Organisational Behaviour and Corporate Life

The provided document is a collection of academic papers and resources related to organisational behaviour and corporate life. It includes various articles, book chapters, and online materials that discuss topics such as Maslow's Hierarchy of Needs, corporate brand management, stakeholder engagement, organisational stressors, and human resource flexibility. The assignment seems to be focused on understanding the complexities of organisational behaviour and its impact on employee engagement and corporate success.

UNIT 12 OB

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P 1) 2M Group Limited culture, politics and power influence individual and team behaviour
and Performance-....................................................................................................................1
TASK 2............................................................................................................................................5
P 2) Content theories of motivation and techniques...............................................................5
TASK 3............................................................................................................................................8
P 3) Comparison between effective and ineffective team-.....................................................8
TASK 4..........................................................................................................................................10
P 4) Concepts and philosophies of 2M Group Limited-.......................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organization behaviour is a field of study that investigates the impact of culture on
individual and team performance. It improves the organization effectiveness (Burrell and
Morgan, 2017). In order to know human nature, a specified field of faculty of knowledge is
being developed, called organization behaviour. This is the important part of a company to
identify knowledge of work environment. 2M Group Limited is a leading chemical organization
of United Kingdom. Report will describe impact of organization culture and power on individual
performance or behaviour. This explain different theories and methods which is helpful to
accomplish objectives. Report will discuss concepts and models of organizational behaviour.
TASK 1
P 1) 2M Group Limited culture, politics and power influence individual and team behaviour and
Performance-
Culture
Culture is based on shared thoughts, beliefs, customs or attitude. Sometime its makes
positive and negative impact on individual performance, behaviour. A safe or growing
environment provides a surety to worker that managers do care about their happiness and ready
to fulfil their needs (Kitchin, 2017). In 2M Group Limited individual feel satisfied because they
know that seniors or management do care about their health or provide all require facilities.
Workers perform more efficiently and give their best to accomplish goals. Manager's caring
nature is helpful in order to build a clear vision, mission and make employees aware about
organization expectations from them, which generate positive waves inside the company. It is
not easy for management to maintain healthy environment, they need planning or strategies to
increase individual performance level and create good behaviour towards other employees,
which is a growing opportunity for organization. Company is responsible for individual growth
and increment.
Hofstede's Cultural dimensions’ theory- The theory of Hofstede's cultural dimensions
constitutes a framework revolving around cross cultural communication. The dimensions
collectively portray, result of culture ingrained in society on members’ values. This theory was
one of the initial ones which could quantify cultural differences. This a brief overview of the six
cultural dimensions-
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1. Power distance- This explains the extent to which members who are less powerful in a
society accept and expect the distribution of power in 2M Group Limited organization.
2. Uncertainty avoidance- It is the dimension that describes the extent to which employees
in 2M Group Limited company are not at ease with ambiguity and uncertainty.
3. Individualism vs. Collectivism- Focus of this dimension is on the question regarding
whether employees have a preference for being left alone to look after themselves.
4. Long term vs. short term orientation- Long- term orientation describes inclination of
organization toward searching for virtue and in short term pertains to those companies
that are powerfully inclined towards the establishment of absolute truth.
5. Indulgence vs. Restraint- This dimension of indulgence vs. restraints focuses on
employees' happiness. 2M Group Limited management always take care about workers
need and requirements.
Influences of organization politics on individual behaviour and performance-
Employees create a political environment in the company. They play politics to come in
limelight and gain management appreciation or attention. It refers to illogical behaviour of an
individual at workplace to obtain profit which is out of their control. Not a single employee has
gained anything out of it, instead this generate negative atmosphere at workstation.
Effect of organizational politics on individual-
Decrease the productivity-
 Politics lowers the output of an employee and eventually affect the organizational
productivity.
 As a result of it at workstation, workers fail to achieve objectives within the specific time
frame. Works get delayed in this political environment.
 They are more interested in back biting or leg pulling. They like to spend their precious
time criticizing other workers.
 According to observation person who play politics in the company pay less
concentration on performance.
In 2M Group Limited organization those employees like to play politics they can't perform
according to their capability.
Affects Concentration
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 A person finds it difficult to pay attention on work (Balwant, 2018). They are more
active to ruin others image in front of managers. An individual who involved in politics makes more mistake in their career life.
Spoils the Ambience
 Political environment leads the negative waves at workstation.
 It is the reason of bad relations in the company.
2M Group Limited organization face negative work culture just because of politics
Increase Stress
 It is rightly said that issues can be solve if discussed. Person finds it difficult to disclose
in any of their colleagues due to fear of secrets getting leaked. This kind of fear increase
stresses among the 2M Group Limited employees and impact their performance or
behaviour. They fail to trust each other’s.
Changes the attitude of individual
 Organization's political environment changes the employees' attitude for each other.
 Politics among colleagues do not allow them to help others and they can't perform their
best.
 Efforts of individual are worthless in political environment. In political environment employees and team can't accomplish it objectives. They do not
like to work together or an individual is not able to achieve company goals.
Effect of power on individual-
Power is the ability to do something, it directly influences the behaviour of others.
Manager of 2M Group Limited organization has their own working power at workplace and they
can use it in positive or negative way.
Source of power-
Legitimate power- Power that is given to an individual based on their role and position, known
as legitimate powers. It follows the hierarchy of 2M Group Limited like junior managers’ report
to senior and they report to directors.
Reward Power-Reward power is the ability that one holds to dole out incentives and
compensation in organization. This power that is used fairly can be highly motivate to employees
of 2M Group Limited.
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Coercive Power-This can be scary, it's what sets in the fear of being punished for poor
performance and keep employees coming in early and stay at the office late.
Referent power- If employees do not have any granted power in 2M Group Limited, they can
still influence other's behaviour and decision-making. There are many ways to earn referent
power at workstation.
Expert power- It is another way to earn respect and influence independently of the hierarchy of
2M Group Limited.
Positive power
Encouraging productivity- Organization's positive power encourages the company productivity.
It gives the workers power to take their own decisions, rewarding them for good performance,
appoint skilled or qualified employees those can surprise management with their performance
(Elsmore, 2017). 2M Group Limited positive power increase not only employee productivity but
also company too.
Motivate individual- Right use of power encourage individual to accomplish their job
responsibilities more efficiently. They work hard to achieve organization goals and targets.
Workers retention rate is high in the company when they perform together and exchange
thoughts or ideas to each other’s.
Communication- Positive power allows employees that they can easily talk with seniors or other
employees. Two-way communication gives a growing direction to organization. 2M Group
Limited employees share their suggestion or views with management because of open
communication system of organization.
Negative power- If managers or employees of organization do not have respect for each other
they create negative environment in the company.
Threat of power- Use of power in a negative way by seniors or managers they force individual to
do their job beyond the capabilities. If employees do not perform well than managers will fire
them from job.
Decease the quality- Negative power generates negativity in employees and they try to avoid job
responsibilities. 2M Group Limited management use their power in wrong direction which
decrease quality of employees or make negative impact on company productivity
Misuse of power increase disappointment in team members. They avoid senior instructions and
do not take their responsibility seriously.
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TASK 2
P 2) Content theories of motivation and techniques
Source: (Maslow's Hierarchy of Needs, 2016)
Content theory- This theory describe why human require changes with time. It explains
the specific factors which motivate person behavior. These theories make impact on the
organization's policies. Content theories are also known as needs theories.
Maslow Hierarchy of needs (Content theory) - This is one of the most known motivation theory,
which is given by Abraham Maslow in the 1940s and 1950s. Human needs progressed from
lower order through higher level needs. The basic premise of theory is that an individual has five
levels of needs and this is sub-categorized into two groups-
Deficiency needs-
Physiological needs- These needs are the basic requirements for human being to spend their life
like- air, food, drink, shelter, clothing, sex, rest etc. If an individual can't achieve these needs his
body can't function properly (Maslow's Hierarchy of Needs, 2016). Physiological needs are the
most required thing for person, others requirements become secondary until unless primary
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Illustration 1: Maslow Hierarchy of needs

incomplete. When individual fulfil their basic needs then they perform well to achieve next level
requirements through work.
Safety Needs-It is stand on second position. In this need human want protection from society,
law, other people etc. They like to enjoy their life freely without any restrictions. 2M Group
Limited organization provides a secure or healthy environment at workstation. Employees feel
safe in the company.
Love and social needs- After previous two needs have been fulfilled, other requirement of
human is social and love. Relationship increases the feeling of love (Gkorezis and Petridou,
2017). An individual require love, care from family, friends, society. They can't live without love
and feelings. 2M Group Limited has caring culture which is necessary for employees.
Growth needs- These needs are related with personal growth and accomplishment of personal
expectations.
Esteem needs- Abraham divided it into two parts first is esteem for own self like dignity, free
life and second is reputation and respect from others side. Human love their social reputation or
try to maintain it at any cost. 2M Group Limited has respecting working culture, which
encourages employees to do their job efficiently.
Self-actualization needs- This need are related to personal potential, growth, experience or
expectation etc. 2M Group Limited provide such a platform where employees analysis
themselves. It provides awards for employees’ achievements and they analysis themselves on
behalf of their success.
The porter- Lawler Model (Process theory) - It is a framework tool for analysing business
competition in the market. This model use Vroom's theory and comprehensive motivational
theory. It is a complete model of motivation (Kim, Kim and Reid, 2017). This is multivariate
process which explain the relationship that relay between job attitudes and performance. It is
based on four basic human behaviour assumptions-
1. According to this process a person behaviour is determined by combination of factors in
individual and in the environment.
2. People are assumed to be rational human who make decisions about their own behaviour
in company. Everyone has different needs, objectives and requirements.
3. On the basis of expectation human decide between alternative behaviour
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According to this process that motivation is never equal to person's satisfaction or
performance. Porter and Lawler proposed a multivariate model to explain complex relations
between satisfaction and performance.
Elements of Porter and Lawler model
Effort- It’s a particular series of activities that is organized by a group of individual in order to
achieve something. Efforts of a person is measurable by two factors.
1. Value of reward
2. Perception of effort- reward probability.
Performance- Efforts of employees decided their performance level. The amount of try is
determined by the amount of work. When they do not perform according to their ability,
managers create a wrong perception for them. 2M Group Limited is not satisfied with employees
efforts. High efforts and low result is reason of dissatisfaction of an individual. Making efforts in
right direction give positive results.
Satisfaction- Satisfaction is the result of person performance. Level of satisfaction depends
on the achieved rewards from management (Paull and Whitsed, 2018). If the amount of
appreciation meets or exceed equitable rewards, person feel satisfied and if appreciation is not
equal to previous this create dissatisfaction among the employees.
Rewards may be two types-
1. Intrinsic- These are sense of personal actualization.
2. Extrinsic- It considered working condition or level.
Organization appreciates employees for their success. Motivation process of Porter and Lawler is
not easy than other models.
Motivational techniques- This is useful to encourage employees to do their job more
effectively.
Create a positive work environment- Motivate individual by offering upbeat and positive
working culture. Encourage team to work together and share their views or ideas with each other.
2M Group Limited reduces conflicts among the employees and provides freedom to do work
independently when appropriate.
Provide incentives- 2M Group Limited provide incentives to employees for their performance.
It is the motivational part of their job. Individual work hard to get more incentive.
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Recognize achievements- Organization organized prize distribution ceremony on the success of
employees. 2M Group Limited appreciate individual on their achievements and awarded them in
front of others.
Share profits- 2M Group Limited motivate employees with high incentive. This technique
simultaneously appreciates collective goal-setting and teamwork.
These are few techniques which motivate individual to accomplish their objectives.
TASK 3
P 3) Comparison between effective and ineffective team-
Effective team- A team become more strong and meaningful when its members work
together to accomplish common goals. It called effective when team performs with more energy,
zeal or enthusiasm to achieve target smartly (Balmer, 2017). Skilled or qualified individual try to
work with colleagues and meet personal or professional goals. Effective team has some factors
which make organization more powerful or unique.
Clear sense of purpose- Effective team has clear purpose about their goals and objectives. It
delivers meaningful message among the members. This encourages workers to do their work
more effectively. 2M Group Limited team leader give clear instruction to employees to
accomplish targets.
Communication- To become an effective team members have to follow two-way
communication. Open interaction between management and team members build a healthy or
safe environment at workstation. 2M Group Limited manager allow team leaders and members
that they can discuss issues or suggestions with them without any hesitation.
Understand customers’ expectations- Every team serves others, these could be internal or
external customers. To get success in task requirement that the team knows what those
consumers’ expectations.
Effectively make decisions- Effective team require perfect decisions. Getting good at making
those judgements quickly separates strong team from weak teams.
Objectives- Effective team has common goal for all members. They have to know what team
goals are. When each and every individual is aware about their team responsibilities they try hard
to achieve them. 2M Group Limited employees know their personal or professional goals. They
make their efforts to achieve both objectives. Company has such working environment which is
helpful for employees.
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Ineffective team- In ineffective team unity, mutual understandings are absence. Members work
separately and try to achieve personal goals rather than organization. They do not take company's
targets seriously (Andriof and et.al., 2017). This kind of team behaviour create insecure
environment at workplace. Some features are below which make a team ineffective-
Focus- A team become ineffective when members do not make efforts to accomplish their
common goals. They like to achieve personal objectives. Employees refuse to take others
suggestions. Individual always want their personal growth. 2M Group Limited team member do
not follow leaders’ instruction and put their efforts to meet the goal. This kind of work style
shows their selfishness.
Unequal response- Team leaders do not give same response to all members. When they not get
fair attention from management and seniors they feel disappointed and start to avoid job
responsibilities. Individual want a clear opinion on performance but if managers do not take
them seriously then they work for themselves and make efforts to achieve personal targets. This
kind of attitude is the reason of ineffective team. 2M Group Limited leaders sometime do rude
behaviour with employees, which create negative thoughts in their mind and they try to
accomplish pre-define personal goals.
Lack of cohesion- When members do not have mutual understanding with others make an
ineffective team. They refuse to accept others views and ideas and understand themselves best
from colleagues. 2M Group Limited team leaders never try to make such working environment
where everyone has strong bonding with each other’s. This kind of atmosphere is not good for
organization growth. It can't achieve objectives or goals.
Demotivation- Seniors ignore individual efforts and not appreciate employees. 2M Group
Limited managers do not admire individual efforts and their kind of behaviour generates in-
secureness among them. They think that organization only has concern with its own profit.
Errors and negativity- Members are quick to point out the errors and weaknesses of colleagues
rather than learning from setbacks and move forward. A negative atmosphere builds wall
between employees, leaders, management. 2M Group Limited seniors are responsible for this
environment.
Disorganization- 2M Group Limited team members are not free to give their suggestions during
decision making process. They never ask employees about their opinion. Organization has such
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working environment that they do not like to listen each other’s. Ideas are ignored or override by
them (Arnold, Fletcher and Daniels, 2017).
Effective and ineffective team both are part of an organization but effective team is able to
accomplish their pre-defined goals and objectives.
TASK 4
P 4) Concepts and philosophies of 2M Group Limited-
Concepts of organization behaviour are the results of investigation on individual and
group members' performance. It is the most important way to interact with each other’s or knows
about their nature. Team members make an effective planning to achieve company's goals and
objectives. This is a way to manage business policies among the employees and operate
operation in proper manner. These concepts and philosophies are applicable in different teams to
increase 2M Group Limited productivity to accomplish it is pre-define targets (Cherry, 2017).
There are many theories available which is helpful to improve employee’s performance, polish
the leadership quality, encourage innovative people and achieve goals. Company in this way
achieved its targets with modify whole business entity. They work according to behaviour of
individual or team members. Some fundamental concepts of 2M Group Limited are below-
Individual differences- In this world every person is different from other one and science also
supports this concept. They are not only having different DNA but also unique art, behaviour,
skill, skin complex or talent. Idea of individual differences comes originally from psychology.
From the day of birth, person is different and their work or life experience makes them more
unique. 2M Group Limited employees also have their own skills and quality, which make them
different from other.
Perception- Persons have different opinion from other on a same subject. Two people can
present same object differently in their own way and it is possible because of experience. An
individual always interprets what he/she sees according to lifetime of accumulate value. 2M
Group Limited employees able to present, presentation on same topic differently in their own
way. They have unique thoughts about the subject.
A whole person- They play different role to maintain balance between them (Pradhan, Kumari
and Kumar, 2017). So, 2M Group Limited management treat an employee as a whole person and
differently.
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Motivated behaviour- An individual has many desires and needs inside them or they make
efforts to fulfil those at any price. They try to achieve all on require time. 2M Group Limited
managers motivate employees to achieve their requirements with performance in company. They
work hard to accomplish objectives and improve quality which keep them motivate.
Organizations social system- According to sociology, organization is social system and activities
are governed by laws as well as psychological rules. . There are two types of social system exist
one is formal, second is informal. 2M Group Limited follows informal system inside the
organization and asks employees suggestion before making decisions.
There are various methods in 2M Group Limited to manage business development process and
handle performance or work.
Autocratic- According to autocratic model, it is depending on strength, power, and formal
authority. In this kind of organization management have formal authority for controlling
employees of their team. These lower level workers have little control over the functions.
Managers have power of decision making, they do not welcome individual ideas and
suggestions. 2M Group Limited seniors make all decisions without involvement of team
members.
Supportive method- It focused around aspiring leadership skills. This method does not depend
on control or authority and incentives, but instead tries to motivate individual through
management- employee relationship. 2M Group Limited motivates workers through positive
environment and impressive ideas.
Collegial method- This is based around teamwork and everyone work as colleagues. All
organization needs to be aligned collegial method to accomplish their goals and objectives. 2M
Group Limited managers create positive and energetic working culture at workstation (Punjaisri
and Wilson, 2017).
System method- According to this, organization looks at the overall structure and team
environment and consider that an individual has different objects, talent or skills. 2M Group
Limited maintains balance between organization or personal goals (Harper, 2018).
CONCLUSION
In accordance with the report, it can be concluded that workers are the one who have
direct interaction with customers. In situation when they fail to perform their set of roles and
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responsibilities in effective manner, then it has negative impact over the business. It is important
that for management to monitor issues that are faced by workers and to take up initiative so that
they perform with their full efficiency. Further, motivational theories like Maslow’s help to boost
up employees moral and to make their satisfied for their roles within the organization.
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REFERENCES
Books and Journals
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Elements of the sociology of corporate life.
Kitchin, D., 2017.An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: lessons from organisational behaviour.Journal of Further and Higher
Education.42(3), pp.389-401.
Elsmore, P., 2017.Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
behaviour: Organisational identification as a mediator.European Journal of International
Management.11(1), pp.1-18.
Kim, M., Kim, A.C.H. and Reid, C., 2017. Positive organisational behaviour in NCAA Division
I football: a head coach's authentic leadership and assistant coaches' psychological
constructs.International Journal of Sport Management and Marketing.17(1-2), pp.121-143.
Paull, M. and Whitsed, C., 2018. Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective. In Disciplining
the Undisciplined? (pp. 193-210). Springer, Cham.
Balmer, J.M., 2017. Advances in corporate brand, corporate heritage, corporate identity and
corporate marketing scholarship.European Journal of Marketing.51(9/10), pp.1462-1471.
Andriof and et.al., 2017. Unfolding stakeholder engagement. In Unfolding stakeholder
thinking(pp. 19-42). Routledge.
Arnold, R., Fletcher, D. and Daniels, K., 2017. Organisational stressors, coping, and outcomes in
competitive sport.Journal of sports sciences.35(7), pp.694-703.
Pradhan, R.K., Kumari, I.G. and Kumar, U., 2017. Human resource flexibility and organisational
effectiveness: mediating role of organisational citizenship behaviour.International Journal
of Human Resources Development and Management.17(3-4), pp.282-300.
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Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in Corporate Branding(pp. 91-108). Palgrave Macmillan,
London.
Harper, H., 2018.Management in Further Education: theory and practice. Routledge.
Cherry, S., 2017.Transforming behaviour: Pro-social modelling in practice. Willan.
Online
Fundamental Concepts of Organizational Behaviour. 2016. [Online]. Assessed through:
<https://iedunote.com/fundamental-concepts-of-organizational-behavior>.
Maslow's Hierarchy of Needs. 2016. [Online]. Assessed through:
<https://www.simplypsychology.org/maslow.html>.
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