Organisational Behaviour: A Global Perspective

This assignment focuses on exploring the field of organisational behaviour from a global perspective. It presents various resources including textbooks, journal articles, and online materials covering topics such as team dynamics, organizational change, trust relations in management, social responsibility, and leadership. The diverse sources offer insights into different theoretical frameworks and practical applications of organisational behaviour across cultures.

Organizational behavior
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................................3
P1 Analysis of organizational culture, power and politics of Apple Inc....................................................3
P2 Evaluation of theories and techniques of motivation in Apple Inc.....................................................6
P3 explain what makes effective teams in Apple Inc...............................................................................8
P4 Apply the organizational philosophies on the organization behavior of Apple Inc..........................13
CONCLUSIONS...........................................................................................................................................15
REFERENCES..............................................................................................................................................16
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INTRODUCTION
Organization behaviour (OB) is the study of behaviour of human and the workforce of
organization. It defined the relation between human and organizational behaviour
(Organizational behaviour, 2017). This also analysis the impact and effect of worker, teams, and
structure on the behaviour of organization. Organization is a group of persons and human who
join together to achieve organizational objectives and OB study that how people react in the
organization. It is the human tool used to provide benefits to humans. This report studies the
organization behaviour in Apple Company. Apple Inc. is formally a computer company which is
founded on 1 April 1976 by Steve jobs, Steve Wozniak and Ronald Wayne. Headquarter of
Apple is situated in California US. They provide their services worldwide and have an efficient
workforce. This report consist analyses the impact of culture, power and politics in Apple effect
the behaviour and performance of individual and team. It discusses the content and process
theories of motivation use in Apple Inc. and also how an effective can build. The report also
apply the concept and philosophies of OB within Apple.
P1 Analysis of organizational culture, power and politics of Apple Inc.
The organization culture can be defined by using Hand’s model of organizational culture
in which culture is divided into 4 parts:
Power culture: In this culture the power is in the hands of few persons. Decisions are taken by
the top authorities of organization (Bloisi, Cook, and Hunsaker, 2007). Under this culture the
decisions are taken quickly even though decisions are not profitable to company.
Role culture: In this culture the roles and responsibilities are clearly delegated to the structure of
organization. The power is given on the basis of the positions in the organizations.
Task culture: in this culture teams of organizations are join together to solve the specific
problems of organization and for the progress of a projects.
Person culture: in this culture persons see themselves at the unique and superior position in the
organization. Power is lies in all the persons of organization.
In Apple Inc. the culture awareness is very important at a workplace because there is
globalization and multi culture. Culture awareness is important for effective communication,
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productivity and equality in the workplace of Apple Inc. Importance of culture awareness in
Apple Inc.:
Culture knowledge: it is the easy way to understand the culture of organization by researching
about the cultures and increase the knowledge about the culture.
Culture knowledge put in use: the culture knowledge is put in use and this help workers to
become more comfortable with their coworkers.
Effective listening: when the workers listen effectively they can understand culture more
efficiently.
Difficult culture: the cultures of Apple is complex and can be understand easily.
Hofstede’s cultural dimensions theory
It is the theory used in Apple because it has cross cultural communication in the
company. This theory is given by Geert Hofstede which describes that the values of workers in
Apple Inc. effected by the society‘s culture and these values are related to the behavior of
workers in the workplace. The dimensions used in Apple Inc. is:
1. Power distance Index
2. Individualism vs collectivism
3. Uncertainty avoidance index
4. Masculinity vs femininity
5. Long term vs short term orientation
6. Indulgence vs restraint
The culture of Apple Inc. is influenced by globalization and digital technological development.
The culture of workplace is changed because of this factors.
Globalization: this can change the culture of organization. Apple culture is now become
globalized. This can generate the culture:
International relation
Employment
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Digital technology is the important part of culture of Apple Inc. now in digital culture workers
understand the technologies by working in groups. Digital technologies help in generating the
culture:
1. Effective communication
2. Digital technologies help in taking decisions
3. Innovations
4. Growth
Organization philosophy is different and effective principles that instructs employees. These
philosophies are set of value which develop the personality of employees.
Impact of politics:
Politics in Apple Company affects the work place. This includes informal politics,
unofficial politics and sometimes it is done without seeing in real (Brooks, 2009). The politics
affects the apple positively and negatively.
Positive impacts of politics:
1. Healthy competition among the workers.
2. It improves the skills of workers.
3. It motivates employees to work more productively
4. The employees spent more time in work to earn the benefits.
Negative impacts of politics: it make the environment of Apple negative. Negative politics is
generally includes the saying something wrong about other employees etc.
1. It create conflicts between the employees.
2. It increase the cost.
3. Decreases the productivity
4. Decrease the quality of work.
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Impacts of power: Power also have negative and positive impacts in the Apple Company. The
powers if used for development of employees is positive and powers used to dominate the
employees is have negative impact.
Positive impacts:
1. Encourage the employees to increase the productivity.
2. Giving employees the opportunities to take decisions motivates them to work hard.
3. This increase the level of confidence of employees
4. Retention rate in the company is higher.
Negative impacts:
1. Excess work given to employees make them demotivated and less interested in jobs.
2. Quality of work reduces due to less trainings and development program.
3. Increase the rate of turnover.
Culture, policies and politics influence the individual and the team behavior of Apple Inc.
Culture includes the power, role, person and task culture which can affect the working company.
Culture knowledge is spread among the team and the individuals which help in the increasing
productivity of organization (Wood, Chapman, Fromholtz, Wallace, and Zeffane, 2004). Culture
must be understand by the employees for their effective working. Power and politics have
positive and negative impact on the Apple Inc.
P2 Evaluation of theories and techniques of motivation in Apple Inc.
Motivation is a concept use in organization to encourage and promote the employees to
work hard and make efforts to achieve the organization goals. This objectives and goals help
organization in growth and development of their activities. The motivation is something which is
responsible for employee’s actions (Schneider, 2010). The motivation theories are developed to
which are used by Apple Inc. to motivate and encourage their employees to work efficiently and
effectively. These motivation theories includes the following:
Maslow’s theory of motivation: this theory is defined that the employees of organizations must
be motivated by providing them salary on the basis of their needs.
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Physiological needs: the employees work firstly to satisfy their basis needs which includes
water, food and shelter. The employees get motivation when they get such amount for their jobs
which satisfy their basics needs. Apple Inc. provides the attractive salaries to their employees
which satisfy their basic needs as well as them also can use their salaries to satisfy their other
needs.
Safety needs: after satisfying the basic needs the motivation level of employees increases to
work hard to get more benefits which help them to satisfy their safety needs.
Social needs: when the basic and social needs satisfies then employees get the motivation to
work more to earn to satisfy their social needs like needs which can be fulfill by interactions etc.
Esteem needs: this needs can be satisfied when employees work hard. This can be possible
when employee are motivated to work. These needs are related to self-respects of employees.
Self-actualization needs: this needs can be satisfy after all the needs are satisfied and for this
employee needs huge amount of resources. To satisfy these needs employees are motivated to
work hard.
Herzberg’s motivation theory: this theory includes two factors first is hygiene factors and other
is motivational factors.
Hygiene factors: first factors help in motivation when employees feel good at the work place.
These factors are related to the positive working environment in the organization. This include
the working conditions, rewards, security etc.
Motivational factors: this are the factors help increasing the level of motivation through
recognition of work, growth etc.
Vroom’s theory of motivation: this is also called the expectancy theory. This theory help the
employees to motivate by finding relationship between valence, expectancy and instrumentality.
Motivation= valence* expectancy * instrumentality.
Valence: this is actual efforts employees put in completing their jobs.
Expectancy: this is the actual performance of the employees.
Instrumentality: it is the rewards which is given for the actual performance of employees.
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ERG motivation theory of Alderfer: this is motivation theory which shorts the needs of
Maslow’s theory in three parts:
Existence needs: this includes basics needs of employees like foods, water and shelter. This also
includes the physical and affection is the safety needs in Maslow’s theory. According to this
theory employees are motivated to satisfy these needs.
Relatedness needs: this includes the social needs and esteem needs for which employees are
motivated to work hard. This includes relations with coworkers, employers etc.
Growth needs: this includes the needs like internal esteem and self-actualization needs. This
includes creative and productive desires and the motivation to complete the tasks.
This theory shows that every individual has its own different needs (Senior, and Swailes,
2010). This includes the needs which is related to existence, relatedness and growth needs which
is an individual want to satisfy for their personal growth this motivates them to work efficiently.
The above all are the theories of motivation which is used to motivate and inspire which help in
the quality performance of employees. The motivated employees help in achieving the goals and
objectives of the Apple Inc.
P3 explain what makes effective teams in Apple Inc.
In the Apple Inc. there are many teams which perform their functions to achieve the goals
of the companies (Sørensen, 2011). The teams can be defined as the group of persons who are
come together to achieve the common goals of company. In Apple their teams are work at
different level so the organization can run properly. The teams work in the company are as
follows:
Functional teams: this teams are formed different functions of company. The functions
performed by the organization for their growth and development includes planning, organizing,
directing and controlling etc. functions. The planning teams perform planning functions of
company. They plan the operations of company in different areas. The teams for the
development of employees work to organize the trainings events of companies. The functional
team also includes the team for the each departments to achieve the department goals.
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Problem solving teams: the team in Apple sometimes faces problems these problems can be
solved by the problem solving teams. This teams are work to solve the problems of employees
which is related to working conditions, related to health and safety (McShane, and Travaglione,
2007). The persons must require highly qualified skills which is used by them to solve the
problems employees and the teams.
Project teams: this are the teams which is formed for different projects which are started by the
Apple Company. Apple Inc. is a company where are many projects started by the companies to
provide new technologies to the world. The team leader of project team controls the activities of
their teams so the projects are completed in time.
Impact of technology on the teams of Apple Inc.
Technological changes in brings revolution in the working of apple Inc. new technologies
are introduced in the company to produce a new product every year. Apple company aim to
provide new and innovative products and services to their customers every year. The expectation
from the company is very high by the customers. The customers expects high technological
products from the Apple Company (Mullins, 2007). The company always produce the products
on the basis of customer’s needs. Apple Inc. is adopt new technologies which have a great
impact on the teams. New technology help the teams to reduce the cost of production. The
company use the technology to improve the communication between the team leaders and the
team members. New technology improves the quality of the products which increase the
productivity. Apple Inc. is the one of the most popular technological company in the world. New
technology is used in the promotions of the company’s products. They use websites, social
media, email, ads, etc. for promoting the products and services of Apple. The new technologies
are used to produce the products of Apple Inc. like Macintosh, IPod, IPhone, I pad, I tune store,
Mac App store, I books store, I cloud and Apple music.
All this products are best in technologies. The technologies is the main assets of Apple
Inc. they make innovation in the technologies beyond the expectation of the customers. The
technology enhancement in Apple Inc. now made company to launch an Apple car which is one
of the greatest development of Apple (Mullins, 2007). New technology in Apple made them to
organize trainings and development sessions so the employee can handle the technology well.
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This help in the development of the employee and also in the development of teams which leads
the profitability of the Apple Company. The development of all employees equally generates
equality in the organization. The trainings of new technologies builds the personality and
confidence of employees which also make them work together to generate coordination in Apple
Inc.
Team effectiveness can be increase with the help of following:
The teams of Apple Inc. can increase their efficiencies with help of two models first is the
Tuckman’s Team Development Model and Belbin’s typology.
Tuckman’s team development model
Figure 1 Tuckman theory of motivation
(Source: Tuckman forming storming norming performing model, 2017)
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This model is formed to develop the teams by using 4 stages of development which
includes forming, storming, norming and performing.
Forming: this stage also called the introduction stage of development. In this stage the team
understand about the opportunities and threats and agree on the goals and objectives. Then they
start to work on the tasks to achieve the goals and objectives of the teams (Robbins, 2001). In
Apple Inc. teams make their objectives and goals on the basis of goals and objectives of the
company.
Storming: this is the stage in which the employees of teams are allowed to ask questions on the
decisions of team leaders. In Apple employees are allowed to ask questions if they have any
confusion and problem with any policy and plan then they can share it with the team leaders.
Norming: the problems and confusion of employees are solved in this stage. Apple Inc. in this
stage solve the confusion and problems of employees so there is no clashes. The employees has
given a right to give suggestions and ideas to company related to any products and services.
Performing: this is a stage in which teams start performing their roles and responsibilities to
achieve the goals and objectives of organization. In Apple Inc. after all above stages the teams
now focus in performing their tasks and focuses in achieving the objectives.
These stages help in the development of teams and the individuals in the teams. In apple
the team leaders use these stages for the development of their team members. The team members
communicate the goals mad objectives of the team (McKenna, 2000). The employees of Apple
has given a right to give suggestion and ideas. They can share their opinion on important matter
of company. This help the company to improve their products and services. The problems of
employees is solved by using this model and then they focus on achieving the organizational
goals.
Belbin’s typology
In this Belbin provides nine roles of team leaders and employees which they can use at
workplace to achieve the goals Apple Inc. also use these roles.
Resource investigator: this is a role in which the employees and team leaders explores the
opportunities and develop the contacts.
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Team worker: the employees and leaders play a role of team workers. In this the workers
always work on the behalf of teams (Organisational behaviour (OB): definition, importance and
limitations, 2017).
Coordinator: they work and focus on the team’s objective which is made by team and they
delegate the work to employees to achieve the objectives.
Plant: this are the most creative and skillful person who can solve the problems of in difficult
situation.
Monitor evaluator: they analysis operations of company and take decisions.
Specialist: this a roles in which team members brings in depth knowledge and skills in the
special areas.
Shaper: in this role the team leaders take care that the team should continuously work and do
not lose their focus.
Implementer: make plans and strategies which they make sure is implement efficiently.
Completer and finisher: this role efficiently use to complete the tasks efficiently and complete
it with the quality control.
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Figure 2 Belbin typology
(Source: A guide to team work survival: Belbin nine team roles, 2016)
These are the roles which is play by each individual and member in Apple Inc. according to this
typology team members must have to be creative and skillful in their work. In this theory
workers need to understand the tasks and should have to make strategies to achieve the tasks.
The coordinator manage and coordinate activities of workers so they can result the quality
products. In this ways following all the roles carefully they achieve the objectives of
organizations.
By above model and roles Apple Inc. can generate the team spirit. The employee’s
behavior improves at the workplace while working. It also help in developing the effective
communication in the all the teams of company (Rollinson, 2008). This also help in resolving the
conflicts between the employees and team leaders or between employees etc.
P4 Apply the organizational philosophies on the organization behavior of Apple Inc.
The organizational philosophy includes the concept of path goal theory which is defined
by Robert House in 1916 in which he stated that the performance of employees is affected by the
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behavior of leaders (Rollinson, 2008). The leaders play important role in Apple Inc. who leads
the operation of all members of their teams. The leaders is an intermediate between the top
management and employees. Leaders communicate the goals and objectives of Apple Inc. to the
employees and also delegate work to employees. According to the theory employees perform the
roles and responsibilities as per the instructions of leaders.
Path goal theory stated that the employees of Apple Inc. are work in decent manner
because of the control policies of the leaders. The leaders take care about the employees of their
team and provide them positive working conditions to the employees. In Apple Inc. leaders take
care about the interests of employees and motivates them by using different motivation theories
and techniques. Leaders help employees to understand the multi culture of Apple Inc. and also
help in them in settle down in their jobs (Robbins, 2001). Leaders generate friendly relations
with their employees. They understand the problems and confusions of employees and take
measures to solve this problems and confusions. In this employees respect their leaders and obey
them because they have good relations with their leaders. Leaders controls the operations of
employees so they can improve the performance. They also leads the quality of work of their
employees. Leaders use their skills to improve the team performance and productivity.
Leaders also analysis the performance of the employees and provide incentives to
employees on their efficient performance (McShane, and Travaglione, 2007). Leaders provide
monetary and non-monetary incentives to employees which includes the bonus, employee of the
year etc. the path goal theory determined that the leaders behavior towards their employees affect
their performance which also affect the performance of organization.
The barriers in effective behavior can be inefficient communication process. If the
communication process is wrong then wrong information flow in the organization which can
confuse the employees and affect the performance of the employees. Leaders take measures to
create effective communication in the organizations. The leaders take all the measure to control
the performance of the employees.
Social capital theory- this theory states the relationship their purpose and employing them to
generating intangible and tangible short or long term benefits. These short or long term benefits
are generally social, psychological, emotional and economical and they are known as social
capital. All the researchers who are doing their research are practicing different type of
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disciplines and background for the application of them. All of them are of the view that there
exist a social capital relationship between individual and this can be studied at the individual
level. Just like the normal capital help the business or manpower to generate the productivity
social capital also help in this process.
Contingency theory- all the decision which the enterprise is making, they are organizing the
corporation or leading the company is all contingent or depended upon the internal or external
environment. There are no specified theory of leading an organization but leader has their own
way to handle the situation. Technology is having the main effect on the leadership of in
company as this help to span of control, centralization of authority and formulate rules and
regulation of the company as well.
CONCLUSIONS
The report concludes the organizational behavior of Apple Inc. it analysis the culture,
politics and power in the organization. In Apple Inc. cultural awareness is very important which
can be done by providing cultural knowledge, put this knowledge in actual use, effective
listening and difficult culture can easily understand. Power and politics has the negative and
positive impact on the Apple Inc. Different theories and techniques of motivation is used to
achieve the organizational goals. In Apple Inc. there is many teams like functional, problem
solving and project teams which have a great impact of technology. Tuckman’s team
development and belbin’s typology is used for the development of individual. This development
of employees and team help in communication, corporation and competition. This development
also help in solving the conflicts. Path goal theory improve team performance and productivity
of employees. The leaders play an important role in efficient performance of employees. The
barriers like ineffective communication can be overcome with the help of leadership skills.
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REFERENCES
Books and journals
Bloisi, W., Cook, C. W. and Hunsaker, P. L., 2007. Management and organisational behaviour.
Brooks, I., 2009. Organisational behaviour: individuals, groups and organisation. Pearson
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Wood, J. M., Chapman, J. A., Fromholtz, M., Wallace, J. J. P. and Zeffane, R.,
2004. Organisational behaviour: A global perspective.
Ivancevich, J. M., Matteson, M. T. and Olekalns, M., 1997. Organisational behaviour and
management. Royal Victorian Institute for the Blind. Special Request Service.
Buchanan, D. and Huczynski, A., 1997. Organisational behaviour. An introductory text, 3.
Schneider, et.al., 2010. Developing socially responsible behaviour in managers. Journal of
Corporate Citizenship. 2010(39). pp.21-40.
Senior, B. and Swailes, S., 2010. Organizational Change. Harlow: FT Prentice Hall.
Sørensen, et.al., 2011. Trust relations in management of change. Scandinavian Journal of
Management. 27(4). pp. 405-417.
McShane, S. and Travaglione, A., 2007. Organisational behaviour on the Pacific Rim. McGraw-
Hill Higher Education.
Mullins, L. J., 2007. Management and organisational behaviour. Pearson education.
McKenna, E. F., 2000. Business psychology and organisational behaviour: a student's
handbook. Psychology Press.
Rollinson, D., 2008. Organisational behaviour and analysis: An integrated approach. Pearson
Education.
Robbins, S. P., 2001. Organisational behaviour: global and Southern African perspectives.
Pearson South Africa.
McShane, S. and Travaglione, A., 2007. Organisational behaviour on the Pacific Rim. McGraw-
Hill Higher Education.
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Rollinson, D., 2008. Organisational behaviour and analysis: An integrated approach. Pearson
Education.
Robbins, S. P., 2001. Organisational behaviour: global and Southern African perspectives.
Pearson South Africa.
Mullins, L. J., 2007. Management and organisational behaviour. Pearson education.
Online
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http://km.kompasgramedia.com/blog/2016/04/26/a-guide-to-teamwork-survival-
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