Organisational Culture and Team Development

This solved assignment examines the relationship between organizational culture, leadership, and team development. It analyzes Handy's model of organizational culture, Path-Goal theory of leadership, and Tuckman's stages of team development. The assignment requires a critical understanding of these concepts and their practical implications for effective organizational functioning.

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................4
LO1..................................................................................................................................................4
P1. Analysis of organizational culture, politics and power influence on individual and team
behaviour and performance.........................................................................................................4
LO2..................................................................................................................................................7
P2 Process theories of motivation and motivational techniques enable effective achievements
of goals in A David Co Limited.................................................................................................7
LO3 .................................................................................................................................................9
P3Effective team opposed to an ineffective team.......................................................................9
M3............................................................................................................................................10
LO 4...............................................................................................................................................12
P.4. Concepts and philosophies of organizational behaviour...................................................12
D2..............................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour is directly concerned with the prediction, control of human
behaviour and understanding in the organisation. It is a study for both the individual performance
and activity within the organisation. A David company limited provide production and
distribution of fruits and vegetables. The company offers full range of fresh fruits, vegetables,
exotic produce, ready prepared products and bakery items and it delivers in the daily basis to
hotels, restaurants etc. This report will study on the culture, power, politics and influence
individuals of organisation and it also influences the team behaviour and performance. The
explantation of the theories' and techniques of motivation for achieving the goals. It will explain
the team factors and Tuckman theory of the team development. This will describe all the
philosophies of the organisation.
LO1
P1. Analysis of organizational culture, politics and power influence on individual and team
behaviour and performance.
Organizational culture consists of set of beliefs, assumptions, values, principles, custom,
tradition, attitude, personality. Every person in the organization is different with distinct set of
beliefs and personality. Implementation of healthy and positive organizational culture at A David
& Co. Ltd increases productivity and performance of employees.
Charles Handy's developed a model called “Handy's organizational culture” which
evaluates individual and team behaviour and performance with four culture theory which mainly
consist of power culture, role culture, task culture and person culture (Taylor, 2018).

Power culture: The power of taking decisions is concentrated to only few people in the
organization with defined set of rules implemented by top level management which are to be
followed by employees. Major disadvantage of this culture is that employees of the organization
has to work in accordance with the power holders.
Role culture: This types of organizational culture mainly focus on the job role through
clearly guided set of rules and responsibilities. Employees are delegated with set of
responsibilities according to their capability and specialization. This helps in better coordination
and standardization at workplace. Drawback of this theory is that employees cannot adapt to
change which limit them for growing in changing environment.
Task culture: This culture is oriented to accomplish the job or project they have been
assigned effectively and efficiently. Employees of A David & Co. Ltd aims at using appropriate
resources and work in coordination with improved operational efficiency. They have the
flexibility to take appropriate decisions in cooperation with each department of organization. The
major challenge faced is that control is difficult in such organizational culture which lowers the
productivity of employees.
Person culture: This culture aims at satisfying needs of individuals in the organization.
Every member in the organization is valuable who work together to achieve organizational goal.
Illustration 1: Handy's Model of organizational culture
Source: Handy Model of Organisational Culture, 2019

Healthy organizational culture increases productivity, marketability and builds relation between
employer and employee. The major drawback of person culture is that there is no particular
structure and creates a cluster in organization.
A David & Co. Ltd focuses on implementing task culture in an organization which helps
medium based company to achieve goals and objectives effectively which enhances productivity
of the organization. This types of culture are very flexible and adaptable which motivates
employee to increase productivity of the organization by accomplishing desired task assigned to
them. Employee of the organization work in coordination in the most efficient manner to
increase operational efficiency. This culture influences individual and team behaviour and
performance by accomplishing job assigned to the individuals in a timely manner. This culture
also increases productivity and performance at workplace by systematically addressing problems
in the organization and finding necessary solution to the problem. Team members and
individuals in the organization have power to take decisions and work in higher coordination
which ultimately benefit company in achieving organization objectives. David and company
aims at bringing together prospective and skilled workers at job and guide them to achieve task
efficiently. Experts in the organization who has high degree of experience and knowledge lead
individual and team to increase performance in orderly manner (Elsmore, 2017).
Political and Power play a critical role in an organization which helps influence
behaviour of people in the organization to achieve operational efficiency. There are several
politics in the organization like praising and blaming employees, manipulation, etc. Political and
power takes place at all levels in the organization. David & company focuses on rewarding
employees of the organization which enhances performance of individual. Appraising employees
with rewards like bonus, incentives, salary increment, promotion, recognition, ownership and
additional coverage benefits to boost up motivation of employees and to retain productive
employees in organization.
Organizational culture in the organization increases performance and productivity of the
organization which help achieve goals and objectives of company. It builds a positive working
environment where employees work in unity which helps build a sense of understanding among
people for higher operational efficiency.
Politics and power are of greater significance in any organization which increases
productivity and performance of individual and team in David & Co. Types of power in

organization are legitimate power, referral power, expert power, referent power, coercive power
and reward power. Legitimate power is a position individual holds which helps employees to
complete desired task on time. Expert power is possessed from skilful knowledge and expertise
in specific area which enhances performance of organization. Reward power like salary,
incentives, bonus arises from individuals’ capability.
There is various organizational culture conflict because of the differences in
organizational culture. There are different beliefs and values which leads to rise in differences
between people which hinders the performance of work and productivity at workplace.
Organizational culture plays a critical role in shaping organizational structure. It is
important for an organization to create brand image and helps in success of organization. It
builds a sense of commitment and emotional attachment in company and direct them to work in a
common direction to achieve organizational goal and objective.
Politics and power are interrelated with each other which influences the working of the
organization and helps in taking strategic decisions to achieve goals and objective of David &
Co.
Politicking is an activity performed by individuals in the organization to play politics in the
organization to gain useful information which are beneficial for decision making operational
efficiency. The root cause of politics is the issue of manipulation in the organization to remove
the competitor or reduce the power for better productivity.
Politicking in the organization reduces the working efficiency of the employees as they
are distracted and this do not let them focus on their work. Instead this also helps improve
operational efficiency of the company by reducing competition and maintaining competitive
market edge in the market and also achieve goals of A David & Co.
LO2
P2 Process theories of motivation and motivational techniques enable effective achievements of
goals in A David Co Limited
The process theories of motivation: -
Motivation is a process which is derived from the 'motive' word and referred to the wants,
drives, needs and desires within the individuals. It is a way to accomplish the goal by stimulating
the employees from their actions. Motivation in the A David company limited is so much
important because it gives them desire to achieve goals and employees give the best performance

to fulfil the target. The process theory of motivation is idea of system which explains how a
developed changes and entity changes are necessary for motivation.
 Expectancy theory: - Expectancy theory is an important theory to study of motivation.
Somehow it highlighted the decision making process which evaluates the outcomes and
efforts. In A David company limited motivates the employees by finding out the factor
which gives inspiration for delivering the best performance at work place. Training or
support from the mentor or supervisor builds confidence in the employees. From the
support or efforts of mentor leads to good performance for achieving goals (Katou,
2015). The company will provide all the facilities which is comfortable for the
employees. In this theory it will explain the skills of the employees is necessary and the
support from the organisation is compulsory. Disadvantage of the expectancy theory is
that management of the A David company limited offers motivational reward for their
benefit but the employees of the organisation don't value or believe the management. So
the management should provide proper guidance for their team behaviour and from
rewards and perceived value it will increase the motivation of the employees.
 Equity theory: - It shows the equality between employees which increase the morale. As
per equity theory the motivation level of individual’s equity of perception, management
by justice practised is correlated with others. The employees of A David company limited
expect that there is no differentiation between workers. The behaviour and reward they
receive is equal for everyone in the organisation. The performance reward is based on the
effort and level of the employees which achieves goals. This equity theory is based on the
ideas of individual which is motivated by the organisational behaviour. Equity theory is a
short term process of the organisation. It’s difficult for the management to measure the
perception of others for their input and output ratio of the organisation.
Content theories of motivation: -
Content theories of motivation includes the theory and other physiologist changes to
explain why human beings need changes and how they change. It also includes how a human
behaviour get motivated. This explanation identifies the needs and factors which relate to the
motivation of the employees in A D avid company limited.
 Maslow's need theory: - According to the Maslow’s need hierarchy theory its necessary
that the individual satisfy the need in a hierarchical manner. A David company limited

apply the Maslow’s need theory where Once the need is satisfied than its no longer to
motivate the employees. There are so many needs of the individual such as the
physiological needs, safety needs, social need, esteem needs, self-actualisation had been
fulfilled by the organisation which gives satisfaction to the employees. Physiological
needs include food, sexual gratification and shelter of the individual. Protection from
environmental dangers is included in the safety needs (Woodcock, 2017). The social need
belongs to the love and belonging ones, approval of others and self-respect is defining in
the esteem needs. Need of self-self-fulfilment is derived from the satisfaction of
individuals work and value of sense. These all are the expectation and need of the
individual which is given by the A David company limited organisation. Limitation of
this theory is that not all the individual thinks in the same way and there are so much
difficulty to measure the satisfaction.
 Herzbergs' theory: - To define the attitude and behaviour of the individual can
determine the success and failure of the person. Its theory is to identifying the desires,
needs and aims in A David company limited they give job satisfaction which boost the
morale of the employees. For motivation of the employees they consist them with the job
security, status, achievement, recognition and responsibility etc. This theory can find out
both the negative and positive factors of the employees. Job dissatisfaction factors are
company policy and administration, salary, supervision, working conditions etc. (Peralta
and.et.al., 2018). The main factor of the herzbergs theory is to provide hygiene factors
which create motivation between employees and give less dissatisfaction. herzbergs
theory overlooks situational variables.
The benefit of Maslow's need theory is suitable and followed by the A David company
limited because it full-fill the needs of the employees in so many ways. It servers the needs and
interpret the motivation and human behaviour in the organisation. The theory will provide all the
use full summary of the human needs which can be useful in designing of product, positioning of
product, pricing and outlets of retail designing.
Motivational techniques:-
Extrinsic motivation techniques:- It occurs when individuals are motivated to perform for
engaging in the activity. When individuals is motivated by external factors or pursuing to do

something in the hope earning the reward or which avoid punishment. It only concerned with the
satisfaction of the individual or avoiding punishment.
Intrinsic motivation techniques:- its better to intrinsically motivated than extrinsically
motivation. It involves to engage the behaviour because this reward is given at personnel level
for performing an activity for their own rather than the external reward. It means the motivation
is come from the inner side of the individuals which has desire to perform a task and know the
results are in the accordance of their own belief system and full fill their desire.
M2
To influence others behaviour through the expectancy theory is highlighted the outcomes
and efforts of the employees which is concerned about the expectation of the employees of the
organisation. Positive factor of this theory is provided all the facility to the employees and the
negative factor of this theory is to work underlying with principles and perform in work situation
because the expectation is to gain the direct reward.
Content theory of motivation include the Maslow’s need theory according to this theory it
contains the satisfaction to the employees. The positive factor is to fulfil the needs of the
employees through various aspect's. Motivation is a kind of technique which gives inspiration
the subordinates and the negative factor is that they forcing the members for doing work and
holding out punishment such as job loss, dismiss from post, deducted the amount from the salary
etc. are the ways which negatively motivate employees.
LO3
P3 Effective team opposed to an ineffective team
Team development factors
When individual of the A David co limited have to achieve a common goal it’s important to
assign work to the individual or a team because so many inter personnel dynamics issues had
been created A group of members with a set of full complementary skills required to achieve the
goal and objective of the organisation refers to a team. There are different types of teams in the
organisation such as the departmental teams, virtual team, problem solving team etc. Team
development factors includes communication it is important to have an effective communication
with employees, leadership gives right direction, commitment involves the dedication of
employees for achieving success, team size it’s important to have boundaries of all the team

which have a limit to involve the members, rewards give motivation and attracts the employees
for working.
Characteristics of Effective team are better mix of the extroverts' and introverts,effective
communication with other team members, good and better leadership qualities, they support each
others when they needed, all the focus is set on the goals and objectives of the organisation.
There are some characteristics of the ineffective team lack of trust and openess, poor
communication in team, not capable to resolve the conflicts, not use of creation and innovation,
difficult to make decision. .
Team development Factors that are described below:-
 Communication: - It is important to have effective communication between individuals
and teams of the A David company limited because it develops the crucial mechanism
for communication. It is a key of any successful team effort. Team leader should share all
the information and details about daily routine meetings which motivates them for
achieving success. To understand all the scope of goals and make a path to reach that
goal this all terms develop an effective method of communication between team
members. Effective communication in A David company limited means all the content
must be clear, politeness in the voice, mellow conversation tones, effective resolution for
conflicts, and effective decision making process. Communication is a way to solve the
conflicts by communicating. It also gives satisfaction ad motivation to the employees.
 Leadership: - Team leader of A David company limited always consist of leading the
team in right direction and give them motivation to achieve the goals and objectives.
Leader of the A David company limited makes policies and rule for the team which had
been followed by the team members (Grand and et.al., 2016). Leader must help to the
team members and group to understand all the specifics and objectives, create a method
to reach the goal and also work with the team members to complete their task with the
delegation and obligations. Leader gives authority to the group or team members which
motivates them for work.
 Commitment: - Commitment involves to dedicating yourself for achieving success.
From the efforts of the team is its necessary to be committed with other team members
because if members are not committed with their work it creates problem for achieving

goals and objectives. In A David company limited all the team members are committed
with their work which give them success and help them to achieve the success.
 Team size: - It’s important to have a team size and boundaries for the team because it
affects the team process and the outcomes of the team. In A David company limited the
size is decided by the management either they maximize it or minimize it. Team size
productivity is ensured the high level performance of the team. Increasing in the size of
the team use more resource to achieve the goals. From increasing the size of the team it
decreases the conflicts and problems of the resulting. It’s important to have analyses on
the members that how effectively they are working together.
 Rewards: - It is one of the development factor which motivate the team members and
groups. A David company limited management should provide reward to the employees
for the performance of the employees whether the reward is large or small. It motivates
the team member for doing group projects (Katou, 2015). If the rewards are attractive
than it promotes better feeling for achieving success in a team and it also encourages
other employees for participating in the group projects.
 Goals:- A David company limited has provided to Each and every team which is clear
about their measurable objectives and goals and also complete in proper manner. Team
need to clear the benchmark and indicators to guide the progress and performance. For
team the goal should be clear and for each member the tea leader assigned the task to
perform and manage the work effectively.
Ineffective team factors
 Team focus:- In ineffective team there are lots of purpose or work because team has no
clear focus or goals because team doesn't fully understand how to achieve goals because
it set the day to day targets and goals which is not possible to achieve and reach it.
 Errors and negativity:- it one the main ineffective factors of the A David company
limited teams because the members of the team are point out the errors and weakness of
others rather than learning from that and moving forward.
M3
Team development Tuckman theory:-

Tuckman theory explain as the team development with the ability and maturity,
establishing relationship, leadership style changes by the leader. This team development theory
includes the Forming, Storming, Norming, performing which is elegant case of team behaviour.
 Forming:- Forming according to Tuckman theory is when direction and guidance is
given by the leader of the A David company limited. Its high dependence on the leader
to guide them. Small agreements and aims of teams is received from the leader. The
responsibility and roles are unclear of individuals. Leader have to already prepare for
answering of lots of questions about the team’s objectives, purpose and external
relationship. Everyone shows their best behaviour when the team is formed. The
atmosphere of the A David company limited is polite and positive. It's the responsibility
of the facilitator that the guidance is proper and the group tasks are clearly defined to the
employees.
 Storming:- Storming is one of the Tuckman theory which refers to the clarity of
purpose. When the clarity of purpose increases then the uncertainties is persisted in A
David company limited. The challenges are received by the team members. It is
important to focus on the goals and objectives and avoid from distracting from the other
things such as relationship and emotional issues (Peralta and.et.al., 2018). Team member
attempt to establish relationship with other team members and leaders which might
receive challenges.
 Norming:- Norming is one of the Tuckman theory of the development which refers to
resolve the differences, strength, appreciate colleagues and respect the leader's authority.
It is important to clear roles and responsibility about the objectives of the A David
company limited. All the big decision is made by the agreement of the group. The unity
and community of the team members is strong. Team members may engage in the social
activities and fun activities. Team can easily develop its process and discuss it working
style in the firm. It increases the respect for the leaders and the same things is shared by
team for leadership. Leader always facilitates and enables which similar to the situational
leadership in participating mode.
 Performing:- Strategically awareness of the team is more influenced, members knows
all the role clearly that what is going on and what is going to do. Group leader have to
share all the vision and mission of the A David company limited organisation. Focus of

the all group members is on the goals and objectives and the team takes most of the
decision against criteria which is agreed with leader. The autonomy of the squad is high
degree. Disagreements occurs but now the group are able to resolved it positively and
processes are necessary to change and the whole structured is made by the squad.
Members are able to do work for achieving goals and also the relationship, process and
style issues among the ways (Peralta and et.al., 2018). Squad always requires the
delegation of the leader towards the projects and tasks. Group does not need to assisted
and instructed. The team member's only ask to the leader for the assisting the
interpersonnel and personnel development.
Team development Belbin theory:-
1. Resource investigator:- In the A David company limited resource investigators are
communicators which are able to establish and extend the range of teams useful
partnership and contacts.
Illustration 2: Tuckman development theory
[source:Tuckman forming storming norming performing model.2018.]

2. Team worker:- In the A David company limited the team worker is also known as team
player. It uses the versatility to identify the work and required and complete the work on
the behalf of the team.
3. Co ordinator:- co ordinator plays an important role in the team of the A David company
limited where team needs to focus and the coordinator motivates them about work and
draw a chart for the team members and delegate them for work appropriately.
4. Plant:- in A David company limited its important to have a good plant such as the tends
to the creativity at high level and good at solving the isuues in unconventional ways.
5. Monitor evaluator:- It plays a vital role in the A David company limited because it has
the right to find out the impartial judgements and make a logical eye on everyone which
is required for the team. It judges the team accurately.
6. Specialist:- its important to have specialist for A David company limited because it
brings all the depth knowledge and key area for the team. It is always single minded and
dedicated about their work.
7. Shaper:- Shaper means which gives shape to the team in a right and accurate way in A
David company limited which provides all the necessary steps and drives the team in
right direction. The team keep moving and doesn't lose focus and momentum for
achieving the goals.
8. Implementer:- Implementer which makes the strategy for the team in A David company
limited which need to plan all the workable strategy which carry out all the efficiently
possibles for organisation.
9. Complete finishers:- Its important to give finishing to the task because it is moast
effectively used in the end of the task to polish and remove the work errors and check the
task is related to the subject or not. It gives the high standard quality to the task.
LO 4
P.4. Concepts and philosophies of organizational behaviour
The concept of organizational behaviour is based on individual differences, perception,
whole person, motivated behaviour and value of person.
Individual differences states that each employee in the organization is important and
manager should not be biased while taking any managerial decision. Perception is another key

concept in organization behaviour which means that every individual in the organization has
different ability to think and observe (Bakotić, 2016). No organization can hire just brain or skill
of person, the whole person is employed to effectively perform the work. Individual in the
organization should feel motivated to perform a particular work effectively and efficiently by
motivating them through promotion, salary, bonus. Negative motivation like threat and warning
hampers the productivity of employees. Every individual in the organisation should be
appreciated and valued which increases their opportunity and operational efficiency.
Philosophies covered under organizational behaviour are path-goal theory, situational
theory and contingency theory.
 Path-goal theory: This theory gives employees clear guidelines to achieve organizational
goals and objective to increase productivity and efficiency. Leader and managers of
David & Co. sets clear guidelines according to which task should be performed.
Employees of the organization are closely supervised so that operational efficiency can
be increased.
According to this theory, employees of the organization are treated with respect and
supported by leaders and managers in case of any conflict and find necessary solution to the
problem (Mullins, 2016). Managers of the organization keeps employees engaged and develop
skills which enhance productivity and capability employees by giving them challenging roles.
Employees of the organization are highly motivated to participate in decision making which
increases operational efficiency.
Leader behaviour plays a critical role in motivating employees of the organization in
achieving organisational goal which enhances productivity and efficiency of David & Co.
 Directive leadership: Employees of the organization have clear set of guidelines
according to which task has to be performed effectively.
 Supportive leadership: This leadership style reduces employees work stress and create a
healthy and positive work environment by keeping in mind the needs of employees in the
organisation.
 Achievement oriented: Leaders of the organization set higher targets for employees
which increases individuals capability and achievements.
 Participative leadership: Leaders takes into consideration ideas and opinions of the
employees who have specialized knowledge in the subject matter

Example of the path goal theory: Each department of the organization will direct employees
how to perform their task with all necessary information and set guidelines which enhances the
productivity and performance of the employees in A David & Co.
 Situational theory: This is a flexible and easy approach where leaders understand the
needs of its subordinates and delegate their responsibilities to increase productivity.
Leaders understand the needs of employees and choose necessary leadership style at
workforce to increase operational efficiency. Leaders guide employees and develop skills
to perform a particular task.
Example: In case of sudden power break down leaders and managers of A David & Co. will
take necessary measures and delegate the task to employees to recover the loss of production due
to power breakdown. Leader motivate them to perform task with efficiency and helps employees
to improve productivity and achieve target.
 Contingency theory: This theory states that there is no specific leadership style to a
particular situation. Employees should be thoroughly guided and motivated to perform
task effectively. David & Co. take strategic decisions to take decisions in order to attain
Illustration 3: Path-goal theory
Source: Path-Goal Theory of Leadership,2019

organizational goal. There is no particular way of doing a work, leader should analyse the
situation and take decisions accordingly in order to achieve operational efficiency.
Examples: Leaders of the organization motivate employees to perform task effectively and
compensate them with additional benefits according to their performance. This helps employees
to work with enthusiasm which increases performance and productivity of the A David & Co.
 Employees of the organization feel motivated when their psychological needs are
fulfilled. Supervisors of the organization guides its subordinates and set a particular
guideline which are to be followed by employees. Leaders of the organization motivates
employees to perform a particular task and keep employees inspired for better
performance and productivity (Laforet, 2016).
 Leaders and managers aim at creating positive working environment for better
performance. This helps managers in increase success of organization. Employees of the
organization should feel more valuable to the organization which brings in a sense of
belongingness and increased responsibility towards company.
 A David & Co. follow path-goal-theory-leadership approach because employees
of the organization are guided with clear set of rules which are to be followed by them to
achieve organizational objective effectively. Individuals are closely supervised by top
level management and create a healthy working environment to increase operational
efficiency and productivity. Leaders set higher goals which are to be accomplished by
employees and take into consideration ideas and opinion of employees who have
specialized knowledge in the field to increase profitability and marketability of company.
M.4. Evaluation of concepts and philosophies in organizational behaviour.
Path-goal theory: The major advantage of this theory is to clearly state guidelines
which are to be followed by individual and team of the organization. This helps employee
to work in coordination and take appropriate decision for efficient working in the
organization. Leader or manager of the organization set high goals and instruct them to
accomplish their goals effectively and increases operational efficiency.
The major disadvantage of this theory is that there is major dependence on leader
which leads to inefficiency at workplace. It is a complex process and this theory fails to
develop a relationship between leaders and its subordinates which leads to inefficient
productivity and performance which leads to decrease in operational efficiency.

Situational theory: This approach is very flexible which states that there are no
specific set of rules which are to be followed. This helps build a positive and healthy
work environment which encourages people to work towards to attain organizational goal
in orderly manner. Leader motivates employees and help maximize their output by
evaluating capability and skills of each worker.
The biggest disadvantage of this approach is that leaders focuses on short term
needs rather than on long term needs. This theory creates confusion and is unambiguous
with no distinct set of rules and guidelines (Shields, J. and et.al., 2015).
Contingency theory: This is a flexible and adaptive approach to organizational
behaviour which is the major benefit of this theory. This theory states that there is no
fixed leadership style which best fits the situation. This helps employees to keep them
motivated by modifying their roles and encouraging them to perform a particular task
effectively and efficiently in orderly manner.
 The major disadvantages of this theory is that there is no single way of solving a
particular problem. This theory is little complex to apply in an organizational behaviour.
As there is no set of specific guidelines which leads to indefinite solutions to the problem.
D2
The relevance of the developing team theories in the context of the A David company
limited concepts which influence the behaviour of the individuals through the team development
theories and team development factors. Tuckman theory influence the individuals' behaviour
through forming, storming, norming and performing. It motivates the individual's behaviour and
engaged them with the team task. It encouraged the individuals and team to achieve the goals
and objectives. From performing better in the A David company limited it gives rewards which
increase the morale for doing the work (Katou, 2015). Communication makes better inter
personnel relationship between employees and make them focused about their goal and
objectives.
CONCLUSION
From the above study it has been summarized that organisational behaviour is a critical
aspect of company. There are various employees in the organization and each employee has their

own skill, attitude and beliefs. Each individual in the organization has different perspective
towards doing a particular work.
It also concludes the implication of organizational culture, politics and power on the
individual and team on organisational behaviour and performance. Furthermore, it evaluates the
theories of motivation like expectancy theory, equity theory, maslow theory, herzberg's theory.
This theory also takes in consideration factors which help build efficient team like
effective communication, commitment towards work, rewards, effective leadership skills and
team work.
It also highlights concepts and philosophies like path-goal-theory-leadership. Situational
theory, contingency theory of organizational behaviour which helps increase operational
efficiency and increase productivity of employees.

REFERENCES
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Mullins, L.J., 2016. Management and Organisational Behaviour 11th edn. Pearson Higher Ed.
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