Team Dynamics and Organisational Behaviours

This study material explores the concepts of team dynamics and organizational behaviors. It explains what makes an effective team and applies these concepts in the context of Tesla, an American electric vehicle company. The material also discusses the importance of individual differences, motivation, and the path-goal theory in organizational behavior.

Team Dynamics and
Organisational
Behaviours

Table of Contents
INTRODUCTION...........................................................................................................................1
P3 Explain what makes an effective team as opposed to an ineffective team............................1
P4 Apply concepts and philosophies organisational behaviour within an organisational
context and given business situation...........................................................................................3
REFERENCES ...............................................................................................................................6

INTRODUCTION
Team dynamics and the organisational behaviour refers to the attitudinal and behavioural
characteristics of a group. It simply suggest that there is a need to have proper structure, process
and the functional ability. It can be suggest that teams are quiet complex and there is a need to
interdependent members which work towards the same goal and effectiveness. Teamwork is
quiet effective and they simply has an ability to work together as a group. The chosen
organisation is Tesla which is an American electric vehicle company that has its headquartered in
California (McMurtry, Rohse and Kilgour, 2016). The company has been founded in 2003 by
Marc Tar penning and Martin Eberhard. The discussion includes what makes an effective team
as opposed to ineffective team and explanation based on different concepts and philosophies in
context with the chosen company Tesla.
MAIN BODY
P3 Explain what makes an effective team as opposed to an ineffective team.
A high performance of the team and building of a leadership involves some effective and
talented individuals. A team is seems out to be truly effective if the members have same and the
clear vision in mind. They must have a clear, vulnerable and set goals in terms of committed to
each other about the part of overall success. There are some effective and vulnerable key steps in
building and maintaining a strong, cohesive and the effective team. The six key steps including
Defining the purpose: A clear purpose in which an effective team is involved always
aimed for the major decision making process (Llewellyn, 2016). The team members should have
trust, respect and the support with each other. A clear and the inspiring vision always give a set
of successful vision, guide the major direction of the group and face several challenges as well as
the decisions
Assemble the team: Every individuals has different skills and abilities and if they work
together then it simply seems out to be the diverse range of the effective ideas as well. Achieving
a good and balanced personality simply helps in building of the better challenge and the
perspective.
Determine several goals: Once the team has been established well then the next step is
to have a shared and manageable goals. The deadlines, milestone and the responsibilities are all
included in it.

Setting of the expectations: There is a need to define a standard of effectiveness. A clear
standard is quiet important in conducting of the open, honest and transparent formation. Setting
a clear and standard onset helps in ensuring the member's conduct and several contributions.
Monitoring the review: The performance of the group with effective meetings and
progress helps in monitoring and reviewing the progress that helps in allowing the adjustments
and several improvements that helps in effective incorporation along the long way.
Celebrate and rewards: A good and effective time needs to be well recognized,
celebrate and rewarded (Katz, Ward and Heere, 2018). It helps in building the morale as well as
motivation of the group which simply helps in celebrating the milestones and ensures that the
recognition is quiet consistent reinforce the team members that simply gives a positive
contribution in the team.
An effective team reflects out to be the foundation of the successful organisation. Below
are some of the factors which suggest that effective team are more effective then the ineffective
team.
Effective team Ineffective team
Decision making process In an effective team, decision
can be effectively made on the
basis of different opinions.
In context of TESLA there is
faster decision making process
as leaders in such team are
working towards ensuring that
decisions are made by
considering view points of
each team members and there
is no contraindication or
conflict of opinions.
Decision making process
cannot be effective made. It
gives a major drawback in the
functional existence of the
functional ability. In
ineffective teams generally
each participant is having
different view points regarding
a particular decision that may
lead to leader not being able to
reach to definite conclusion
and further there is no
presence of effectiveness
across whole organisation.
Accountability It demonstrate responsibilities Unbalanced duties and

for the better performances
and flexible results (Buchanan
and Huczynski, 2019). In
context of Tesla all the team
members in effective team are
accountable for their own
actions and that can be
questioned in case of no better
results.
responsibilities included in this
factor. In TESLA this type of
situation of lower
accountability arises when
members are not taking
reputability of their own
actions that they are
performing in the context of
assigned roles &
responsibilities for
achievement of laid the
developed team objectives.
Ethical values In the team members of an
effective team, there must be
some proper and useful ethical
values which have been taken
into the consideration. In
TESLA effective teams are
focusing on their overall
developed ethics that is
helping them towards
achievement of laid outcomes
with pre detriment standards.
In demonstrating the
performances, ethical values
cannot be simply occur. Hence
accountability needs to be
implemented for better goals
and services. In TESLA, there
in ineffective teams there is no
adoption of required ethical
practises that is leading to
creation of a non adherence
practises in such teams.
Strong commitments It can be effectively stated that
strong commitments can leads
to well established
organisational structure and
maximisation of the profits. In
TESLA the effective team
members posses the required
Ineffective teams simply have
individual opinions that leads
to troublesomeness and it
simply impact on the poor
commitments. In TESLA,
there is no strong commitment
on part of employees that is

level of commitment that is
generally develop with time.
There is preparation of
performance development plan
for making timely review of
their existing performance
level and way it can be
improved with time.
leading to a situation of
different opinions and high
amount of cost.
Trust A major component or the
factor because without trust
relationships cannot be simply
build. In TESLA there is
prevalence of the required trust
amongst employees
They have lack of trust issues
between the employees. In
TESLA, Trust issues arise
amongst the employees
because of ineffectiveness in
operations.
P4 Apply concepts and philosophies organisational behaviour within an organisational
context and given business situation.
Concepts of Organisation Behaviour:
Individual Difference: It refers to the psychological characteristics which simply helps the
individuals in presenting several comparisons on the basis of various factors to others. It can be
simply suggested that in relation with Tesla, always become active in ensuring the opinions,
experiences and the thoughts as well (White, 2016). It is quiet significant and well effective
procedure and the concept for the values and having a positive working environment so that
there must be a huge effectiveness in attainment of the common goals as well. Individual
differences also helps in building of the relationship in groups as well. Therefore, the individual
differences do have some negative factors as well but apart individual differences seems out to
be the intelligence, values and the personality traits.
Motivation: It is one of the most important factor and an important concept as well. It is
because without motivation, there is no possibility of any maximising in the profits as well.
Motivation is one of the major concept because it is simply a process of guides, initiates and

some effective goals oriented behaviours. There is a need to have well motivated behaviour of
the staff members because it helps the individuals in team working and to increase the zeal at
work and some effective markets. Also, the company have some well, effective monetary and the
non-monetary benefits to have staff members that has directly impact on the performances and
efficiency of the employees and it has a direct impact on the performances of the employees as
Along with this, the company. Motivational theory in one of the process that involves emotional,
biological, social and the cognitive approach.
Path-goal Theory: The path-goal theory is an effective leadership theory which is based on
some specific leadership desire. It gives a best fit to the employees in order to achieve the goals
and the success (Pickering, 2017). The path goal theory is simply based on the increase in
employee motivation, empowerment and the satisfaction so that the productive members
empower the satisfaction as well. The theory simply focuses on guiding the effectiveness of the
leaders behaviour and the attainment of several objectives. The managers of the path goal theory
focus on the employees guidance and the effective right path that focuses on the leading
behaviour and the attitude of profits in the company. The path-goal theory consist of four styles
including direction of the leaders, staff members execution and the systematic implementation.
The higher level of path goal theory includes four styles including:
Directive: This type of leaders simply gives the direction to all the staff members for the
execution of the activities so that in an effective and systematic way. The higher authorities of
the respective organisation simply enables in clarifying the responsibilities and effective ways in
understanding the schedule and coordination of work (Long, 2018). It is quiet effective to
understand that people needs to ensure the task on the basis of physical and psychological
challenges.
Achievement: Leaders can simply able to influence the subordinates for the attainment
of the better objectives (Higgs and Dulewicz, 2016). In context with Tesla, the top level
authorities helps in improving the challenges and observe in helping the improvements. The
challenging goals including followers, shows a great amount of confidence and expectations as
well.
Participative: In this type of style, leaders can provide several type of opportunities to
all the members of staff in bringing out the creative and innovative raise in the market

performances. The leader simply consults with the followers in the decision making process for
the high trained and involvement in the work structure.
Supportive: In this type of leadership style, the leaders can simply focus on the needs of
staff members as well as in employees time and cultural aspect as well. It suggest the longer time
period. The leaders simply helps in the effective work pleasant and confidence level for the
ability to meet the expectation.

Provided business situation: In context of driving business strategies there is need to analyse
the overall motive of the organisation. Such as TESLA has stated a mission for the objective of
accelerating the world to develop sources of sustainable business energy, for this they are willing
to focus on driving the innovation perspective in the organisation. In this business situation the
management is focussing on the application of path gaols theory where leaders are using this for
the objective of driving a required behaviour on part of the total workforce. There is mainly
focus on application of directive leadership style so that all such team members can be provided
with required direction to work according to changes taking place in their overall job roles &
duties. At some stages of this business situation there will also be focus on application of
supportive leadership style that can lead towards focussing on the needs of staff members so that
employees are able to develop a detailed overview of the internal culture and overall
requirements in the organisation.

CONLCUSION
The above discussion is based on the organisational behaviour and it simply concludes
that the team effectiveness simply gives a capacity to to accomplish the goals and the objectives
for administering the personnel organisation. The above discussion includes effective team
behaviour that opposed the ineffective team behaviour and some effective concepts and
philosophies in relation with Tesla.

REFERENCES
Buchanan, D.A. and Huczynski, A.A., 2019. Organizational behaviour. Pearson UK.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
emotional intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Katz, M., Ward, R.M. and Heere, B., 2018. Explaining attendance through the brand community
triad: Integrating network theory and team identification. Sport Management
Review, 21(2), pp.176-188.
Llewellyn, T., 2016. Performance Coaching for Complex Projects: Influencing Behaviour and
Enabling Change. Routledge.
Long, S., 2018. Socioanalytic methods: discovering the hidden in organisations and social
systems. Routledge.
McMurtry, A., Rohse, S. and Kilgour, K.N., 2016. Socio‐material perspectives on
interprofessional team and collaborative learning. Medical education, 50(2), pp.169-
180.
Pickering, M.E., 2017. Post‐acquisition integration processes in publicly owned professional
service companies: Senior professional behaviour and company performance. Journal of
Organizational Behavior, 38(7), pp.950-976.
White, L., 2016. Behavioural operational research: Towards a framework for understanding
behaviour in OR interventions. European Journal of Operational Re