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Organizational Behaviour - Google

   

Added on  2020-11-12

19 Pages5815 Words291 Views
Business DevelopmentLeadership Management
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ORGANIZATIONALBEHAVIOUR
Organizational Behaviour - Google_1

Table of ContentsINTRODUCTION...........................................................................................................................3MAIN BODY...................................................................................................................................3LO 1.................................................................................................................................................3Influences of culture, politics and power on the individual behaviour and team behaviour andperformance at Google ..........................................................................................................3LO 2.................................................................................................................................................6Use of content and process theories and motivational techniques enable effective achievementof goals...................................................................................................................................6LO3 .................................................................................................................................................9Effectiveness of co-operative team........................................................................................9LO 4...............................................................................................................................................13Concept and philosophies of organizational behaviour that influence performance ofemployees.............................................................................................................................13CONCLUSION..............................................................................................................................16REFERENCES..............................................................................................................................18
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INTRODUCTIONOrganisational behaviour is an approach that aims at understanding and managingbehaviour of human resource of organisation (Chumg, Seaton and Ding, 2016). Organisationalbehaviour has various fundamental concepts which is applied by human resource management oforganisations to study and manage the workforce. The main aim of organisational behaviour is tocreate business environment in a way that motivates and encourages employees and also satisfiesthem. Human resource management applies various theories and models to business environmentin order to maintain its culture. Google operates its business in internet-related services such asadvertising technologies, search engines, cloud computing, software and hardware, etc. Google isa multinational company having its business in around world-wide and it is also growing anddeveloping rapidly. Therefore, google requires large number of employees to operates itsgrowing business and business related activities. The study report will analyse the impact of culture, politics and power on the behaviourof others in an organisation. Further, it will evaluate how to motivate individuals and teams toattain objectives and goals. The study report will discuss about an understanding of how to co-operate effectively with others within an organisation. The report also explains different conceptsand philosophies of organisational behaviour. Differences between team and group are explainedin detain in this study report. Belbin's team roles are discussed further in the report.MAIN BODYLO 1Influences of culture, politics and power on the individual behaviour and team behaviour andperformance at Google Influences of culture on employees and team behaviourCulture in an organisation refers to a shared assumption, values and beliefs whichregulates how people behave in the company. Organisational culture influences the behaviour ofemployees to a great extent and it also influences their performance as well. Various culture hasvarious effects on different employees as every one has different perception. The structure andcultured followed by Google influences its employees which leads to achievement or failure oftask or objectives. It includes organisation's philosophies, experiences and values which guidesemployees. Handy's model of organisational culture is discussed below which includes fourvarious kinds of cultures generally being followed by business organisations.
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Power Culture: Organisations following power culture has few rules and regulations needs tobe followed. And power and authority remains with the top management of company andsubordinates needs to report to higher authorities. The lower level of management does not havedirect link with top management which can create problem in business operations and decisionmaking(Davis and et.al., 2015). Google is a multinational and large company and has variety ofactivities to handle, so if it follows power culture, then it will face many issues. Problems andissues having in business operations by lower level of management will not reach directly tohigher authorities and it will also take more time, which can lead to creation of more problemsand will consume more time. Lower level of management or workforce will not be allowed totake part in decision making and give their suggestions which may be helpful in implementingbusiness strategies. Role Culture: Company with a long chain of command generally follow role culture as it isbased on rules and regulations of company. The role culture divides and distributes roles andresponsibilities of employees and sets a clear vision for everyone. Employees focus on followingtheir role and aims at completing the task given to them which leads to avoid team participationand cooperation. Role culture allows top management to have high control on employees andtheir duties. This culture also allows job security and opportunities to employees as it isconcerned with specific role distribution, which leads to performance measurement andappraisal. Task Culture: Task culture is basically for addressing specific problem or issue. Task culturefocuses on limited task and aims at completing that. Therefore, it shifts power and authoritywithin team and organisation accordingly with the nature of task or problem (Macdonald, Burkeand Stewart, 2017). It leads to bring effectiveness and also increases productivity as it focuses onspecific task. Individuals are also allowed to take part in decision making and give theirsuggestion which leads to generation of ideas and strategies. Task culture facilitate teamcooperation as it focus on accomplishment of task and results in positive outcomes. Person Culture: Person culture focuses on organisational objectives and also links it withpersonal objectives of employees. This culture allows employees to get treated with uniquenessand superior in business organisation, as it allows business to focus on employees and theirbehaviour(Shields and et.al., 2015). Person culture works best when linked with other cultures
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