Organizational Behaviour: Leadership, Management Styles, Motivational Theory, Organizational Culture

This document explores various aspects of organizational behaviour, including leadership theory, management styles, motivational theory, work relationships, organizational structures, organizational culture, innovation and creativity, learning in organizations, team working, management of change, decision making, and risk management. It provides insights into how these factors impact employee motivation, work relationships, and organizational effectiveness. The document also includes a case study of Vodafone and evaluates the effectiveness of their organizational decisions.

Organizational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Leadership Theory-.....................................................................................................................3
Management Styles ....................................................................................................................3
Analysis of how motivational theory can inform employee motivation ....................................4
Analysis of theories relating to work relationships and interaction ...........................................4
Analysis of the characteristics of different organisational structures.........................................4
The importance of organizational culture theory in developing organizational effectiveness. . .5
Analysis of how organizations can facilitate innovation and creativity ....................................5
Assessment of the importance of learning in organizations........................................................5
Evaluation of effectiveness of team working .............................................................................6
Analysis of the effective management of change in organizations ............................................6
Analysis of the culture and structure of the chosen organization, including an evaluation of
how they impact on its effectiveness..........................................................................................6
Analysis of different approaches to organizational decision making.........................................7
Assessment of management approaches to risk and uncertainty in decision making.................7
Evaluation of the effectiveness of organizational decisions in an organization of your choice. 7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organizational behavior is the study of both group and individual performance and activity
within an organization. This area of study examines human behavior in a work environment and
determines its impact on job structure, performance, communication, motivation, leadership, etc.
MAIN BODY
Leadership Theory-
Trait theory-
Leaders of Vodafone uses this theory as this is one of the best and oldest theories among all. This
theory states that leaders are born not made. This theory emphasizes on various traits of a person
which are physical such as height, energy, height. Sixteen traits which are based on personality
such as aggressiveness, enthusiasm, adaptability and self confidence. Traits such as task related
or on characteristics or on the basis of interpersonal. The research of the theory has not been
successful in many attempts still it is used. To add this theory also has one more limitation and
that is this theory does not emphasize on how much of any specific trait a person must have or
possess as his quality. This theory has concluded that it is mostly based on the behaviour patterns
of behaviour. (Newton and LePine, 2018)
Management Styles
Consultative-
Vodafone follows this style of management in their company because this method allows the
company to engage in discussion with the employees. This method of management states that the
leaders are allowed to consult from their employees before making a decision and on the basis of
that the leader of the company makes the call. Leaders at Vodafone believes that the decision
which are taken must be among the suitability of employees and which is best for business. By
doing this and following this method it becomes easy for the company to gain the loyalty of their
employees and also helps them at the time of making a decision. One drawback of this style is
that sometimes leaders tend to depend on employees for making a decision which can be riskier
for the business. (Osland, Devine, Turner, 2015)

Analysis of how motivational theory can inform employee motivation
Alderfer needs of Theory-
This theory has been classified in three steps and that is relatedness, existence and growth. This
theory also states that the needs of safety and belonging of Maslow was related to existence
needs of Alderfer.
Existence Needs- These needs are basic needs which includes needs that are physical or
physiological of person.
Relatedness Needs- These needs are based on having relations with family, superiors or
belonging. Then the public derive the needs of fame and recognition among other people.
Growth Needs- This need states that when the person wants to develop his personality or grow in
some aspect. By combining all these factors these type of needs are formed. It is basically a
component of esteem needs by Maslow. (Musringudin, Akbar and Karnati, 2017)
Analysis of theories relating to work relationships and interaction
Develop Trust with colleagues-
Vodafone never gossip behind the back of their employees instead they are always in confidence.
This states that company trusts their employees and they can count on them. To develop the trust
and confidence between them the company has always keep their promises and in a situation
where they are not able to keep them they are not ashamed of apologizing for that. They take
some other measures to resolve this situation.
Work with Team-
Vodafone always consult their clients and exchange ideas with them at the time of group project.
Leaders of the Vodafone always give credit to their employees for making the contribution in
generating the revenue. They have set the targets for them and they pay extra for the
volunteering work. The top level management of the company asks for feedback of the work
they have performed so that they can improve it. (Lăzăroiu, 2015)
Analysis of the characteristics of different organisational structures
Vodafone follows the approach which is hierarchical. They delegate the work and communicate
on the basis of upper level to lower levels which makes them pyramid organization. This is

considered as one of the simplest structure which helps in distributing the work easily. This
pyramid is based on the principles of Fayol. The delegation Vodafone does is strictly based on
the process of Centralization and Decentralization. The company wants to keep their employees
motivated and share a team spirit so that the work which is delegated can be done in a time
efficient and right manner. If a company needs to develop on a continuous basis then it is
important for them to focus on the aspects of leadership. Leaders of Vodafone are creative and
they always spread positive vibes among employees which keep them mot+ivated and affect
them and inspires them to be more like them. (Miner, 2015)
The importance of organizational culture theory in developing organizational effectiveness
Vodafone has maintained their culture in a way that it is necessary for the employees to interact
with each other. Their culture has helped the work environment keep healthy and positive which
don't put the employees under stress at the time of tough competition from other companies. At
that time also they give their best and compete with each other so that they can earn their name
in the company. The culture of Vodafone has a set of policies which are predefined and which
guide them to show the way to right direction at the company. The company has made the
employees clear about their roles and responsibilities. It helps the company to define their image
of the brand. (Podsakoff, Mackenzie and Podsakoff, 2016)
Analysis of how organizations can facilitate innovation and creativity
Vodafone uses various methods to bring innovation into the market such as intrapreneurship.
This is the older version of entrepreneur who brings idea into the company. Company
encourages people who conduct research in the market so that they can try out new experiments
which can be beneficial for the company. Companies need to motivate the interest of people so
that they can go up to follow their passion which can result in generation of higher revenues.
Employees of Vodafone look into the technology which is new, surfing for the articles which can
be new and taking on analyzing the markets and reports for the company. Vodafone give projects
to their employees which are creative in nature. This will help the employees of the company to
think out of the box.
Assessment of the importance of learning in organizations
Vodafone has set this as a priority for the employees of the company that they have to learn at
the premises of the company. This process helps them to learn skills which helps them to evolve

their performance. This all will help the employees of the company to gain many experiences
which will be beneficial for the company as they will use them in the factors which are
unpredictable for them. By this company can reach on the new heights of success. This process
ensures that employees will get proper training and development. This all helps the company to
increase the productivity. Goal of Vodafone is to make a place of work where people are eager to
learn. So that they can know their role and importance in the company. (Kinicki and Fugate,
2017)
Evaluation of effectiveness of team working
There are many benefits of working as a team. It helps Vodafone to achieve goals easily and in
less time which helps them to focus on other objects. By working together as a team it helps the
company to get the work done in the most efficient way as individuals and group of people both
work on it which results in giving effective ideas. Working in a team allows the company to
separate the division of work according to the skills of employees. Members which are on the
team are provided with the facility to choose the work according to their area of expertise so that
it can be done without any errors in an effective way. (Vasu, Stewart and Garson, 2017.)
Analysis of the effective management of change in organizations
To bring change and work effectively Vodafone uses methods such as they tend to change the
model of management which is developed according to the instructions given by the department
of research and development. It is done in order to manage and cope up with the change. Most of
the management which is concerned with the model of change provides support to the company
that can help the company grow in personal aspects. Vodafone has implied to change in the
management of the process which consists of area such as change from beginning to the end.
Even the company change the plans the way of thinking to deliver a project. It is one at the
beginning stage of the planning. (Judge and Robbins, 2017)
Analysis of the culture and structure of the chosen organization, including an evaluation of how
they impact on its effectiveness
On the positive side it sets clear line of authority for Vodafone as it helps the company to
program a code of conduct for the departments. They have given authority to their managers

according to the level of manager and to allocate the necessary resources such as rewards etc.
this throw away the confusion between the departments and the roles that employee has to play.
Negative aspect of this culture is that sometimes it leads to isolated thinking as when they have
to work together some people prefer to work alone which leads to isolate them from others. This
factor also arises another problem which is reducing the communication and cooperation among
the team in the company. (Dipboye, 2016)
Analysis of different approaches to organizational decision making
Vodafone uses the method of classical approach for making decisions. This approach is known
to be rational, prescriptive or normative model. It helps the company to take decisions on the
outcome they are expecting. Decisions are taken by the leaders of Vodafone which leads them to
a goal which is single and a stable. This method provides an ideal way to the company so that
they can take a decision in less time. It is suitable in the conditions where the person who takes
the decision has to figure out alternatives for the problem. This process takes the lead through
step by step process and leads the way by taking systematic and scientific approach. The
condition where the manager is considered to be a rational man who helps the company meet the
economic interest this is the best suitable approach.
Assessment of management approaches to risk and uncertainty in decision making
Risks can be tangible or intangible in the life cycle of any business. Vodafone attempts to avoid
the risk in easiest way of all. So that the company can manage the risk by identifying it and avoid
it to take the place as Vodafone does not engage in activities which carries high amount of risk.
Vodafone has also chose to manage the risk by the ways of reduction or mitigation. By
mitigating the risk company takes out the aspects of consequences which are negative. It helps
the company to accept the factors which are riskier. At the time of expansion company retains
the risks which are specific to the organization.
Evaluation of the effectiveness of organizational decisions in an organization of your choice.
Vodafone has taken decisions which has helped them to facilitate a environment which is better
working and give the results to the company which are above the levels. The company has taken

several decision to provide satisfaction to their employees. This has helped them to generate
revenues which are higher and above the expectations of the company. By giving satisfaction to
employees company retain their employees and they gain their loyalty which helps them to
increase the long term growth of the company. (Borkowski, 2016.)
CONCLUSION
From the above studies it has been concluded that the culture of Vodafone has helped the
company in many ways to capture the market as well as factors which are internal to the
organization. The company has always provided satisfaction to employees with a decent work
environment.

REFERENCES
Books and Journal
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Dipboye, R., 2016. Exploring industrial & organizational psychology: Work & organizational
behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
Publishing.
Judge, T.A. and Robbins, S.P., 2017. Essentials of organizational behavior. Pearson Education (us).
Kinicki, A. and Fugate, M., 2017. Loose Leaf for Organizational Behavior: A Practical, Problem-
Solving Approach. McGraw-Hill Education.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in Law
and Social Justice. 7(2). pp.66-75.
Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
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satisfaction, and organizational commitment on organizational citizenship behavior
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Engagement:“You Gotta Keep’em Separated!”. The Oxford Handbook of
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Osland, J., Devine, K. and Turner, M., 2015. Organizational behavior. Wiley Encyclopedia of
Management. pp.1-5.
Podsakoff, P.M., Mackenzie, S.B. and Podsakoff, N.P., 2016. Organizational citizenship behavior:
introduction and overview of the handbook. In The Oxford Handbook of Organizational
Citizenship Behavior. New York, NY: Oxford University Press.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management. Revised and Expanded. Routledge.