Organizational Behaviour: A Study on Hewlett-Packard and Mega Solution

The provided assignment is a study on organizational behaviour in the context of Hewlett-Packard (HP) and Mega Solution. The document includes a list of references from various academic sources, including journals, books, and online resources. It appears to be an assessment or project for a university course, possibly Unit 12: Organizational Behaviour. The content covers topics such as team roles, leadership, performance management, and organizational culture. The student's name is P1039814, and the document includes illustrations of various concepts related to organizational behaviour.

PROJECT SUBMISSION FORM
:
 I a m t h e a u t h o r o
disclosed and acknowledged in this project.
 I also certify that this project was prepared by me specifically for this course.
 I certify that I have taken all reasonable precautions to make sure that my work has not
been copied by other students.
 I confirm that I have understood the College’s regulations on plagiarism.
 I confirm that research resources are fully acknowledged.
Student Name
Student ID P1039814
Assessor Name
Qualification
Unit Number & Unit
Title
Unit 12: Organizational Behaviour
Project Title Organizational Behaviour: Hewlett- Packard and Mega Solution
Date of Submission
Plagiarism

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of organisation's culture, politics and power on individual, team behaviour and
performance............................................................................................................................1
M1 Organisation's culture, politics and power influences individual, team behaviour and
performance............................................................................................................................4
P2 Evaluation of content and process theories of motivation................................................4
M2 Effective application of behavioural motivational theories, concepts and models..........7
D1 Relationship between culture, politics, power and motivation.........................................7
TASK 2............................................................................................................................................7
P3 An effective team and ineffective team.............................................................................7
M3 Theories to support the development of dynamic cooperation......................................10
P4 Philosophies of organisational behaviour......................................................................11
M4 Concepts and philosophies of organisation behaviour inform and influence behaviour12
D2 Relevance of team development theories.......................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
While working in an organisation, it is necessary to understand each other's behaviour
and maintain a healthy working environment, for which it is needed to adopt and understand
significance of organisation behaviour. It helps in understanding interpersonal relationship that
employees share with each other and with their higher or lower subordinates (Thomson and Van
Niekerk, 2012). In this project, the importance of organisation behaviour will be analysed in
context with two different companies that is Hewlett- Packard which is a multinational
information technology company that develop and provides a wide variety of hardware and
software related services. Whereas other company is Mega solutions which is a multinational
company that manufacturers and supply computer software. However, this report focuses on the
significance and appropriateness of organisation's behaviour as well as different theories to make
organisation's environment more effective. Apart from this this project flashes different team
development theories to increase productively of company.
1

TASK 1
Hewlett Packard Company Overview
Hewlett Packard (HP) is a company that was established in …..by…….
HP business scope is technology, their first product was a printer; since them HP kept improving
and developing its business strategy and products accordingly to be one of the main producer of
technology today with global presence. HP have different products, such as printers, laptops,
Tablets, PCs Desktops and more.
Critical Analysis of The Impact of HP Culture, Politics and Power on Individual, Team
Behaviour and Performance
Employees behaviours, whether as an individual or team, plays a vital role for HP company to
effectively achieve its objectives. Achievements of the organization goal fully dependable on the
team members and their behaviour. An effective individual and team behaviour leads the
company towards the increase in the level of growth in the form of revenue generation. If
changes take place in organization culture, politics and power, then it has a great influence on the
working performance and the team behaviours of the employees.
HP Culture and Its Impact on Individual and Team
Organization's culture refers to the beliefs, values and different approaches of interacting with
each one in a company. In a HP company if there take place any sudden changes in the
organization culture, it has a great impact on the behaviours of the team members. Changes like
the change in company rules and regulation, change in the vision of the company, changes in the
language habit, beliefs and assumptions (Wood and et. al., 2012). According to Haydn's, culture
are of four types:
2

Person culture- In a organization, person culture do exist it is collection of workers who
work for the organisation, and think themselves as a unique employee among others in a
company. For example the Service department of the HP company believe that there is no one
except them who have the capability of servicing , if there arises any machinery problems. Such
culture have a negative effect on the relationship of employees and the organization.
Task culture- In a company task culture exist when the employees are addressed to some
progress projects and some specific problems. Task culture play a important role for the HP
company, as in this all the members of the company have to perform the particular task by
working in a team. Thus it will aid in improvement of individuals behaviours and increase in the
performance level of the company.
Role culture- In this type of culture roles are assigned to each one handling them with
their responsibility and task as per their position. For example; manager of HP company plays its
own role like managing overall organization working environment. Similarly, each members of
the company plays their role for the benefit of the company. As a result, the relationship of each
one with each other’s within the organization get improved, and it will increase the performance
level of the company.
Power culture- It refers to the power which lies with only few of them within the
organization and their influences are spread throughout the whole organization. For example, the
assistant manager of HP company has the power to easily influence, motivate and encourage
their subordinates in achieving the target goals of the company. Hence, the practice of power
culture in the company have a positive impact on the individual’s behaviours as they get
encouraged to work for the company and indirectly it will also lead to increase in working
performance level of the organization.
The HP approach is known as “The HP Way”, which is based on the established shared values of
the organization; which is founded on:
 “Passion for customers: We put our customers first in everything we do.
 Trust and respect for individuals: We work together to create a culture of inclusion
built on trust, respect and dignity for all.
 Achievement and contribution: We strive for excellence in all we do; each person's
contribution is critical to our success.
3

 Results through teamwork: We effectively collaborate, always looking for more
efficient ways to serve our customers.
 Speed and agility: We are resourceful and adaptable, and we achieve results faster than
our competitors.
 Meaningful innovation: We are the technology company that invents the useful and the
significant.
 Uncompromising integrity: We are open, honest and direct in our dealings”1
The critical analysis of the HP approach shows that the company built its culture on recognition
of the vital role of its employees, here we find David Packard sating “It is necessary that people
work together in unison toward common objectives and avoid working at cross purposes at all
levels if the ultimate in efficiency and achievement is to be obtained”. In fact, the stated in line
with the adopted approach of the company “The best possible company management is one that
combines a sense of corporate greatness and destiny with empathy for and fidelity to the average
employee” and “Set out to build a company and make a contribution, not an empire and a
fortune”; which is motivating approach as per Vroom theory of Motivation, employees need to be
recognised as human being cared about rather than doers only. Accordingly, employees will be
motivated in the way that their performance will be high and so the job quality leading to job
satisfaction.
Furthermore, HP opened the door for innovation as its approach here is “Happiness and success
comes not from wealth but in the freedom to be yourself” as well as “Never be afraid of
abandoning one idea, no matter how much time you’ve invested, if a better one comes along”.
The impact of this approach is quite positive; it is motivating, as all motivational theories agreed
on one main rule “increase pleasure and reduce pain”. In the same context, this approach opens
the door for the employees to think differently and be innovative, as a motivating factor HP will
invest in the good innovative idea. This in return will push the employee to develop themselves in
different directions and levels, and hence, improvement in the quality of work leading to high
performance culture throughout the organization, as it is a motivating behaviour that will spread
across all employees.
1 http://www.hp.com/hpinfo/abouthp/values-objectives.html
4

However, such approach should be accompanied with the right management style to ensure the
end result, by directing, mentoring, coaching, training and controlling the development of ideas;
otherwise, if an employee works quite hard on the development of an idea and the outcome is
negative, the employee will be demotivated and hence this will set-up negative impact on the
behaviours of the other employee. It will put them off trying.
Organization politics: It refer to the culture where unjustifiable behaviour of employees
takes place in a organization in order to get those benefits which are not under their control.
Organization politics has a tremendous impact on team behaviour and their performance, like
there are some workers in HP company who doesn't prefer to do hard work, they usually depend
on nasty politics behaviour. So such practices create negative impact on the working
performance of individual and their behaviours. There are several effects of politics on HP
organization like:
Overall productivity decreases- Politics tends to decrease the level of output and the
person who tries to play a politics in a company do less of work. For example; a HP company
give rewards to the high position holder, so in that case low position holder will feel insecurity
and they will prefer to less of work for the company. Thus it will result in the form of failure in
achieving their goal and indirectly productivity decreases (Shah and Ghulam Sarwar Shah,
2010).
Spoils Ambience- Practice of politics by the members of HP company lead to the
negative working environment. Additionally, the relationship of each individual get break down.
This it will have a great impact on the team behaviour, as they will stop trusting each other and
as result organizational performance level will tend to decrease.
Changes in the attitude of workers- The efficient employees even lose their interest
due to the political environment, as result it lead to changes in the employees attitude. If the
perception of each worker changes about each other within the company, thus such changes in
attitude of worker will impact on the team behaviour and lead to decrease in organization
performance level.
Increase stress- Employees in a organization fails to trust each one, when such politics
practice are being adopted in order to get work done from others. This type of politic practice
5

create stress in a individual which indirect effect the team behaviour in the form of break down
performance of the Hewlett Packard company.
Organization power: HP company consist a number of subordinates and their superiors,
each performs their own duties and responsibilities aside which they exercise more and less
degree power. There are mainly four types of power which the individuals exercise within the
organization and it has a great influence on team behaviours and their performance.
Legitimate power- It also refers to as positional power. Such power are assigned
according to the position the individual hold in the company. If the position of one of the team
member disappears then the subordinate will stop following you because they were respecting
the position that a individual hold not the person. So legitimate power can influence in a greater
way to the team performance and their behaviours.
Expert power- This power has a positive influence on the team members, as individual
who have such powers are known for solving critical problems. If among the team members one
of the exercise such power then it will result in greater benefit in the form of increasing
efficiency and productivity for the company.
Referent power- This type of power proves to beneficial for the HP company, as such
type of power is essential for the growth of the company. This power arises through personnel
connection that a individual have with high power holder in the organization. (Sailer, 2010).
Coercive power- Excise of Coercive power in a HP company result in negative impact
on the team behaviour and their performance. If the subordinate uses such power to influence
other to do work by the way of punishments, threats then it may lead to turnover of employees.
Reward power- This type of power can influence the HP organization team behaviour
and their working performance in two ways. If the company uses this power in order to motivate
and encourage workers to do more and more of work for the organization, then it will have
positive influence in the working performance of the individuals. Similarly If this power is
applied keeping in context favouritism factors, then it may lead to demoralize the individuals
working performance and the team behaviour.
M1 Organisation's culture, politics and power influences individual, team behaviour and
performance
Work culture, politics and power in a company largely impact its organisational behavior
and performance. The work cultures such as person, task, role and power culture influences its
6

because it act as control system, social glue and sense-making factor which resulted in effective
employee's well-being as well individual and team performances as their performance and
organisational growth. Politics in organisation, impacts its team performance and results into
lowering down its overall productivity. Bad political situation in business environment spoils HP
company's working atmosphere by increasing stress that will bring change in attitude of
employees. Similarly power also impact business operations as well as individual or team
behaviour in such a way that it directly influences company's productivity and performance.
Organisation's culture, politics and power can create positive or negative impact on a business
(Robbin Happiness and success comes not from wealth but in the freedom to be yourself.s and
et. al., 2013). If it is applied and maintained equally for all employees at HP it will positively
influence productivity of a company, where as bad culture, politics and power of HP will
resulted into low motivation among employees and high turnover rate among them.
P2 Evaluation of content and process theories of motivation
Motivation is an important function for organization to improve workers performance at
workplace. It refers to encouraging and to providing guidance to employees so that they they feel
motivated towards the company goals and objectives. Hewlett Packard company mainly focus on
two basic theory of motivation; content and process theory.
Content theory: This theory mainly signifies what are workers needs like Maslow theory.
Maslow theory: This theory was developed by Abraham Maslow in 1940s. It is the one
which focuses on the needs of the employees working in company. The HR manager should look
after their workers and ensure that all of the needs are getting fulfilled. This may aid in
improving workers motivation towards the allotted task and goals (Suppiah and Singh Sandhu,
2011). They categorised the needs into five categories which are as follows:
Psychological needs: This include the basic needs which are essential for individuals to
survive in the world. Food, shelter, cloth, water and sleep all these are basic needs. Its the
responsibility of HR manager of the HP company to take into consideration their basic needs and
accordingly set their salary so that they can motivate them, in order to accomplish company
objectives.
Safety and security needs: Every employees in a HP company needs a secure source of
income, health safety and personal security. So its the duty of HR manger of HP company to full
7

fill their safety and security needs like safety of income, health and family insurance,so that they
feel safe in the company and get motivated to work for the company. Thus this will aid in
revenue generation and will result in the form of success for the company
(Source: Maslow Theory, 2018)
Love and Belongingness needs: This needs also plays an important role in itself. Every
employees working in a HP company want to interact with the social groups and want to feel the
part of the company. Thus it is important duty of HR mangers to make them feel that all are just
like a family members specially to the one who feel lonely and depressed in order motivate them
to get work done. It will result in achievements of the organization objectives and goals. (Rao,
2010).
Esteem needs: This need is divided into two parts; lower esteem needs and higher esteem
needs. Lower esteem needs refers to need of respect from others. Every workers in a
8
Illustration 1: Maslow Theory. 2018

organization must give and receive a respect from each others. On the other hand, higher esteem
needs which means the need of self respect. It the responsibility of the HP company to ensure
that they doesn't hurt self respect of the employees in a company. If they get proper working and
friendly environment it will motivate the employees to work for the company This will aid in
fulfilling the objectives of the company in the form of revenue generation.
Self-actualization needs: Every workers working in organization, need grow and develop
their capabilities to the fullest potential. The HR manger of the HP company must give their
employees the opportunities to take their own decision by giving them the challenging task so
that they can know where they stand in the company. This it will help the employees of the
company in the overall self development and growth to full potential level. It will indirectly
helps in the development of the company and as a result this factors will motivate the employees
in achieving the objectives of the company. (Mester and et. al., 2018).
 Benefits of Using the Theory
Theory of Maslow's is appreciated for various reasons. It helps managers in acknowledging
different methods which can be used to encourage workforce. Moreover it is a theory which can
be easily understood.
 Limitations of The Theory
Though this have various reasons to be appreciated, they do have many limitations. One of major
issue is that it has deficiency of direct effect and cause relationship among behaviour and need.
Another issue can be that many a times there are chances when a person himself is not aware
about its psychological need.
Process Theory: This theory focuses on how human behaviour is motivated and what factors
can influence a employees motivation. For example Vroom's Expectancy theory explains about
how the efforts and performance have positive correlation in motivating employees towards the
goal.
Expectancy theory: This theory was proposed by Victor H Vroom in1964. It emphasizes
on relating the reward directly to the performance of the employees. The workers of the HP
company gets highly motivated when they receive the reward on the basis of their performance
level. Thus this factor motivate the employees of the HP company to increase the performance
level and to get specialized in their workplace (Llewellyn. and Hindmarsh, 2010). Vroom's
9

emphasizes to explain motivation in terms of four main variables instrumentality, valence and
Expectancy. The product of these three variables determine the motivation factor.
Motivation(M) = instrumentality(I) * expectancy(E)* Valence(V)
(Source: Vroom Expectancy theory, 2018)
Expectancy: It refers to the beliefs that the workers have in the form of capability and
skills to perform the work more efficiently. For example, members of the HP company have their
own beliefs that the company is not providing them good performance appraisal as per the hard
they do for the organization. Thus it aid in decreasing the motivation level of the employees of
the HP company. So the company should reward them as per employees performance level.
Valence: It is the another important variable of expectancy theory of motivation. Valence
refers to the value that the individual places upon the expected result. If the employees of the HP
company gets motivated by money, then in that case another factors of motivation will not work
over there. Its the responsibility of the HR manger of HP company to fulfil there reward desire
taking into consideration the relationship between efforts and performance of the individuals.
Instrumentality: This variable also plays a important role in order to motivate the
individuals to work for the company. If the employees of the HP company exceeds expectation
level, then accordingly they must receive reward more than those who have not yet meet the
company expectation. Thus this will aid in motivating the individuals to work for the company
(LA, 2013).
10
Illustration 2: Vroom Expectancy theory. 2018

 Benefits of Using the Theory
Expectations of workforces are increased by providing incentives and rewards. When goals are
being set properly, it will also influence process of motivation that will lead in improving
performance. If managers have a good grabbing of principles of expectancy theory, they can
apply those methods to bring out effective work from teams to achieve goals of an organisation.
Moreover its benefits are that it encourage employees to take initiative and participate in tasks.
 Limitations of The Theory
This theory cannot work effectively if managers do not participate. As theory assumes
that all factors or components are already known. Another limitation is that when managers
provides rewards and motivations, sometimes workforce do not believe or value them. This lead
to lack of understanding between managers due to which employees are not motivated.
M2 Effective application of behavioural motivational theories, concepts and models
Motivational theories help in identifying and fulfil needs or wants of employees that
allows them to perform certain things to satisfy those needs. These needs are characterised by
primary needs and secondary needs, that always keep employees motivated to do their work.
These motivational tools can be labelled as rewards that are given for their remarkable efforts
and performance. However by implementing these two motivational theories content and
process, they start motivating employees at HP to develop their skills and perform better with a
expectation of final outcome of organisational growth and success. By Implementing these
models, they acts as framework of needs behaviour and satisfaction in HP company that changes
efforts of employees to fulfil their needs into rewards and satisfaction for their performance.
D1 Relationship between culture, politics, power and motivation
An organization culture, politics and power are closely related because they all work in
coordination. If a company have a optimistic culture in which employees work with
collaboration to attain a task that will be beneficial for it. Similarly, if people are engaged in a
positive politics then they can improve productivity and efficiency of their work. As positive
culture and politics can innovate new things that will be generate higher revenue for firm. Along
with this power is related with culture and politics as leaders are responsible to create a
motivated culture through which employees will get encouraged and work with enthusiasm
11

(Kalliath and et. al., 2013). Thus, power, politics and culture is motivates an employee to stay in
the organization due to good environment and team coordination.
TASK 2
P3 Effective Team Vs Ineffective Team
Definition of Team
Team is defined as a group of people or individual combining together for a particular
tasks or to achieve organisational as well as individual's goals and objectives.
There are different types of teams as per the scope, natures and need of the business, such as
cross functional team, functional, team, problem solving team and virtual team. In light of Maga
Solution Computer company, one of the most dominating types of team, being an online
company, is virtual team; which is defined as a number of people working together from various
locations of geography and depends on technology for communication such as video, fax etc. so
that they can coordinate and collaborate with each other.
The effectiveness or success of a team depends on the presences of certain characteristics
and features; which its presences in certain environment lead to the formation of dynamic and
effective team; though it should be effective. Accordingly, the lack of such elements and
characteristics lead to ineffective team.
Effective Team
The successful team is the one in which group members communicate with each other. They
interact with other openly sharing their ideologies, opinions and thoughts. Moreover they also
focuses on what other members of groups are saying.
Among the key elements that forms or leads to it being effective and dynamic are:
1. One of key element of an effective team is that they communicate effectively with each
other. It should be applied to Mega solution to monitor the progress of employees and
tracking that they work efficiently within groups.
2. An effective team is a one who concentrates on results and targets. It should be applied
to Mega solution as if employees are clear about their goals and objectives they can make
plans to achieve those objectives and goals.
12

3. Each and every individual within a team share workload equally. It should be applied to
Mega solutions so that members of team can feel a sense of belonging and work
dedicatedly and focus on success of organisation.
Ineffective Team
The ineffective team is a team that do not effectively contribute towards achievement of goals
and objectives of an organisation. They are often in stress and do not work in unity.
Among the key elements that forms or leads the team to be ineffective and non-dynamic are:
1. An ineffective is one which has lack of togetherness as well as cohesion. Members of
team which lacks unity do not have clarity about particular mission.
2. Another factor of effective team is disorganisation. Under this members of team do not
agree to roles and responsibilities which are assigned to them.
3. An ineffective team is one which have knowledge gap. Due gap of knowledge a team
looses its ineffectiveness within an organisation.
M3. Analysis of the Team Development Theories
An Effective teamwork creates its own attributes that make its link in group. When an
efficient team work together to fulfil same objectives and goals, it results in obtaining productive
results. An effective team is characterised by its unified commitment to a goal, their participation
in business activities, open communication, decision-making and innovative mind set. In
contrary to this an ineffective team have less participation in organisation's growth and success.
A team may become ineffective due to lack of team focus, inappropriate leadership, unequal
membership, lack of motivation and unity or may be due to errors and negativity (Hyde, Harris
and Boaden, 2013). An ineffective team can be transformed into effective by offering them
proper motivation and leadership as well as communicating or sharing organisational task and
objectives with them.
13

Dynamic refers to change, thus, to stay, support and develop in rapidly changing business
cooperation it is important to implement few strategies and techniques that promote innovations
and team building in an organisation with overall outcome of improved productivity and goal
completion. An effective team building help in facing different business situations at Mega
solutions, as it allows an employee to improvise their skills and knowledge to fulfil the
requirements of company as well as their individual development (Bissell and Dolan, 2012). Bel-
bin's theory and Tuckman's theory help in individually analysing and segmenting employees into
team according to their skills, knowledge, expertise etc.
Tuckman Theory: This theory was introduced by Bruce Tuckman in 1965, concerning
the way by which a team can tackle its task from the initial to the completion of project with
equal participation. Tuckman's theory is relevant for team building challenges as its each phase
refer to the completion of task assigned to a team (Frølich, Kalpazidou Schmidt and Rosa, 2010).
Team building activities at Mega solutions provides an opportunity to observe behaviour of
others within a measurable time frame. The phases included in Tuckman's theory are following:
(Source: TrainTheTrainer, 2011)
Forming: In Mega solutions a team is assembled here in forming stage, where the task is
allocated to them. Team members behave independently although they trust each other and have
14
Illustration 3: TrainTheTrainer

good will towards other team members. Being in one team they plan together, collect
information and make bond with each other.
Storming: When team moves into the storming phase, people start to push against the
boundaries established in the forming stage. This is the stage where many teams fail and get
stuck. Storming often start when there is a conflict in team members due to their working styles
(Foy and et. al., 2011).
Norming: In this phase of team building at Mega solutions, team will move towards
harmonious working practices with other team members agreeing on the rules and values they
are operating in. When people start to resolve their differences, appreciate their colleague's
strengths, and respect authority they are finally in norming stage.
Performing: Not all the teams of Mega solutions can reach till this phase, as it requires
high performance and skilled team. Performing teams are identified by high level of
independence, motivation, knowledge and competence (Dobrow, 2013).
Adjourning and Transforming: This phase is final stage of Tuckman that resulted into
completion of project successfully. In this stage team members at Mega solutions submit their
project and leave the team with fond memories of their experience.
Bel-bin's Theory: The Bel-bin team role theory is designed to utilize talents and
personalities of team members. This theory will help Mega soltuations to differentiate and
understand psychological diversity in a team to improve its performance by working together.
Real cooperation arise by analysing difference in styles, attitude, and personality of team
members (del Mar Alonso-Almeida, and Rodríguez-Antón, 2011). These differences are broadly
explained in this Bel-bin's model as follows:
15

(Source- 9 Team Roles for High Performance Teams, 2018)
Implementer: The one who is the practical organizer in team at Mega solutions, who maintain
discipline and task-oriented. Implementer transforms plans and ideas into easily executable tasks.
Resource Investigator: At Mega solutions, one who is cheerful, extroverted person with lots of
contacts within and outside the team acts as resource investigator. People who are enthusiastic,
adventurous and open-minded as well as innovative. Resource Investigator is naturally good at
developing and maintaining contacts (Coccia and Cadario, 2014).
Plant: In Mega solutions, one who is creative thinker in a team and being innovative and
original. They act as a free spirit who need their space to fantasize about new ideas and solutions
for complex problems.
Monitor: In Mega solutions one who is sensible, thoughtful and critical and able to analyst the
team is considered as monitor. They always deeply analyses situations and rarely provide wrong
judgements.
Shaper: For Mega solutions, shaper is passionate and wilful. They carries a strong urge to
perform, challenge acceptors and gets things going. Shaper sets deadlines and make sure that
goals are completed. They may act frustrated and react angrily or emotionally (Butler and Rose,
2011).
16
Illustration 4: 9 Team Roles for High Performance Teams

Coordinator: The one who are the coordinator of the team in Mega solutions are referred as
Coordinators. They are responsible to look after procedures, help team members, and clarify
expectation among team.
Completer Finisher: The one who is most effectively used at the end of tasks to polish and
scrutinise the work for errors, subjecting it to the highest standards of quality control at Mega
solutions refers to completer finisher.
Team-worker: The one who helps the team to gel, using their versatility to identify the work
required and complete it on behalf of the team at Mega solutions comes under this category.
Specialist: The individual who is an immeasurable source of knowledge in their key area. An
advisor that is consulted and can provide knowledge easily with pleasure.
P4. Philosophies of Organisational Behaviour
Organization behaviour is based on certain concepts and philosophies which spin around
the nature of people working in a company. Such concepts and philosophies helps in the overall
development of the company. Some of the fundamental concepts of the Mega solution company
are as follows:
Individual differences : It is one-on-one approach towards every employees. This means
that each employees in company must be treated equally. Mega solution company look after this
concepts, they treat each workers equally and try not to make any judgement about their
employees on any exceptional matter except their work performance.
Motivated behaviour: This is another important basic concept adopted by mega
solution company. Employees can be motivated by adopting two different approaches and they
are as follows:
Positive motivation: Mega solution uses this approach by stimulating the employees, to
makes some changes in their behaviour of working performance level (Kazemipourand Mohd
Amin2012). For Example; Mega solution company brief their workers that if they complete their
given task on time with perfect quality then they will be reward with extra incentives and
allowances.
Negative motivation: This approach include forcing workers to change their behaviour.
For example; A person asked to complete the given task on time, if not completed then that
person will be thrown out of the office. This means that they are forcing the person to complete
17

the task on time. If the Mega solution company adopt negative motivation approach, then it can
lead to employees turnover.
Apart from the above concepts, Mega solutions uses certain philosophies to evaluate the
organisation behaviour. Among certain philosophies, the appropriate one which the mega
solution takes in to consideration is the path goal theory.
Path Goal Theory
This theory was developed by Robert House. It specify the way to achieve the goal. The HR
manger of the Mega solution provide their employees a followers, to support and encourage
them so that they become specialized in their workplace. There are four types of leadership style
that the mega solution follows in order to motivate workers in achieving the company goal.
Directive: Under this the HR manager of the mega solution can provide guidance to
employees according to their requirement in order to achieve successful growth in the future.
Along with this, it also increases its performance as well as productivity of employees.
Supportive: In this type of leadership style, mega solution HR manger support their
workers so that they can share their views and ideas with them which will helps in enhancing
productivity of the company.
Achievement oriented : This leadership style is based on trust among the employees.
Mega solution company follows this style with those employees which talented and have the
problem solving capability (Nyberg and et. al., 2011).
Participative: This style play a vital role, as it allow the employees to take their own
decision. In this HR manager of the Mega solution company works with their subordinates and
takes into consideration their ideas and opinions while taking any decision.
There are various situation that Mega solution company faces, and with the help of Path
goal theory company tries to overcome such issues like:
Poor coordination: In order to overcome poor coordination issues, mega solution
adopted various strategy like motivate employees to work under one team, to share their ideas
with their team leader and by using participative leadership style.
Inadequate resource: The HR manager overcome this issue, by proper allocation of
resources among each department so that they can achieve their target goal with minimum cost.
18

As per the above stated problem of Mega Solutions, it can be said that adoption of path
goal theory is beneficial for Mega Solution, as it will help the employees in performing their
business activities in one direction that is directly contributing in the achievement of targeted
goals and objectives. Along with this, it has been analysed that adoption of this theory will also
improve productivity as well as profitability of the company in effective manner.
Social Capital Theory
Social capital theory is considered as the concept which is purely based on availing
social working environment at work place. This theory suggests that it is important for manager
to provide social environment employees which will help them in performing their business
activities in effective manner with less consumption of time. In context to Mega Solution, it can
be said that its manager could adopt this theory in order to improve interpersonal relationships of
employees, develop understanding among them, sharing values and norms etc. It has been
analysed that after application of this theory in Mega Solution, the company will be easily able
to achieve its own targeted goals and objectives in less period of time as employees are more
cooperative. Along with this, they also share their work among working staff according to their
working capability.
M4 Concepts and philosophies of organisation behaviour inform and influence behaviour
The philosophies and concepts of OB directly concerned with individual and team
behaviour. This consists of parameters like mutual interests between employees and
organisation, perception, motivation, participation, and individual differences (Adeniji, 2011).
These concepts of understanding and managing behaviour help in setting goals for individuals as
well as in their performance review. This also help in career planning process for desired and
knowledgable employees. These theories help in influencing behaviours of individuals and team
due to its thorough understanding and division of employees behaviour.
Add the followings:
Path Goal Theory
 Positive Impact
19

The application of the theory by Mega Solution gives a positive impact. An this theory is mainly
applied to situations which are timely bounded. Moreover it is flexible and its ideas are clear and
easily understandable.
 Negative Impact
The application of the theory by Mega Solution can have a negative impact as it is undemocratic
in nature. In certain situations if leader is having flaws than this theory can fail. Moreover if
employees depend too much on their leader than the whole system will have adverse effect if
something happens to the leader.
Social Capital Theory
 Positive Impact
The application of the theory by Mega Solution has some positive impacts. It helps in connecting
with people through social networking methods and leads to societal well being. Moreover it
gives rise to growth of Gross Domestic product, effective functioning of a workers market,
decreases crime levels and has also contribute in improvements in effectiveness of governmental
institutions.
 Negative Impact
The application of the theory by Mega Solution also has a negative impact. It foster the
behaviour that creates worst situations rather than improving performance of economy.
Moreover it also acts as a hurdle to social inclusion and mobility of social life. Also it divides
communities rather than uniting them.
D2 Relevance of team development theories
Organisational behaviour refers to the understanding, production and control of human
behaviour in a company. The team development theories such as Bel-bin's theory and Tuckman's
theory are both focuses on effective team building and nurture existing skills-set of employees.
These theories work on individually identifying key skills and role of employees in a team and
accordingly tasks are assigned to the team. Each team development theory assures equal role and
responsibility of members in it, which helps in motivating employees and increases their trust
and participation in team.
20

CONCLUSION
From the above report it is concluded that in an organisation, understanding each other's
behaviour and characteristics help in understanding them as well as in maintaining good and
healthy business environment. It is analysed that organisation's culture, politics and power
directly influence its performance and productivity as it create good or bad impact on its
employees. In addition to it appropriateness of content and process theory is also examined in
increasing motivation and productivity of the employees. This project also examined that
effective team building leads to increase participation of employees in organisational activities. It
also boost trust and confidence of employees and nurture their qualities. This report also carries
different organisational philosophies that help in communicating and influencing individual and
team behaviour and performance.
21

REFERENCES
Books and Journals
Adeniji, A.A., 2011. Organizational climate as a predictor of employee job satisfaction:
Evidence from Covenant University. Business intelligence journal. 4(1). pp.151-166.
Bissell, G. and Dolan, P., 2012. Organisational behaviour for social work. Policy Press.
Butler, M. and Rose, E. eds., 2011. Introduction to organisational behaviour. Kogan Page
Publishers.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. International Journal of Innovation and Learning. 15(2). pp.115-129.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J.M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Dobrow, S.R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Foy, R. and et. al., 2011. The role of theory in research to develop and evaluate the
implementation of patient safety practices. BMJ quality & safety. 20(5). pp.453-459.
Frølich, N., Kalpazidou Schmidt, E. and Rosa, M.J., 2010. Funding systems for higher education
and their impacts on institutional strategies and academia: A comparative perspective.
International Journal of Educational Management. 24(1). pp.7-21.
Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management. 24(16). pp.3115-
3130.
Kalliath, T. and et. al., 2013. Organisational behaviour: a psychological perspective for the Asia
Pacific. McGraw-Hill Australia.
Kazemipour, F. and Mohd Amin, S., 2012. The impact of workplace spirituality dimensions on
organisational citizenship behaviour among nurses with the mediating effect of
affective organisational commitment. Journal of Nursing Management. 20(8). pp.1039-
1048.
LA, B., 2013. Will prescriptions for cultural change improve the NHS?. Bmj, 346, p.19.
Llewellyn, N. and Hindmarsh, J. eds., 2010. Organisation, interaction and practice: Studies of
ethnomethodology and conversation analysis. Cambridge University Press.
Mester, B. and et. al., 2018. Performance management.
Nyberg, A. and et. al., 2011. Destructive managerial leadership and psychological well-being
among employees in Swedish, Polish, and Italian hotels. Work. 39(3). pp.267-281.
Rao, P.S., 2010. Organisational behaviour. Himalaya Publishing House.
Robbins, S. and et. al., 2013. Organisational behaviour. Pearson Higher Education AU.
Sailer, K., 2010. The space-organisation relationship. On the shape of the relationship between
spatial configuration and collective organisational behaviours (Doctoral dissertation,
TU Dresden, Germany).
Shah, N. and Ghulam Sarwar Shah, S., 2010. Relationships between employee readiness for
organisational change, supervisor and peer relations and demography. Journal of
Enterprise Information Management. 23(5). pp.640-652.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
22

Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security.
20(1). pp.39-46.
Wood, J. and et. al., 2012. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Online
9 Team Roles for High Performance Teams, 2018. Online Available
Through<http://www.aleanjourney.com/2018/05/9-team-roles-for-high-performance-
teams.html>
Train The Trainer, 2011. [Online]. Available Through:
<http://www.mspguide.org/tool/tuckman-forming-norming-storming-performing>.
23