Organizational Behaviour

This study explores the impact of organizational culture, politics, and power on individual and team behavior and performance. It discusses motivation techniques and the effectiveness of Tuckman's team theory. The study also covers concepts and philosophies of organizational behavior and their implications. The case study is based on Richer Sound, a company known for its qualitative hi-fi products.

Organizational
Behaviour

Table of Contents
Introduction......................................................................................................................................4
LO 1.................................................................................................................................................4
Organization’s culture, politics and power influence individual and team behaviour and
performance............................................................................................................................4
LO 2.................................................................................................................................................7
Ways of motivating individual and teams in an organization................................................7
LO 3.................................................................................................................................................9
Effective team as opposed to an ineffective team..................................................................9
LO 4...............................................................................................................................................11

Concepts and philosophies of organizational behaviours....................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
Introduction
Organizational behaviour is the human behaviour within an organizational setting and
this behaviour can have several positive changes within an organization (Aithal and Kumar,
2016). This present study is based on Richer sound, founded in the year of 1978. It is mainly
known for its qualitative hi-fi products, It has around 500 people and 53 stores. This present
study is going to show critical impacts of power, culture and politics on performance of the
company. It will also discuss effectiveness of motivation on overall performance of company and
employees. Further, it will discuss effectiveness of path goal theory according to which leaders
motivate employees and improving their performance by providing the guidance and appropriate
rewards. Lastly, it will entail effectiveness of Tuckman's team theory as it makes companies able
to build an effective team and motivating employees to work in a team.
LO 1
Organization’s culture, politics and power influence individual and team behaviour and
performance
There are values, beliefs, attitude, norms, etc. which have to be followed in a business to
be able to have a stability in the market. This is going to help the internal environment for the
workforce to be maintained and the working in the organization is going to be effective. The
further report is going to discuss cultural, power and politics which is having an influence on
team and individuals of Richer sounds (Chou and et.al., 2019).
Handy's cultural model
This model is divided into four categories which are task, power, role and person which are
going to b discussed in the further report.
 Task
With a mix of leadership styles there can be a distribution of tasks between the
employees effectively. It is very important that the organization distributes their tasks without
having any discrimination in the business so that there are going to be higher results. Team will
be able to operate effectively when the individuals are going to be aware of the distribution.

 Person
There are a lot of people who have more experience but it is also important to share the
experience in order to be able to operate effectively. The control and profitability of Richer
sounds in the market which is going to make the performance of the company even higher
(Charles Handy Model of Organization Culture, 2020). People in any organization are very
important which is why it is important for the organization to be able to operate effectively.
 Power
There are selected people in a business who have the power to be able to operate
effectively and this factor has to be monitored so that right measures can be taken. The working
environment of the organization is also going to be healthy if this factor is not misused.
Individuals will be motivated to give their best to get this power in the company and team will
benefit from it overall.
 Role
The roles of all the employees have to be distributed effectively so that there is going to
be a better sense of direction which would be present in the organization (O'Grady, 2018). To
have an healthy environment for the employees to work within the company will have to take
such measures to have higher planning and strategies making the efficiency and effectiveness
improve.
French and Raven's power model
To make sure that the power in the organization is being used effectively there has to be
good use of model so that the results are going to be higher and that is going to be discussed in
the further report.
 Reward power
Employees of the organization will have to be rewarded from time to time so that there is
going to be higher motivation which is going to be present (Christy and Duraisamy, 2016).
Rewards make the teams and individuals be able to give in their best in the organization which is
going to make the demands and needs of the customers be matched.
 Coercive power
The employees who are not giving in their best to the organization are going to be
punished and they will be asked to leave the organization or given a warning so that they will be

able to operate effectively. This measure is important since the working otherwise the team
working and individual working will be affected (Subba and Rao, 2017).
 Legitimate power
This is a power which is in the hands of the employees so that there is going to be an
authority with them to make their own decisions. This power is for a short period of time which
is going to get in higher consequences in the business.
 Expert power
All businesses have experts who have to be monitored as well so that there is going to be
balance and sharing of knowledge is important in Richer sounds so that the company can
perform effectively.
 Referent power
Employees with great influencing power as leaders are hired in Richer sounds so that
there is going to be higher performance which is going to be present. These can make the
working of the organization get affected which is not a good factor for the organization to have
therefore they have to be controlled and monitored (Tran, 2020).
Impact of politics
Politic behaviour within an organization refers a practical domain of power in action. In
workplace politics, some people make use of their power like seniors position and others in order
to achieve change that can benefit to the company and people. Workplace politics refers self-
serving behaviours which people use for increasing positive impacts. It may be positive and
negative because some people take undue advantage of their power and in this politics they want
to take several personal advantages like access to tangible asset, controlling other people etc. as
per the characteristics they can be divided into 3 types such as:
Personal characteristic: It includes personality of people who have power to control and make
positive changes. Impacts of politics mainly depend upon personal characteristic as whether
people have honesty, truthfulness, loyalty or having proud, negativity and others.
Decisional characteristic: In this type, people who have power have decisional characteristic or
ability to make effective decision which can benefit to company and people.
Structural characteristic: In this type, people are being given power who have ability to
influence others and get the work done from them in an effective manner. People according to
this have ability to use their style as whether to become strict and whether to become polite.

LO 2
Ways of motivating individual and teams in an organization
Motivation can be defined as the reason for which people work or it can be said that all
those reasons for people (actions) is known as motivation. In the context of employees it can be
said that it refers need that require satisfaction. Richard's sounds have 500 employees and for
making them able to stay within an organization for the long run there is requirement of HR
trainee officer to identify their types of needs. All employees have some reasons for which they
work and all they need to be satisfied by employers for increasing staff retention rate. There are 2
types of motivation such as intrinsic and extrinsic.
Intrinsic motivation: Intrinsic motivation refers an act and behaviour of doing something which
can be driven by internal rewards. In this type, people want to improve themselves and seek for
motivation which can push them towards accomplishing goals and improving skills such as
achievement, appreciation etc.
Extrinsic: Extrinsic motivation can be defined as reward driven behaviour. In this type,
employers make use of salary and security at workplace to employees.
Maslow's hierarchy of needs
It is found that Richard Sound is famous for qualitative home cinema products, TV and
premium audio equipment. There are several other companies in the market who are increasing
competition for this company and by providing attractive perks they are attracting skilled
workforce. So, Richard Sound can motivate their employees by implementing an effective
Maslow's hierarchy of needs theory.
Psychological needs: It includes all those needs which are required for survival. Without
satisfying and completing these needs, people cannot go for further needs. It includes: Food,
shelter,water etc.
Safety needs: It includes people's needs to feel safe and secure at workplace where they
have to spend more hours. By providing financial security like salary, safety security like
implementing safety policies, tools and employees insurance, HR trainee officer at Richard's
sounds can motivate employees (Bamgbose and Ladipo, 2017).
Social needs: It includes acceptance and belongingness which makes people feel valued.
It includes: effective relationship like friendship, social groups etc.

Self-esteem needs: After satisfying all three needs, employees requires gaining
recognition, status and appreciation. In this stage people want to gain something which can
increase their knowledge and self-esteem. So, by appreciating, promotional opportunities, respect
such needs can be satisfied.
Self-actualization needs: It is the realization of an individual’s full potential. In this
stage, people want to become the best that they possibly can be. Career development
opportunities is one of the best way of satisfying this need.
Herzberg's 2 factor theory: This theory believes that there are 2 factors which needs to e
adjusted by companies in order to motivate their employees. These main factors are: Motivators
and Hygiene factors. Hygiene factors related to psychological needs which people wanted to be
fulfilled. It includes: Pay, fringe benefits, status, interpersonal relations, job security and others.
Whereas, motivational factors include additional benefits which only few people have. It
includes: recognition, appreciation, achievement and meaninglessness of the work. So, according
to this also, HR trainee requires identifying needs of employees and accordingly it can use either
hygiene factors and motivational factors (Bouzenita and Boulanouar, 2016)
So, from the above discussed all needs, it can be said that HR trainee can increase staff
retention rate if they identify their employees' needs and providing financial and non financial
rewards accordingly.
Situational leadership: Rather, motivation theory, this company also focuses on leadership
style. By implementing situational leadership it can increase staff retention rate. It is the style in
which leader selects different style of leading as per the current situation. There are mainly 4
styles of leading which can be used by leader as per the current situation of the company such as:
Directing: It is initial level in which leader pays high attention to tasks. They are task
oriented rather than relationship oriented and direct all workers for getting the work done in an
effective manner.
Coaching: In this type also, leader focuses on tasks but in this coaching style, they
expand to the developing relationship by building trust.
Supporting: In this style, leader neither give detailed instructions nor to follow up as
they only support to followers in their work and motivate them to become self dependent.
Delegating: In this stage, leader delegate tasks and observe them with minimal follow
up.

It is believed that when employees get guidance and right direction then they are more likely to
focus on their work and it motivates them towards accomplishing goals.
LO 3
Effective team as opposed to an ineffective team
In any organization it is important for the company to be able to operate effectively in the
market so that there is going to be effective working. The further report is going to discuss the
functioning different types of teams so that there is going to be higher performance.
 Effective team
Effective teams work together so that there are going to be higher performance which is
going to be present in the market. This team always has a good understanding and the conflicts in
the organization is going to be lower which is a very essential factor for the organization to have.
The problems are going to be lesser and the tasks will be completed on time which is going to
make the periods for objectives to be matched. There are a lot of benefits which are present in
the company to have which would make the working of the organization more effective and
helps the organization to gain competitive advantage.
 Ineffective team
In an ineffective team there is going to be lower understanding and the communication
gap is going to come in the organization as well. This makes the performance and competitive
advantage of the organization get affected and that is not a good factor for the company to have.
The tasks are going to take a lot of time to get completed and the pressure on the employees is
going to be higher.
Tuckman's Model of team development
Management of Richer sounds use the technique denoted as Tuck man team development
model to form teams. This model guide different stages that channelises the development of team
in organisation. Stages like forming, storming, norming, performing and adjourning are utilised
to establish an effective team.
 Forming stage
Forming is the initial stage involve in team development. This stage of team formation is
crucial as at this level all team members interact with each other. Team leaders confirms role of
all team members, they clarify goals and objectives of team. Role of team in organisation also

clarifies at this level. All rules and regulations related to operation of team are discussed at this
level between team members. Issues also arises at this level between team members which also
need to addressed by team leaders. ON the basis of the overall function of team all operations of
team are distributed to different team members. ON the basis of individual level of proficiency of
employees part of team all operations of team are segregated into such team members. All duties
are clarified at this level between team members.
 Storming stage
Storming is the second stage involve in team development model. This is the stage where
Team leaders try to clarify all issues arises between team members at the forming stage. This is a
crucial stage of team development model. At this level decisions are also taken in team. All roles
are assigned to all team members at this level (Wiepking and De Wit, 2020). Team members
start to act like making strategies, all team members try to show individual skills and capabilities
so that they can establish an individual influence in the team. All norms are prepared at this level
so that overall objectives behind the team formation can be achieved by team members.
 Norming stage
Norming is the third stage involve in team development model. Agreements are formed at
this level between team members. Roles and responsibiolitie3s of all team members are clarifies
at this level. Big decisions are made in team so that team can perform effectively. Strategies are
also formed at this level (Saoula, Johari and Fareed, 2018). All team members are also involved
in forming strategies of team. Norming is the key stage involve in team development model as
this stage prepare different strategies between team. ON the basis of overall objectives of team
certain strategies are prepared in team.
 Performing stage
Performing is the key stage involve in team development model. On the basis of the
strategies are formed in team all team members are try to perform in team. This stage contributes
the most in the overall team performance and the team to achieve its overall objectives.
Performance of the organization needs to be strong in the market so that the organization will be
able to compete with the competitors in the market which is good for a long run.
 Adjourning stage
This stage involve evaluation of the team performance. On the basis of the objectives of
team performance of team are evaluated. Control also established over team performance. This

stage is about to analyse about the performance of individual team members about the
performance. After this level team are adjourned as objectives behind forming a team is achieved
at this level.
LO 4
Concepts and philosophies of organizational behaviours
Organizational behaviour can be defined as study of group performance and activity
within an organization. Organizational behaviours have several critical impacts on the overall
goals, motivation, communication and performance of the company. Among all roles of Belbin's
team roles, this Richard's sounds focuses on team worker, co-ordinator and specialist. All these
roles help employees in completing their work in an effective manner which leads to improved
performance. By applying appropriate theories and models, Richard's sounds can understand
impacts of philosophies of OB on their overall performance.
Path goal theory: This theory is based on specifying and selecting the best style of leadership
that can best fit in an environment. In this theory, leaders play a vital role as they select one of
their best style of leading which can be fit to the current situation of the company and can also
satisfy needs of employees. The main reason behind implementing this theory within an
organization is to motivate employees for accomplishing goals and also adapting changes which
may occur within a business environment. Leaders in this theory mainly focuses on financial
rewards which can make able to employees to increase productivity. Business environment is
unpredictable as there are several factors which can be changed any time but people within an
organization resist to change because they find problems in adapting changes and changing their
way of performing functions accordingly (Alshmemri, Shahwan-Akl and Maude, 2017).
Sometimes it can make them frustrated. In the context of Richard Sounds it is found that it has
around 500 employees and want to take competitive advantages. For that it wants to expand its
business by developing new products so, it wants employees to bring new ideas of business
development. For making them able to bring creativity, it will require motivating them so, this
theory can help it out in accomplishing this goal.
Link of path goals theory with expectancy theory and situational leadership: One of
the main effectiveness of this theory is in this theory, leader focuses on engaging followers with

company the more they can in order to improve their skills and abilities. It directly leads to
improved productivity and employees can decrease staff turnover rate which have impact on
their image. So, overall it can be said that this theory plays a vital role in having positive impacts
of OB on performance and motivation of employees. It can also be said that this theory is linked
or based on expectancy theory of motivation because in expectancy theory of motivation people
act in a certain way based on expectations. In this model, employees focus on improve their
performance when they knew what the rewards were going to be given by leaders to them. In
path goal theory also, leader focuses on employees characteristics. They often focus on
situational leadership or select appropriate style as per the current situation (Path Goal
Leadership Theory, 2013.).
Social capital theory: In this theory, leader focuses on developing social relationship
within an organization so that employees can give qualitative outcomes. The focus in this theory
is on communication because it is the thing which can allow them to interact with employees and
improve relation. There are 3 types of social capital such as: bonding, bridging and linking.
There are some dimension which can help leaders in improving their relation with employees
and can make them able to improve their performance. Trust is one of the main factor which
leads to improved relation (Joslin and Müller, 2016). Social norms also plays an important role
as it consists of shared values and behaviours which motivate employees to work together and
help company in meeting goals.
Reasons for resistance to change: Business environment is sum up of internal and
external environmental factors among which some factors are unpredictable. Changes in
unpredictable factors affect employees and their performance to the great extent as they have to
make changes in their performing style and others which can be time-consuming. It can initially
affect their performance so, they resist to change. There are several other reasons for which
employees within an organization resists changes such as: fear of unknown, inconvenience,
persona;l behaviour and security from the past. Organizational ineffective culture, contracts also
resist employees from adapting changes. These reasons and resistance to change affect overall
performance, productivity and image (Teng, 2018.). So, it becomes important for leaders to make
their employees able to adapt changes and it can only be possible with rewards and motivation.

So, overall it can be said that organizational concepts, philosophies and appropriate
theories play an integral role in accomplishing goals and by implementing this theory, Richard
Sound can expand its business and can improve flexibility among employees.
CONCLUSION
On the basis of above study it has been summarized that motivation plays an important
role in increasing staff retention rate and improving brand image. It has discussed different types
of cultures and power within an organization which affects performance of employees to the
great extent in a critical manner. Politics also play an important role in impacting employees'
performance. Further, this study has shown effectiveness of team working as how it helps people
in accomplishing their goals by reducing errors. It has also shown some effective ways of
working with others and cooperating each other. Philosophies of organizational behaviours also
plays an important role as it allows employees to adapt changes which occur within an
organization.

REFERENCES
Books and journals
Aithal, P. S. and Kumar, P. M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM) 18(7). pp.126-134.
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal. 14(5). pp.12-16.
Bamgbose, A. A. and Ladipo, S. O., 2017. Influence of motivation on academic library
employees’ performance and productivity in Lagos, Nigeria. Information Impact:
Journal of Information and Knowledge Management. 8(2). pp.33-47.
Bouzenita, A. I. and Boulanouar, A. W., 2016. Maslow’s hierarchy of needs: An Islamic
critique. Intellectual Discourse. 24(1).
Chou, C.M and et.al., 2019. Factors influencing teachers’ innovative teaching behaviour with
information and communication technology (ICT): the mediator role of organisational
innovation climate. Educational Psychology. 39(1). pp.65-85.
Christy, V. and Duraisamy, S., 2016. INFLUENCE OF PSYCHOLOGICAL CONTRACT
BREACH ON ORGANISATIONAL CITIZENSHIP BEHAVIOUR: MEDIATING
EFFECTS OF AUTHENTIC LEADERSHIP STYLE AND PSYCHOLOGICAL
WELL-BEING-A WORKING PAPER.
Joslin, R. and Müller, R., 2016. Identifying interesting project phenomena using philosophical
and methodological triangulation. International Journal of Project Management. 34(6).
pp.1043-1056.
O'Grady, S., 2018. Organisational citizenship behaviour: Sensitization to an organisational
phenomenon. Journal of nursing management. 26(7). pp.795-801.
Saoula, O., Johari, H. and Fareed, M., 2018. A conceptualization of the role of organisational
learning culture and organisational citizenship behaviour in reducing turnover
intention. Journal of Business and Retail Management Research. 12(4).
Subba, D. and Rao, M.K., 2017. The impact of compassion on organisational identification:
mediating role of positive emotion. International Journal of Business Excellence. 13(4).
pp.428-440.
Teng, C. I., 2018. Managing gamer relationships to enhance online gamer loyalty: The
perspectives of social capital theory and self-perception theory. Computers in Human
Behavior. 79. pp.59-67.
Tran, Q.H., 2020. Organisational culture, leadership behaviour and job satisfaction in the
Vietnam context. International Journal of Organizational Analysis.
Wiepking, P. and De Wit, A., 2020. Unrestricted impact: field note on a mixed-method project
studying the effects of unrestricted funding on grantees’ organisational and project
impact: field notes. International Review of Philanthropy and Social Investment. 1(1).
pp.97-98.
Online

Charles Handy Model of Organization Culture. 2020. [Online]. Available through:
<https://www.managementstudyguide.com/charles-handy-model.htm>.
Path Goal Leadership Theory. 2013. [Online]. Available through:
<http://www.nwlink.com/~donclark/leader/lead_path_goal.html>.