. Reward
recognition etc. positively influences people to perform specific task. It is required by manager
or leader in A David & Co ltd. to develop reward or incentive system. As this strategy will assist
management in positively influencing people to increase their participation in business activity.
It will also help manager in inspiring other people to develop more skills as well as core
competencies for performing specific task.
Negative reinforcement lead to the demotivation in employees. This type of
reinforcement technique can be used by management in A David & Co ltd. For controlling the
undesirable behavior of workers.
Locke's goal setting theory: This theory states that manager can motivate employees to increase
their working efficiency as well as improve their performance by setting short and long term
targets for them. Manager in A David & Co ltd. can measure the motivation of employees by
setting challenging performance objectives. It is required by both leader or manager in A David
& Co ltd. to set SMART goals for workers as this is the best way to motivate employees to
increase speed of working (Haaland,2016). Management in A David & Co ltd. is required to
provide access to technology as well as resources as this will assist employees in increasing their
working efficiency.
Techniques of motivation
There are number of techniques or strategies which can be utilized by manager or leaders
in A David & Co ltd. for positively influencing people to make their significant contribution in
achievement of business objectives. These are :

Participation : This technique includes allowing employees to participate in management
decisions. It is considered to be as one of the best strategy for encouraging people to increase
their participation in business activities. By utilizing this technique of motivation , management
in A David & Co ltd. can make employees feel valuable and satisfied. It will assist manager in
providing the feeling of belonging. This is the best technique for inspiring people to give their
best performance.
Financial benefit : It is considered to be other best motivational technique which is generally
used by the companies for motivating employees to participate in specific activity. Financial
benefit can be provided by manager in A David & Co ltd. In terms of incentives, increase in pay
etc.
Profit sharing plans : This is an appropriate technique for motivating employees. When an
organization commit to share profit with employees, workers feel motivated and they take high
initiatives for completing the specific task or project in systematic manner.
Recognizing achievement as well as accomplishments : it is the suitable motivational
technique. This is effective as well as efficient strategy used for motivating people to improve
their performance workplace (Pedler and Burgoyne, 2017). It is required by manager or leader in
A David & Co ltd. to recognize the performance of employees and appreciate them for their
work.
Providing the professional enrichment : By utilizing this motivation technique, manager or
leader in A David & Co ltd. can inspire people to pursuer further studies and increase their
knowledge about business. It is required by A David co to provide educational reimbursement or
send workers to skill workforce.
LO 3
P3. Characteristics of an effective team as opposed to ineffective team.
A team can be referred to as two or more people working together for accomplishment of
common objectives. There is great difference between effective as well as ineffective team. An
effective team in an organization have unique characteristics which distinguish it from
ineffective team. Team effectiveness can be defined as capacity of people in a group to achieve
the specific target within limited time. An effective team is completely based on leadership.
Basis Effective team Ineffective team

Focus Members in effective team
has focus on completing the
task in systematic manner.
and according to the set
quality standards.
People in ineffective team
emphasize on just completing
the work. They are not at all
concerned about the quality of
work.
Membership Here, all members in group
have equal status.
Members of dysfunctional
team have unequal status.
Characteristics People in effective team take
responsibility of their own
actions. They also support
other members in correcting
the mistakes or errors.
Finger pointing is considered
to be as one of the key
characteristics of ineffective
team.
Cohesion All the people an effective
team mix well with each
other.
Members in ineffective team
does not mix well with each
other.
Discussions Members in effective team
actively participates in
decision making process.
They help leader in finding
the innovative solution for
completing the tasks or
project.
People in dysfunctional team
does not have any interest in
decision making.
Leadership Leaders of effective team are
most concerned about the
problem faced by team
members. They are supportive
in nature. They have
knowledge about task as well
as techniques of managing
Leaders of dysfunctional team
are least concerned about the
issues faced by their group
members. They just have focus
on fulfilling their own
requirements.

people.
Underlying goals All the members in an
effective team are aware about
the objectives. They are clear
about their roles as well as
responsibilities for driving
group towards achievement of
specific goals.
People in ineffective team are
not aware about the targets,
they have confusion regarding
their duties as well as
liabilities.
Members contributions People in the group make
their significant contribution
in accomplishment of group
goals.
There are only few members
in ineffective team those who
put all their efforts in helping
team in accomplishing desired
objectives.
Self evaluation Members in effective team are
more conscious for their
operations.
People in ineffective team
avoid discussion related to the
tasks or project.
Division of labor When actions are taken, clear
assignments are made and
accepted.
actions decisions tend to be
unclear
Distribution of works In context of effective team ,
people are assigned with
duties according to their skills
as well knowledge.
There is no systematic
criterion is used for
distribution of work.
Distribution of resources Leaders distribute resources
according to the requirement
of tasks.
There is unequal distribution
of resources among group
members.
Conflict resolution There is disagreement among
group members but is
resolved peacefully. Voting is
Disagreements are generally
not dealt with effectively by
the group. There is war

the technique which is used by
the people in effective team
for reaching to the conclusion.
between people in ineffective
team.
In Context of A David & Co ltd. an organization have effective team which supports
them in providing quality as well as timely services to customers (Raelin, 2016). A David & Co
ltd. has team of highly skilled and trained workers b which assist business entity in delivering
professional services to client. It has help an enterprise in providing the high level of satisfaction
to customers. But still management in an organization need to bring improvement in allocation
of tasks. Manager in an enterprise can distribute roles considering an individual potential.
Tuckman forming, storming, norming and performing model.
Forming : At this phase, people in a group are highly dependent on leaders for getting the
direction.
Storming : all members in a group have focus on establishing their position in a team. At this
phase, Compromises may be required to enable progress.
Norming:Roles and responsibilities are clear and accepted by all people in a group. Big decisions
are made by group agreement. Smaller decisions may be delegated to individuals or small teams
within group. Commitment and unity is strong.
Performing : At this phase, people are aware about their roles and responsibilities. They have
focus on doing their work. This is a phase where people in an organization has shared vision. All
members are focus on accomplishing objectives.
LO 4
P4. Application of concepts and philosophies of organizational behaviour within specific
situation
Organization behavior refers to the study of human behavior at work place. It plays an
important role in increasing the efficiency and productivity of the company through maintaining
and controlling the behavior of human in the organization and also determines its impacts on the
job structure, performance, motivation and leadership (Suddaby, Viale and Gendron, 2016).

The concepts of organizational behavior include nature of peoples which shows that basic
qualities of the person and personal characteristics of the person can be similar and unique. Each
employee perception may be different from each other on the same things in the organization. It
also involves the motivated behavior which encourage the other employees towards the
organization. Organizational behavior affected by the nature of the organization which act as a
mirror reflection of the firm. Nature of organization defines through the social system of the firm
which includes the social roles and status of the company. Every organization needs the people
and peoples required the organization for surviving and it is the mutual understanding among the
customer and organization that helps both to accomplish their goals.
It includes two main philosophies such demographic and leadership which are essential
for evaluating the human behavior in the organization.
Demographic philosophy
Demographic philosophy of organizational behavior identifies the human minds on
various basis such as age and race. A David & Co ltd. use this philosophy to understand about
the customers characteristics for many purposes such as policy development and economic
market search. It is use as a business marketing tool to identify the best way for providing goods
and services to the consumers and assess their behavior. With the help of this A David & Co ltd.
determines weather its products and services are being targeted to most important consumers. It
plays an important role in building a customer base for the A David & Co ltd. which helps
company to produce the products according to the need of customers.
Leadership philosophy
Leadership philosophy of the organizational behavior plays a significant role in the A
David & Co ltd. because it improves the motivation and morale of the employees towards the
attainment of organizational goal and also encourage its team member to respond for change. It
crates responsibility and accountability for the employees for gaining competitive advantage
from them. It provides the guidance and direction to their group members for achieving
organizational goals effectively (Vince, 2018). This philosophy also control the work of the staff
in A David & Co ltd. which increase the efficiency level of employees.
Path goal theory states that a leader's behavior is contingent to the satisfaction,
motivation and performance of his or her subordinates. As per this hypothesis, job of leader in A

David Co. is to help their followers in attainment of goals by providing them with proper
guidance as well as support.
CONCLUSION
It has been concluded from the report that an individual behavior can have effect on their
well as business performance. The other fact which has been found during the study is that
politics , power and culture are the three factors which can have effect on individual performance
and behavior. It has been concluded from the assignment that lack of purpose is the key
characteristics of ineffective team. Whereas, an effective team has clear goals. It has been
concluded from the report that an individual feel motivated when there needs are fulfilled.
There are techniques of motivation has been highlighted which can be used by
management in an organization for inspiring employees to increase their participation in business
activities.

REFERENCES
Books and Journals:
Alvesson, M., Blom, M. and Sveningson, S. ,2017, Reflexive Leadership: Organizing in an
Imperfect World, Sage,London.
Antonacopoulou, E.P., 2018, “Sensuous learning: what is it and why it matters in addressing the
ineptitude in professional practice”, in Antonacopoulou, E.P. and Taylor, S.S. (Eds),
Sensuous Learning for Practical Judgment in Professional Practice: Volume 1: Arts-Based
Method, Palgrave Macmillan, London, Chapter 2.
Flood, R.L. and Romm, N.R.A.,2018. “A systemic approach to processes of power in learning
organizations: part I – literature, theory, and methodology of triple loop learning”, The
Learning Organization, Vol. 25 No. 4, pp. 260-272
Haaland, T.L. ,2016, “The limits to learning in military operations: bottom-up adaptation in the
Norwegian army in Northern Afghanistan, 2007-2012”, Journal of Strategic Studies, Vol.
39 No. 7, pp. 999-1022.
Pedler, M. and Burgoyne, J. ,2017.. “Is the learning organization still alive?”, The Learning
Organization, Vol. 24 No. 2, pp. 119-126.
Raelin, J.A. ,2016, “It’s not about the leaders: it’s about the practice of leadership”,
Organizational Dynamics, Vol. 45 No. 2, pp. 124-131. ,
Suddaby, R., Viale, T. and Gendron, Y. ,2016. “Reflexivity: the role of embedded social position
and entrepreneurial social skill in processes of field level change”, Research in
Organizational Behaviour, Vol. 36, pp. 225-245.
Vince, R. ,2018. “The learning organization as paradox: being for the learning organization also
means being against it”, The Learning Organization, Vol. 25 No. 4, pp. 273-280.
ONLINE:
Effect of Politics on Organization and Employees.2018.[Online]. Available
through:<https://www.managementstudyguide.com/effect-of-politics.htm>.
Effective vs. Ineffective Teams.2019.[Online]. Available
through:<http://www.eventus.co.uk/effective-vs-ineffective-teams/>.