Organisational Behaviour of 1Spatial plc: A Comprehensive Analysis

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Organisational Behaviour of 1spatial, plc
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Executive Summary
This task will analyse the effect of politics, culture and power on other’s performance and
behaviour. For this task, a serious study was carried out to estimate the connectionships among
politics, culture and power, which supports team to succeed. It is essential for a group to perform
efficiently and corporate with the other employees. A team must be motivated to attain the
targets. Thus, motivational concepts, theories and models are necessary to evaluate the
employee’s performances.

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Table of Contents
Introduction......................................................................................................................................4
P1: Organisation’s culture, politics and power influence and team performance (LO1)................4
P2: Content and process theories of motivation enabling efficiency of goals in organisational
context (LO2)...................................................................................................................................9
P3: What makes effective team when opposed with ineffective team (LO3)?..............................13
P4: Concepts and philosophies within the organisational context (LO4)......................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18

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Introduction
Organisational behaviour and its features are always found to be changing according towards the
environmental changes and other trends. 1spatial, plc is one such of companies, which have to
develop and sale information technology with connect consultancy and support. Actually, it
operates through three sections: Cloud services, Central costs and Geospatial. They develop the
leaders to maintain geospatial information (1spatial.com. 2019). They work with their consumers
to distribute real value by creating automated, consistent and complete. Organisational behaviour
of 1spatial, plc is very significant for the organisation surroundings that comprises of its workers
and other important organisational operations. This task would also encompass the leadership
area and management. These types of aspects help the organisation to motivate the employees as
they easily achieve the organisational objectives. In this report, several theories will also be
integrated to obtain betters sights of the company i.e., 1spaital, plc. All these learning outcomes
would be illustrated and assessed properly in this report.
P1: Organisation’s culture, politics and power influence and team performance (LO1)
Influence of culture
The organisational culture of 1spaital, plc is of great implication for the growth, success and
achievement of its organisational aims. In case of 1spaital, plc, they work with their valuable
clients to deliver real value by creating complete, consistent and data current through use of
automated methods. However, their management make sure that the important decisions are
always taken based on quality data accessible (Vaara et al. 2012). The company utilizes rule-
based approach to deliver cross-platform, enterprise-scale and automation to all the stages of data
lifecycle. It develops confidence within the information while decreasing the cost of stewardship
and time. Thus, it is important for the organisation towards analyse its organisational culture
after making the changes within its strategies and structures (1spatial.com. 2019). This should
support 1spaital, plc to determine their organisational structure within an appropriate way.
In this organisation, power culture is an important factor to achieve the organisational objectives.
However, the main power and authority is provided to the limited members who are the main

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members of the company (Shenkar, 2012) The Company is well placed within the Geospatial
market. By the Influence of power culture, they develop a proper strategy to cut the edge of
patented the technology, which has provided a market leading factor to the company. Thus, early
trading within Q1 has been well built and our teams are motivated, energised and well
positioned. Within the task culture, their management have assigned several tasks to their groups
and each member of the groups equally contributes for the task (Jackson and Wang, 2013). Each
employee would like to task together and attain the target, which is set by team.
Importance of cultural-difference awareness
Several people have embraced their history of power culture and applied components of their
heritage in their daily lives.
Effects on the company morale
In these types of cultural difference, the employees and their personal experiences are
emphasised to better understanding of company morale (Kaynak et al., 2013). In 1spaital,
workers are happier to come towards their work and create a moral loyalty in the workforce.
Potential legal ramifications
In 1spaital, workers require to be fully conscious of the probable legal problems, which may
arise while they are not ethnically aware. No organisation is exempted from probable
discrimination in lawsuits, including a giant such as Tesla that was sued for discrimination
within the workplace.
Cultural awareness policies
Each organisation should have a mixture policy, which is written for the employees and
distributed towards all the workers who sign an acknowledgment of recognizing (Barlett et al.,
2014). In 1spaital, the policies are required to be updated as legal and cultural environment
changes.
Hofstede’s culture theory

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To understand the organisational culture, it is also significant for the workers of 1spaital to
recognize the main concept of difference in culture. As opined by Holloway (2014), consumers,
suppliers, and other business dealers have consisted of several types of cultures. As being aware
of cultural difference, it would support to deal with several cultures with an efficient manner.
According to Hofstede’s, there are majorly five factors that affect the culture difference in the
workplace.
Power distance index
Power distance index essentially prefers towards the workplace hierarchy and unequal allocation
of power. While employees accept or embrace the PDI culture in the workplace, they understand
that supervisors have higher level of authority than managers do (Jackson and Wang, 2013).
Individualism vs. Collectivism
Individualism indicates that workers perform independently with their co-workers whereas
collectivism suggests interdependency between workers, whether they are performing within
assigned teams or performing collectively within other ways. In 1spaital, both collectivism and
individualism may occur in the similar work surroundings (1spatial.com, 2019).
Masculinity vs. Femininity
In 1spaital, plc, behaviours of employees under MAS theory would manifest itself in terms of
actual positions or roles (Barlett et al., 2014). For instance, in several cases, historically roles of
females within companies have women performing in their supporting roles, such as managerial
personnel.
Uncertainty Avoidance Index (UAI)
In 1spaital, employees have UAI tendencies, which might feel more comfortable in their roles
where they have the highest degree of possibility that the position of company will remain
constant.
Long-term orientation vs. Short-term normative orientation (LTO)

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In 1spaital, workers have the high score in these parts, as it would enable them to stay within the
fields as a means towards prepare for the inevitable changes. The highest level of LTO score
indicates that the workers explore their choices, as they would want to prepare for the changes.
Figure 1: Hofstede’s theory
(Source: Welch, 2014)
Way digital technology has influenced organisational culture
Due to developed technology and increasing globalisation, 1spaital has to improve its regions of
technology and data protection. 1spaital may enhance it ways of promoting their brand image
with their services products. According to Chevallier et al. (2012), 1spaital has a great team,
software and consumers that automate the correction, integration and validation of large types of
data sets. Thus, organisation may initiate to develop their website or webpage where consumers
may get access towards the services of consumers without any type of problem. The larger
amounts of spatial data are being captured by the organisation, which requires be processing,
integrating and cleansing while other data is enlarging at dramatic rates. There are several
developments due to this digital technology. Thus, the company must involve these changes in

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these types of changes in its model, as the demand of technology must be fulfilled. This has also
increased the organisational operations.
Organisational psychology
In 1spaital, the main organisational psychology is developed based technology plus their
valuable services that are generally for configuration or implementation (Holloway, 2014). To
continue their growth, the company should constant to create innovative technology and
solutions. In the organisational psychology, all types of innovation are focused, consumer-led.
Their strategy is so being closed to their consumers allows them to perform on these types of
innovation thinking, which may be replicated all around the industry sectors. Enhanced
technology is utilized in 1spaital that facilities the best completion of operations and tasks in the
short-time frame.
Influence of politics
In 1spatial, an operation in spatial information needs lots of safety measures and precautions that
running their operations. This organisation deals with the several types of data that may be
harmful while closed within the environment. There are several regulations made created the UK
government regarding organisation operating in the IT sectors. As opined by Welch (2014), these
regulations and rules are to be followed strictly or it may make different issues for the company
and their consumers. With the removal of data, there is laser focus on the main geospatial
business. This allows IT business to discontinue the activities. It has also lowered down the
profit sales ratio for the company. Therefore, company must follow the rules to secure their data.
Influence of power
In an organisation, power mainly affects the process of decision-making on which the main
operational functions are dependent. In 1spaital, by good utilize of power, the group’s income
and operating cash flows are substantially increase with respect to marketing interest rates
(Holloway, 2014). Employees work more effectively and easily enlarge the company’s
productivity. The group continues to offer full as well as fair chances to applications for
employment developed by faired persons, having regard to their respective abilities and

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aptitudes. The authority and power has great influence on the employee’s behaviours and
organisational performance.
P2: Content and process theories of motivation enabling efficiency of goals in
organisational context (LO2)
Content theories
Maslow hierarchy theory
With Maslow theory, a worker is beginning to work as he/she must emphasis on the
requirements of physiology and security creates the sense. In 1spaital, an employee start their
career would be very much concerned with the physiological requirements like stable income
and adequate wages (Deci and Ryan, 2012). However, workers would revert to satisfying their
requirements while these types of needs are no longer threatened. Once these primary needs are
accomplished, the employees desire his “belongingness”. This indicates that effective
interpersonal connections are necessary. Supervisors may make surroundings where the staff
cooperation is rewarded. In the organisation, job security, benefits and pay are the important
factors to evaluate the overall growth of company (Dörnyei and Ushioda, 2013). By applying
Maslow theory, the group’s policies seek towards a free environment from any types of
discrimination, harassment. The employees are treated as the major part of the company.
Herzberg two-factor theory
This theory is mainly made on the basis hygiene two factors: one is motivation and another is
satisfaction. According to this theory, 1spaital find out individuals motivation factors while they
are performing in the organisation. Two-factor theory consists of two set factors that impact on
the employee’s motivation and other enlarges the satisfaction of employees in the workplace. To
motivate 1 spatial worker, their management should be focused on the motivational factors such
rewards, achievements and respects (Dörnyei, 2014). To follow this factor, the organisation must
motivate their employees easily and achieve the organisational targets. On the other hand, to
satisfy the employees, the company must remove “job dissatisfaction”. The management must be
removed the poor company policies to ensure the job security and competitive wages.

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Figure 2: Two-factor theory
(Source: Dörnyei and Ushioda, 2013)
Process theories:
Vroom’s expectancy theory
As per Vroom’s theory, three major factors of motivation are valence, expectance and
instrumentality. As opined by Taylor et al. (2014), this theory mainly associates towards the
motivation within working environments whereas employees make chances within the
workplace. Expectance is about what the workers expect from their hard works and create good
association to their performance. In 1spaital, the company find out the factors to motivate their
employees, as they would deliver best performance in their work. On the other hand, valence is
about the employee’s performance being superior to achieve the desired results (Peakon, 2017).
By applying Vroom’s theory, directors understand that sustained and continued development in a
team is required to motivate, attract and retain the workers of their highest calibre.

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Figure 3: Vroom’ theory
(Source: Peakon, 2017)
Locke’s goal setting theory
1. Clarity- The goal should be clear and specific.
2. Challenge- A tedious goal is demotivation factor for the organisation.
3. Commitment -The employees must have to understand the goal
4. Feedback- Provide feedback to the managers that support to keep the target on track
5. Task complexity- Think about sensible timescales.
By forcing the employees outside of their easy zone, they are more likely to attain that
overwhelming sense of pride while they outperform beyond the leader’s expectations
(Yourcoach.be, 2015). By applying this theory in 1 spatial, employees have to believe that they
performs well, admiration should be shown in their outcomes. Besides, the value is made based
on the individuals performances.

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Figure 4: Goal setting theory
(Source: Yourcoach.be, 2015)
Impact of Extrinsic and intrinsic motivation
As discussed by Deci and Ryan (2014), intrinsic motivation associated to the employees who
work more for their job than for money. In 1 spatial, employees are more generally find out the
intrinsic motivation in their careers as they involve easily in high levels of skill and creativity.
The groups are allocated to develop their performance of all the workers through improvement
and training.
Workers provide extrinsic motivation in terms of their benefits, salary and other programs are
arranged to inspire the employee’s expectations. A worker is motivated by extrinsic factors,
which may be present solely for money and benefits.
Role of Behavioural psychology