Organizational Behavior Research Methods & Analysis

This assignment delves into the realm of organizational behavior, drawing from various scholarly works including T.A. Allen & J.D. Kammeyer-Mueller's 'General and Specific Measures', A.M. Koenig's 'Leader Stereotypes', C.T. Kulik & M. Olekalns' 'Negotiating the Gender Divide', and E.L. Levine's 'Emotion and Power'. Students are expected to analyze, compare, and critique these studies, applying principles from Locke's Handbook of Principles of Organizational Behavior and considering implications for practical applications in educational settings as per W.A. Owings & L.S. Kaplan.

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Organization's culture, politics and power can influence individual and team behaviour and
performance.................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Content and process theories of motivation...........................................................................3
TASK 3............................................................................................................................................5
P3 Understanding of what makes an effective team, as opposed to an ineffective team............5
TASK 4............................................................................................................................................7
P4 Concepts and philosophies of OB within an organization.....................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behaviour is an important process within a company in which employees
interact with each other and share their views and opinions to achieve specific goals and
objectives. Basically it is based on effective management of workers at workplace so that they
will perform their tasks in order to attain positive end results. With the help of organizational
behaviour, manager creates effective business environment in which all employees work as a
team for attaining common goals (What is organizational behaviour?, 2017). Thus, it is
necessary for enterprise to maintain better behaviour because it largely affect the overall
performance of company. Present report is based on Tesco which is the biggest British
multinational retail company in UK. It sells grocery products to its customers to enhance their
market growth. This assignment includes organization culture, power and politics which affect
the performance of employees. Along with this, various motivational theories are also mentioned
in this report in order to motivate its employees at workplace. Furthermore, various concepts and
philosophies are discussed in this project which are used by management to enhance their
productivity in the most effective manner.
TASK 1
P1 Organization's culture, politics and power can influence individual and team behaviour and
performance
Every organization defines their specific culture which includes norms, beliefs, rules and
regulations. By this, individuals behave in front of other persons and share their views to attain
organizational targets. In Tesco’s context, These types of cultures are as per Handy’s cultural
typology: Power culture: It is one of the important cultures which defines all the systems which are
executed within organization. It directly affects the employee’s relations with group and
team. In this, top authority of firm distribute the tasks among individuals and team. This
culture is based on the entire rules of the firm. Role culture: This culture defines the role within organization so that it is more
importance for the employees to aware all responsibilities to execute their operations at
workplace in order to attain positive outcomes (Coccia and Rolfo, 2013). As per this,
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power is allocated to the persons as per their position as well as roles in firm
(Walumbwa, Hartnell and Oke, 2010). Task culture: In this culture, company defines various tasks and also allocate in different
team in order to find out the better solution of conflict situation. With the help of this,
manager builds an effective team in which different employees are included with their
specific personalities. By this, organization easily attains their goals and objectives in a
systematic manner.
 Person culture: It is a significant culture in which manager of company focuses on
fulfilling the employee’s needs and requirements because everyone wants to see
themselves more creative and unique as compared to another (DeChurch and Mesmer-
Magnus, 2010).
Hence, it is important for Tesco to maintain their culture effectively and also significant
for its employees to aware at workplace so that they can execute all the commercial activities in
more effective way and attain better results.
Politics is an appropriate process which is related with the groups at the workplace. In
context of Tesco, it has information and unofficial politics which affect the overall performance
of the company. In this employees do not based on the politics to attain better position at
workplace because some time it negatively affect their performance level. There are some effects
of politics on worker’s performance. Some of these are as follows: Reduce productivity: Politics is one of the big reasons to decrease overall productivity of
company and its workers. For example: if any employee plays politics then he/she may
get failed in attaining their goals by performing their tasks. It negatively affects the
overall outcomes of company and employees become fail in achieving their targets. Affect concentration: Politics create more difficulties at the workplace so that employees
would not concentrate on the job and reduce reputation in front of their authority. By the
same, they make more mistakes at the time of performing their job. Change the attitude of employees: Politics change the employee’s attitude at workplace
which directly affect their performance negatively.
 Demotivate workers: Due to politics, employees do not get better appreciation towards
their work in which they get demotivated and do not perform their tasks effectively
(Tierney and Farmer, 2011).
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Power is more important for the company because it helps in executing all the operational
activities in most effective manner. In this having power and using this is totally differ because
both are specific in their nature. There are some organizational power of Tesco are as follows: Legitimate power: Under this all the power are comes form a specific position who have
power to formulate their decision at workplace (Taras, Kirkman and Steel, 2010). Reward power: It is an ability in which employees get incentives, rewards as per their
performance level which helps in motivating them.
 Expert power: It is related with some specific skills and knowledge in which employees
who have skills than they perform effectively in order to get long term results in most
effective manner.
TASK 2
P2 Content and process theories of motivation
Motivation is one of the important concept for the business organization to motivate its
employees towards their work so that they put their best efforts in order to attain better results. It
is important duty of a manager to provide motivation to their staff members which helps in
enhancing the productivity level. With the help of this Tecso attain all the organizational goals
and objectives in systematic way. By this company easily set their target and influence their
workers to perform effectively (Griffin and Moorhead, 2011). In this context, manager use
various motivational theories which helps in improving the employees performance at
workplace. All these theories are as follows:
Content theory: These theories are one of the important because it focus on the person needs
and requirement which helps in motivating them at the workplace. It include job satisfaction and
rewards system which is getting by the employees as per their performance level. If they attain
these motivation than they easily perform their activities and if they are not achieve than they
fails in getting better results. Along with this, Tesco manager use these various content theories
within their organization are as follows: Herzberg's two factors theory of motivation: This hypothesis is an effective which
helps in satisfying employees at the workplace which leads in motivating them and also
enhance their productivity level. Basically it is related with job satisfaction and job
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dissatisfaction of an individual (Singh and Singh, 2010). It include two factors which
helps in improving their performance level are as follows:
◦ Hygiene factors: These factors are related with the job of the person in which it is
important to exist better motivation at workplace. This factors does not always define
the positive satisfaction but in absence of these factors employees are dissatisfied
towards their job (Paillé and Grima, 2011). So that it play important role at workplace
for motivating all the workers. It include various factors such as pay, company
policies, fringe benefits, physical working conditions, status and interpersonal
relation. With the help of this employees get more motivated and satisfy with their
job.
◦ Motivator factors: Under this, it is related with positive satisfaction of the job. It
motivate the workers for attaining the superior performance level at workplace.
Basically it define additional benefits to the employees which is a cause of motivated
them. It include various motivational factors such as recognition, sense of
achievement, responsibility and growth and promotional opportunities. All these
helps in positively motivate the workpiece towards their job position so that they
enhance their productivity level. Maslow's need hierarchy theory: It is also important for every individual to enhance
their motivation level in appropriate manner. This theories include various categories are
as follows:
◦ Physiological needs: It is one of the basic needs which is important for individuals to
survive their life. Without these no body can motivate as well as able for performing
their activities in effective manner (Haslam and et.al., 2014). It include Food, clothes,
shelter and water.
◦ Security and safety needs: This is also a basic needs which comes after physiological
needs in which every individual wants their job security and also include their safety
needs such as health and safety, financial security. With the help of this person get
motivated and enhance their performance level by executing their operational
activities.
◦ Social needs: Under this, person wants to share their relations because it define
family, love, community groups which play important role in motivating the
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employees in developing their growth (Owings and Kaplan, 2012). Social needs are
also important for the person to motivate themselves because it helps in maintaining
strong relationship.
◦ Esteem needs: It play important role which comes after three basic needs in which
individuals wants to get respect, appreciation with other person so that they
effectively increase their reputation at workplace (Locke, 2011). By satisfying these
type of needs person easily get motivate and perform their activities appropriately.
◦ Self actualisation needs: It is last but most important to increase motivation level of
an individuals. In this employees are full motivated because they fulfil their all needs
and also attain higher growth in appropriate way.
Process theory: It is also an important theory which measure human behaviour and needs. It is
related with the person performance because it is depend on what is motivation in which
individuals put their efforts to attain the goals. As per this motivation is the end results of the
interaction among situation and individual performance.
 Behavioural psychology: It is an important theory which is related with the person and
its mind because it define the employees behaviour such as their opinion, views and
action on the basis of specific situations (Hershcovis, 2011). In Tesco organization large
number of employees are work in which they has their specific skills and abilities. But all
are work as a team to attain a common goals and objectives in appropriate manner.
TASK 3
P3 Understanding of what makes an effective team, as opposed to an ineffective team
Formulation of team is more important for an organization which directly contribute in
overall success of the company because they perform their operational activities. In team various
members are comes together for a common purpose in which they also have their own skills and
capabilities. By this company effectively execute their operational activities in order to attain end
target in mos effective manner. Along with this, leader play important role in leading them so
that they improve their working style at the workplace. By this Tesco build appropriate team to
attain overall goals and objectives which directly impact on overall performance of the company
in positive manner. The main aim of building the effective team is to enhance their productivity
by executing the various activities. Every team build for a particular reason which can be
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permanent and temporary (Levine, 2010). In context of Tesco, number of teams are work within
the organization which are as follows: Functional team: It is framed by the manager of Tesco to execute their specific plan
within a appropriate time scale. In this managers are highly responsible to allocate all the
task to team members to attain all the set results ( Lazaroiu, 2015). Along with this
managers are play important role in managing employees activities by providing them
better direction so that they effectively perform the task in significant manner.
◦ Importance: The main benefits of function team is to save time and cost which leads
in increasing the productivity level of the company in most effective manner. With
the help of this team manager also ensure optimum utilization of available resources
in order to achieve organizational targets. Under this all the team members are share
their views and opinion to evaluate the better solution of the problems. Problem solving team: As per its name, it is build for a resolve specific problems which
arise within the organization. In this all the team members are undertake research to
identify the cause of a problems which helps in find out the better solution. For this
employees also gather all the relevant information which helps in resolving the problems
in appropriate manner (Huang and Bond, 2012).
◦ Importance: One of the important benefit of this team is to identify best solution
because all the members are having specific skills which helps in overall success of
the company. By this manager easily resole critical problems in most effective
manner. Virtual team: This team is totally different form other team because in this all the
members are belong various location and do not meet face to face. So that they use
internet for perform their activities. In this they use video conferencing to communicate
with each other and attain all the targets in effective manner.
◦ Importance: The main benefit of virtual team is to save time of all the team members
because they use social website as well as platform in which they easily improve their
qualities to perform task. By this team manner attain its set target in systematic
manner. Project team: It is also important team which is formed by manager to complete specific
project in appropriate time frame (Kulik and Olekalns, 2012). Under this all the team
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members analyse the whole project and tries to determine new ways to improve
efficiency which leads in completing all the task in most effective manner. Along with
this, it is important for members to have required knowledge to perform their task to
complete the project in appropriate manner (Koenig and et.al.,2011).
◦ Importance: The main benefits of this team is to determine new and innovative
process as well as way which helps in executing the project in most effective manner.
By this employees easily enhance their skills and knowledge which leads in
increasing the profitability level of the company in appropriate manner.
All these team are more effective for Tesco organization to attain the overall success at
market place. In this skills and abilities of team members are totally differ from each other which
is a reason to make an effective team. In this leaders are also important to lead them effectively
so that they can able to attain their target in appropriate time period (Huang and et.al., 2010).
TASK 4
P4 Concepts and philosophies of OB within an organization
Every organization use various concept and philosophies of organization behaviour to
improve their overall performance in market place. In this manager of Tesco use several
motivational theories to motivate their workforce to improve their performance level. By this
manager influence their employees to perform their task in most effective manner and attain
positive results. In this manager use path goal theory which is related with the leaders style and
their behaviour. With the help of this manager distribute task according to the employees
capabilities so that they easily establishes their target in appropriate way. Along with this, path
goal theory helps in enhancing the employees productivity at workplace so that they attain their
target and also improve their working style. Because the main goal of this theory is to increase
employees motivation and satisfaction in which they easily attain their specific target. Basically
this theory is based on Vroom expectancy theory. Under this leaders identify the behaviours of
individuals which is related with the needs and working style. With the help of this they attain
better goals and objectives form their employees and also improve their performance level in
most effective manner. One of the main advantage of using this theory is to remove all the
obstacles and attain clear goals in significant manner (Judge and Kammeyer‐Mueller, 2012). In
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this context, there are some main barriers which directly affect the overall performance level of
the employees. Which are as follows: Negative work environment: This can put high impact on productivity and profitability
of TESCO. Conflicts in between employers and employees can create a environment bad.
Loss of interest of members while working, promotion of an individual and not of others
are examples of negative work environment (Joseph and Newman, 2010). In TESCO
there were some cases happened in past which affected goodwill of it in front of outside
world which putted TESCO in a situation of heavy loss. Harassment and bullying: Employee or senior harass juniors or freshers at working
place can create a unsupportive environment. Govt. of United kingdom made some laws
to keep environment neutral or positive at working place which every company that
comes under Government of UK has to follow the rules and regulations that has been set
by them. Harassing can put a person behind the bars or also can charge in a huge amount.
Here TESCO also needs to follow every single laws which can also improve employee
relations and keeps the environment healthy at work place.
 Discrimination: When employers don't interacts in the same with every single employee
and judge them according to their age, gender and colour this can majorly reduce the
productivity of that individual which also affects the profitability of company. In an
organisation every staff member is important, where equal rights should be given to
everyone.
To remove this Govt. made an act named as “Equality act 2010” where in all enterprises
equivalent rights has been to employees. After this most of the firms felt enhancement in the
productivity (Johns, 2010).
Hence, all these are negatively affect the performance of the business and its employees.
That is why Tesco manager use effective philosophies and concept to motivate their workers and
also enhance their productivity level in most effective manner.
CONCLUSION
From the above report, it can be summarized that organization behaviour (OB) is an
effective study in which manager gathers information about employees who work within
organization as a team and individual. It has been assessed that OB helps in enhancing the
overall performance of company and its workers as well. Along with this, organizational culture,
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power and politics directly affect team and individual performance. Thus, it is an important
responsibility of manager to use right power and culture within organization in order to increase
productivity of workers in the most effective manner. In this various motivational theories are
also to motivate their workers toward its task so that they effective attain organizational goals
and objectives in systematic manner. Further, concepts and philosophies of OB also help in
achieving the end results of firm.
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REFERENCES
Books and journals
Coccia, M. and Rolfo, S., 2013. Human resource management and organizational behavior of
public research institutions. International Journal of Public Administration. 36(4).
pp.256-268.
DeChurch, L. A. and Mesmer-Magnus, J.R., 2010. The cognitive underpinnings of effective
teamwork: a meta-analysis.
Griffin, R.W. and Moorhead, G., 2011. Organizational behavior. Cengage Learning.
Haslam, S. A. and et.al., 2014. Social identity at work: Developing theory for organizational
practice. Psychology Press.
Hershcovis, M. S., 2011. “Incivility, social undermining, bullying… oh my!”: A call to reconcile
constructs within workplace aggression research. Journal of Organizational Behavior.
32(3). pp.499-519.
Huang, X. and Bond, M. H. Eds., 2012. Handbook of Chinese organizational behavior:
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Huang, X. and et.al., 2010. Does participative leadership enhance work performance by inducing
empowerment or trust? The differential effects on managerial and non‐managerial
subordinates. Journal of Organizational Behavior. 31(1). pp.122-143.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behavior. 31(4). pp.519-542.
Joseph, D. L. and Newman, D. A., 2010. Emotional intelligence: an integrative meta-analysis
and cascading model.
Judge, T. A. and Kammeyer‐Mueller, J.D., 2012. General and specific measures in
organizational behavior research: Considerations, examples, and recommendations for
researchers. Journal of Organizational Behavior. 33(2). pp.161-174.
Koenig, A. M. and et.al.,2011. Are leader stereotypes masculine? A meta-analysis of three
research paradigms.
Kulik, C. T. and Olekalns, M., 2012. Negotiating the gender divide: Lessons from the
negotiation and organizational behavior literatures. Journal of Management. 38(4).
pp.1387-1415.
Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in
Law and Social Justice. 7(2). pp .66.
Levine, E.L., 2010. Emotion and power (as social influence): Their impact on organizational
citizenship and counterproductive individual and organizational behavior. Human
resource management Review. 20(1). pp .4-17.
Locke, E. ed., 2011. Handbook of principles of organizational behavior: Indispensable
knowledge for evidence-based management. John Wiley & Sons.
Owings, W. A. and Kaplan, L. S., 2012. Leadership and organizational behavior in education:
Theory into practice. Pearson.
Paillé, P. and Grima, F., 2011. Citizenship and withdrawal in the workplace: Relationship
between organizational citizenship behavior, intention to leave current job and intention
to leave the organization. The Journal of Social Psychology. 151(4). pp.478-493.
Singh, A. K. and Singh, A. P., 2010. Role of Stress and Organizational Support in Predicting
Organizational Citizenship Behavior. IUP Journal of Organizational Behavior. 9(4).
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Taras, V., Kirkman, B. L. and Steel, P., 2010. Examining the impact of Culture's consequences:
a three-decade, multilevel, meta-analytic review of Hofstede's cultural value
dimensions.
Tierney, P. and Farmer, S. M., 2011. Creative self-efficacy development and creative
performance over time. Journal of Applied Psychology. 96(2). p.277.
Walumbwa, F. O., Hartnell, C. A. and Oke, A., 2010. Servant leadership, procedural justice
climate, service climate, employee attitudes, and organizational citizenship behavior: a
cross-level investigation. Journal of Applied Psychology. 95(3). p.517.
Online
What is organizational behaviour?. 2017. [Online]. Available through.<https://www.css.edu/the-
sentinel-blog/what-is-organizational-behavior-learn-more-about-the-human-side-of-
business.html>.
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