Organizational Behavior Analysis and Concepts

The provided assignment is focused on analyzing organizational behavior, which involves understanding employees' needs and behaviors to motivate them effectively. It also examines how employees' behavior affects team dynamics and performance. The document discusses various concepts and philosophies related to organizational behavior, including motivation, leadership, and social identity theory. It references several books and journals that provide in-depth knowledge on the topic. This assignment is suitable for students studying industrial and organizational psychology or organizational behavior.

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of the chosen organization..........................................................................................1
LO1..................................................................................................................................................1
P1 Impact of organizational culture, politics and power on the individual & team behaviour
and their performance..................................................................................................................1
M1 Analysis the impact that an organizational cultural, politics and power will have upon the
individual & team behaviour & performance..............................................................................3
LO2..................................................................................................................................................3
P2 Evaluation of the achievement of organizational goals through motivational theories.........3
M2 Influence of the motivational theories, concepts and models on the behaviour of the
individual & team........................................................................................................................5
D1 Evaluation of the relationships between organizational culture, politics, power and
motivation....................................................................................................................................5
LO3..................................................................................................................................................6
P3 Difference between effective and ineffective team................................................................6
M3 Analysis of the team and group development model............................................................7
LO4..................................................................................................................................................7
P4 Concepts and philosophies of organizational behaviour........................................................7
M4 Evaluation of the impact of concepts & philosophies of OB on the individual behaviour in
a positive and negative ways........................................................................................................8
D2 Evaluation of the relevant of the team development models in the context of
organizational behaviour concepts and philosophies in the work place......................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

·INTRODUCTION
Organizational behaviour (OB) refers to the term which is related to the performance and
behaviour of the individuals and teams working in the organization. It mainly deals with the
human psychology and human behaviour in a particular working situation and with another
people in the company (Miner, 2015). It helps company to handle, manage and control the
behaviour of employees in the organization.
Present report will highlight the influence of the organizational culture, policies and
power on the behaviour of individual & team. It will also tell about the motivation &
motivational theory. It will analysis the effective team and differentiate it with the ineffective
team. It will demonstrate the concepts and philosophies of organizational behaviour in the
organizational context.
l壱Overview of the chosen organization
Cadbury company is a multinational company which is 2nd largest company in
confectionery industry after Mars. It was founded in Birmingham, England, United Kingdom
(UK) by John Cadbury in year 1824. Its headquarters is in Uxbridge, London, England, UK. Its
key people are Irene Rosenfeid who is chairman and Dirk Van de Put who is chief executive
officer (CEO) of the company. Company has given employment to around 72000+ employees.
Its has a huge products' portfolio in which Dairy milk and its varieties are most popular.
·LO1
·P1 Impact of organizational culture, politics and power on the individual & team behaviour and
their performance
Impact Of Organizational Culture
Organizational culture refers to the underlying beliefs, values, thinking and perception of
employees towards other employees and organization. This lead to creation of an organizational
environment where every employees interact with each other in unique way. There are various
types of organizational culture in Cadbury company which are as follows -
Clan Oriented Culture is an organizational culture where employees are working like a family.
In this culture, they share a common goal & do work accordingly. It leads employees to do work
in a friendly and good working environment. This will help employees to do willingly co-

operate in the team easily and team will become effective. When there is good working
environment, effective team members and satisfied employees, it will improve the efficiency of
the performance of the employees and team too (Podsakoff, MacKenzie and Podsakoff, 2018).
Market Oriented Culture is an organizational culture where the focus is on the high customer
value and for that employees and teams are focus on the competition level in the confectionery
industry, achievement of the another companies and completion of the tasks on time. This will
lead employees to be focused on their tasks which make them efficient. When efficient
employees are working together in a team, this lead them to achieve the organizational and team
objectives. This will increase the confidence level of the employees and they are self motivated
towards the improvement of the performance.
Impact Of Organizational Policies
Organizational policies refers to the sets of rules, regulations and guidelines which is
imposed within the organization in order to set up the framework in which employees should
work. There are various organizational policies implement in the Cadbury Organization which
affect their employees. This lead to impact on the team and their performance. These policies are
such as -
Customer Quality Policy deals with the most important component “Customers” of the
organization. Thus, employees of the company should know about this policy. It will lead
employees to get to know about how to deal with customers. Also, they will work in systematic
manner so that quality of the work can be maintain. This policy also impacts the team who are
working under the Cadbury company. As due to this policy, team has one common goal which
means team will work together in order to achieve that goal. If employees and team both work in
the way so that quality can be maintain, this will improve the customers' satisfaction level and
profitability of the company which lead employees to be self motivated for better performance.
Code of Conduct Policy ensures that there is a maintenance of professionalism in the Cadbury
organization which will lead employees to behave professionally and avoid unnecessary conflicts
in a team which will lead team to be work in professional manner. Overall the performance will
be improved and match with the standards of the performance(Van Knippenberg and Hogg
2018).
Impact of Organizational Power

Organizational power refers to the authorities which comes from the roles and
responsibilities. The people who have high authorities can use their power in a negative or
positive way which lead to impact the employees, teams and performance. Suppose, they use
their power in the negative way, they will encourage the favoritism in the organization which
lead to demotivation of employees, conflicts between team members and bad working
environment. These all affect the performance badly and not able to achieve the target on time
(Vasu, Stewart and Garson, 2017).
l壱M1 Analysis the impact that an organizational cultural, politics and power will have upon the
individual & team behaviour & performance
There are various organizational aspects which affect the individual and team working
under the organization which in turn influence their performance too. Organizational cultural is
the combination of individuals' values, perceptions, religions and customs, which shape the
behavior of individual. Change in any aspects of organizational cultural will directly change in
individuals' behavior which in turn influence the team and their performance. Organizational
policies are framed according to the behavior and mindset of the employees. Thus, change in
policy will also influence their behavior as an individual and team as well (Klotz and et.al.,
2018). Power plays an important role in the behavior and performance of the individual and
team as it is related to the roles and responsibilities of the individual and team which lead to
influence the performance.
·LO2
·P2 Evaluation of the achievement of organizational goals through motivational theories
Content Theory of Motivation
It deals with the aspects that motivate employees to do work and fulfill their needs &
goals. In this theory, there are various motivational theory which are such as – Maslow theory of
motivation, Herzberg theory of motivation and Aldefer theory of motivation etc.
In Cadbury Organization, leaders of the company adopts Maslow's Need Hierarchy
Theory of Motivation.

It is considered to be fundamental as it helps managers and leaders to understand the
motivation. This theory is based on the various human needs which is in the form of Hierarchical
structure. These human needs are as follows -
Physiological needs are considered as a basic needs which includes hunger, sleep, home and sex
etc. These needs can be fulfilled by basic salary.
Security needs includes security from external and internal harmful factors. These can be fulfill
by the job security and fixed income etc. (Miner, 2015).
Belonging needs refers to the sense of acceptance and friendship. It can be fulfilled by the
encouragement of employees involvement and participation in the business activities.
Esteem needs involves self respect and recognition etc. This need can be fulfilled by the
promotion and awards.
Self Actualization needs refers to the motive which lead employees to have desire for self
fulfillment and tendency to become something, which he wants to become. It can be fulfill by
growth of career and achievement of objectives.
Process Theory of Motivation
It deals with the process of motivation and focus on how to motivate employees for the
better performance. In this theory, there are various motivational theory which are such as –
Vroom theory of motivation, Adams theory of motivation, Latham theory of motivation and
Locke theory of motivation etc.
In Cadbury Organization, leaders of the company adopts Vroom's Expentancy theory
of motivation.
This theory is known as Expectancy theory. According to this theory, employees behave
in a certain way because they are motivated to do the same. This theory tells about the reason
behind the particular behavior, they do (Gelfand and et.al., 2017).
According to this theory, there are three variables which affects the extent to which
employees are motivated. These variables are as follows -
Expectancy refers to the term which clearly stated that what employees expect from themselves.
This expectation is related to the efforts and performance. It is highly influence by the
experiences, confidence level and his objectives behind the performance. It states that

employees' expectation will motivate them in a certain way so that they can achieve their
objectives.
Instrumentality refers to the term which defines that if employees are able to meet with the
expectation regarding performance, he/she will get rewards. In short, if he is able to complete his
targets, he will get rewards. That rewards motivate employees to do better. Rewards can be in
the form of monetary and non monetary.
Valence refers to the term which states that employees values their own achieved results. This
valuation is depends upon their own needs. Thus, it is an important for the organization to get to
know about their needs and accordingly decide how to motivate a particular employee (Dipboye,
2016).
l壱M2 Influence of the motivational theories, concepts and models on the behaviour of the
individual & team
There are broadly two types of motivational theories in which various types of
motivational theories comes. These two types of motivational theories are Content theory and
Process theory. These theories help manager and leader to understand their employees' behaviour
and accordingly adopt the motivational theory. Because there are two types of employees in the
organization – one – who is self motivated to achieve the goals and another one is who get
motivated from others in order to achieve the organization. Thus, company should know whom
to motivate, how to motivate and what extent to motivate. These all aspects affect the choice of
adoption of motivation theory (Borkowski, 2015).
l壱D1 Evaluation of the relationships between organizational culture, politics, power and
motivation
There is a strong link between organizational culture, policies, power and motivation.
Due to authority (power), policies are frame for the achievement of the organization which must
be followed by the employees. This will lead to impact the behavior of employees which cause
to changing in their perceptions, working styles and communication styles which will change in
organizational culture. Impact of change in behavior on culture can be positive or negative. If
there is negative impact, employees will get demotivated. And if there is positive impact,
employees will get motivated. Like this, organizational culture, politics, power and motivation
are related to each other.

·LO3
·P3 Difference between effective and ineffective team
Team refers to the group of members who work efficiently and coordinated manner in
order to achieve the common goals. A team is considered to be effective when team members
share information and make decisions with each other.
Cadbury company's manager can focus on Belbin's theory to managing team in order to
maintain and improve their effectiveness. This theory is basically known as Belbin Team Role
Model Management. This model is design for the purpose of usage of skills, knowledge,
capabilities and talents of the team members for the achievement of the objectives. Between all
the members, there is diversification regarding working styles, attitudes, perceptions,
personalities and talents which can clearly define by the team roles. It is a term which refers to
the particular behavior in order to carry the functions. There are 9 team roles which act as
strategies and tactics for creation of co-ordination between team members (Pentland and Hærem,
2015). These 9 team roles are as follows -
Implementer is the one who convert the ideas into plans & implement the plans. They are
action oriented who believe in getting things done.
Resource Investigator is the one who explore new ideas and opportunities for team. They are
people oriented who has huge contact network.
Plant is the one who comes up with new ideas and approaches to solve the problems. They are
thought oriented who are innovative in nature.
Monitor is the one who critically evaluate the information before making any kind of decisions.
They are though oriented who are critical thinkers.
Shaper is the one who has the energy to perform the challenging roles. They are action oriented.
Coordinator is the one who guides the team members in a coordinated manner. They are people
oriented who are mature enough to understand the situation.
Complete Finisher is the one who complete their function along without any mistakes. They are
action oriented who is considered to be perfectionist.
Team-worker is the one who ensures about the unity of the team members. They are people
oriented who have great negotiating skills.

Specialist is the one who have great knowledge in a particular field in which team is working.
They are thought oriented (McShane and Glinow, 2017).
Difference Between Effective Team And Ineffective Team
Effective Team Ineffective Team In effective team, there is great sharing between team
members regarding information, decisions and goals. In ineffective team, there is
communication gap which lead to conflict between team members. In this team, members are
always prioritized team objective over their own personal objectives. In this team, members are
focus on individualism, they only focus on their own work and objectives. In case of
achievement of something, the credit are given to whole team. Like this, all the members are
perceived the group as a whole.Here, in case team achieved something, this lead to creation of
conflicts and bad competition between members. Due to great co-ordination between team-
members, team is able to achieve their targets on time which lead to improvement in
organizational efficiencies (Sweeney and McFarlin, 2017). Due to lack of cohesion between
members, the team is never able to achieve their targets on time which impact the organization
negatively.
l壱M3 Analysis of the team and group development model
There are various kinds of team in the organization. These team are formal team and
informal team. Formal team are those which is build by the organization. Informal team are
those which is build by employees for the purpose of friendship or entertainment or
communication. These team affect the effectiveness of the team. Thus, for the maintenance and
improvement of the team, company adopts various group development model which helps them
to take care of the team and its members with their skills and capabilities.
·LO4
·P4 Concepts and philosophies of organizational behaviour
Concepts of Organizational Behavior (OB)
Concepts / Philosophies refers to the fundamental discipline which have to be accepted
and implemented. There are various concepts which revolve around the nature of people and
organization in which they are working. These organizational behavior concepts and
philosophies are as follows -

Individual Differences – Every person is different from others. Pioneers believes in this
statement. They are different from each other due to many factors such as personalities, thinking,
intelligence, perception and behavior etc. This lead to individual differences from the birth of the
individual.
Whole Person – There is a statement which is popular. The statement is there should be
difference between personal and professional life. But the statement is not accurate. Because
personal life impact the professional life. Also, professional life impact the personal life. Thus,
organization should treat an individual as a whole so that they can maintain balance between
both (Gagné, 2018).
Motivated Behavior – An employee have its own various needs and wants which influence its
behavior. In order to fulfill those needs and wants, employee perform and work well in the
organization. This is considered to be motivated behavior in which employees are motivated to
do work in the organization in order to fulfill his own needs and wants. This also affect the
quality of the work too.
Human Dignity – Organizational behavior stated that every employees' dignity must be
respected with equality. Whether they are CEO of the company or manager of the company, it
doesn't matter. There should be no discrimination between any kinds of employees in the
organization.
Organizations are Social System – Organization refers to the group of people who come and
work together in order to achieve something. The organization can't run by one person. For the
effectively running of organization, groups of people are required.
l壱M4 Evaluation of the impact of concepts & philosophies of OB on the individual behaviour
in a positive and negative ways
There are various concepts and philosophies of organizational behavior which influenced
the behavior of individuals in a positive and negative ways (Kanfer and Chen, 2016). For
example – Due to as a whole person concept, employees are able to maintain the balance
between personal and professional life. But sometimes, due to professional stress, employees get
fluctuate which influenced his/her personal lie. Another example can be individual differences.
Due to these differences, company get varieties of people who can make organization better. At

the same time due to these differences, there can be conflict between two different personalities
which can impact the organizational behavior as well.
l壱D2 Evaluation of the relevant of the team development models in the context of
organizational behaviour concepts and philosophies in the work place
According to the Belbin Team Role Model Management, there are mainly 9 roles which
helps company to build an effective team. This will influence by the organizational behavior
which will affect the work place as well. For example – one role belbin described in his model is
Resource Investigator who bring new ideas and opportunities for the team members for their
better career opportunities. This will get influence by the Individual Differences as these ideas
and opportunities depends upon the skills, abilities, capabilities and perceptions of the
individuals who are different from each other. This will also impact the work place as employees
will get right opportunities (Heinitz and et.al., 2018).
·CONCLUSION
From the above study, it has been summarized that Organizational behavior is an
important part of the organization as it helps managers and leaders to understand the behavior of
their employees in a particular way. Employees' behavior is shape by the culture, policies and
power of authorities in the organization, that is the reason, in organizational behavior company
review its culture, policies and power structure. Also, for the motivation, company needs to
understand its employees' needs and behaviors which will help leader and manager to motivate
the employees in a particular way. Also, employees' behavior affect the team and its team
members. Thus, for the understanding of these impact on team and team-members,
organizational behavior are analyses. There are various concepts and philosophies which helps
organization to understand the behavior of employees and ways of dealing with employees.

·REFERENCES
Books and Journals
Borkowski, N., 2015. Organizational behavior, theory, and design in health care. Jones &
Bartlett Publishers.
Dipboye, R., 2016. Exploring industrial & organizational psychology: Work & organizational
behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
Publishing.
Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational
behavior. International Journal of Management Reviews. 20. pp.S83-S104.
Gelfand, M.J., and et.al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied
Psychology. 102(3). p.514.
Heinitz, K., and et.al., 2018. Positive organizational behavior: Longitudinal effects on subjective
well-being. PloS one. 13(6). p.e0198588.
Kanfer, R. and Chen, G., 2016. Motivation in organizational behavior: History, advances and
prospects. Organizational Behavior and Human Decision Processes. 136. pp.6-19.
Klotz, A.C., and et.al., 2018. Examining the nature, causes, and consequences of profiles of
organizational citizenship behavior. Journal of Organizational Behavior. 39(5). pp.629-
647.
McShane, S. and Glinow, M.A.V., 2017. Organizational behavior. McGraw-Hill Education.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Pentland, B.T. and Hærem, T., 2015. Organizational routines as patterns of action: Implications
for organizational behavior. Annu. Rev. Organ. Psychol. Organ. Behav.. 2(1). pp.465-
487.
Podsakoff, P.M., MacKenzie, S.B. and Podsakoff, N.P. eds., 2018. The Oxford handbook of
organizational citizenship behavior. Oxford University Press.
Sweeney, P.D. and McFarlin, D., 2017. International organizational behavior: Transcending
borders and cultures. Routledge.
Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational
behavior. The self at work: Fundamental theory and research. pp.72-90.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.