Theories of Motivation - Assignment

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Polities, powers and culture which influence individual as well as group behaviour.......1
P2 Theories of motivation and motivational techniques proceeds towards effective
management............................................................................................................................4
P3 Making an effective team as opposed to an ineffective team...........................................8
P4 Concepts and philosophies of organizational behavior...................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organization's behavior is a basically a concept of human behavior which involves in
organizational structure and process for the development of business. It is a means of setting
goals and objectives of administration in effective manner, a structure of performance,
communication and motivation which encourage human behavior to work effectively in
appropriate manner . This project is about the role of individual as well as team on organizational
behavior in 1spatial Plc that develops and sells IT software products and solutions and related
consultancy service globally (Coccia, 2014). More over it improves theory of motivation which
increase in improvement of workers, individuals and teams. Hence it is focusing on groups at
1spatial Plc. In the report it is been discussed about doctrines of organization attitude in various
circumstances.
TASK 1
P1 Polities, powers and culture which influence individual as well as group behaviour
Culture, power and politics in workplace:
Culture of organisation which influence directly or indirectly into the workplace more
over changes in government rules and regulation which affect business working atmosphere.
Power which enterers into organisation in from of polities and affect team or individual of
organisation in formal or informal manner. The research is ll about 1 spatial plc company which
influencing powers, polities and culture which is been affected into business, more over it
engages certain activity which is related to development of sale of information with software
technology and consultancy and support. In present scenario mangers is need some of skills to
handle conflicts is effected company growth as well as flights among teams in the organisation.
Polities which are affecting in negative manner into company development as well as making
changes in relationship with employees and employers of company. Authorities are been shifted
due to political interferences which have been taken place into the company. Organizational
politics is been said to a tool which work in optional activities to balance the view point of
employees in proper manner.
Politics in organisation affect in various ways but in 1spatial plc which abused
employees in negative manner and which impacted in this such way that superiors which are

using wrong decisions with their power. On opposite, if power is being used to influence
employees of company so that they can work better, it have positive impact over organizations.
Organizational Culture:
Organizational culture is defined as process in which it is determined that how tasks are
divided, grouped and co-ordinated (Costello, 2013). Organizational culture of 1spatial, plc is a
critical component of daily operations of the company. Because it directly gets affected by
amount of power and politics. Power, politics are considered to be most unwanted components of
organizational culture but reality is that they are most valuable factors in companies like 1spatial,
plc because both the factors affects its culture.

Influence and Power in organizations:
While talking about influence and power in an organization, it always makes feel like
misuse and abusive power. But, power can be in positive terms as in it can be power of
influencing others. Like, leaders have power to influence their followers in 1spatial, plc.
Organizational politics can be defined as it is negotiation process which resolves fights in side
the organisation.
Handy Culture Model:
Handy Culture model is given by Charles Handy, in which they described that there are
four types of organizational culture which used to influence individual and team behaviour in an
organization (del Mar Alonso-Almeida and Rodríguez-Antón, 2015). This model proposed that
these 4 types of culture affects performances in many ways. These are:
Power Culture:
Organizations with power culture, have power among some or few individuals like top
level management whose decisions every individual have to accept. In this type of culture,
employees are judged on basis of what they achieved. People having power in 1spatial, plc
delegate then decisions taken by them to their subordinates and they have no option but to follow
decisions.
Role Culture:
Organizations having role culture delegate roles and responsibilities to every employee
according to their specializations, in order to get each and every task with best outcomes.
Employees for example in 1spatial, plc are happy to do given task and are accountable for what
they have assigned.
Task Culture:
Task culture in an organization forms when individuals gather together to perform some
specific tasks. Task culture is job & project oriented in which all team members have to work for
interests of 1spatial, plc, equally and accomplish tasks in more innovative ways.
Person Culture:
Sometimes, employees think that they are important than organizations and hence forms
person culture where individuals come to organizations, work over there and go. There are no
personal attachments of them with company. They often did not take interest in decision making
process and work only for sake of money (Dickens, 2012).
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Impacts of Handy culture model on team performances: These 4 types of cultures leave
impact on individual behaviour and teams performances in various ways:
Impacts of Power Culture:
As this culture suggests that power in in hands of few people this can cause conflicts.
Working in these cultures requires from employees that they should understand what exactly
they are expected to do and how to do (Dobrow, 2013). If this concept is taken right by
employees and management, then 1spatial, plc will enjoy benefits and if not than conflicts may
arise because employees will feel ignored in company.
Impacts of Role Culture:
Role culture in an organization is based upon rules and employees are controlled with
high degree. As a result, culture is bureaucratic and employees will feel bind by rules. One more
consequence in this type of culture is that decisions are taken by passing them various rules and
hence delayed decision making process. As a result, lower flexibility in companies like1spatial,
plc.
Impacts of Task Culture:
Organizations having task culture have individuals to perform specific tasks in order to
accomplish them in best possible manner. Most employees of 1spatial, plc prefer to work in task
culture because here, they are assigned work according to their convenience and specializations
which they enjoy while working.
Impacts of Person Culture:
Organizations having person culture, are lack in employee commitment as they are not
emotionally attached with enterprises. This directly affects behaviours and performances of team
members because they work there only for sake of money which is not enough for organizational
success. Companies like 1spatial, plc should build a sense of commitment in their employees.
From above discussion, this can be concluded that every type of organizational culture
has its impacts over individuals behaviors and performances (Foy and et. al., 2014).
P2 Theories of motivation and motivational techniques proceeds towards effective management
Motivation:
In context of an organization, Motivation can be defined as willingness of an individual
to use efforts towards accomplishment of organizational goals and objectives. Every individual is
engaged in their work but they need some motivation to do same. Motivation are internal and
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external factors that stimulate desire and energy of people so that they can continue to be
committed with their jobs in order to achieve organizational goals and objectives, effectively and
efficiently.
Importance of Motivation:
More Productivity: Organizations are run by individuals so managers fully take care to
motivate employees in every aspect. Because motivated employees always work better and with
greater interests.
Pervasive Concept: Motivation is a ongoing process and driven on continual basis. With
the help of this managers are able to find out actual reasons behind behaviours of employees
(Gabriel and et. al., 2015).
Motivation Theories:
Motivation theories are established to develop motivation in workplaces in order to
extract best out of an individual. There are 2 types of motivation theories; Content Theory and
Process theory.
Content Theory:
Content theory is concerned with needs and wants of individuals. So these are established
to find out that what are the things that motivates individuals to do work with more interests.
Following are theories of motivation in Content perspective:
Maslow's need hierarchy theory:
This theory is based on human needs and wants in which all human needs are placed in a
chronological order from ascending to descending order.
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(Source: Maslow Hierarchy of Needs, 2018)
Need hierarchy theory implies that an individual will only go to next level of need when previous
one is satisfied. They are discussed below:1. Basic/Physiological Needs: This level includes basic human needs like food, clothing,
shelter, air, water, etc. These needs are important for human being for survival and
maintenance of their lives. Physiological needs are to satisfied firstly as these are basic
needs and without fulfilling them, one cannot go to next level.2. Safety Needs: After meeting basic needs, human beings jump onto safety and security
needs. These include specially, job security and economic security. There is huge fund
requirement for meeting these needs (Lawrence and Lee, 2013). When individuals in
1spatial, plc feel secure regarding their jobs, they will satisfy their safety needs and will
see for next level.3. Social Needs: These type of needs includes belongingness, companionship, social
interaction, etc. in organizational culture. Because working together always make feel
individuals to work in teams in 1spatial, plc .
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Illustration 1: Maslow Hierarchy of Needs

4. Esteem Needs: These needs are also known as self-esteem needs which includes,
confidence, achievement, competence, etc. Meeting esteem needs leads an individual to
gain self-confidence, strength and capability that is useful for achieving objectives of an
organization.
5. Self-Actualization Needs: This is the final step or need in hierarchical order to get
fulfilled necessarily. This need help individuals to convert their perceptions and thinkings
into reality (Mendes and Stander, 2016). And after satisfying self-actualization needs,
human beings tend to feel that they are enable to do things that help them to be
recognized in an organization.
For essence this can be said that, once employees of 1spatial, plc believe that given level
of need is satisfied, after that will be no longer to satisfy them. Then, next higher level of need is
activated so that can motivate people to work better and best. By using this theory, 1spatial, plc
can motivate their employees in various ways; by providing them job security, companionship,
harmony among employees, etc.
Process Theory:
Process theory in engaged in dealing with how the motivation occurs that is whole
process of motivation. Following theory is given in process perspective:
Theory of Vroom's Expectancy:
Explanation by Victor. H. Vroom is that individual which motivates in order to achieve
their task in effective manner. It is a performance which is based on assumptions of individual
behaviour in respect to take alternative course of action. Expectancy theory has 3 main concepts;
valence, instrumentality and expectancy.1. Valence: This refers to the strength of an individual for an expected rewards of outcome.
To gain a positive valence, individuals should work for attainment of outcomes. For
example, employees of 1spatial, plc prefers to work for completion of company's goals
and objectives.2. Instrumentality: This is another input which implies a degree to which to which first
level leads to second one. For example, employees of 1spatial, plc want to get promoted
and then realized that superior performance is key factor in obtaining promotion. Hence,
the outcome of superiors are poor and average even performance is poor more over
second level of outcome is promotion
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3. Expectancy: This is one more factor that determines the probability of completing
particular action that will lead to desired outcome. It is different from instrumentality
because it focuses on attainment of only first level outcome (Suma and Lesha, 2013).
This can be concluded that Vroom's Expectancy Theory is important for analysing
individuals so that they can get motivated to perform activities in organizations. With the help of
this, it is also determined that an individual's behaviour is based on choices made out alternative
courses.
P3 Making an effective team as opposed to an ineffective team
In an organisation team work improve quality, complete projects and change processes of
work done for innovation. Each member of team must have some skills and components to
ensure success and goal completion. An effective team is a group of individuals that must have
good communication skills, specific goals and target, motivation and zeal of continuous learning.
On the other hand, an ineffective team is group of individuals that work for individual goals and
purposes. There is lack of team focus, coordination and motivation in people as well as they have
unequal participation in team activities. A team can be effectively developed by motivating them
and providing effective leader to direct or support them as well as by communicating goal and
objective with them.
Tuck man's Theory: This theory was developed by Bruce Tuck man's in 1965. This
theory focuses on how the team works right from the initial stage to the final stage. There are
mainly 5 stages of Tuck man theory which are as following:
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(Source- Team stages, Wilson, 2010)
Forming: The initial stage of Tuck-man theory ,where each member in a 1spatial plc
company are independent . Each one is busy finding there post in a team and ask a question to
one selves that for what purpose they are in a particular company. Under this phase they are
uniformed about the rules, regulations and objectives of the team (Suppiah and Singh Sandhu,
2018). The team members must risk the possibility of conflict in order to move towards second
stage of team development. In this phase coordinating behaviour leadership strategies need to be
followed.
Storming: In this stage people finally get to known in which post they are in a 1spatial
plc company. They become the part of team under this stage and start challenging to one another
about the work the team is doing. Under this stage either they become the part of team or they
prefer to work individually. This phase can become ruinous for the team which as a result lower
the motivation level of the team members. The leader of the team member the explain how to
work under one team , how to handle out conflicts so as to create a positive environment in order
to achieve the predetermined goal of the 1spatial plc company. Coaching behaviour leadership
style is followed up in this phase (Teh and Sun, 2012).
Norming: After passing through norming stage ,they will enter to the next stage as
norming stage. In this stage the team move to lyrical working practice according the rules and
norms in which they work. Here the team member understand the fact that it is necessary for
them to work under one team instead of working individually in order to achieve the desired
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Illustration 2: Team Stages

objective of the company. Empowering behaviours leadership strategy is followed up under this
phase in order to develop team members.
Performing: At this stage the importance is given to both the performance and the team
relationship. This both the factors are conglomerated to form a synergy effect for a 1spatial plc
company. Here the team members are competent and are in a position to handle a decision
making skill without the guidance of the superior. Moreover the team become familiar about the
working environment of the particular company and work accordingly.
Adjourning: Under this stage initiatives are expanded and new members are integrated.
Supporting behavior leadership strategy is to be followed up for the purpose of developing the
team members. Moreover there is flexibility in team role in this phase. In a adjourning stage
1spatial plc company muffle up its work and then dismiss (Wong, Wong and Ngo, 2012).
Bel-bin Theory:
In a 1spatial plc company Bel-bin's theory plays major role, as under this theory nine
important roles are specified which need to be occupied within the team members. Nine role
which the team needs to play are explained below:
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Illustration 3: EFFECTIVE TEAM MANAGEMENT WITH TEAM ROLES OF BELBIN

(Source- EFFECTIVE TEAM MANAGEMENT WITH TEAM ROLES OF BELBIN, 2018)
Sharper: One of the role that a team must possess in 1spectla plc company is that the
mind setup should be sharper. He/she should be energetic to perform the task. Sharper team
make sure that the deadline of team work to be achieved in any condition.
Complete-Finisher: This role refer that in a 1spectal plc company a team must have the
strength of finding out and mistakes and correcting them immediately. He/she should have the
inner sense about what could go wrong and even manage the quality of team work.
Implementer: Implementer is a experimental coordinator within the team. He/she is a
task oriented team worker and execute the ideas and plans. Moreover can be bit slow to respond
to some new likelihood chances.
Plant:Major strength of team worker while performing plant role is to be have the
capability to solve the difficult problems, should be fee thinking type. They could be inattentive
too (Wood and et. al., 2012).
Monitor-Evaluator: In a 1spatial plc company a team worker must posses the role of
monitor-evaluator. The main skill which a monitor evaluator team must possess is that he should
be able to judge all the options precisely and accurately. Additionally, must be strategic in taking
the right decision.
Specialist: Among the team members in a1spectal plc company its not necessary that
every person should have such skills .One of the important role which a team member must have
is that they should be single-minded and dedicated. Additionally, he/she should have some
specialist knowledge and skills.
Team worker: They should be diplomatic and co-operative. Even they may hesitate to
take unpopular decision.
Coordinator: Coordinator role is that they must have the ability to identifies the talents.
Additionally, they should be able to clarifies the goals of the 1spectal plc company and must be
mature enough to take the right decision on the right time
Resource investigator: In a 1spectal plc company the role of resource allocator is that
must have the ability to develop contact and to explore the opportunities (Coccia, 2014).
Additionally, they should be passionate to perform certain work on time but the weakness is that
they might loose the interest in performing the task.
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P4 Concepts and philosophies of organizational behavior
The organizational behavior based on few concepts which encircle the nature of people
and organization. Some certain philosophical concepts that exists in an organization and guide
towards growth and success are as follows:
Individual differences and perception: According to science, each person in this world is
different from other, due to which they have different perception, psychology, thinking and
nature. This make them stand out unique and different from others. With this concept every
individual reacts differently towards various business situations. In 1spatial plc. also some people
take risk as challenge where other people try to avoid risk as they have different perception
towards risk.
Motivated behavior: Various people have different needs inside him thus to fulfill them
they are self motivated to perform well in an organization. In 1spatial plc. Many employees are
self motivated so that they can fulfill their needs as well as make their best contribution in
organization's performance ( del Mar Alonso-Almeida and Rodríguez-Antón, 2015).
Mutuality of Interest: Mutual interest can be explained by a statement that organizations
need employees and employees need organization. The organization can run successfully by
mutual understanding and participation of their employees. In 1spatial plc. Help their employees
to fulfill their needs whereas organization needs employees to achieve their goals and objective,
when the sense of mutual understanding is lacking there will be no common base will build in
company and individual objectives.
The value of the Person: Every individual want to be treated with respect, dignity and
value from their employers, other members of organization and society. By this employee feel
more motivated and dedicated towards their work and responsibilities (Foy and et. al., 2014). In
1apatial plc. each individual is treated with respect and they are made to feel their valued for
their organization.
The desire for Involvement: All the employee want to seek opportunities to work and to
get involved in decision-making problems as well a chance to share their knowledge in an
organization. Thus to improve the participation of employees at 1spatial plc. they provide their
employees with an opportunity to make ideas and suggestions for meaningful innovative
problems . A meaningful involvement of employees can bring mutual benefit of both, employees
as well as organization.
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The organization's behavior also based on some philosophies, that can be explained as
following:
Path-goal theory of leadership:
This theory assumes that leaders which need to guide employees in effective manner so
that they can overcome their weakness. The elements of this theory make a match with
situational leadership. This theory was developed in 70's of last century by American expert of
management and leadership in various cultures, Robert J. House and American organizational
expert Terence R. Mitchell. In path-goal theory of leadership, the effective leaders give their
employees a clear path that they must follow to achieve their goals. This type of supervision
removes or decreases chances of risk and roadblocks. This theory focuses on encouraging and
motivating employees by providing different ways to leaders (Lawrence and Lee, 2013).
(Source- Path-Goal Theory, 2018)
Leadership Behavior
Motivating is essential element in leadership and have a significant role in this theory of
leadership. Therefore this theory is all about leader's way and method by which they can
motivate their employees to achieve goals. The theorist House and Mitchell have submitted that
by giving them rewards to their employees leaders can encourage and motivate the worker in
effective manner. In addition to this, they must clarify the path that has to be chosen to work for
desired goals, for which they organization must provide coaching and focus to be on right track.
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Illustration 4: Path-Goal Theory

This will increase work enjoyment and employees will be engaged with work. According to this
theory, leaders at 1spatial must aim at various types of leadership behavior. These behaviors may
differ as per situation and employee, as long as they are provide focus and support (Mender and
Stander, 2016). Furthermore this allow leaders to work on the functional unit goals and merge
them with organizational goals as whole.
Leadership Styles:
The appropriate styles of leaders which depend on various circumstances and the
employees of an organization. In spatial plc. successful implementation of leadership style is
only possible when it is accepted by their employees and motivate as well as satisfies them. It is
the leader's task to facilitate, coach and rewards their employees for their performance. The four
main leadership styles that are identified by path-goal theory are as follows:
Directive Leadership: In this leadership style, the leader is knowledgeable and knows about
what to do, when to do, and how to do. This means leader provides their employees with clear
guidelines of processes and their expected outcome by their best performance. In 1spatial plc.
this management style is suitable for employees who are less experienced and need more
guidance .
Supportive Leadership: Here, the leaders pays a lot of attention on the needs and well-being of
their employees. Leaders of this styles are characterized by their friendly and empathetic
behaviors. The supportive leaders at 1spatial plc. Treats their employees with respect and support
them whenever necessary (Suppiah and Singh Sandhu, 2018). This style is helpful when the
employees has some issues like temporarily demotivated or facing some personal issues.
Achievement-oriented Leadership: In this leadership style, the leaders set some challenging g
goals for their followers, and expects success on the high level from them by trusting their ability
to handle given situation. Leaders of this style at 1spatial plc. pushes their employees to show
their excellent work achievements and continuous improvements and confidently believe in their
abilities. This management style is suitable for those employees who can independently perform
their job and carries good problem solving capabilities.
Participative Leadership: Here in this leadership style, the leaders discuss and assign important
work to their employees and also take their ideas or opinions in decisions. The leaders of this
style at 1spatial plc are open for consultation and discussion with their employees as well
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consider and include their ideas in decision-making process. This style is taken when employees
are highly involved and have specialist knowledge (Wong, Wong and Ngo, 2012).
CONCLUSION
From the detailed description which can be seen above and it has been concluded that
organizational behavior is very important because they directly or indirectly, affects individual’s
behavior and team performances. This whole report walks around organizational behavior in
1spatial, plc which is engaged in activities of development of sale of information and technology,
that how its culture, power and politics influences individuals. Later on, this moves forward
towards different motivational techniques that are used to motivate employees so that best can be
extracted out of them. Furthermore, it talks about two teams in organizations; effective and
ineffective teams and their differences. Last but not the least, report throws light on different
organizational concepts and philosophies that are crucial for companies like 1spatial, plc.
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REFERENCES
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