Unit 12 Organization and Behaviour

It needs to be selected one of the companies specifyed in the brief. The college accepts only 15 % of plagiarism

Organisational Behaviour

Contents
INTRODUCTION...............................................................................................................3
TASK 1...............................................................................................................................3
P1 Influence of organisational culture, power and politics on individual and team
performance...................................................................................................................3
TASK 2...............................................................................................................................7
P2 Motivational theories for the effective achievement of organisational goals............7
TASK 3...............................................................................................................................7
P3: State what makes a team more effective as opposed to an ineffective team.........7
TASK 4...............................................................................................................................8
P4: Philosophies and concepts of organisational behaviour.........................................8
CONCLUSION.................................................................................................................10
REFERENCES................................................................................................................11

INTRODUCTION
Organisational behaviour is a field in which the actions of people and the social
atmosphere are examined (Kelley III and Gravina, 2018). OB explains the overall
interaction between a person and an organisation. The company's success depends
directly on its actions. A business can be seen with a productive and successful way of
operating, if workers do their job considerably. OB represents the interplay of higher and
lower rates of management and effectively leads the company. The company named for
this report is Cadbury, a British producer of food and drinks and based in the
Netherlands. This report contains economic, political and influential forces and
motivating theories and OB philosophies in business efficiency.
TASK 1
P1 Influence of organisational culture, power and politics on individual and team
performance.
An organization's culture, influence and politics can have an enormous impact on
the leadership and project results. Such factors have a positive and negative effect on
the success and development of a company. Power is a force that influences an
individual's working behaviour. Cadbury manager has the potential to affect his workers
'working behaviour, allowing them advice and Guide Company to meet corporate goals
in a meaningful way.
Influence of power
Power is used by administrators to direct and promote internal workers to
improve efficiency (Luksyte, Unsworth and Avery, 2018). Power lets the corporation
accomplish the operational mission in the manner it wants. Under control,
administrators take work-related actions to assign workers 'duties and obligations and
enable them to do better. By utilizing the correct control, priorities and responsibilities,
all the actions of managers would be for the benefit of the business. Power allows
Cadbury to reduce employee absentee and revenue, which contribute to fast business
development. As in Cadbury, numerous power theories are used to control person
actions in the organization. The following are described in the section:

Coercive power: It is the authority granted to discipline or dismisses any person who
operates in the company. In Cadbury, the top management workers such as CEOs and
managers have this control. That is a negative energy, and is used to produce optimal
production from workers at a limited period.
Reward power: The individual has this power with the goal of giving the working people
maximize compensation and incentives in the form of appreciation and bonuses for their
good works. The board of directors of a corporation just utilizes that power headedly. As
with Cadbury, this power allows managers to inspire their staff to do better and obtain
higher bonuses that have a direct effect on their overall results.
Legitimate power: The power is passed to the organization according to its role. Such
power varies from level to stage, as Cadbury CEO has a valid power to control all its
workers such that adequate management is carried out in the sector, thus increasing
overall efficiency and competitiveness.
Referent power: It implies the power that allows certain workers to be compelled to
behave themselves. At Cadbury, representatives and administrators use this power to
boost their workers 'trust. This allows the corporation to boost the efficiency and morale
of its employees by enhancing operational efficiency.
Expert power: This power is allocated to people with appropriate experience and skill
in a specific area (Valsania, Moriano and Molero, 2016). Such influence in Cadbury is
used to shape the correct decision-making among certain executives who are
professionals in their profession and capable of dealing with difficult circumstances. This
ability allows the organization to overcome internal challenges by building employee
happiness.
Informational power: This power is allocated to reliable staff of a company who have
the right, in financial statements and other internal records, to retain the most relevant
and valuable details. This authority, referred to as Cadbury, is kept by the finance leader
to keep the company hidden and creates trust to deter any financial mistakes.
Influence of politics on individual and team

Politics is described as the use of formal and informal approaches that can affect
organizational practices and goodwill. Cadbury control's administrators are liable for the
corporate climate and that all practices that may hinder employee and company
efficiency will be avoided. Following are the forces of corporate policy:
Decrease in productiveness: The workers employed in internal politics are far less
successful. Corporate politics build a hostile market climate that prevents overall
company efficiency. The people who care about faults in others focus less on their job,
so that they are tarnished because of this error.
Spoilage of ambience: Organizational strategy produces a negative organizational
climate and mismanagement. The bond between high and lower level workers in the
business is impaired by politics.
Change in employee attitude: Personal shifts in the workforce can be seen because
of internal dynamics, which contribute to lack of working interest among workers who
are committed and vital to the job. Within Cadbury, politics contribute to the creation of
informal associations that establish rigidity in the business that workers can't do exactly
the way they want.
Influence of culture on individual and team: Culture must be defined by all working
citizens as the principles and agreements of an organization (Alkhateri, Abuelhassan,
Khalifa, Nusari and Ameen, 2018). With the support of Handy's typology method, that is
described as the working culture of Cadbury can be established.
Power culture: Every organization is granted restricted autonomy in its autonomy
culture to function and agree to meet the strategic goals / authority of the business
established by rules and regulations. For addition, the accumulation of control remains
with a few executives exists for family run companies. This is allocated to the
employees at the level who have full oversight over the workers. So few workers of
Cadbury had the power to manage the workplace. This sort of corporate culture lets the
client enhance the efficiency of an accomplished employee.

Role culture: Role culture is a culture in which each worker has tasks and duties
similar to his or her expertise, knowledge and belief in the best from him or her.
Employees of this society determine what they will do best and take control of the task.
This culture focuses on the activities as a part of the organization (Greeff, 2016).
Executives and leaders in the community play an important role in delegating roles and
duties to the workers on the basis of values and abilities that improve employee trust
and morality.
Person culture: It's a culture that really benefits the people who work there. Planners
or social groups are an indicator of this kind of culture. It is a community that lets people
take stock of them. In this kind of culture, promotion and appreciation are focused solely
on the selection incentives provided by the organization to give people their skills. This
philosophy of Cadbury lets workers exchange creative and fresh strategies and provide
the company with the competitive advantage on the business. This culture offers the
client a supportive internal atmosphere that enhances employee and organizational
results.
Task culture: Culture of tasks arises as teams are established in an enterprise to
resolve particular challenges or mission advancement (Campbell and Im, 2016). The
mission is critical, and the power within the team is constantly changed according to the
mixture of the team leaders and the position. This kind of culture inspires and convinces
workers to bring the most out of them that can generate more market gains in the long
run. As a part of Cadbury, the leader aims to strengthen the team spirit of his team
member that in very short time will raise the productivity of the organization.
Impact of power, culture and politics on individual and team behaviour and
performance
Individual behaviour and
performance
Team behaviour and
performance
POWER If a manager does not
assign duties and
obligations appropriately
When the managers of
their employees expend
unnecessary strength, this

within a organization, this
has an adverse impact on
the success of an
employee. Because of
mismanage in the
allocation of power, the
activities are carried out
later and this adversely
affects person and
organizational success.
can have an impact on
their actions and will
contribute to decreased
efficiency, which can
contribute to a general
staff suffering.
CULTURE When power in a company
is shifted to an
incompetent individual, the
workplace atmosphere
has an detrimental
consequence as the
employee is dissatisfied.
An improper atmosphere
produces workforce rigidity
such that adjustments may
affect efficiency or
business.
The team and the team's
individuals have to adjust
to developments in a
tremendous way because
of shifts in their own
society. If such
adjustments are constant,
they can have a
detrimental effect on the
efficiency of organizations
and people, since tasks
cannot be accomplished
on schedule.
POLITICS If workers become
interested in all sorts of
internal politics, their
morale declines due to
their involvement in
excessive events, which
affect their actions. Politics
contributes to dissatisfied
When the workers engage
in corporate dynamics,
team productivity declines,
increasing workplace
discontent. Politics
hamper efficiency in a
detrimental way, as certain
workers choose not to

staffs that also reduce
company efficiency.
engage in elections, so
they cannot work in the
way they want.
TASK 2
P2 Motivational theories for the effective achievement of organisational goals
Motivation can be describe as the process which will lead to enhance the
performance of an individual as well as help them in accomplishment of desired
objectives (Maraccini, Houmanfar and Szarko, 2016). There are different ways through
which respective company can motivate its employees as well as improve their
capability. It is crucial for Cadbury company to consider different motivation theories as
this will help in guiding and directing them to accomplish desired goals.
Motivation theories
There are different types of motivation theories which are classified into content and
process theory. Both of these theories are mention below in detail.
Maslow Hierarchy of need theory
This is considered as content theory and its was developed in 1943. The motive of
developing this theory is to provide guidance to organisation. so that they can motivate
its employees as well as perform organisation task in better manner. This theory
includes five stages which are mention below in detail.
 Physiological needs – This is first and basic need of an individual and it
includes basic elements that are important for living (Pettit, Doyle, Lount Jr and
To, 2016). It includes food, cloths, sleep, shelter, air, water etc.
 Safety needs – It consists of safety and security of an individual and it is
important for Cadbury Company to provide safe and secure environment to its
employees. This will help in enhancing the performance of employees.

 Social needs – This need includes love and belongingness with other. Once an
individual as full filed safety need then individual will focus on meeting with social
needs. It comprises of friendship, family, co-workers and many more.
 Esteem needs – At this need a person will focus on their achievements,
mastery, independence and so on. Esteem need of individual is satisfied by full
filling their desired, status and prestige.
 Self actualization needs – Once all of the able needs are satisfied individual will
focus on self actualization needs. This need refer as the realization of potential
as well as self fulfilment. At this stage a person will try to seek their personal
growth and Cadbury company needs to encourage its employees so that they
can attain set goals.
Expectancy theory of motivation
This theory is developed by Victor Vroom in year 1964. Expectancy theory is a process
theory and it is based on the assumption that individual choices is made by the set of
possible alternative behaviours. There are three major variable of this theory which is
mention below in detail.
 Expectancy – This state that effort of a person will lead to have direct impact on
its performance. In order to accomplish set object a person should puts hard
work (Meikle, Tenney, 2016).
 Instrumentality – In this variable individual will determine the percentage of
gaining reward if they attain the set targets (Miao, Humphrey and Qian, 2017).
 Valence - This is considered as the perceived value of reward attain by an
individual. Valence element will help in determine the significant impact of
attaining goals.
TASK 3
P3: State what makes a team more effective as opposed to an ineffective team

Basis Effective Team Ineffective Team
Goals Herein, the goals is clear to
all the team members by
the leaders which directly
leads to attainment of
objectives within stipulated
time frame.
Hereby, team members dos
not have appropriate idea
about goals they need to be
achieve which negatively
impact on profitability of an
organisation.
Communication Herein, two way
communication is occur
between the mangers, team
leaders and team members
which assist in
implementing activities in a
proper and effective
manner.
In this type of teams, there
is mainly one way
interaction which is the main
reason of occurrence of
conflicts among the team
members. In addition to this,
it also have negative affect
on productivity and
profitability of the
organisation.
Decision-making
procedures
Herein, team members has
the authority to participate
in the decision making
process and thus it
increases confidence and
morale of employees in an
effective manner.
In such type of team, only
higher authorities have the
right to take decision
regarding activities if the
company.
Types of organisational Teams:

Team is basically a group of individuals who mutually work together for the
attainment of common goals. There are various forms of team which are as follows:
Problem solving Team: This teams are developed in order to solve a particular
problem to work on a specific project. In addition to this, problem solving team is
temporary in nature and also help companies to deal with any circumstances that is
arise at any time.
Project Team: Herein, all the members of team share their strategies to other
team members in order to finish the project within the time frame. Development of this
team by Cadbury helps in increasing productivity & profitability of the organisation.
Cross functional Team: Hereby, experts who belong from different expertise
working together towards common objectives. If this team is developed by Cadbury, it
assists in implementing activities and operations in a proper manner.
Tuckman Team development Model: This theory was developed by Bruce Tuckman
in the year 1965 which assist companies in completing project within time frame. This
theory involves different stages which is defined below:
Forming: This is the first stage wherein team members is coming together and
responsibilities is assigned to them in an effective manner. With reference to Apple, it is
important for leaders to assign duties by analysing skills and competencies as it helps in
maintaining positive environment at workplace (Biswakarma, 2016).
Storming: Herein, relationship is develop among team members but there is a
high chance of occurrence of conflicts if their perception as well as opinions is not
matched with other team members.
Norming: At this stage, team members is agree to work mutually and they started
sharing opinions and knowledge to others with an aim to attain objectives of the
organisation.
Performing: The team members work with full potential in order to achieve their
desired objectives and no disagreements is arise among the team members. It is

essential for higher authorities of Cadbury to give rights to employees of taking decision
as it motivate them which has a positive impact on its sales and profit level.
Adjourning: It is the last stage where project is getting completed and team
members get disbanded. The mangers of Cadbury must ensure that effective relation is
maintained among team members as it assist in executing and implementing future
projects in a proper manner.
TASK 4
P4: Philosophies and concepts of organisational behaviour
Path Goal Leadership Theory: The Path-Goal model is a philosophy focused on
the design or actions of a person or organization to accomplish a goal (Li, Chiaburu and
Kirkman, 2017). The direction theory can better be described as a mechanism in which
leaders choose different activities ideally matched to the desires and working
atmosphere of their workers in order to direct them in their everyday work. The theory is
that leaders will perform different kinds of leadership, based on the complexity and
conditions of a given circumstance. It is the responsibility of the leader to help workers
accomplish targets and provide the guidance and encouragement required to insure
that their particular priorities are consistent or in line with their targets. The purpose of
this theory was established by House Mitchell, in 1974, in order to assist organisations
in their goals. Using these theories, the organization will differentiate the specific types
of intervention that produce more drastic outcomes from its workers without much effort.
It relies on the theory from Victor's Vroom that the performance of workers relies on
behaviour to benefit them.
David and Co. are primarily concerned about their working actions and motivating
reasons for workers with the aid of these theories. Company executives, for example,
evaluate whether a employees will handle issues that will threaten an organization's
defined goals. David and Co. will follow a participatory system that encourages

executives to learn of their workers 'viewpoints and opponents before taking choices on
their company's growth and success.
Classification of Path goal theory model:
Employees attributes: Using such a theory, the manager needs to evaluate
employees 'skills and abilities and thus allocate roles and tasks which indirectly boost
their level of performance. For example, if David and Co.'s members or management
prepare their strategies without getting input from their workers will demotivate them
their build an unsafe working environment. It is also a manager or leader's primary
responsibility to consider employees 'personalities and actions and determine
something all workers will rely too quickly
Task and environmental characteristics: The leader or manager will determine every
person's success and distinguish their inadequacy according to such a theory (Trinkner,
Tyler and Goff, 2016). In fact, these members primarily concentrate on identifying the
challenges encountered by the organizational workers and in which planning and
improvement plans for mitigating deficiencies are given. Below are several
characteristics of a dynamic mission and members to overcome it, thereby demotivating
employees:
Design of task: The manager must convey duties and responsibilities to his workers
with respect to roles delegated such that all operations are carried out in the correct way
by the workers. The manager, who encourages the staff to make meaningful efforts to
achieve a specific target, must take appropriate advice.
Formal power framework: Leaders should target their staff with a variety of roles and
duties in order to track and manage potential insecurity.
Team work: Employees ought to be empowered to collaborate alongside their
subordinates to accomplish corporate priorities and targets (Podsakoff, Mackenzie and
Podsakoff, 2016). For this purpose, the leader puts all workers together by meeting and
assigning shared assignments in order to ensure good workplace relations. It gives the
business good profits.

Leadership styles: This combines various types of leadership that can be carried out
by members to meet defined group goals and priorities. It can be defined further as
follows:
 Directive- An instruct oral model of management style with a chief who advises
superiors what to do and how to achieve the planned tasks. Any management of
an organization where the subordinate employees have job that is not particularly
advanced and may require extra direction to avoid confusion may profit from a
leadership style. This style advises the founders or managers to pick all of them
individually without addressing employees in order to maximize their morale and
dissatisfaction among staff.
Participative- Leadership is a management style that allows staff to contribute on all or
most business decisions. Personnel provide specific input on business issues and by a
plurality vote, the course of action the organization must pursue is decided (Uzun,2018).
This style encourages the leader to engage staff in their complex process such that
actions are more feasible. Thinking through experiences, workplace feedback and
formulating policies and strategies encourages and guarantees that workers stay in an
enterprise for the long-term.
CONCLUSION
The above project report concludes that an organization's management ought to
consider its characteristics, and its operating behaviour, as their participation relies
strongly on the possibility of achieving its target goals and objectives. To do that,
administrators ought to examine the impact of policy, ideology and influence on
workplace efficiency. The managers often had to inspire their workers to function as
a team in order to retain the positive environment at work. There are a variety of
motivating philosophies, like Maslow, Vroom expectation principle etc., that ought to
be applied at work in order to inspire workers constantly to enhance their output.

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