Motivating Employees for Success

This assignment delves into the crucial role of employee motivation in driving organizational success. It emphasizes the need for effective management practices to motivate personnel. The text analyzes various motivational theories and outlines practical strategies for creating a motivating work environment. Furthermore, it highlights the significance of teamwork and how to foster team effectiveness to gain a competitive advantage.

ORGANIZATIONAL
BEHAVIOR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The way culture, politics and power influence individual and team behaviour...................1
TASK 2 ..........................................................................................................................................2
P2. The way content and process theory of motivation helps in achieving organisation goals . 2
TASK 3............................................................................................................................................5
P3 Describe different factor that makes an effective Team........................................................5
TASK 4............................................................................................................................................6
P4 Apply the concept of leadership theories within new product development Team...............6
CONCLUSION................................................................................................................................8
REFERENCES ..............................................................................................................................9
.......................................................................................................................................................10

INTRODUCTION
Organizational behaviour can be defined as the study of human conduct in which
individuals and team interact with each other within business enterprise. It is a scientific
approach used by companies to know how people respond or act in different situations occur at
workplace (Adeniji, 2011). Basically, it is a human tool used by an organisation such as
government, school, business, etc. to examine the distinct behaviour of people. In order to
achieve firm's objectives effectively, managers are required to analyse attitude or actions of their
workforce towards one another and regarding the firm as well. This assignment covers the way
in which power, politics and cultural factors influence the performance of individual and their
team members. This report also talks about the impact of various motivational and leadership
theories that help in attaining organisational goal efficiently.
TASK 1
P1. The way culture, politics and power influence individual and team behaviour
Organizational behaviour refers to determining the actions of individual and team
members within company that adversely affect their operations and functioning. Main idea
behind this study is to improve the business enterprise effectively and efficiently. Companies are
using human resources in a structured way so as to increase their overall profitability ratios. The
main objective of firm is to satisfy different needs of consumers and employees. But there are
certain factors in terms of culture, power and politics which might affect their overall
performance. The impact of these factors occur differently on people.
Culture: It can be defined as a framework that depicts the behaviour or standard of
personnel at workplace. Their effect may be positive or negative depending upon the kind of
culture that company has developed in their particular work environment. Workers are
considered as an integral part of the company that helps in generating revenue for them. They
match their objectives and targets with those of company and focuses on achieving them
effectively and efficiently. In turn, the organisation is liable to appreciate them by giving some
kind of rewards which may be in the form of monetary or non-monetary. Such healthy culture
represents how strongly employees are committed towards their individual and organisational
goals which results in enhancing their overall performance (Bissell and Dolan, 2012).
But there are certain cases where employers are considered as taskmasters which means
that they are authoritative. This often reduces the morale of workers as they do not deal with or
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handle the issues of their staff members. Negative culture leads to decrease the overall employee
performance whereas positive one tends to increase their performance rapidly and also helps in
contributing towards their company's growth. Thus, managers are required to develop a friendly
culture with their employees so that they can also consider themselves as an important part of
company.
Politics: In an organisation, number of people work together who hold different kinds of
interests and they focus on integrating similar interest by forming various parties which is
popularly known as the trade union (Christina and et. al., 2014). As the name suggests, it
compromise of people who hold similar curiosity, power and are dominant in nature. Usually,
such groups are formed when a company does not agree with the demand of their workforce and
as a result, their staff members protest against them in order to fulfil their desired wants.
Workplace politics may directly or indirectly determine whether the organisational culture is
promoting productivity or not.
Positive workplace politics means managers are required to establish clear goals and
policies so that employees can understand what they roles they need to perform in a better way.
They are also liable to make easy and a simpler chain of command which enables their workers
to focus more on generating quality work. In order to achieve company's objectives effectively
and to avoid conflict situations, employers are required to treat their entire workforce fairly and
equally.
Power: It means that giving authority to others to take decision on their behalf. In a
company, where multiple of people work collectively share their power with their co-worker so
as to take better decision-making. But there are certain situations when the impact of sharing
power results negatively for both worker and manger. Thus, in order to run overall company's
functions smoothly, employers are required to promote positive power which enhances the
overall productivity of employees and it also tends to build confidence among them and
motivates them to work harder.
TASK 2
P2. The way content and process theory of motivation helps in achieving organisation goals
Motivation is derived from the word “motive” which means the desire, drive or need
within people (Dobrow, 2013). It refers to the process of stimulating individuals to accomplish
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their desired goals or objectives in a better way. Motivation can be defined as one's willingness
to utilize their efforts in such a way that leads towards attaining her/his target effectively.
According to Starke, there are certain external or internal stimuli that raise enthusiasm of
personnel to achieve their course of action effectively. Motivation can be distinguished between
content and process theory.
Content Theory: This focuses on WHAT factor. They target on certain needs of the
people that give them higher level of satisfaction. Basically, it focuses on identifying the special
needs of individual within themselves. This generally includes theories like Maslow hierarchy of
needs as well as proposed by Herzberg and McClelland (Foy and et. al., 2014).
Process Theory: This theory focuses on HOW factor. This explanation investigates how the
behaviour of human directed or stopped. These are often considered as the variance theory. It
mainly focuses on the factors that lead to generate motivation among personnel. This theory
mainly comprises of Vroom's expectancy theory, Adam's equity and Reinforcement theory.
1) Two-Factor Theory: This theory was popularized by Frederick Herzberg which is also
known as the hygiene-motivation theory. Herzberg believes that there are certain job factors that
are present in an organisation results in satisfying the workforce, while other may result in
dissatisfaction. Herzberg categorize the job factor into two different parts:
Hygiene Factor: It includes those job factor which do not provide positive satisfaction to worker
but there absence may dissatisfy the personnel. Thus, such factors are important for the
organisation. Company usually compromise of large number of people who possess different
motivation factor which motivates them in their own way. It become difficult for the entity to
examine the motivational factor of all employees as it may vary from person to person. Thus,
they are require to examine all such factors that are present in the organisation which serve the
same purpose that is providing motivation to personnel. In other words, these are those job
factors which satisfy the entire workforce for short term. It includes:
 Pay: The salary structure should be reasonable and justified according to the performance
of worker. It must be equal to their rivalry industry.
 Company Policies: Organisation are required to make flexible policies which makes
easier for the employees to fix it in. It should be made with mutual decision of staff as
well. For instance, company can provide flexible working hours, vacation etc (Hyde,
2015).
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 Job Security: Companies are require to create sense of security among their workforce
which motivates them to retain with the firm for comparative longer duration.
Motivational Factor: These job factors are inherent to workplace which focuses on motivating
the personnel for superior performance. These are often known as the satisfiers. These factors
provide additional benefit to workforce in terms of growth, responsibility, sense of achievement
etc. Such factors are related with the job performance of staff members (Harris and Boaden,
2013).
Source: Theories of Motivation
2) Vroom Expectancy: This theory was proposed by Victor Vroom and it states that individual
behaviour is emphasise by certain factors such as knowledge,abilities, personality skills, etc.
which may affect their final result. Vroom uses three different variable which include
Expectancy, Instrumentality and Valence that depicts that person motivation is directly linked
with his/her job performance (Mullins and Christy, 2013). This theory states that personnel
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Illustration 1: Motivation Thoeries

motivation is directly linked with the reward that they are getting on the basis of their
performance.
Expectancy: This sates that with an increased effort, person can increase their overall
performance. Such as: using right skills at right job so to generate better outcome.
Instrumentality: It is normally performance based which believes that if worker is doing well or
performing effectively, it results in always valued outcome. Worker need to have that state of
mind in which they think that good result can only be obtain by putting good effort in the
performance.
Valence: It refers to the importance that employees feel after knowing that the result is their
favour or it is actually what the employee has expected.
TASK 3
P3 Describe different factor that makes an effective Team
Employees are considered as an integral part of business organisation who focuses on
achieving the company' s objective effectively. Managers are require to present clear picture that
shows the various roles and responsibilities that worker need to perform in order to attain
company's goal in a constructive way. These goals should be realistic, specific, attainable and
within time-frame. In order to make effective Team, firms are required to make good
communication with their workforce, increase employee participation and clearly defined target
and goals. It is important for firm to create such work environment that is informal and
comfortable from the prospective of employee and worker. In order to make highly effective
team, organisation is require have sufficient effective learning techniques that helps the company
in managing their employee's in a better way. In order to make effective team, employer should
posses the skill of listening to others. The main reason behind this is to analyse what are the
requirement of other co-worker. Following are ways in which company can make their team
effective which help in attaining their both short and long term goal effectively (LA, 2013).
 Clear Objectives
 Balanced Role
 Effective Process
 Good Communication
 Appropriate Leadership
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 Support and Trust
 Mutual co-operation
 Individual development
 Openness and Conflict
 Regular Review
Business Enterprise using Beblin Team Role Model which help to examine the workers
behavioural weakness and strength in the entire workplace (Misra and Puri, 2011). This theory
ensures that teams and individual are require to work collectively and communicate with better
understanding. This theory generally compromises of nine roles among which Team Worker is
the best defined role.
As per the given case in the report, Apple is aiming to launch their new product in the
market. Thus they are require to critically examine the dynamic needs of client so that they can
make their new product according to the costumer requirement. The role of Team worker is very
sensitive and helpful as they focuses on building pleasant atmosphere in the workplace and sense
of togetherness among the entire personnel. Team Player prefer to maintain harmony among
employer and personnel. Team player actively involve their co-worker in their decision making
process so that they can consider themselves as the part of organisation. Team manager is require
to maintain open and safe environment where employees freely discuss their problem with each
other.
Following are the reason through which effective team opposed as ineffective team
1. Lacking Unity: This situation normally arises when individuals disagree on same
situation which results in rising conflict among them. This is probably because they have
different perspective towards common organizational goal.
2. Knowledge Gap: This means when team is lack of specialised skills or knowledge that is
required to perform specify task in a company.
TASK 4
P4 Apply the concept of leadership theories within new product development Team
Path Goal Theory: In this kind of theory, it states about the behaviour and
style adopted by leader in order to take the best out of employees. The main
motive behind adopting this kind of theory is to attain the aims and
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objectives of firm (Suma and Lesha, 2013). Purpose also include the motivation
which needs to be given to the employees and determine their actual needs
and wants so that full satisfaction can be given to staff members. This kind
of theory is basically based on Vroom's expectancy theory which was
innovated in year 1964. There are three steps involved in path goal theory
and they are determining the staff members and characteristics of
environment and after that selecting the best leadership style and
thereafter focusing on motivational factors which aids an employee to
obtain success (Wilkinson and et. al., 2014).
Leadership Theory: This kind of theory states effective way which can be
adopted by a leader and those ways are: Supportive Leadership: This kind of approach is being used to
improve the self respect of the team members and making their job
more interesting by providing them effective tools and techniques.
This is mainly applied when the work stress is high. Directive Leadership: In this kind of approach, leaders provide ways
and appropriate guidance in which team members can follow them
for achieving the objectives which are expected from them. It is
highly used when the structure of tasks and activities are complex in
nature. Participative Leadership: In this kind of approach, leaders mainly
look out for the advice of team members and consider them while
making any major decision. This works bets when the team members
are intellectual and are highly experienced.
Market Development: It is basically part of Ansoff's Matrix and market
development is all about launching the existing product into new market
which can bring growth and success along with sales graph. The main
motive of market development is to expand its operations into new market.
There are various ways by which this kind of strategy can be approached
including:
 New geographical marketplace
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 New techniques of packaging the product in order to make it more
attractive
 New channels of distribution
 Attractive pricing policies which can be adopted by firm to attract
large number of customers in new place.
From the above statement it can be stated that leaders and mangers in an
company can take major decision and can provide guidance to the
employees so that they can perform well in their allocated tasks and
objectives (Mar Alonso-Almeida and Rodríguez-Antón, 2011). Path goal theory and
leadership styles are being adopted by Apple as well and in result they are
leading in competitive market. Moreover it has helped them to utilise their
resources in optimum manner and lead their employees for better
professional career.
CONCLUSION
As per the given report, it can be concluded that in order to attain company's objective in
a systematic way, business organisation is required to manage their employees effectively and
efficiently. There are certain ways in which firm can motivate their personnel by applying
various motivational theory in their work environment. Also in order to gain higher competitive
advantage among their rivals, entity is require make their team effective and opposed the ways
which leads to generate ineffectiveness among team.
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REFERENCES
Books and Journals
Adeniji, A. A., 2011. Organizational climate as a predictor of employee job satisfaction:
Evidence from Covenant University. Business intelligence journal. 4(1). pp.151-166.
Bissell, G. and Dolan, P., 2012. Organisational behaviour for social work. Policy Press.
Christina, S. and et. al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management. 10(1-2). pp.164-179.
Mar Alonso-Almeida, M. and Rodríguez-Antón, J. M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Foy, R. and et. al., 2011. The role of theory in research to develop and evaluate the
implementation of patient safety practices. Quality and Safety in Health Care. 20(5).
pp.453-459.
Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management. 24(16). pp.3115-
3130.
Mullins, L. and Christy, G., 2013. Management & Organisational Behaviour. Pearson
Education.
LA, B., 2013. Will prescriptions for cultural change improve the NHS?. BMJ. 346. p.19.
Misra, S. K. and Puri, V. K., 2011. Indian economy (p. 174). Himalaya Publishing House.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal, ESJ. 9(17).
Wilkinson, A. and et. al., 2014. Handbook of Research on Employee Voice: Elgar original
reference. Edward Elgar Publishing.
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