Understanding Organizational Behaviour and Leadership Styles

The provided document is a solved assignment that delves into the concept of organisational behaviour, its influence on individual behaviour, and the role of power and politics in shaping workplace dynamics. The assignment also explores different leadership styles, including achievement orientation, and how they can be applied to enhance employee performance and organisational objectives.

Organizational
Behaviour

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Impact of Organization culture, politics and power on team behaviour, individual and
performance................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Influence of content and process theories of motivation and motivational techniques in
attaining set objectives or goals..................................................................................................3
TASK 3............................................................................................................................................5
P3 Effective and ineffective team...............................................................................................5
TASK 4............................................................................................................................................6
P4 Concepts and philosophies of organizational behaviour within organization context..........6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organization behaviour is all about studying human behaviour in order to understand the
way people interact within group and at workplace. However, labour force is responsible for the
success of an organization because all the activities are managed and regulated by staff members
only. In fact, they are liable for managing various business operations in order to attain set
objectives in a defined time frame (Follett, 2013). Starbucks Corporation is an American coffee
organization and having long coffee house chain which was founded in almost 1971.
Furthermore, company have expanded their business by opening almost 28,218 locations across
the world. This assignment is going to highlight the influence of politics, power and culture on
individual and team performance. Along with this, various motivational techniques for
encouraging staff members is also outlined in this project. At last, difference between effective
and ineffective is framed with the help of various theories and models.
TASK 1
P1 Impact of Organization culture, politics and power on team behaviour, individual and
performance
Starbucks is a well-known coffee chain which is famous for its taste and well established
organization at global platform. In fact, it is considered as foremost representative of second
wave coffee by serving distinct types of coffee for their desired customers. Their main objective
is to gain competitive advantage by satisfying large number of users. Therefore, board of
directors of an association always tries to create a peaceful environment at workplace in order to
motivate employees towards their set objectives or goals in a defined time frame (Tannenbaum,
Weschler and Massarik, 2013). However, culture, politics and power of an association have a
major impact on individual, team behaviour and their performance that is discussed as follows-
Impact of power on team and individual
Positive power practiced by supervisors with a target of giving direction and inspiration
to their workers for building their profitability level. It includes different choice taken by
directors, for example, appointing of jobs and duties, giving prizes to superior worker,
acknowledgment of endeavours and so on. Every such choice for the advancement of workers
decreases the staff turnover, non-appearance, high maintenance and so forth. Working conduct of
workforce gets impacted by negative power practiced by managers in order to pressurize
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employees for accomplishing assigned job in allocated time period and whenever they get failed
in doing so, then major actions have taken against them such as; punishment. In this situation it
is apparent that Starbucks have to maintain an appropriate management at workplace for gaining
set objectives or goals in a defined time frame. With regards to hierarchical power, there are
different speculations that can be followed by Starbucks in order influence workforce behaviour
some of which are given as under:
Reward Power: This term is denoted as power which is allotted to an individual with an
objective of giving prizes, advancements, improvement programs and so forth. In Starbucks such
power is practiced by Board of Directors with whom authorization of CEO can reward its
labourers.
Coercive power: As per this element, it is analysed that managers is going to enforce
their employees for accomplishing any activity using their position and post which automatically
effect individuals in negative manner as they feel humiliated at workplace (Moule , Pyrooz and
Decker, 2014). It means, coercive power means higher authority or supervisor uses their
professional authorities for enforcing others that might be team, staff members or any other
individual. These powers are mostly used by managers of Starbucks while doing their job role in
order to fulfil all of their responsibilities either by hook or crook.
Impact of politics:
Workplace politics is a procedure and human behaviour while interacting due to power or
position. It is also consider as office politics and organizational because this means power is used
and social networking within an enterprise for accomplishing changes which benefits the
association or individuals too. But sometime this politics influence the individuals and team
performance of Starbucks in negative manner. For example; higher authority pressurize the
subordinates for doing assigned job role as per their instructions because of personal or
professional reason. Thus, this action shows that some politics is going on at workplace due to
which behaviour of higher authority get changed towards employees or group members. Apart
from this, politics are also used during competition which created by top most managers between
various group members for attaining set targets. Therefore, in order to achieve their objectives all
of them started planning and plotting for beating their competitors. Hence, it has been understood
that politics of enterprise affect the individuals of Starbucks and team in negative as well as
positive too because encouragement towards competition aids in enhancing the performance.
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Impact of work culture on Starbucks can be portrayed through Handy's social typology
show:
Handy's cultural typology model: These theory guides association to pursue a
predetermined culture with various convictions, qualities and standards and so forth that
Starbucks can connected based on market elements. It is additionally ordered into four
classifications which are given as under:
Power culture: As per this element, power which is allocated to bosses having
incorporated command over their representatives. In Starbucks, just couple of individuals are
having such capacity to authority over its workers. It means, in an organization only few
members are having power of who is responsible for handling various subordinates. Below ,
diagram shows the power which is given to few members in circle and liable for controlling
other members.
Role culture: Association having role culture is based on rules that is set by enterprise. It
means, every individuals and staff member is fully aware about their roles and responsibilities
towards organization. However, authorities in role culture are identified by a position of
individual at workplace (Adebayo and Ogunsina, 2011). Basically, decision making process is
very much slow because every individual is aware about their roles and responsibilities and
follows the structure of an enterprise.
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Individual culture: It’s a very unique culture which rarely exists because this shows the
collection of individuals who were working together for attaining similar goals. It means, there is
absence of any specified roles and responsibilities or power of supervisors. Basically,
subordinates feel themselves superior as business is full of people by having same training,
background and expertise.
Task culture- According to this element, there is a formation of team because various
individuals come closer for addressing a specific problems or to handle a successful project. In
this culture, task is most significant factor which directs other employees towards assigned job
role.
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TASK 2
P2 Influence of content and process theories of motivation and motivational techniques in
attaining set objectives or goals
Motivation is a very useful term which aids in enhancing performance of employees for
attaining their personal and professional objectives. Starbucks is a large association hoping to
extend its business to a substantial scale which can be conceivable through the most extreme
endeavours by their representatives. For this, the directors encourage staff members to perform
well through receiving different methodologies and speculations which are portrayed as under:
Content theory: It is known hypothesis which clarifies the variables that causes changes
in requests, needs and needs of human over timeframe. It helps supervisors of Starbucks to
assess such impacting elements which can influence the working conduct of representatives. It
includes persuasive hypothesis which are clarified as under:
Maslow Theory of Motivation: This approach of motivation aids in identifying various
needs of employees in order to encourage them towards their set goals or objectives. It very well
may be additionally comprehended through portraying their five classifications which are done
as beneath:
 Physiological necessities: It incorporates fundamental needs of human without which the
survival will be troublesome such as; Homeostasis, water, sleep, food and shelter. (Young
and et. al., 2015). Basically, this need is considered as foremost physical requirements for
surviving human beings which means that it’s a universal requirement. Therefore,
Starbucks can used this need for encouraging their employees towards set targets because
every person wanted to fulfil their initial need in order to live their livelihood.
 Wellbeing and security needs: It incorporates needs associated with professional
stability, wellbeing and security and so forth which each worker request from their
organisation. After completion of physiological needs of an individual, now people want
to work in a safe and secure environment as well as wanted to live in secure surrounding
at home also. For example; shelter, job security, health and safe surrounding is also plays
crucial role in motivating employees of Starbucks towards their set objectives.
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 Social needs: Every people wanted to fulfil their interpersonal needs and must involves
in a feelings of belongingness. However, this requirement is mainly strong in childhood
such as friendships, family and other social connectivity (Ahrne and Brunsson, 2011).
According to Maslow theory, human requirement is to feel a sense of belogigness and
acceptances in social groups whether the group is small or large.
 Esteem needs: These are the ego requirements or status which people develop with their
status and importance at societal place. For example; most of human being wanted to feel
respected at societal place which includes self-esteem.
 Self-completion: This section means full potential of a person and realization of that
potential such as; there is one parent who wanted to become idea parent (Van- Aaken,
Splitter and Seidl, 2013).
Figure 1Maslow's Hierarchy of Needs
(Source- McLeod, 2018)
Process hypothesis: This is the hypothesis which is connected to assess psychological
and behaviour procedure. Basically, main objective of process theory is system of ideas which
highlights how a firm changes and developed. It incorporates following hypothesis:
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Vroom's Expectancy theory- This approach is first coined by Victor Vroom in the study
of organizational behaviour. Main objective of this framework proposes that an individual needs
to behave in a certain way. However, motivation is a specific product of person expectancy that
specific efforts will lead to intended performance in order to attain set targets and desirability of
achieving that result for individual is known as valence (Foss, 2011).
TASK 3
P3 Effective and ineffective team
Effective team: It is known as that group which contribute their efforts for the advantages
of an organisation with the attain goal to satisfy its needs and predetermine targets. It creates by
tough work, duty towards organisation and lots of efforts.
Attributes of Effective group:
 The primary component of effective group that it must have a collaborative environment
under which each individual can work in proper way.
 The team must have external help and motivation so work can be attain with the help of
outside stakeholders.
 The team must pursue certain guideline of leadership that will give right guidance to
them in achieving their aims and goals.
 They do have unified together duty towards their objective with the goal that each part
must need to follow the same path.
Ineffective team: Such kinds of group are known as unorganised collection of
individuals. They don't have any point and neither needs to implement any course towards their
work. There is nobody up them to give direction to their abilities and capacities (Nordin, 2011).
Tuckman's model: This theory is first coined by Bruce Tuckman in almost 1965 and
states that specific phases needs to be followed by team for developing them such as; forming,
storming, norming and performing. In fact, these stages are necessary for growing the team in
order to polish them for tackling various major challenges as well as encourage them to find
specific solutions.
An appropriate process of developing group is discussed as follows-
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 Forming- In the first phase, all the members of team come closer for understanding the
goals and their targets for further procedure. However, in this stage all the members
behave quite independently.
 Storming- Secondly, every member started to understand each other for gaining trust by
expressing views and opinions in front of each other. Therefore, after working with each
other, they just learn about the styles of performing various members or partners.
 Norming- In this stage, conflicts are getting increased too much and every individual get
aware about the high level of competition. Along with this, accept others and made
efforts for moving on to attain objectives.
 Performing- Now, in this stage all the team members are going to perform for attaining
set objectives or goals. Their main motive is to achieve high level of success by playing
crucial role and perform at high extent
Hence, all the above stages is used by Starbucks for enhancing team performance which
is shown in their high performance and success.
TASK 4
P4 Concepts and philosophies of organizational behaviour within organization context
Path goal theory: It depends on specific leadership style or state of mind that is best
reasonable for staff members and according to their workplace. It is utilized with the end goal to
achieve organisation as well as group targets. The main objective is to improve worker moral,
their capabilities and satisfaction so that they can easily be able to reach at their set targets within
the definite period of time. It depends on theory of hope under which an individual and team of
individuals act in a typical manner which depends on the desire that will assist them with
generating significant result to individual and to the person. It is present by one of the
extraordinary person Martin Evans in 1970. It is that process in which leader has the choice to
pick specific behaviour that are best suitable for an employees. It is followed in certain situation
some of them are mentioned below:
 Identification of staff members and fundamental aspects related with condition presented
in front of them while working together.
 Selection of best reliable leadership’s styles in Starbucks.
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 The major target on motivational viewpoints that will be useful for employee’s
effectiveness as well as its future sustainability.
Path goal theory includes different leadership styles, for example,
 Supportive leadership: This is comprises of increasing the employees confidence and
make them all the more capable towards their activity.
 Directive leadership: It is utilized to figure out which needs will be more successful guide
for the employees to operate as well as perform out their work.
 Participative leadership: This style of authority manage team or individual to advice the
two needs and they anticipated that would offer equal opportunity to utilize their abilities.
 Achievement orientation: Under this, high expectations are shown and expected towards
staff’s members in conducting their work more effectively within Starbucks.
By utilizing this theory, Starbuck can plan their objectives in more viable way. There is
different leadership style which clarified under this project with a proper reason for them. Each
style of leadership is showing ideal result for the organization.
CONCLUSION
From the above report, it has been summarized that an individual behaviour is fully
influenced by culture, power and politics because they are fully surrounded with these factors in
various manner. Therefore, it is essential for an enterprise to create an effective environment at
workplace for encouraging their employees towards certain personal and professional goals or
objectives. Along with this, an appropriate theory helps in analysing that proper stages are
followed by an organization for establishing an effective team for attaining their set objectives or
goals. Hence, it has been understood that concept of organizational behaviour is playing major
role in understanding nature of staff members.
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REFERENCES
Books and Journals
Follett, M.P., 2013. Freedom and co-ordination (RLE: Organizations): lectures in business
organization. Routledge.
Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and Organization (RLE:
Organizations): A Behavioural Science Approach. Routledge.
Moule Jr, R.K., Pyrooz, D.C. and Decker, S.H., 2014. Internet adoption and online behaviour
among American street gangs: Integrating gangs and organizational theory. British
Journal of Criminology, 54(6). pp.1186-1206.
De Board, R., 2014. The psychoanalysis of organizations: A psychoanalytic approach to
behaviour in groups and organizations. Routledge.
Krampen, G., Fell, C. and Schui, G., 2011. Psychologists’ research activities and professional
information-seeking behaviour: Empirical analyses with reference to the theory of the
Intellectual and Social Organization of the Sciences. Journal of Information
Science, 37(4), pp.439-450.
Adebayo, S.O. and Ogunsina, S.O., 2011. Influence of supervisory behaviour and job stress on
job satisfaction and turnover intention of police personnel in Ekiti State. Journal of
Management and Strategy, 2(3), p.13.
Young, W and et. al., 2015. Changing behaviour: successful environmental programmes in the
workplace. Business Strategy and the Environment, 24(8), pp.689-703.
Ahrne, G. and Brunsson, N., 2011. Organization outside organizations: The significance of
partial organization. Organization, 18(1), pp.83-104.
Van Aaken, D., Splitter, V. and Seidl, D., 2013. Why do corporate actors engage in pro-social
behaviour? A Bourdieusian perspective on corporate social
responsibility. Organization, 20(3), pp.349-371.
Foss, N.J., 2011. Invited editorial: Why micro-foundations for resource-based theory are needed
and what they may look like. Journal of Management, 37(5), pp.1413-1428.
Nordin, N., 2011. The influence of emotional intelligence, leadership behaviour and
organizational commitment on organizational readiness for change in higher learning
institution. Procedia-Social and Behavioral Sciences, 29, pp.129-138.
Blomme, R.J. and Bornebroek-Te Lintelo, K., 2012. Existentialism and organizational
behaviour: How existentialism can contribute to complexity theory and sense-
making. Journal of Organizational Change Management, 25(3), pp.405-421.
Online
Maslow's Hierarchy of Needs, 2018. [Online]. Available through<
https://www.simplypsychology.org/maslow.html >.
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