Organisational Behaviour Report: 4Com Plc, Theories, Analysis

This report provides a comprehensive analysis of organisational behaviour, focusing on the case study of 4Com Plc, a telecommunications company. The report begins by examining the influence of organisational culture, policies, and power dynamics on individual and team behaviour, exploring various cultural classifications, the importance of cultural awareness, and the impact of globalisation and digital technology. It then delves into motivational theories, distinguishing between content and process theories and exploring techniques like extrinsic and intrinsic motivation. The report further examines the characteristics of effective and ineffective teams, highlighting factors that contribute to team success and failure. Finally, it discusses key concepts and philosophies of organisational behaviour, including the role of politics and power within the organisation, and provides insights into network and system theories. The report aims to provide a detailed understanding of how organisational behaviour principles are applied in a real-world business context, with specific examples and analysis related to 4Com Plc's practices and strategies.

ORGANISATION AND
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analysis of organisation's culture and policies and power in influencing on individual's
and Team behaviour...............................................................................................................3
TASK 2............................................................................................................................................7
P2 Content and process theories of motivation and motivational techniques........................7
TASK 3..........................................................................................................................................11
P3 Making Effective Team and Ineffective Team...............................................................11
TASK 4 .........................................................................................................................................12
P4 Concepts and philosophies of Organisational Behaviour...............................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour can be defined as a process of studying the behaviour of the
employees who are working inside the organisation so as to know them better. It is very
important of the company to know their employees better because then only they will; be able to
frame effective rules and policies for them . These policies will help in increasing the efficiency
of employees also. Behaviour of employees plays a major role in improving the profits and
productivity of employees as their good behaviour improves their performance (Agarwal, 2014).
The company that is referred here is 4Com Plc . It is a medium sized telecommunication services
company working in UK. This company is considered as one of the best company to work for in
UK and it is only because of the culture they follow in their organisation. This report will discuss
about the importance of culture , power and politics in influencing the team and individual's
behaviour, various motivational theories, effective and ineffective teams and several concepts
and philosophies of organisational behaviour.
TASK 1
P1 Analysis of organisation's culture and policies and power in influencing on individual's and
Team behaviour
An organisation can be defined as a place where employees work day and night so as to
achieve the goals and objectives of an organisation . The behaviour of people who work inside
the organisation plays a very important role in making the culture and policies for conducting the
operations of the company. The staff members are given proper training regarding how they have
to behave and for this induction training is also organised by the management.
Influence of Culture: Culture is considered as a soul of an organisation . It is prepared
by management after doing a deep study on the employees who are working in the company. it
consists of the belief and values that should be present in an employee as well as the in the
company so that they behave ethically and get successful in gaining trust of the customers.
Culture helps in providing a sense of identity and also helps in creating a commitment towards
the vision and mission of the organisation (Agarwal and et. al., 2012). It plays a very important
role in 4Com Plc also as they helps in deciding the way employees interact in their workplace.
Classification of culture- Culture can be classified as -
 Power Culture – This one is based on the power which is present in the hands of the
employees . In this type of culture, power is in the hands of single person.

 Role Culture – In this type of culture, the role of employees is decided on the basis of the
work they can perform in an organisation.
 Task Culture – In this, tasks are allotted to employees as per their likes and dislikes so
that they perform effectively. Person Culture - In this type of culture, the individuals are given full freedom to express
themselves in front of others and are also allowed to take decisions for themselves.
Importance of cultural difference awareness – Whether it is 4Com Plc or any other organisation
, understanding their culture is very important for them and through this only they will be able to
enhance the productivity, communication and unity in the workplace (Alfes and et. al., 2013).
There are various types of employees who are working in an organisation and they belong to
different society, religion etc. so it is the duty of the company tom make them comfortable and
try not to hurt their sentiments or do any discrimination against them.
Hofstede's Dimensions of culture theory – This theory is a framework for cross cultural
communication and it describes the effect of culture followed in the society on the members of
the society and these values relate to the behaviour. The dimensions are as follows:
 Individualistic- here, it is mentioned that whether individual needs will be given priority
of the organisation's needs.
 Masculine – In this it is discussed that in such type of society rules are different for men
and women and less in favour of famine cultures.
 Uncertainty – It determines how people are comfortable on changing their way of work
and live .
 Power - The people who are having degree are comfortable in growing upwards. Time – here, they are having a comparison between long term perspective, planning for
future versus short time past and present oriented.
Contribution of globalisation and digital technology in preparing organisation culture: Both
globalisation and digital technology plays a very important role in framing the culture of the
organisation because they help in making the working environment effective because of which
the employees perform faster and in a more effective manner (Ashby, 2013). The different
technologies that are used by the company will help in reducing the work load from employees
with which the employees will feel satisfied and work more efficiently and achieving the goals
of the organisation.

Influence of Politics: Politics also play a very important role in making the employees
behave in an effective manner . Politics are used in the companies both in a positive as well in a
negative manner. It basically contains all those activities that are adopted by the employees so as
to achieve their personal goals inside the company (Ashkanasy and Humphrey, 2011).
Organisational politics – It includes all those actions that are implemented by the employees
directed towards their personal goals without thinking about others . It is also viewed as the art of
creative compromise. It is not considered as a part of employee's job requirements and instead
used as a benefit by them . The tactics that are applied here are like blaming others
unnecessarily, framing others in fraud situations, plotting against other employees, pressurizing
them to perform a certain work and many more. All these practices have a very bad impact on
the behaviour of employees who are working inside the organisation. It disturbs the whole
working environment which makes the employees uncomfortable.
Influence of Power: It is often said that the one who is having the power is considered as
the ruler. Power is given to the members if the company as per their roles. The employees who
are at a higher post generally have more powers. It is a factor that is having both positive as well
as negative affect inside the organisation. If the higher authority is honest and loyal towards the
company then they will not take advantage of their power but if they have some personal interest
then they will definitely take advantage of their power and in this process they do not that if
other will get affected by it or not.
Network and System Theories
These theories are significant for organisation as they helps in achieving goals and
objectives of firm. Here, network theory is defined as relationship with employees, consumer,
supplier and others so that everyone can work effectively and efficiently in proper structure. This
theories can be used by 4com for betterment running of their operations and activities.
Elements of Politics
The main elements of politics are scarcity, competition, inequality, miscommunication.
Due to this reasons, conflicts can arise in 4com which need to be managed properly for effective
outcome. Politics can be occurred at any time in organisation that need to be controlled properly.
They are described below:
Scarcity- If there is scarcity of resources such as raw materials, finance, equipment then
conflict can arise in 4com. These leads to created politics in working firm and among people.

Competition- In order to resolve problem of politics at 4com, they need to provide high
quality goods and services in order to beat competition. Sometime, organisation has to face issue
of competition in terms of brand, quality and others.
Inequality- 4com should treat each and every employees equally so that conflict and
problems does not arise. Politics arise among staff because of inequality among working team
members.
Communication- In order to business and its activities, it is very important to have
effective channel for transfer of data and information from one department to another. Thus,
4com should have effective channel for communication purpose so that goal and objectives can
be achieved without conflict and politics.
Elements of Power
There are various elements of power such as:
Legitimate Power- This power is given to that who holds good position in organisation.
The person holding such power has some roles and responsibilities and they can delegate it to
subordinates.
Expert Power- The employees having good experience, knowledge, expertise are called
expert power. They can easily solve such problem and make decision for business.
Coercive Power- Such power is use for threatening or coercing employees in
organisation. Example, salary deduction, leave cancellation, threats and others.
Referent Power- This power is the resultant of personality of person. It is the result of
knowing senior people in firm and those who are at good position of leadership.
Reward Power- The person holding reward power can easily influence performance of
staff. Employees working hard are liable for rewards in terms of promotion, bonus, gifts and
others.
After analysing all elements of power, it can be concluded that organisation can
implement reward power as it helps in achieving goals and objectives of business. The rewarded
employees work for betterment of business.

TASK 2
P2 Content and process theories of motivation and motivational techniques
Motivation is considered as an essence of an employee's behaviour. It is been provided to
employees so as to increase their productivity and improve their performance as well. If the
employee is very talented and have lots of capabilities but if they are not motivated by the
company then they will not be able to give their best in the company (Barnard, 2012). Motivated
employees perform far more better than those who are not motivated. Motivation brings a
positive change in the employees as they understand very where they they have trio invest their
time and where not and they also start enjoying what they do in the company. It plays a very
important role in improving the performance of employees as they become more responsible and
confident (Einarsen and et. al., 2011). The management of 4Com Plc also adopts various
methods in order to motivate their employees. These are as follows:-
 Extrinsic Motivation – In this type of motivation , external factors are being used by the
management in encouraging the employees and improving the efficiency in whatever
work they perform. It is in the form of bonus checks, extra pay holidays etc.
 Intrinsic Motivation – In this type, the employees are motivated by the personal desires
they have in their life . The employer tries to know the needs and wants of the employees
and then tries to fulfil it so that the employees gets motivated and perform well .
Motivational Theories – it is bifurcated into two parts which are :-
Content Theory of Motivation – It is also called as the need theory because in this the
manager tries to focus more on what employee wants and how can company fulfil their this
particular want and will the employee get motivated after this. In this basically the need factor is
linked with the motivational factor. The various types of content theories are :-

(Source: Content theories of motivation, 2017) Maslow's Need Hierarchy Theory – This theory was developed by Abraham Maslow
and it focuses on needs of the employees . He divided the whole theory into five parts
which discusses about the five level of human needs. It is as follows-
◦ Psychological needs – It is like the basic needs of the employees or any other human
being which includes food , shelter and clothing.
◦ Safety needs- In this type of need, the employees personal as well as financial needs
are being taken care of so that they feel comfortable and relaxed.
◦ Social needs – In this , the emotional relationships that prevail in the organisation
related to love friendship etc. are included.
◦ Self Esteem needs – It is one of the most essential need of the employee because
everyone expects some kind of respect and recognition in the company so as to
manager their employment relations well.
◦ Self Actualization - here the need is to achieve everything that we can and desire to
achieve what they want to (Fernández-Muñiz, Montes-Peón and Vázquez-Ordás,
2012).
 Hertzberg Two factor theory – In this type of theory, two factors are included-

◦ Hygiene factors – If these factors are present in the company then they do not bring
any change but if they are present they bring dissatisfaction among the employees .
Like for eg. if an employee is having an addition with something then its absence
will affect it but if it is present then it will not make any change (Punjaisri and
Wilson, 2011).
◦ Motivational Factors – These are the type of factors that must be present in the
company so as to motivate their performance in the company . It includes self
actualization needs of employees. Alderfer's ERG Theory – In this the theorist has classified the need in three categories,
namely:-
◦ Growth Needs – In this the potential of the employees is recognised and how can it be
developed is also considered by the management.
◦ Relatedness Needs – In this it is analysed that the employees are having satisfactory
relations with other in the company.
◦ Existence Needs – In such needs It is analysed that the employees are physically fit or
not.
A statement was also given Alderfer's that employer should not fulfil the higher level
needs of the employees because if they are fulfilled then the demands of the employees might
increase.
Process Theory of Motivation – in these type of motivational theories , the employees tries to
behaviour of employees and tries to know that what issue is being faced by them and how can
company help them in this. The various types of process theories are :-
Vroom Theory: This theory is considers motivation as a part of decision making process of the
company . The theorist says that the employees should be allowed to behave in a way they
believe that they can give good results to the company (Solomon, Russell-Bennett and Previte,
2012). It means that the employee's performance is based on the individual factors like
personality, experience ass well as abilities. They believed that the employees motivation is
linked with all these factors. This theory is based on three elements like:-
 Expectancy
 Instrumentality
 Valence

Adam's Theory of Motivation: This theory is also called as the Equity theory which discusses
about the inputs and outputs that are invested by the employees in the organisation. They believe
that the employees might become demotivated if they think that they are not getting any rewards
and recognition in the company. Balance of inputs and outputs should be maintained so as to
bring equity (Suppiah and Singh Sandhu, 2011).
Implications of Motivational Theory – Whenever the motivational theory is applied by the
management it always tries to benefit the employees. Benefit can be in any form like -
 Management by Objectives (MBO) – It is a program that helps in encompassing specific
goals in the company.
 Employee recognition programs – It is a type of program which recognises the work of
the employees and also encourages then to perform better in future.
 Employee Involvement Programs – It is a considered as a participative process that make
use of capacity of employees and is designed to encourage commitment for the success of
the employees.
 Job Redesigning and scheduling – There are three ways of job redesigning; Job rotation,
Job Enlargement, Job Enrichment.
Emotional Intelligence
It is capability of people to recognize own emotions and distinguish among various
feeling. This aid employees of 4com to exercise emotional information, guiding behaviour,
thinking and managing emotions for adopting environments or goals.
Task vs Relationship Leadership
Task leadership defines a leader who is motivated by accomplishing task and focusing on
their roles and responsibilities of worker. 4Com can use such leadership in firm in order to divide
work to each and every subordinates for working in system. Similarly, relationship leadership is
referred as leaders who is motivated and concerned their interaction with individual. This can
assist group to achieve goal of firm. 4Com need to interact with their personnel so that they can
work in better and effective manner for achieving set goals.
Psychodynamic Approach
It includes all theories in psychology which realise functioning of human that is based
upon forces and drives within specific unconscious and individual and among various structure

of personality. It is influenced by unconscious motives, childhood experiences, determined and
ego.
TASK 3
P3 Making Effective Team and Ineffective Team
Team work is considered as a very effective step in an organisation because with the help
of teams , company is able to complete their work on time and in an effective manner as well.
Teams are prepar4ed by the management of the company so as to perform particular type of
tasks. There are two types of teams which includes:-
Effective Teams – In this type of teams the members are very committed towards their work and
are having a good communication and comfort level with each other.
Ineffective Teams – In such teams, members are not at all concerned about each other and so
they do not share any kind of issue or important information with each other (Wong, Wong and
Ngo, 2012).
Various types of Organisational teams are:-
 Functional Team - These are the teams that is formed as oper the function they perform
in an organisation. The members of this team are of same department or perform similar
work in the company. In these teams the subordinates are required to report the head of
the team who is given the primary responsibility to manage the team (A. Agarwal, 2014).
 Problem solving team – In such teams, members are from different department and are
not performing similar functions in the company. They are mainly prepared to give fast
solutions to the problems that arise and permanent solutions are expected by them . It is a
temporary team that is prepared just to solve the problems a particular problem.
 Project Teams - It is a team that is prepared by the management containing those type
of people who have been allotted same task to be performed in an organisation. In this
way, the company tries to save their resources and support in their best possible way.
Technology is also playing an important role in functioning of teams in the company as latest
techniques are being implemented by the company so as to reduce the workload of employees
and increase their work performance. New employees should be given proper training so that
they are able to conduct the operations as per the demands of the company.
Tuckmans' Team Development model:

This model defines four ways in which the organisation can improve team development so as to
work effectively. These four ways are:-
 Forming – In this, the members are very much dependent on the leaders for giving them
instructions and guidance so as to achieve the goals of the company.
 Storming – In this , it is believed that storming occurs when there is a group discussion
inn between the group and all the members are busy proving their point of view.
 Norming – In this model, the roles and responsibilities are given to the employees and are
accepted also by them . But all the major responsibilities are taken by agreement of all
the members only.
 Performing – In this, whole team is knows what task they have to perform and they
generally do not prefer to take the help of the leader.
Through this model , a relationship is developed in between the members of team and it
also brings a sense of maturity in the employees and thus it makes the leader free to change their
leadership style (Agarwal, and et. al., 2012). After this process, an individual leader can be
created by the team and thus old leader can move on and lead a different team .
TASK 4
P4 Concepts and philosophies of Organisational Behaviour
There are various concepts and philosophies that are implemented in an organisation so
as to improve the working . It is related to the culture, values and principles that are required in
the organisation (Alfes and et. al., 2013). One of the important theory that is implemented
compulsorily are :-
Path goal Theory of Leadership:
This theory is based on specifying the leadership style that will fit in best in the company
and helps in achieving the goals. The main aim of this theory is to increase employee motivation,
empowerment and satisfaction so that their productivity is increased. This theory is based on
Vroom's expectancy theory. It can also be said that in this theory , the leader is responsible to
select a specific behaviour for their employees which suites them the best so that they are able to
perform their daily activities effectively. The steps followed in this theory are :-
 Determining the employee and environment characteristics
 selection of the leadership styles