Leadership and Organisational Behaviour Study

A detailed study of organisational behaviour, examining the effects of leader-member exchange, servant leadership, corporate social responsibility, trust in supervisor-subordinate relationships, and self-organisation on team effectiveness and employee commitment. The study also investigates the consequences of dual and unilateral commitment to the organisation and union, as well as the role of motivation and quality of work life programmes in predicting employee commitment.

Unit 12 – Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 How organisational culture, politics and power influence individual and team behaviour
and performance.....................................................................................................................1
M1 Critically analysis how culture, politics and power of organisation influence individual
and team..................................................................................................................................3
LO 2.................................................................................................................................................4
P2 How content and process theories of motivation and motivational techniques assists in
effective achievement of goals...............................................................................................4
M2 Critically evaluate how behaviour of other can influence with effective application with
motivational theories..............................................................................................................6
D1 Critically evaluate relationship between culture, politics and power and motivation which
enable team and organisation to gain success........................................................................7
LO 3.................................................................................................................................................7
P3 What makes an effective team as opposed to an in effective team...................................7
M3 Relevant team and group development theories that support development of dynamic
cooperation.............................................................................................................................9
LO 4...............................................................................................................................................10
P4 Concepts and philosophies of organisational behaviour in the organisational context for a
particular business situation.................................................................................................10
M4 Concept and philosophies of OB which influence behaviour in positive and negative way
..............................................................................................................................................11
D2 Critically analysis and evaluate relevance of team development theories in context of
organisational behaviour which influence behaviour in workplace.....................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is the study of way in which people interact within the groups. It
is normally applied to attempt and create more efficient environment of the business. With this
context, employees are able to enhance their knowledge and increase job satisfaction with
improvement of work. It is concerned with study and develop significant advantages as well
(Kundu and Roy, 2016).
Present study based on 4com plc which is SME sector business in UK. They provide
different kinds of telecommunication services to attract maximum number of customers at
workplace. Furthermore, they are also work with wide variety of different industries to improve
communication system.
For gaining insight information of the present study, it covers organisational culture,
politics, and power which influence individual and team behaviour of organisational
performances. Furthermore, it includes content and process theories of motivation to accomplish
goal of the chosen business. Moreover, it discusses about effective team that assists to gain more
desired outcomes in the enterprise. At last, concept and philosophies of organisation behaviour
consider that support to accomplish desired level results.
LO 1
P1 How organisational culture, politics and power influence individual and team behaviour and
performance
4com plc established with aim to improve communication services in UK. Therefore,
they grew operations and functions from 1999 with installation and support roles. Employee
engagement consider important role to work in greater manner. In this context, culture, politics
and power can influence in following manner:
Handy's culture Power culture: In 4com plc, power culture determine within few individual with certain
rules and regulations. With this power, employees can easily judge to accomplish desired
results. Consequences of this system is to consider quick decision making to create long
term interest of the business. In the chosen enterprise, power culture is more strong to
work in better consideration (Balaban, Lim and Bogdan, 2018).
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 Task Culture: Task culture forms when team in the 4com plc formed to address
particular problem and progress with tasks. It is important to determine power in team to
cater appropriate problem in a particular project. Task culture also proves that it is
effectively and largely determines by team dynamic (Abbasi, Tarhini and Shah, 2015). Person culture: In this kind of culture, individual see themselves as unique and superior
in the business. Hence, 4com plc consider functions with different kinds of person to
work for accomplishment of goals and objectives. Employees gain similar training,
background and expertise to perform different tasks and activities (Redman and Snape,
2016). It influences team members to accomplish more desired level results to maintain
more effectiveness.
 Role culture: Organisation which consider role culture, is generally based on rules. They
are highly controlled with each person in the business to know their roles and
responsibilities. Power in a role culture determines by a person position in the whole
structure. It is built with long chain of command to take different roles and less likely to
take risks. In 4com plc role culture tend to very bureaucratic (Manzoni and Islam, 2015).
With the implementation of different rules and regulations, whole team perform function
accordingly so that it impact positive on the organisation.
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Illustration 1: Charles Handy's Culture
(Source: Organizational Culture Diagram, 2018)

Power types Reward power: This type of power consist ability of individual to delegate matters that
need to accomplish value and reward for subordinates in 4com plc. It consists the best
ideas to perform different tasks in the organisation so that employees will get reward as
well (Long, Li and Ning, 2015). Referent power: In this consideration, management ability develop for administer and
someone who have sense of personal approval. In this consideration, power emanates
from a person who possess skills to assess strong nature in 4com plc. Coercive power: This kind of power is based on idea of coercion so that the chosen
organisation need to focus on systematic work which develop more effectiveness. Hence,
the chosen business has main objectives to develop coercion with compliance that
increase positive results. Power can illustrate when compliance not considered (Koon and
Chong, 2018). Legitimate power: In this consideration, power ability can be linked with certain feelings
of obligations. Reward and punishment for employees in 4com plc can be develop with
leadership role. Hence, power helps to run in pack and traditionally form that can be
overcome for particular position (Noël and Zambonelli, 2015).
 Expert power: In this consideration of power, employees require special knowledge in-
depth information, expertise activities, etc. Power is also fulfilled with several roles and
responsibilities (Ogawa, Ashida and Takahashi, 2018). As a result, it enables to the
chosen organisation to provide reward to right people. When someone possesses expert
power, 4com plc easily able to communicate goals and objectives. It also enhance each
person effectiveness as they have special knowledge and skill.
Politics behaviour
Political behaviour determines important role in 4com plc. It governing to take decisions
as per individual base and interaction with each other. Politics directly influence with power to
determine overall culture at workplace. It encourages to increase productivity at workplace. In
respect to develop positive political power, staff members of the chosen organisation possess
power to take decisions on their own behalf. On the other hand, it impacts negative when leaders
in the business not considering respect to all members. Therefore, motivating people requires
performing several tasks (Balaban, Lim and Bogdan, 2018).
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M1 Critically analysis how culture, politics and power of organisation influence individual and
team
Culture, politics and power in the organisation highly influence to individual and team
performances. Positive culture assists to encourage people in 4com plc to accomplish desired
results. However, negative culture reduce development of employees because they are
demotivated with working culture of the organisation. With the help of power culture, it can be
stated that efficiency can be increases in successful manner at workplace. As a result, it develops
each individual performance and whole organisation as well (Nienaber, Romeike and Schewe,
2015).
As critical evaluation, power and politics also influence to the individual and whole team
of the organisation. Establishment of clear policies and chain of command makes easier for
employees which consider positive political environment. Climate also focused on collaboration
and equal treatment which prevent to reduce productivity. This is because, positive political
environment assists to encourage people to take decisions on their own behalf. As a result, it
influences to perform several goals in systematic manner.
LO 2
P2 How content and process theories of motivation and motivational techniques assists in
effective achievement of goals
Motivation can be defines as internal and external factors that highly influence and
stimulate to accomplish desire level results. Motivation theory determine important role in 4com
plc to perform several tasks and activities. Desired level outcomes will be accomplish with
certain characteristics to gain more effectiveness. Motivation consist three main aspects such as
effort, persistence and direction. These elements assist to motivate employees through fulfil their
needs and requirement (Noël and Zambonelli, 2015).
Content theory
Content theory look for the factors that are inside people that cause, sustain and stop
behaviour as well. Focus of the organisation is based to motivate employees so that goals of
business are achieved. In 4com plc, content theories imply with unique and individual
performance which include unique source of motivation. Basis of this theory suggest that trying
to satisfy needs of employees (Ward and Webster, 2016).
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Alderfer – ERG theory: According to this content theory, it can be stated that each
individual in the chosen organisation has different needs. Therefore, they need to accomplish it
with ascertained different stages of needs which is become important to individual (Sharma,
Sharma and Pandey, 2016). Following are different kinds of needs explained: Existence needs: In this kind of needs, basic material necessities must be consider which
includes individual physiological and safety needs (Tangaraja, Mohd Rasdi and Abu
Samah, 2015). Relatedness needs: According to these needs, each individual perceive significant
relationship with family, love and belongingness in 4com plc. They strive towards reach
public and frame recognition. As a result, class of needs contain Maslow's needs and
external component of esteem needs.
 Growth needs: According to these needs, self-development, personal growth and
advancement consider which form together in this class of need. As a result, self-
actualisation and intrinsic component of esteem needs continuously develop at
workplace.
Alderfer agreed that unsatisfied of individual motivate them to move up in hierarchy to
satisfy them. There are different level of needs considers for each individual that assists to meet
with desired level results. Furthermore, it also helps to focus on organisational goals and
objectives which would be beneficial to attain personal growth and advancement. Therefore,
multiple efforts invested in lower category to categorised higher level of needs in 4com plc
which would be helpful to accomplish goals and objectives.
Process theory
Process theories explore that how behaviour caused, sustained or stopped with
motivational factors. Mainly it implies individual choice which based on preference, reward
factor and sense of accomplishment. As a result, in 4com plc process theories implement that
stated goals are important to direct behaviour. Furthermore, equity also considered important
element to design motivational program.
Skinner's reinforcement theory: Reinforcement theory based on Skinner's operant
conditioning theory. It stated that behaviour can be formed with consequences. In 4com plc,
following perspective considered in the theory:
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 Positive reinforcement: For instance, appreciation, good marks and grade, praise, money,
trophy, promotion, etc. can increase possibility to take rewarded behaviour repetition.
Positive feedback assists to encourage performance of the behaviour. Positive
reinforcement drive behaviour closer in the chosen enterprise. As per this theory, positive
reinforcement is much better motivational technique than punishment (Mahembe and
Engelbrecht, 2014). Hence, offer alternative behaviour assists to stop undesirable
behaviour.
 Negative reinforcement: However, negative reinforcement take place when 4com plc
give things that are essentially required among employees. For example, when employees
of the chosen organisation not completing their targets managers reduce their incentives.
It is negative reinforcement because it eliminates unpleasant state. Punishment can also
undesired reinforcement for undesired behaviour.
Reinforcement theory included many kinds of motivation theories. Reward must meet
someone needs, their expectations, etc. that can be applied equitably and must consistent in
desired manner (Tan, Malaivijitnond and Gumert, 2016).
M2 Critically evaluate how behaviour of other can influence with effective application with
motivational theories
Content and process theories of motivation assists to work effectively in the organisation.
In this regard, content theory focus on what and process theory concentrate on how employees
are motivated. Content theories also consider identification of needs that are related with
motivation to fulfil these needs (Nienaber, Romeike and Schewe, 2015). It includes maslow's
hierarchical, Alderfer ERG theory, McClelland achievement and Herzberg two factors theory. As
critical evaluation, process theory consider strategy through 4com plc can motivate their staff
members with applied and influence with effective application of different theories. It includes
Skinner's Reinforcement, Adam's Equity, Vroom's Expectancy and Locke's goal setting theories.
D1 Critically evaluate relationship between culture, politics and power and motivation which
enable team and organisation to gain success
Culture, politics and power consist positive relationship with motivation theories. This is
because, when these three elements are favour among employees, they are take part to
accomplish desired results. In addition to this, motivation theory encourage employees to gain
more success in 4com plc to develop significant advantages at workplace. With this regard,
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successful outcome and results will be accomplish to develop significant advantages. As critical
evaluation, negative power, culture and workplace politics reduce motivation level of employees
and they will not perform their operations in the manner desired by the business. With this
regard, the chosen organisation can encourage their employees through provide them
performance related rewards, recognition in groups, target setting, etc. (Tangaraja, Mohd Rasdi
and Abu Samah, 2015).
LO 3
P3 What makes an effective team as opposed to an in effective team
In 4com plc, effective team must be develop to accomplish desired goals and objectives.
In this regard, communication among team members must be perform successfully to focus on
goals and results that support to attain significant advantages at workplace (Kundu and Roy,
2016). Team development activities consider different stages of functions and operations that
assists to perform well right to maintain relationship. In this regard, tuckman group development
model successfully implemented which lead to form effective team. This team has frame to
accomplish several positive outcomes such as goal clarity, communication, decision making, etc.
As per implementation of Belbin team roles, it can be stated that effective team can be made
successfully. Team must be consider different roles to accomplish maximum performance.
Different roles in team can be distributed in following manner:
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 Implementer: Implementer is a person that practically organise in whole team. They work
in disciplined, orderly and task oriented. In 4com plc, they put plans and ideas that are
easily executed into particular tasks. They can take practical and conservative when new
ideas are useful with new ideas that are immediately clear (Noël and Zambonelli, 2015). Resource investigator: Resource investigator is a person who work as cheerful and have
lots of contacts outside the team. Therefore, new ideas can be generated with open minds
and always they are looking to develop significant advantages at workplace to perform
several tasks and goals (Abbasi, Tarhini and Shah, 2015). Within 4com plc, he/she work
with enthusiastic, and explore several opportunities to increase successful contacts. Plant: Plant is a person who tends to be highly creative and good to solve problems in
unconventional ways. He/she possesses certain strength such as creative, imaginative,
free thinking and generate ideas to solve difficult issues and problems. Therefore,
communication among team members continuously increasing in unconventional ways.
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Illustration 2: Belbin team roles
(Source: 9 Team Roles for High Performance Teams, 2018)

Furthermore, in 4com plc plant is a creative thinker who consider innovation about new
things and surprise solution for complex issues. They consider practical things to operate
effective functions and operations (Koon and Chong, 2018). Monitor: Monitor is sensible, thoughtful and critical person who always analysis situation
to get bottom of things. They deliberate long and thoroughly judgement is developed
continuously. As a result, it assists to focus on the development of the organisation to
perceive strategic judgement (Ogawa, Ashida and Takahashi, 2018). In 4com plc,
judgement based on the long and thoroughly wrong way. Shaper: Shaper in team is driven, passionate and wilful person. He/she considers strong
urge to perform and looks for several challenges to do better things. They generally make
sure deadlines made towards goals to perform several tasks and activities. Within the
cited firm, he/she provides important things that ensure team keeps proper focus on goals. Coordinator: Coordinator in 4com plc require focus on objectives of the whole team
which draw task among team members and delegate proper work. They look after
procedure and helps team members to clarify intentions and summarised tasks as well.
They build trust of others and delegate to work in significant manner (Long, Li and Ning,
2015). Team worker: Team worker is a person who perform task and activities in sensitive
manner. This is because, he/she is helpful kind of nature and focused on creating pleasant
atmosphere and sense of togetherness. He/she prefers balancing and harmony with close
relationship. They face difficulty with conflict and face trouble to take decisions at
critical times. In 4com plc, he/she also uses team to gel and versatility to identify work
that required and complete on behalf of teams. Hence, they possess quality of co-
operative, perceptive and diplomatic (Mahembe and Engelbrecht, 2014).
 Specialist: Specialist is a person who possess source of knowledge in particular field.
Speciality also thrive less well when they are working together in social activities.
Furthermore, in 4com plc he/she in-depth knowledge in particular key areas will be
successfully gain in whole team. Strength of this skill is that single minded, self-starting
and dedicated work continuously develop with special knowledge and skills (Ward and
Webster, 2016).
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M3 Relevant team and group development theories that support development of dynamic
cooperation
In order to develop team and group, there are different theories consider with
development of dynamic cooperation. Managers of 4com plc, able to recognise and understand
group behaviour that act at different stages. There are mainly four stages included such as
forming, storming, norming and performing. As per this theory, according to different stages of
the group development program aim and objectives will be accomplish. Therefore, team
dynamics successfully increasing in chosen enterprise. Forming is first stage in which group
development consider and represent at a particular time when it is starting to come together. It
includes things that are like to gain purpose and determine milestones (Green and Peloza, 2014).
In second stage of Storming conflicts and competition are at greatest consideration. In this way,
issues are solved and relate with group's tasks as well with distribution of roles and
responsibilities. In third stage of Norming, group receive clarity with desperately to accomplish
cohesiveness. Morale is high which assists to develop sense of community which remain to focus
on purpose and goals. Flexibility also consider to maintain trust with each other (Sharma,
Sharma and Pandey, 2016). At Performing stage, team functions benefit to accomplish tasks. All
team members are expected to work together towards goals and objectives and take support as
well.
LO 4
P4 Concepts and philosophies of organisational behaviour in the organisational context for a
particular business situation
In order to determines concepts and philosophies in organisational behaviour in 4com
plc, Path goal theory implemented. In this context, leader style can be specifying that can be bet
fits in employee and work environment to accomplish desired goals. Goal also increases
employees motivation, empowerment and satisfaction to become productive members in the
enterprise. It considers following perspective for gain desired results efficiency (Tan,
Malaivijitnond and Gumert, 2016).
Leadership styles
There are four kinds of leadership styles are as follows:
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 Directive: In this regard, leaders provides guidelines to their subordinates to know what is
expected of them. Therefore, performance standards in 4com plc set and control
behaviour when objectives are not achieved. With the help of rewards and disciplinary
actions, they perform creative functions as task oriented. Supportive: Leader in the chosen business is friendly towards subordinates and display
personal concern for needs, welfare and well-being. It is work as people oriented
leadership (Nienaber, Romeike and Schewe, 2015). Participative: Leader also believe that group decision making and share information with
subordinates is considered important role in 4com plc. They consult with their
subordinates regarding important decisions that is related with work, goals and path to
resolve and accomplish it.
 Achievement oriented: Leader sets challenging goals and encourage their employees to
reach towards peak performance. Leaders also believe that employees accomplish
challenging goals to develop significant advantages (Tangaraja, Mohd Rasdi and Abu
Samah, 2015).
Contingencies
As per this theory, each style will be effective in some situations not for others.
Relationship also successfully develop between leader style and effectiveness which depends on
following variables: Employee characteristics: It considers factors that are required for employees needs,
experience, perceive ability, satisfaction, etc. When followers possess high inability,
directive leadership style not suitable in 4com plc. Supportive approach is the best thing
in this consideration.
 Characteristics of work environment: It consists factors such as task structure and team
dynamics that are outside the control of employees. Hence, supportive style is suitable for
the organisation to make better work and routine tasks (Chaudhry and Joshi, 2017).
When team cohesiveness is low in 4com Plc, supportive leadership style used in a
situation for performance oriented team. Norms are successfully developed within directive style
for formal objectives of the business which successfully develop outcomes and results in the
business enterprise.
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M4 Concept and philosophies of OB which influence behaviour in positive and negative way
With the help of Path and Goal theory, it can be stated that it is subjected to empirical
testing in different studies. It assists to receive research support. It is consistently reminds main
roles of leader that assists subordinates to define goals and accomplish desired results in effective
and efficient manner. As a result, in 4com plc it impacts positive to increase their satisfaction and
performance level. It assists to focus on the desired level effectiveness at workplace to
accomplish goals. However, directive style is not suitable because it is not preferable to gain
more creativity at workplace. Hence, team dynamic is important consideration to perform simple
and routine work (Manzoni and Islam, 2015).
D2 Critically analysis and evaluate relevance of team development theories in context of
organisational behaviour which influence behaviour in workplace
In order to determine development of group, tuckman theory consider develop significant
advantages. In this regard, different stages include such as forming, storming, norming and
performing. With the help of different stages, it can be stated that group performance can be
successfully develop to gain desired level of efficiency (Redman and Snape, 2016). As critical
evaluation, Tuckman stages of group development particularly apply relatively in small group of
people. It is not entirely clear how group dynamic evolve in larger group. It appears that group
processes describes tend to deal with cyclically. Sometimes it is unclear so that team proceeds to
the next stage within the stages of group development. Hence, advice also provides with time
frame that is required for each stage in the team. It can be influence organisation and individual
at workplace to show effectiveness in systematic manner (Balaban, Lim and Bogdan, 2018).
CONCLUSION
From the above report, it can be stated that organisation behaviour consist important role
in the business to accomplish desired goals and objectives. In this consideration, report
summarised about effect of power, politics and culture on individual and group performance.
Therefore, it considers effectiveness to increase significant advantages at workplace. Moreover,
it focuses on content and process theory to motivate employees of 4com plc. In this
consideration, report undertake Alderfer ERG theory and Skimmer reinforcement theory. With
the help of these theories, effectiveness in the organisation regarding systematic work of staff
members continuously develops.
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In addition to this, it can be stated that tuckman group development theory helps to focus
on the increment in group performance with ascertained more desired level efficiency. In this
regard, effectiveness also generated to perform functions and operations at workplace among
several individual. Moreover, it articulated about Belbin team roles that helps to make effective
team to ascertained desired level efficiency at workplace. At last, it discussed about path goal
theory which assists to focus on particular business situation and its positive and negative
influence on the enterprise.
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