Organizational Behaviour

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour
Name of the Student:
Name of the University:
Author Note:

1ORGANIZATIONAL BEHAVIOUR
Introduction
The organizational behaviour is a set of concepts and theories that analyse the
aspects of organizational behaviour, the reasons that cause that behaviour and the methods
with which negative aspects can be eradicated (Robbins, Judge and Vohra 2013). In these
contexts there are several branches of study among which, the team building theories,
leadership theories and motivational theories have profound value (Miner 2015). H-P is a
well-known global organization that depends on innovation and consumer satisfaction. Mega
Solutions is a multinational company that specialize in timely delivery using the extensive
virtual teams that they have. In this report, the organizational behavioural concepts, team
work and team building processes and motivational factors of both H-P and Mega solutions
have been discussed. Moreover, the impact and effectiveness of them on organizational
context have been analysed.
Task 1
With the information of H-P above and your own research:
1. Critically analyse how its culture, politics and power would or have influenced the
behaviour of individuals or teams in the organisation.
The organizational culture, politics and power design of an organization largely
influences the behaviour of an organization (Awadh and Saad 2013). In H-P, the organization
is based on a code of conduct that is focus oriented. Being an innovative organization, they
have focused on the concept of putting the customer first always. They have maintained a
balance between short term profits as well as improving the strength and growth of the
organization for long term success. The employees that work in the company are encouraged
to think of new ideas and technology that would benefit the organization as well as the
customers. Organizational change culture has been kept according to capability as they
believe that diversification and expansion should only happen when the strength of the
company is considerable enough and it would eventually benefit the organization and
increase turn over. The leaders are expected to encourage the team that are working under
them understand the best of their abilities. By doing so, they have managed to engage people
according to the jobs they are most suitable with. The leaders also motivate employees by

2ORGANIZATIONAL BEHAVIOUR
providing them flexibility to work following their own method and keeping the organization
flexible by eliminating unnecessary bureaucracy and centralization of power.
These organizational practices are concerned with power and politics of the
organization (Nasurdin, Ahmad and Razalli 2014). By ensuring the decentralization of power
and eliminating unwanted bureaucracy, the organization has managed to keep the power
inside the organization balanced. The employees have an open and flexible environment that
they can work in. The organizational culture of recognising the ability of each employee and
giving them opportunity to hone their skills has led to increased employee satisfaction and
retention rate. Keeping the needs and interest of the consumer along with opportunities for
innovation in the organization has led to increased rate of successful innovation and team
work. Due to effective leadership and team management by the leaders, the running of the
organization remains smooth and team cooperation increases.
2. Evaluate how Maslow’s or Herzberg’s content theory and Vroom’s process theory of
motivational techniques enable effective achievement of goals in H-P or any
organisation you are familiar with.
Maslow introduced his motivational theory in 1940’s. According to him, people are
driven by need hierarchy of needs (Kaur 2013). It means that people in general are more
concerned and focused on fulfilling their own needs and only after that they are interested in
the fulfilment of the needs of others. In an organization too, this theory is immensely
applicable. People working in an organization like H-P, are able to actualize their
psychological needs like salary and stability of employment as the organization provides high
income and job security to the deserved people. The organization also provides employment
benefits, pension plans, safety in the organization and work practices that are fair which
contributes to the realization of security needs of the employees. Cooperation and team work,
leader’s recognition of their skills lead to the fulfilment of belongingness needs. Providing
jobs according to their abilities, regular increments, job titles and modern work spaces satisfy
their esteem needs. Being an innovative company, the work that the employees do are
challenging in nature and there is a healthy competition among the employees. Moreover, the
leaders give the employees to practice autonomy when it comes to the execution of their jobs.
This provides satisfaction to their self-actualization needs. Thus, the employees of H-P have
all the five aspects of motivational factor ingrained into their work culture and thus their

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satisfaction level is quite high. Due to high motivation and satisfaction the retention rate of
the employees are high as well.
Vroom’s process theory focuses on the aspects of expectation of the employees in
order to achieve better and larger goals (Parijat and Bagga 2014). This theory propagates the
importance of individual characteristics of a person regarding employee performance. The
personality, skills, knowledge, ability and experience are all contributing factors in the
process theory. This theory is concerned with three main concepts, the expectancy aspect that
increased effort leads to increase in performance, the instrumentality aspect that with
increased performance better outcome will be received. The third aspect is valence which
means the importance that individuals put upon each outcome. In H-P, the employees are
aware that their quality work and innovations will be appreciated in terms of both cash and
kinds. Employees having spectacular performance receive monetary benefit, tour offers,
advanced training, leaves and other perks that motivates them to work harder. Thus, Vroom’s
process theory is applicable in the context of H-P in realizing their employee motivation and
organizational goals.
3. Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models. You may
support your points with practical examples, from any organisation you are familiar
with.
The behavioural motivational theories are concerned with the internal and external
factors may lead to behaviour differences. In this context the concepts of drive, learned
motives and incentives are important (Argyris 2017). Drive is said to be the basic factor that
initiates behaviour. This practice leads to learned motives where people learn about new
motives through classical, instrumental as well as observational method. Incentive motivated
behaviour depends largely on the how the incentive is perceived by the individual. Many
scientists have proposed many models to justify or reason the behavioural patterns of
individual as well as groups.
In an organization, motivation is the key in driving the workforce to perform better.
Successful organizations employ several methods to motivate their employees. The most
common motivational factor is money. Other motivational factors such as recognition,
appreciation, personal satisfaction, flexibility, impact follows after (Aguenza and Som 2018).
It has been seen lately that non-financial rewards are much more effective than financial