Organisational Behaviour: Effective Teams and Team Development Theories

This assignment explores the concepts and philosophies of organisational behaviour, focusing on effective teams and team development theories. It discusses the key features of effective and ineffective teams, as well as the use of Tuckman's Team Development Model and Belbin Team Roles by IBM. The assignment also examines the path-goal theory and its impact on communication and motivation within the organisation.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................2
ACTIVITY 1....................................................................................................................................3
Effective team v/s Ineffective team........................................................................................4
Team Development Theories.................................................................................................6
Concepts and Philosophies of Organisational Behaviour......................................................8
Analysis and Evaluation of theories..................................................................................11
ACTIVITY 2..................................................................................................................................12
Influence of Culture, politics and power on performance of individual and teams.............12
Content and process theory of motivation and motivational technique...............................14
Covered in PPT................................................................................................................14
Critical evaluation of application of behavioural motivational theories..............................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisational behaviour is basically the study of group and individual's performance and
activities within an organisation. It examines or evaluate human behaviour and culture in a work
environment and analyse its effect on performance, job structure, communication, motivation,
leadership, etc (Alenazi, Muenjohn and McMurray, 2019). Organisational behaviour is directly
concerned with understanding and control of human behaviour which is necessary for timely
completion of work and to achieve the targets. This assignment is divided two task where first
task is based on IBM and second part is on Apple Inc. IBM (International Business Machines) is
an American multinational technology company headquartered in New York and operating in
more than 170 countries of the world. This part of assignment includes an explanation about
effective and ineffective team and for that purpose, use of team development models are made.
Concept and philosophies of organisational behaviour are also included to improve performance
and productivity in IBM.
Second task of this report is based on Apple Inc. which is a multinational technology
company of U.S. headquartered in California. This part includes critical analysis of Apple's
culture, politics and power which is having its influence on behaviour and performance of
individuals and teams. Content and process theories of motivation and motivational techniques
are also included for effective achievements of goals of organisation.

ACTIVITY 1
Overview- International Business Machines (IBM) is a technology company having its
business operations across the world. It basically provides cloud- based services, hardware,
software and cognitive computing. This company is headquartered in Armonk, New York and
also known as 'Big Blue'. IBM is having a vision of becoming World's most successful and
important information technology company. The main objective of IBM is to lead in the creation,
development and manufacture of the industry's most advanced information technology including
computer systems, networking systems, software, storage device, etc. (Inside IBM, 2019).
Team- A group of individuals working together for achieving a common goal or target is
known as team. It mainly consist of two or more members having some complementary skills
and generates synergy through properly coordinated efforts to maximize their strengths and
reduce their weaknesses (Ashkanasy and Humphrey, 2011). IBM has grouped its employees into
different teams to utilise the benefit of combined skills and perspective of employees from
different parts of organisation. There are many kinds of team like functional team, cross
functional team, virtual team and self directed team. In this digital era role and importance of
virtual teams are increasing as they are useful in reducing the cost and time of travel which
improves productivity of firm. IBM is also having different types of teams and virtual teams are
also there to improve the productivity and interaction between employees. Use of
communication technology like email, Fax, video conferencing etc. is made by IBM for
discussions and convey of messages between team members for achievement of common target.
Virtual teams has reduced the geographical limitations through providing a better way of
interaction but it also increased the chances of poor communication or coordination due to failure
of technology.
Effective team v/s Ineffective team
In every organisation, there are some teams which are effective and leads to timely
achievement of goals while some teams are ineffective which lacks in performance thus, not able
to meet objectives on time (Ates and Bititci, 2011). Key features of both effective and ineffective
teams are given below:
Key features of Effective teams
Following are the key features which makes a group of people effective in achieving their
targets on time:

 Clear directions- Team members must receive clear directions to avoid the chances of
confusion and conflicts which helps in increasing the efficiency of team.
 Open and honest communication- Proper channels of communication are helpful in
reducing the duplication of work, frustration and confusion. Open and honest
communication provides confidence in team members thus, they can freely express their
opinion and thoughts which will improve the efficiency of team (Avey, Palanski and
Walumbwa, 2011).
 Time management- Proper utilisation of precious time is necessary for achievement of
task on time and it will also enhance the efficiency of team through motivating them
timely completion of work.
 Common goals- All the efforts of team members should be in one direction and for the
achievement of common goals and this is possible only through proper coordination
between team members which will enhance the skills and performance of team (Balwant,
2018).
IBM provides clear directions to its teams for achievement of common goals. Effective
and open communication channels are also provided to motivate team members for improving
their performance. Leaders of team are also making use of different time management techniques
for timely completion of work, thus, it can be said that most of teams of IBM are effective and
leads to timely achievement of objectives. In this digital era, IBM is making use of different
types of teams, on site and virtual. Use of best technology is made to provide better interaction
and coordination between team members of Virtual team. Clear direction avoid chances of
confusion and conflicts in a team thus, makes team of IBM more effective beside this open and
honest communication build loyalty and commitment in team members which lead to better
support and coordination among teams of IBM. Beside this time management and common goals
motivate team members to remain discipline and dedicated for their work thus, lead to timely
achievement of targets by Teams of IBM.
Key Features of Ineffective teamsInside IBM. 2019
Following are the key features of ineffective team:
 Lack of unity- If there is lack of unity in team members, it will be difficult to take
decision or resolve conflicts which will hamper performance of team.

 Disorganization- Lack of proper co-ordination and organization of resources will reduce
the efficiency of team.
 Ineffective communication- This will lead to ineffective guidance and motivation as it
become difficult to deliver any important information among team members.
 Unclear goals- This will lead to confusion and chaos in team member which will
ultimately effects their performance (Boje, Burnes and Hassard, 2011).
 Inadequate resources- lack of sufficient amount of resources and assets also lead to non
achievement of objectives thus, makes a team ineffective.
Leaders of IBM make sure that their teams work effectively but some time due to
network failure or other technical issue, their virtual teams become ineffective due to lack of
proper communication. Problems are faced managing time difference as virtual teams are
operated from separate places and it is also difficult to mange a team electronically and creating
a cohesive team. Sometimes objective are not meet by virtual teams due to poor communication
and coordination of activities and due to lack of resources also. Lack of unity is the biggest
reason which hamper the performance of a team as it lead to lack of coordination and balance
among efforts made by team members thus, they are not able the achieve the desired goals and
targets. Beside this ineffective communication lead to chaos and confusion which lead to
wastage of resources through duplication of work and create issue of lack of resources which
makes a team less efficient and ineffective.
Basis Effective Team Ineffective Team
Communication Having effective channels of
commination.
Not having proper modes of
communication.
Goals Goals are clearly defined and
all action are towards
achievement of common goals
Goals are not clear which will
lead to chaos and confusion
among team members.
People relationship Team members shares a
trustful, respectful and
supportive relationship (Bolino
and et. al., 2013).
Team members are suspicious,
partisan and having
competitive nature.

Team Development Theories
Use of following team development theories are made by IBM to make its teams more
effective for timely achievement of targets:
Tuckman’s Team Development Model- This model provide 5 stages of development
which play a vital part in building a high functioning team. These stages are described below:
 Forming- This is the first stage where team members are polite and pleasantly introduced
with each other. Under this stage, member's skills, interest, project goals, timelines and
individual goals are discussed by teams of IBM to reduce the chances of confusion in
future. Under this stage effective goals and timelines are set by the IBM that are needed
to be achieved by team of IBM.
 Storming- Under this stage, personal clash and conflicts are analysed by teams leaders
and members of IBM and timely actions are also taken to resolve them to ensure the
effectiveness of team (Carpenter, Berry and Houston, 2014). It is the stage where efforts
are made by IBM to identify and resolve all possible conflicts that might arises among
team members.
 Norming- During this stage, the efforts and strengths of team members are get
appreciated and all the team members of IBM starts contributing with each other and
working as a cohesive unit which will improve their performance. Under this stage IBM
appreciate efforts and skills of is team to motivate and effectively direct its team
members for better performance.
 Performing- It is the stage where all the members of IBM strive to reach as it the stage
where they get actual chance to show their skills and talent. It is the performing stage
where team members feels confident, motivated and familiar with project goals and
targets and can even work without supervision. It is the step where task are actually
performed by the members of IBM in a practical way for achievement of goals.
 Adjourning- It is the last stage after which a project or team comes to an end. But, it is
not necessary that all teams of IBM comes to an end after completion of project (Choi,
2011). It is the step where teams of IBM are dispersed and all the employees move are
back to their previous work
IBM is making use of Tuckman’s Team Development Model to build effective and
strong teams that will enable a organisation to develop a dynamic cooperation and coordination

between employees and team member. This model provide proper orientation and introduction of
team members which makes them aware about strengths and weakness of each other and also
reduce the chances of confusion and conflicts through properly defining the objectives and goals
of project.
Nine Belbin Team Roles- Under this model, 9 important roles of team members are
provided to make a team effective (Belbin Team Role Model Management, 2019). These roles
are further classified in three broad categories which are described below:
Action Oriented role
 Sharper- Team member having this responsibility act as a driver for team of IBM and is
responsible for effective completion of task (Colquitt and et. al., 2011).
 Implementer- This role is allotted to that team member of IBM who can hold the
responsibility of timely application and execution of strategy.
 Complete Finisher- Member having this responsibility plays a important role in
scrutinising and polishing work of other team members and is responsible for quality
control.
People Oriented Role
 Co-ordinator- This role is allotted to the team member who is capable to align the
behaviour of team member with predetermined goals and targets for timely completion of
project.
 Team worker- The team member of IBM having this role is responsible for developing
team spirit and creates positive atmosphere (Day, 2019).
 Resource Investigator- In IBM this responsibility is provided to a team member who is
having the required skills to properly allocate or distribute the resources in team member
to avoid the the risk of insufficient resources in future.
Cerebral roles
 Planet- This responsibility is provided a to a key person of IBM as this person is having
the most important role in developing better and healthy relationship between vendors
and customers.
 Monitor evaluator- This role is allocated to a person who is capable of making unbiased
decisions thus, able to maintain equality between team members of IBM.

 Specialist- These individuals are responsible for bringing in-depth knowledge about key
area in the teams of IBM (De Sanctis, Ordieres Meré and Ciarapica, 2018).
IBM is making use of Nine Belbin Team Roles to improve performance of its teams and
to make them more effective as this theory create balance in a team through proper allocation of
different role and duties on the basis of skills and capabilities of an individual thus reduce the
conflicts and delays. Use of Belbin theory provides a better way to IBM for measuring preferred
behaviour when its employees working within a team and helps in understanding the
behavioural strength and allowable weakness of all employees so that responsibility can be
properly allocated within a team which ensures timely completion of project and achievement of
objectives.
Concepts and Philosophies of Organisational Behaviour
IBM is having more than 366600 employees in around 170 countries having diverse
skills and behaviour thus IBM should make use of reliable method to reduce individual
differences through influencing the behaviour its of employees. Different concepts and
philosophies of organisational behaviour are there which can be used by IBM to motivate and
influence its employees to improve its performance and productivity (Demir, 2011).
Path goal theory
This theory is used by IBM to improve the communication and motivation level within
the organisation as this theory provides more emphasis on leadership style that creates a more
healthier and motivated atmosphere. This theory is classified or divided into three parts which
are explained as below:
Employee Characteristics: Under this phase, leader of IBM is responsible to understand
the characteristics and needs of employees so that proper strategies and practices can be made to
motivate the employees which hellos in improving their efficiency.
Task and Environment Characteristics: Hereby, leaders of IBM are focused towards
maintaining and creating an appropriate workplace environment through providing timely
solution and addressing problems and issues faced by employees while performing their task so
that they can complete their task on due time (Elstad, Christophersen and Turmo, 2012).
Leadership Behaviour or Style: Under this stage most suitable leadership style is
adopted by leaders of IBM to effectively handle the business issues and to properly motivate the
employees. The different types of leadership includes directive, supportive, participative and

achievement oriented leadership style. From theses leadership styles, participative leadership
style is most suitable for IBM as it ensures proper participation and involvement of employees in
decision making.
The path goal theory is helpful in creating an affirmative feeling in employees which
influence and foster their overall efficiency. It creates both positive and negative influence on
behaviour of employees as it inflated motivation and innovation level of employees which
increases their productivity but at the same time can create conflicts and diversion into point of
view of workforce as all individual think differently in different circumstances which can give
rise to conflicts.
Advantages Disadvantages
Provide a flexible way to adopt and take best
decisions as per emergencies and situations
where there is a time constraint.
This theory is undemocratic and fails if the
leader has flaws or inefficient skills as this
theory is having dependence on the leader.
This method is beneficial for IBM as it provide proper analysis of situation and also
provide a flexible leadership style to influence the behaviour of employees as per prevailing
circumstances. The only drawback of this theory is that it completely depends on behaviour and
attitude of leader which can creates delusion and idiosyncratic belief in employees (Glendon,
Clarke and McKenna, 2016).
Social Capital Theory
This theory can be used by IBM for development and accumulation of its human capital
as this theory provide more emphasis on social relationship. This theory treated social
relationship as the most important resource of an organisation thus, emphasis on maintaining
better inter personnel relationship between leaders and employees. Under this theory use of
training and development programs are made to develop high values and better coordination
between employees. Timely rewards are also given to maintain improve performance and
productivity of employees and team members and this also helps in attaining better relationship.
Advantages Disadvantages
This theory provides a generalisable way to all
cultures as it highlights it is an idea present in
It is a complex idea and theory that involves so
many factors that lead to complexity and

all groups. issues.
This theory can creates a positive impact on behaviour of employees of IBM through
developing a network of relationship among its employees and team members which enables
them to perform more effectively. The benefit if this theory is that it helps providing timely tar
inning to improve their skills and also motivate them for better performance to improve the
productivity and performance of whole organisation. The negative impact or drawback of this
theory is that it can restricts or limit the individual freedom as more emphasis is given to social
relationship and team bonding (Huhtala and et. al., 2013).
Contingency theory
This theory states that success of leadership is depends on how well it is contingent or
suitable with current situation. There is no best leadership that can be implement to handle all
situation thus it is necessary that leaders must change its style as per prevailing situation. This
styles is useful for mangers of IBM as it helps manger to adopt the best management style to
motivate its employees on the basis of current context or situation. The main advantage of this
theory is that it provide a dynamic nature of leadership that can be easily change according to the
prevailing situation. It also enhance leadership and decision making skills of leaders and
mangers. The negative aspects of this approach is that it is a complex style of leadership thus,
sometimes it become difficult for manger to handle a situation through using this approach.
Advantages Disadvantages
This approach is dynamic in nature thus, allow
and enables mangers if IBM to make chances
in policies as per the prevailing situations.
Contingency approach is basically reactive in
nature thus, handling a situation with this
approach sometime become complex and
harder.
Analysis and Evaluation of theories
Team development theories like Tuckman’s Team Development Model and Nine Belbin
Team Roles plays a relevant role in maintaining organisational behaviour in IBM. The main
motive of implanting organisational behaviour philosophies like path goal theory and social
capital theory is to maintain a healthy and motivated atmosphere in am organisation to improve

the performance and productivity of employees and team member and for achieving this purpose
use of team development theories is also necessary as it helps in properly building an effective
team which ensues timely completion of work and maintain proper coordination between team
members. Thus, team development theories are very relevant in reducing chances of conflicts
through properly allocating job roles and duties and plays a vital role in influencing behaviour of
employees through creating a better environment of cooperation and co-ordination.
Conclusion
On the basis of description made about the path goal theory, social capital theory and
contingency theory it can be concluded that use of these theories are made for selection of
suitable leadership style for effectively motivating and directing employees. Use of Path goal
theory is made for specifying a leader's style or behaviour that is best fits and most suitable for
the employee and work environment in order to achieve a goal. Use of social capital theory is
made to give importance and provide motivation to its human resource to increase
empowerment, and satisfaction level of employees so that they can become productive members
of the organization. Use of contingency theory is made to have a flexible leadership style that
can be easily modify as per prevailing situation of organisation.
ACTIVITY 2
Influence of Culture, politics and power on performance of individual and teams
Overview: Apple Inc. is a technology company established in April, 1976 and incorporated by
Steve Jobs and Steve Woznaik and headquartered in California. It basically deals in personal
computers, computer peripherals and software. It has adopted a approach of think different to
meet its mission of bringing best user experience to its customers(Apple Inc, 2019).
Organisational behaviour is a concept that provide information about culture and
atmosphere of an organisation which plays a important role in motivating employees and also
effect their performance. The organisational behaviour of Apple inc. and influence of its culture,
power and politics on performance of its individual and team is described below:
Culture
It includes the beliefs, costumes values and different ideologies exists in organisation.
Timely measures are adopted by HR department of Apple inc. to promote an affirmative culture
in organisation that will facilitates proper development and growth of individuals as well as
teams of organisation (Jansen and Samuel, 2014). Apple inc. has adopted an open and accepting

culture and provide relevant freedom to its employees to think differently. The four types of
culture found in
an organisation are as follows:
Role culture- Under this culture manger is having the responsibility of assigning duties
to employees on the basis of their skills, expertise and interest. It is a form of functional structure
which increase the productivity and performance level employees by providing them the job and
responsibility of their own choice and preference. This culture has created a feeling of
encouragement and self sufficiency in individuals and team of Apple inc. thus, have a positive
effect on performance of individual and team.
Person culture: This culture provide more importance and preference to employees
rather than overall goals and objectives of organisation thus, enhance the performance of
individual and team. Under this culture individuals and team member are treated more superior
than organisation thus it has a adverse effect on overall growth and success of organisation. In
Apple inc. importance is given to interest and creativity of employees but they are not treated
superior than organisation al goal and objectives. Application of this culture in Apple inc. can
lead to improvement in performance of team and individual but it can hamper the productivity of
apple as more preference is given to individual rather than organisational goal (Laforet, 2011).
Task culture: This type of culture is best suitable for resolving conflicts between
workforce and mangers as work is properly divided into different task. Appellation of this
culture provides more support from employees and creates a positive working environment.
Task culture can be adopted by Apple inc. to inflate the current motivational and performance
level of its employees and it also facilities timely completion of work without any confusion and
conflicts at workplace.
Power culture: This culture provide maximum amount of power to top authority to take
decisions and form polices. It provides a fast decision making process and better control on
organisation but decrease the creativity and motivation level of employees thus, have a negative
impact on performance of individual and teams. This culture is not suitable for Apple inc. as it
does not facilitates the open and accepting culture in an organisation and also hampers the
creativity and innovative level of employees and develop feeling of discouragement (Larijani and
Saravi-Moghadam, 2018).

In Apple inc. role culture is adopted to create a positive atmospheres where relevant
freedom is given to workforce to facilitate innovation and allocation of role and responsibility is
made on the basis of the their skills and talents which improve their performance levels and
creates a positive impact on their behaviour and attitude. Role task motivates and encourage
individual and team to put their best foot forward without any restriction thus, it facilites open
and accepting culture in Apple inc.
Politics
Politics represent the different procedure, behaviours and human interaction occurring in
an organisation which involves signifiant role of power and authority. Politics affect the overall
output level of organisation and plays a important role in creating a positive and motivated
atmosphere (Mansouri, Singh and Khan, 2018). For providing a better political atmosphere in
organisation use of Chanlat's characteristics of political behaviour is made which includes
personal, decisional, and structural characteristics of a firm. Efforts are made by manger of apple
inc. to engage its people and influence them for better performance. Apple is more concern
towards abilities and performance of its employees thus, it make use of positive political
strategies like providing flexible working hours, sick leaves, facility of rotational shifts and also
taking regular feedbacks and views from employees regarding their work experience. These
facilities creates a positive mindset and helpful in building a healthy relation which improves
performance and productivity of employees. On the other hand, use of strict political tools like
demotions creates a atmosphere of biasness and partiality which adversely effect behaviour and
performance of teams and individualise.
Power
It defines the amount of power possessed or maintain by top management and higher
authorities on confines and different activity of an organisation which can positively or
negatively effect the behaviour and performance of an employee and team. Mainly two types of
power are applied by mangers and authority of Apple inc. to make its employees more effective:
Reward power: Under this type of power, use of reward and recognisation is made to
motivate an employee and team. This a positive side of power where use of many rewards like,
bonus commission, certificate and extra benefits are made to create a sense of responsibility in
individual and team. This creates a positive impact on behaviour and performance of employees
and motivates them to increase their efficiency and productivity (Seong and Hong, 2018).

Coercive power: Under this category use of threats and coercive action are made to force
an employee or team for timely complete their work. Employees feels demotivated and will
remain in tension which will hamper their performance and promotes negative organisational
behaviour.
Apple inc. mostly make use of reward power to motivate its employees for coming up
with new and innovation ideas. It provide an motivate atmosphere to its employees to influence
their behaviour and performance through making use of better incentives and rewards. The main
focus of Apple inc. is on providing job satisfaction to its employees to improve their quality of
work and to enhance innovation in the organisation and this can be done through adopting soft
motivation skills and power.
Content and process theory of motivation and motivational technique
Covered in PPT
Critical evaluation of application of behavioural motivational theories
Behavioural motivational theories are used for manipulating certain behaviours of
employees or to motivate them to perform any particular task. It aim at creating a physiological
pressure or influence through fulfilling need for achievement of a specific goal. Rewards and
compensation are provided by Apple inc. to compensate the efforts, skills and responsibility of
an employee and the role played by them in achievement of objectives (Sheedy, Garcia and
Jepsen, 2019). Use of following two concepts and models are made by Apple for effective
application of behavioural motivational theory:
Reinforcement Theory
This theory aim at providing proper shape to individual and team behaviour in an
organisation. There are four approaches of reinforcement i.e. positive reinforcement,Negative
reinforcement, Positive punishment and negative punishment. Positive reinforcement is used to
provide a positive response to an individual or employee for its better performance and
efficiency (West and Lyubovnikova, 2013). Apple provide immediate parsing and recognisation
to an employees for its good performance to ensure stimulates occurrence of this good
behaviour. Use of negative reinforcement is made to promote teach specific behaviour in an
organisation. Under this something uncomfortable or unpleasant is taken away as response to a
stimulus which exerts pressure on employees to perform well so that the unpleasant thing will be

soon taken away. Apple inc. make use of this method to motivate and improve performance of its
ineffective employees to create a pressure on their mind to m prove their performance.
Punishment includes some corrosive action or threat to exert a undesired pressure on employees
to improve their working. Apple inc. make use of punishment only at the times of adverse
conditions when a employee seems a completely ineffective in achievement of targets and goals
(Tsai, 2018).
Equity theory
This theory is useful in maintaining equality and reduce discrimination in an
organisation. Equity theory focuses on maintaining a right balance between an employee's input
and output at workplace. An individuals satisfaction level and behaviour is directly linked with
the efforts made by them in achievement of goals and the amount of rewards and incentives they
are getting for that efforts. In Apple inc. best salaries, perks, bonus and recognitions is provided
to employees in form of award for their effective and positive behaviour and performance.
Timely actions are taken by mangers of Apple Inc. to avoid discrimination and biasness in
organisation.
The culture, politics and power of Aple inc. is always aim at providing a ethical,
innovative and quality focus organizational cultural to its employees to improve their
performance and effectiveness. It constantly focused on innovation thus provide an open and
accepting culture to provide freedom to its employees to think differently. Apple inc. focuses on
key projects and try to maintain excellence and standard of its product which is possible through
creativity and talent of employees thus, it provide a positive and healthy atmosphere and
organisational culture to its employees to motivate them for more creative and innovative idea
and for that purpose use of timely rewards are also provided (Wagner and et. al., 2012).
Apple is having an effective organisational behaviour and culture but use of some more
flexible leadership styles for better understanding if employees behaviours and skills is
recommended for better results. Proper communication channels can also be implemented by
Apple for providing better motivation and guidance to its employees.
CONCLUSION
From this assignment it can be included that there organisational behaviour provide an
analysis of individual and team behaviour which directly effects their performance and
efficiency. It can be summarised that effective teams are those which achieve their objectives on

time where as infective teams are not bale to meet their targets on time. Different team
development theories are used like Tuckman’s Team Development Model to increase the
efficiency and effectiveness of a team. Use of path goal theory and social capital theory is made
to develop better communication channels and relationship in an organisation and they also
reduce the chance of conflicts and confusion. Culture, Power and politics creates a signifiant
influence in performance of individual and teams. Use of motivational theory like Maslow need
theory and Vroom expectancy theory is made to motivate the employees. Use of reinforcement
and equity theory is made to timely completion of work and to maintain equality and positive
atmosphere and culture in an organisation.

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