Organizational Behaviour: A Case Study of Vodafone

This report delves into the organizational behaviour of Vodafone, a leading telecommunications company, examining its culture, power dynamics, and political influences. It analyzes Handy's cultural theory and French and Raven's power theory to understand Vodafone's organizational structure. The report further explores content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and Vroom's valence theory, to understand how Vodafone motivates its employees. It also examines Tuckman's team development model and Belbin's theory of teamwork to assess Vodafone's team dynamics and effectiveness. Finally, the report discusses the path-goal theory of leadership and its application in improving employee productivity and performance.

organization behaviour

Table of Contents
INTRODUCTION...............................................................................................................................3
TASK 1..............................................................................................................................................4
P1 HANDY'S CULTURAL THEORY FOR ANALYZING THE VODAFONE'S ORGANIZATIONAL
CULTURE......................................................................................................................................4
M1 THE ROLE OF A LEADER AND FUNCTION OF A MANAGER BY EFFECTIVELY APPLYING A
RANGE OF THEORIES AND CONCEPTS........................................................................................7
TASK 2..............................................................................................................................................9
P2 CONTENT AND PROCESS THEORY OF MOTIVATION.............................................................9
M2 STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO SITUATIONS WITHIN
THE WORK ENVIRONMENT.......................................................................................................11
TASK 3............................................................................................................................................13
P3 IMPROVING THE EFFECTIVENESS OF THE TEAM WITHIN THE VODAFONE BY UTILIZING
THE MOTIVATIONAL TECHNIQUES...........................................................................................13
M3 HOW LEADERS AND MANAGERS CAN IMPROVE EFFICIENCIES OF OPERATIONAL
MANAGEMENT TO SUCCESSFULLY MEET BUSINESS OBJECTIVES...........................................17
TASK 4............................................................................................................................................19
P4 THEORY TO IMPROVE PRODUCTIVITY AND THE PERFORMANCE OF THE TEAMS.............19
M4 RANGE OF CONCEPTS AND PHILOSOPHIES IN HOW THEY INFORM AND INFLUENCE
BEHAVIOUR IN BOTH POSITIVE AND NEGATIVE WAYS...........................................................19
CONCLUSION.................................................................................................................................22
REFERENCES...................................................................................................................................23

INTRODUCTION
Every organization wants a continuous improvement and expansion in the market. The main
objective of the organization is to maintain an effective brand image of their products in the
marketplace. In order to attain this, the management team of the organization needs to
maintain a good organizational behaviour within the workplace. Maintain good communication
with the employees is very important to the success of the business. Every employee wants to
work with the organization which provides a healthy environment for work. So, the effective
organization behaviour is very important for the organization in order to maintain the growth.
There are various elements that are connected to the organizational theories, power, culture,
politics, and concepts of the organizational behaviour (Wilson, 2017). In this report, we will be
discussing these concepts of organizational behaviour. The different motivational techniques
can be used by the organization in order to maintain the healthy structure of organizational
behaviour. Vodafone is one of the leading public limited company which has a very strong
worldwide network. It is a multinational telecommunication company and the headquarters of
Vodafone is situated in London. In this report, we will evaluate about the theories apply by the
Vodafone in order to maintain their organizational behaviour.
In This report, we will discuss the changes occurred in the organizational culture and how the
Vodafone can maintain a healthy organization behaviour with the help of organizational
theories, culture, politics, and power.

TASK 1
P1 HANDY'S CULTURAL THEORY FOR ANALYZING THE
VODAFONE'S ORGANIZATIONAL CULTURE
The Charles Handy expanded his four cultural theories of organizational culture in which he had
focused on the powerful impact of culture on the modern management (Ajzen, 2017). These
theories of Charles Handy helped the Vodafone in leadership and organizational development.
These are the Handy’s four cultural theories:
Figure 1 - Handy’s Cultural Theories
(Source - https://www.tutor2u.net/business/reference/models-of-organisational-culture-
handy)
ROLE CULTURE
According to Charles Handy’s theory of organizational culture, the role culture within an
organization can be detected when the workers of a company are authorized with special
authorities on the basis of their assigned roles within the organization. The organizational
culture of Vodafone follows the theory of role culture which states that position of an individual
in an organization impact the overall growth of the organization (Alvarez, 2018). When the
organizational structure becomes large and strong the role culture of an organization
automatically develops within the workplace.

TASK CULTURE
When a team of an organization are formed to achieve any specific objective or solve any
problem related to any project at that time the task culture used by the organization. Vodafone
is using the task culture because the formation of teams for any task is a very important thing
for an organization (Deresky, 2017). In the task culture, there is no individual power source and
every task can be performed in a group or a team. The task culture helps the employees to
work together as a team and solve the organization problems as a whole.
POWER CULTURE
In every organization, there is a superior who guide and control the employees towards their
work. The power culture implies that in the organization, power is held by some individuals
which are influencing the whole organization with their leadership. Power culture is very strong
culture it can be helpful in the decision-making process and the growth of the organization
(Puchala, et al., 2015). Sometimes power is very important to manage the situation so, the
organization need to apply the power culture to a healthy environment in the workplace.
PERSON CULTURE
Every individual has their own quality and skills which is different from others. These different
qualities make a person unique from the others. An organization which adopts the person
culture is an assortment of individuals who are together for working for the same goal or
objective in the same organization (Power, et al., 2015). Every individual wants to be superior
from others in order to maintain their value in the organization and they will work hard for
achieving this position.
FRENCH AND RAVEN'S THEORY FOR ANALYZING THE VODAFONE'S POWER AND LEADERSHIP
French and Raven's theory mainly focus on the power. According to this theory, power can be divided
into five parts referent power, legitimate power, reward power, coercive power, and the expert power.
It is an important theory for organizational behaviour (Miner, J.B., 2015). The Vodafone is using this
theory for providing motivation to their employees and improving the working techniques of the
organization. According to the French and Raven’s theory organization need an expert for making

different strategies for work and time to time motivation to employees for their better performance and
Vodafone is using these techniques for improvement of working environment and lead the business
with power and expertise.
REWARD POWER
This is one of the most popular powers to motivate the employees towards their work. The company
reward their employees for their work and skills (Certo, 2018). If a person has the capability to achieve
something good for a company so he is the valuable asset for the company so, the company need to
provide some rewards and bonus for their performance. It will motivate the employee and that
motivation will good for the company’s growth.
EXPERT POWER
This is the second most important power of the organization. Not everyone is expert in everything and
everybody has their own qualities and specialities. An organization needs an expert who can help the
company's management in making new strategies and plans according to their projects. The Vodafone is
using this expert power to enhance their working area and position in the market.
LEGITIMATE POWER
This power occurred in the organization with a specific position for a particular situation. A person is
appointed by the company for a specific time period in order to achieve an objective or goal for the
organization. At that time the complete power of decision making is in hand of the particular person but
just for some time. This type of power can be tremendously beneficial for some time period but it can
be left shortly as the title is taken back and given to someone else.
COERCIVE POWER
The coercive power is just opposite of the reward power. With the help of this power, a leader is able to
take required actions against any misbehave. He can control the team members by the ability to take
the things back from them. He has the rights to punish them for their mistakes and charge penalty for
the inappropriate behaviour (Dweck, 2017). In order to achieve rewards, bonus, and power employees
work properly and perform with excellence.

REFERENT POWER
Referent power is something which can be given a particular person for some extraordinary quality.
When a person is having a natural power or he is good at a particular thing this power is given to him by
the organization for completing a specific project or task.
ANALYZING HOW THE POLITICS THE ORGANIZATIONAL BEHAVIOUR AND STRUCTURE OF
VODAFONE
Politics is all about power. It is an agenda which state that every organization is affected by the
politics. The politics of the association can distress the organizational structure and it can
influence the organizational culture as well. The Vodafone's cultural structure can be affected
in the positive or negative way because of the politics. Politics can be formal and informal and it
can affect the individual or a group. There are some kinds of political organizations such as
government organization, the non-government organization (NGO) and international
organization. Every organization faces a different type of politics in their organizational
structure.
M1 THE ROLE OF A LEADER AND FUNCTION OF A MANAGER
BY EFFECTIVELY APPLYING A RANGE OF THEORIES AND
CONCEPTS
CULTURE
The culture affects an organization's team behaviour and performance of the employees. Different type
of people creates a different type of culture because every society has their own culture and up
bringing’s which can affect the thinking of an individual. Culture can be helpful in the decision-
making process and the growth of the organization. But it can also affect the team performance
and behaviour of the employees (Kuratko, 2016). Every culture has some different & difficult
characters that affect everyone in a positive or negative way but the management committee
of the Vodafone should focus on the working structure and select applicants according to their
strengths & weakness.

POWER
Power is one of the most important elements of the organization which help the organization
management in manage and maintain the things properly. The ability to lead someone or
create changes in someone's behaviour is called as power. Vodafone has been using the reward
power technique with their employees in order to maintain healthy relations with them.
Otherwise, it can affect the organization's team behaviour and performance and that will be
not good for the company's growth (Verhoeven, et al., 2017). Any specific individual has the
power to lead all the employees according to their skills so, they should know how to use
power in a negative and positive way.
POLITICS
Politics is based on diplomacy, public affairs, government policies, and negotiation. These
actions aimed at cultivating an individual's position or enhancing power within the organization.
The actions accompanying by the government of the country can affect the business
environment also. There are different types of employees working in the organization every
person has their own perceptions about political changes that can affect the team behaviour
and organizational structure of Vodafone.

TASK 2
P2 CONTENT AND PROCESS THEORY OF MOTIVATION
The Content and process theories mainly focus on the motivation of peoples and it is afraid of
the individual's needs and demands. According to these theories of motivation, there are some
factors which help the company to accomplish the desired goal & impulses the employees to
work hard (Zoogah and Shenkar, 2015). The major focus of Content and process theories is on
the human behaviour and fulfil the needs of customers and give them satisfaction.
CONTENT THEORIES
This theory mainly focuses on the motivation and improvement of human behaviour towards
business goals. These are the different types of content theories:
Maslow’s hierarchy of needs theory
Herzberg’s motivation-hygiene theory
Alderfer’s ERG theory
MASLOW’S HIERARCHY OF NEEDS
Maslow’s theory state that person does not feel higher need until the needs of the present
level have been satisfied. This theory mentioned that an individual has the five basic needs the
first one is physiological needs, such as shelter, clothes, and food. than safety needs for feeling
secure and having the safe environment for living and working (Gardner, 2014). When the
physiological and safety needs are satisfied that an individual wants to complete the social
needs such as society, friendship, family. After satisfying with all these needs an individual
wants self-esteem that involves respect for others, confidence, acceptance of facts etc. this is
the hierarchy of Maslow's need theory.
HERZBERG’S MOTIVATION-HYGIENE THEORY
The Herzberg’s motivation-hygiene theory is also known as the two-factor theory of motivation.
This theory mainly focuses on two types of factors first is hygiene factors like quality of

supervision in an organization, physical working conditions, job security and relations with
others. Motivation factors like promotions, opportunities, achievement, and responsibility.
These factors are leading to satisfaction and dissatisfaction of work.it has been resisted that
Achievement, promotions, respect, are necessary for both satisfaction and dissatisfaction.
ALDERFER’S ERG THEORY
An individual having growth needs like self-actualization, relatedness, and existence needs. It is
a stretched form of Maslow's theory of needs which divides the need of an individual into three
different categories that are needs of Existence, Relatedness and Growth It states that an
individual strives to fulfil more than one need at the same time.
PROCESS THEORIES
The other types of motivation theories which concentrate on the motivation come under the
process theories. These are the different types of process theory
Vroom’s Valence theory
Self-efficacy theory
Reinforcement theory
VROOM’S VALENCE THEORY
Vroom's valance theory mainly focuses on the three factors that are Valence, Expectancy and
Instrumentality. According to vrooms, these three factors measure the person's confidence,
hard work for achieving reward (Wlodkowski and Ginsberg, 2017). It indicates the motivation
level of an individual towards his work. An individual acts according to his belief, anticipated
reward, and his capability.
SELF-EFFICACY THEORY
According to the self-efficacy theory self-evaluation, self-observation, self-reactions, and self-
efficacy are very important for achieving a goal or objective. To effectively attain a goal a person

goes with these cognitive processes. For being successful a person should compare his
performance with the desired performance.
REINFORCEMENT THEORY
Reinforcement can be divided into four parts that are punishment, avoidance, positive, and
extinction. This theory says that you can change someone's behaviour by using punishment and
reinforcement. When a person performs well for attaining organization's objective you give
them reward but when a person repeats the same mistakes and behaving in a negative way
than you have to use punishment and extinction for the stop that behaviour.
M2 STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO SITUATIONS WITHIN THE WORK
ENVIRONMENT
The content and process theories of motivation are really helpful for an organization in
enhancing their work. The Vodafone is using these content and process theories of motivation
to motivate the employees towards their work. If the workers are demotivated from some work
pressure so, these theories are really helpful in motivating them. The motivational level of the
employees of Vodafone can be enhanced by using these techniques. it can help the
management committee of the organization in making a decision. These theories explain the
changing needs of the persons and give techniques for fulfilling their needs.
EFFECTIVE TEAM MANAGEMENT IN VODAFONE
An effective team management is really important for the progress of the business
organization. With the help of motivational techniques such as content and process theories,
we can enhance the work efficiency of the workers. Vodafone needs to create a working
environment in which the employee can grow his skills and knowledge. The business
development of an organization is majorly dependent on their effective and efficient actions
(Peters, 2015). The operations and functioning of the organization are majorly managed by the
manager and leader of the organization. Management includes the actions of developing the
approaches for an organization and identifying objective, mission, rules, procedures, of an

enterprise to contribute to the success of the enterprise. An effective management is only
possible with the team efforts. So, the effective team management is very important for the
growth of the organization.

TASK 3
P3 IMPROVING THE EFFECTIVENESS OF THE TEAM WITHIN
THE VODAFONE BY UTILIZING THE MOTIVATIONAL
TECHNIQUES
Management of the teams of the organization is a main duty of the manager. Motivation is
really important to motivate the employees toward work. There are different types of teams
which are designed & create according to the needs of the organization. All the teams should
coordinate with each other for achieving the organizational goal. Sometimes according to the
requirement, the teams are formed for different tasks. An effective team can achieve the target
for the success of the company (Kapoutsis, et al., 2016). The Vodafone designed a team for a
particular task to achieve the success in the market and the company also uses the motivational
technique to motivate the employees towards effective functioning. There are different types
of the team for a different type of situations such as problem-solving teams, functional teams,
virtual teams, project teams etc.
PROBLEM-SOLVING TEAMS
The main objective to create this team is to solve a specific problem of the organization which is
generally occurred because of the changing business environment. This problem can be internal
or external. The members selected for this team is generally having the qualities of
understanding the problems and solving them with experience and make right decisions.
SELF-MANAGED TEAMS
A self-managed team is made of the persons who is answerable for the most features of
producing a product or distributing a service. This type of teams is formed for making better
decisions for the management operations. The team members have the different type of skills
and knowledge to make effective decisions.
PROJECT TEAMS

This type of teams is formed for any specific project to complete a given task. The teams are
disbanded after their task is completed. The Vodafone manage these type of project teams for
completion of different research projects. The project teams are really helpful in accomplish a
particular task because the team members work with effectiveness.
MODELS OF TEAM DEVELOPMENT
TUCKMAN’S TEAM DEVELOPMENT MODEL
This model defines five steps of group formation: forming, norming, storming, performing, and
adjourning. These steps signify the importance and expected stages of facing problems and
finding their solution (Botke, et al., 2018). According to this model of the team, development
team can deliver the best results. the model says that all the stages have their own focus and
targets for the solutions of the problems.
Figure: Tuckman’s team development model
(http://www.mspguide.org/tool/tuckman-forming-norming-storming-performing)
FORMING
According to this model, Forming is the first stage of the team development. The team is
formed for any specific goal or target and every member of the team will work hard & show

their best behaviour toward the achievement of common goal. At this stage, the employees are
extremely motivated and ready to give the best efforts for work
STORMING
Storming is the second stage of the team development where the employees are really curious
to know about all the functions. This is a challenging stage because conflict can occur between
the employees (Hurrell, 2016). The organizer should give them guidance toward their work.
Everybody look others as a competitor that is the reason why this stage is challenging for the
facilitator.
NORMING
This is the third stage of team development in this step team members resolve their conflicts
and problems. they start working together as a team and maintain trust and understanding
between each other (Whitaker, 2015). In this stage, the leaders of the team encourage the
team members toward the achievement of the goal.
PERFORMING
In this stage, all the team members work together for accomplishing the goal so they perform
better. After passing the three stages of forming, storming, and norming in this stage the team
members perform together and built healthy relations with each other for effective
performance.
ADJOURNING
This is the final stage of team development process. In this stage when the task is completed
and the team achieve their goal so, this is important to celebrate the team’s success (Mathieu,
et al., 2015). After that, the team will be separated this stage also called mourning stage of
team development.
These stages of the Tuckman’s team development model will be helpful in emerging the
effective teams for Vodafone. The leaders and manager of the company can use these stages
for their team development process.

BELBIN THEORY OF TEAM DEVELOPMENT
The Belbin theory of teamwork focuses on the proper planning and teamwork. According to
Belbin, an individual should focus on the task, planning and the project elements. Every person
is good at any particular task a manager should evaluate the quality of that person for the
specific task (Laloux, 2014). According to this theory, the leader for team development must
have these qualities such as he should be a good planner, implementer, coordinator, team
worker, resource investigator, monitor evaluator etc.
This theory is helpful in improving the overall performance of the teams. The Belbin’s theory is
one of them which are broadly used in the organizations for team development.
Figure: Belbin theory of team development
(https://www.ifm.eng.cam.ac.uk/research/dmg/tools-and-techniques/belbins-team-roles/)

M3 HOW LEADERS AND MANAGERS CAN IMPROVE
EFFICIENCIES OF OPERATIONAL MANAGEMENT TO
SUCCESSFULLY MEET BUSINESS OBJECTIVES
TUCK MAN’S TEAM DEVELOPMENT THEORY
This theory is important for the organization in team development for any specific task. The
theory defines all the five stages of formation to the separation of the teams. The Vodafone is
using the Tuck man’s model of team development. The forming is the initial phase of the team
development that concentrates on the accomplishment of the task and designs a team
according to the need of the task. In the second stage of storming the individual show, their
own qualities and outlook towards the task and this is the most challenging stage of the
process. Then in the third stage, the team members follow the rules, regulation and values for
the implementation of the task (Yang and Lim, 2016). Thereafter in the fourth stage, the people
become efficient and they perform as a team. And at last, when the tasks are being completed
the team got disassembled. This model is really beneficial for the Vodafone for accomplishing
the desired goals.
HARD AND SOFT SKILL OF HRM
There are many business approaches for managing the organizational management. Hard and
Soft skills approach is one of them. These are the two broad approaches to human resource
management which are described as follows:
HARD HRM
The Hard HRM focuses on the recruitment of the employees according to the needs of the
business. According to the Hard HRM approach, business planning is very important for
managing the resources and cost of production. In this approach, the leaders treat the
employees according to their behaviour and give them wages according to their performance
(Carley and Prietula, 2014). This approach has adopted by the bigger organization such as
Vodafone. The Vodafone using the Hard HRM approach for controlling the employees and

maintain the business functioning of the organization. It is really important to control the
employees and guide them towards the work for achieving the goal.
SOFT HRM
In this approach, the employees are treated as the most valuable resources of the organization.
According to this approach, every person should treat as his needs. This is a process of two-way
communication that maintains a healthy relationship between the superior and the employees.
Human resource management department of Vodafone concentrate on the reward, motivation,
promotion, and the increments of the employees (Senaratne and Gunawardane, 2015). This
approach focuses on the long-term planning and can be applied to the flatter organizational
structure. With the help of this process, employees are motivated and encouraged towards
their work and ready to take responsibility for the given task.
HARD AND SOFT SKILLS OF HRM ARE BENEFICIAL OR HARMFUL FOR THE VODAFONE
The hard approach of HRM is focused on the decision-making process and expected a cost-
effective workforce for the organization. In this process, the recruitment is unsuccessful
because they adopt the hard procedure for the recruitment of employees (Daft, 2015). All the
decisions are made by the seniors and superiors of the company interference of the general
employees is restricted that is why this leadership style of HRM is not good for the growth of
Vodafone.
The soft approach is adopted by the Vodafone to maintain good relations with the employees
of the organization. By using this approach Vodafone can enhance the work efficiency of the
employees by giving them rewards for their achievements and offer them a good salary. This
approach is beneficial for the Vodafone but it can be harmful if the management taking it too
soft. According to this approach the employees treated so politely and it motivates them in
effective working.

TASK 4
P4 THEORY TO IMPROVE PRODUCTIVITY AND THE
PERFORMANCE OF THE TEAMS
M4 RANGE OF CONCEPTS AND PHILOSOPHIES IN HOW
THEY INFORM AND INFLUENCE BEHAVIOUR IN BOTH
POSITIVE AND NEGATIVE WAYS
There are many researched and tested theories are developed which can improve the overall
performance of the company. These theories can enhance the performance of an individual,
team, or the whole organization (Mezirow, 2018). Path-Goal theory is one of them which are
widely used and it says the efficiency of the managers & leaders in making a comfortable
business environment for the employees.
Figure: path-goal theory
(https://www.pinterest.com/pin/482307441319054659/)
The path-goal theory is based on stipulating a leader's style or behaviour that simplify the
working environment of the organization. The Vodafone is a one of the large organization there
are many employees working in the company. The company can adopt the path-goal theory of

leadership to motivate employees and give them satisfaction through the roles and rewards.
The path-goal theory is based on the vroom's expectancy theory which focuses on the
individuals need and expectations (Carley and Prietula, 2014). As it names says it all this theory
create a path for achieving the desired goal and success. According to this theory, an individual
is selected because of the specific behaviour and skills and then guided by his senior or leader.
There are four kinds of path-goal leader behaviours
DIRECTIVE
Directive leader means a leader who directs or guide others in accomplishing the goals. The
directive leader advises his followers on what to do, how to do when to do, and how to
complete a task. He should be very concern about the given task (Lussier and Achua, 2015). A
directive leader needs to create a good business environment for the employees and direct
them to understanding the situation.
SUPPORTIVE
The supportive leader makes work enjoyable for employees of the organization by showing
them care and concern. This type of leaders is very supportive and friendly with the employees.
The employees also feel good in working with the supportive leaders because they motivate
and encourage them towards their work.
PARTICIPATIVE
These types of leader share every strategy and planning of the task with their employees. They
consult about the task with their employees (Shafritz and Jang, 2015). They involve the
subordinates in making the decision for the effective work and improve the business
functioning. All the subordinates of a participative leader are highly qualified and well trained in
their work.
ACHIEVEMENT
The leader gives challenging tasks to his team members and excepts that they perform at their
highest level. The leader motivates them to achieve their goal and help them to meet the ability

and confidence they have for work. The achievement leaders work in a professional working
environment.
BARRIERS IN EFFECTIVE PERFORMANCE FOR BBC
In the path of better performance of the employees, there are various features that influence
and intercept the operations. There are many views of the professors and the researchers
about the aspects that can increase the employee’s presentation and achieve the objectives
effectively.
There are many factors which can affect the performance of Vodafone. These theories are
helpful for the company to enhance the teamwork and maintain an effective brand image in the
market (Bratton, and Gold, 2017). Sometimes the miscommunication between the seniors and
employees creates conflicts between them and that is not good for the organization's
environment. So, the Vodafone's culture should concentrate on maintaining and manage the
good relations with the employees.
The management of the Vodafone has to develop the newly designed structure that can
maintain positivity among the employees in their workplaces. The changes in the culture of
Vodafone need to analyze the factors that are mainly creating the difficulties so that the growth
of the organization can be continued in future. The company need to maintain the brand image
in the market for competing with others

CONCLUSION
The above assignment of organizational behaviour in context to Vodafone concluded that the
features such as culture, power, and politics influence the overall performance of the
organization. There are many factors which influence the business environment of the company
but with the help of motivational theories like the content and process theories company can
deal with the influencing factors. In this report, we have discussed the Tuck man's team
development model that helps the organization in team building for any specific task. The Tuck
man's team development is a really helpful model for any kind of business organization. We
have talked about the soft and hard skills approaches to HRM and that is really important to
deal with the employees according to their skills and knowledge. An effective management is
really important for the growth of the organization. Moreover, this report depicted that
motivation is a very important source for encouraging the employees and guide them to their
problems.

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