Organizational Behavior: A Report on 4Com Plc's Performance

This report provides a detailed analysis of organizational behavior within 4Com Plc, a telecommunications company. It explores the influence of organizational culture, politics, and power on individual and team performance, highlighting factors such as Hofstede's cultural dimensions and different sources of organizational power. The report delves into content and process theories of motivation, including Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, to explain how employee motivation can be enhanced. It also examines the characteristics of effective and ineffective teams, offering insights into team-building strategies like Belbin's Theory. The report concludes by discussing various philosophies and concepts of organizational behavior relevant to meeting the evolving demands of the business environment at 4Com Plc, offering valuable insights into workforce management and organizational success.

Organizational
Behavior

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
P1 Influence of organization’s culture, politics and power......................................................................3
TASK 2..........................................................................................................................................................5
P2 Content and process theories of motivation......................................................................................5
TASK 3..........................................................................................................................................................6
P3 Explain what makes an effective team as opposed to an ineffective team.........................................6
TASK 4..........................................................................................................................................................8
P4 Concepts and philosophies of organizational behavior......................................................................8
CONCLUSION...............................................................................................................................................9
REFERENCES..............................................................................................................................................10

INTRODUCTION
Management activities like understanding, predicting and influencing individual behavior
in an organization that further examine structure of workplace and suggest ways in which the
organizational processes and operations can be improved (Ashkanasy and Humphrey, 2011). In
this report, organizational behavior will be thoroughly analyses to address issues like workforce
motivation, incentives, team-building and business environment in context to 4Com Plc which
serves in telecommunication and aim to improve the communication services of all SME market
in UK. However this report also highlights influence of organization’s culture, politics and
power on individual and team performance as well as different theories that help in motivating
employees within 4Com Plc. In addition, it also carries efficiencies of effective team in an
organization and suggests different methods that help in building effective team. Various
philosophies and concept of organizational behavior that help to meet changing requirements of
business environment at 4Com Plc will also be discussed in this report.
TASK 1
P1 Influence of organization’s culture, politics and power
Factors such as organizational culture, politics and power are key to success in a
workplace, as weak organizational factors provides low motivation, employee fraud and bad
behaviors in the workplace. Managers of 4Com Plc need to focus all these factors like motivate
employees, make rules to avoid fraud, design programs for training and development etc. in
order to get successful workplace environment and low employee’s turnover rate.
Organization Culture: Through it 4Com Plc identify and evaluate its productivity and
employees performance, it also provide guideline on customer care and services, product quality
and safety, punctuality. The influence of cultural differences at 4Com Plc can be thoroughly
explained by Hofstede’s model of cultural factors which contribute in the culture of organization
as well as influences employee’s behavior (Bolino and et. al., 2013). According to Hofstede there
are five major factors that influence the culture of respective workplace such as:
Power Distance: It refers to the differences in culture as per the power delegated to
employees at 4Com Plc, this shows openness among employees as well as management which
influences organization environment. If respective company do High power distance and do not
conduct open communication among employees and management due to which employees feel
hesitated in performing their task and share problems to superior as well as this increases
employee’s turnover ratio which leads to decrease in productivity and affect company profit and
growth. Whereas low power distance at a company provides more openness to employees and
make them feel valued there in organization.
Masculinity vs. Feminity: At 4Com Plc. Company provides equal opportunities to both
man and woman according to their skills and qualifications which assist the company to
accomplish their goals more successfully (Podsakoff and House, 2013). This leads to motivated
and better working environment for all employees as well as management, because through it

employee get motivated that they are getting equal importance and also by it conflict can reduce
and avoid in re4spective organization.
Individualism vs. Collectivism: Working on a common interest at 4Com Plc includes
having same goals and objectives among employees, management as well as organization as
whole which assist them to achieve their goals with more efforts and consumes less resource as
well as support team work activities and assures good quality of work. This also provides enough
space to their employees to think out of the box and participate with more innovative and
profitable ideas and suggestions (Carpenter, Berry and Houston, 2014).
Uncertainty avoidance: It refers to a culture and tolerance power of employees of
4Com Plc, that how employees respond proactive in unpredictable situation which arise in their
organization uncertainly. The respective company try to avoid this situation but when it come it
is responsibility of employer and employee to handle this situation effectively and efficiently.
Long-term vs. Short-term Orientation: Organizations such as 4Com Plc. which focuses
on futuristic goals and have long-term relationship with their employees, they motivate and make
them loyal so that their employees fell connected to them and consider organizational objective
as their objective and make efficient efforts to fulfill it. But there are some organization whose
main objective is to earn profit and they didn't pay any attention to employees engagement these
type of company have short term objective, their main aim is to earn profit (Colquitt and et. al.,
2011).
Organization Power: It is the ability to in fluence individual behaviors to make them
work according to the needs of management and organizational benefits. In 4Com Plc there can
be five sources of power such as:
Legitimate Power: It refers to the power originated from one’s organizational role or
designation. In 4Com Plc. Managers have the power to sign the work to their subordinates and
assures they complete that work with full coordination within the time by achieving given task
goals.
Reward Power: In 4Com Plc management grant rewards to their subordinates or
employees in from of pay, perks, attractive job assign, bonus etc. to them whose performance
level is up to the mark or satisfactory.
Coercive Power: This is the ability of management to punish employees in 4Com Plc for
their bad or poor performance by taking back some beneficial opportunities from them. This
power is often used to produce or complete work form employees which they usually refuse to
perform or hard to attain.
Expert Power: This power is hold by experts at 4Com Plc who have knowledge, skills
and expertise in specific field and who can provide better solutions for particular problems
regarding that field.
Referent Power: In 4Com Plc this power is hold by those who have personal
characteristics or good relations with company’s CEO or other designated staff (DuBrin, 2013).

Organizational Politics: It refers to a variety of activities that associated with those
tactics which are used to improve personal and organizational interests. Bad politics at 4Com Plc
will increase dissatisfaction among employees as well as destruct pleasant business environment.
Whereas good organizational politics at 4Com Plc. will allow employees to develop their
individual as well as organizational abilities and make them more participative in organizational
profitability and success.
TASK 2
P2 Content and process theories of motivation
Management theories play very crucial in an organization and contribute in employee as
well as customer satisfaction. At 4Com Plc content and process theories of motivation assist their
various operations in following manner:
Content Theory:
This theory is commonly known as need theory and in 4Com Plc it is generally
associated with identifying, valuing and fulfills those needs which motivate individuals to
perform and do work at different situation with respect to time and experience (Pinder, 2014).
Maslow’s Hierarchy Theory: Maslow has suggested about the existence of hierarchy of
needs among each individual and these needs are progressed from lower order needs through
higher order needs and consists of five different levels in the hierarchical model which is
demonstrated in shape of a pyramid. According to this model, 4Com Plc has to target and
employee’s basic needs such as their food and shelte (Fisher and To, 2012).
 Physiological needs- These are the basic needs which company should provide to its
employees such as facilities of proper working condition, proper housing and shelter
facilities by providing accommodations.
 Safety needs- Employees should be provided with safety and security at workplace. The
respective company should adhere to certain technology and processes in maintaining
safety of employees.
 Love and belongingness needs- After physiological and safety needs, employees need
for interpersonal relationship arises. 4com should create a motivating environment in its
workplace so that employee can share ideas and problems freely to its co-workers and
helps company to achieve higher productivity.
 Esteem needs- Employee's need for dignity, achievement and reputation increases with
the increase in its performance. 4Com should recognise its employees for higher
performance and provide with rewards and certain designation in order to motivate
employees for long term. Self- actualization needs- It describes employees desire of becoming everything which
one is capable of becoming. 4Com should provide its employees all the needs which

satisfies him so as to increase productivity of organisation as well as increases employee
morale.
Process Theory:
In 4Com Plc process theory is use to identify and analysis how motivation occurs and
what kind process can implement through which employees can get motivated (Wagner III and
Hollenbeck, 2014). The respective company use Vroom's expectancy theory of process theory to
increase motivation among its employees, which is describe below:-
Vroom’s Expectancy Theory: The main aim of this theory in respect to 4Com Plc. is to
engage employees in various activities that motivate them and produce desired outcomes. It help
respective company in realizing that an employees performance id based on its individual factors
like personality, skills, knowledge, experience and ability. This theory contains three factors
which are describe below:
Expectancy: In respect to 4Com Plc it is the belief of management if they make more
efforts to motivate employees, it will directly result in increase in workers performance. In
respective organization it may affected by things such as having right resource, right skills and
necessary support to do job done.
Instrumentality: In respective company there is an environment which make employees
believe that if they perform well they will receive valuable outcome for it, by this they get
motivated and do work in effective and efficient way.
Valence: It is a best motivational idea for 4Com Plc to identify what their individual
employees value and what are their personal need are, it might be money or a day off. The
company can use this to get work done from their employees by giving them options to do it.
EXPECTANCY*INSTRUMENTALITY*VALANCE=MOTIVATION
With this theory, three different outcomes may arise at 4Com plc such as:
 If a person does not find connection between efforts and performance then expectancy
will be zero.
 If an employee can’t establish link between performance and rewards then it will
generate zero instrumentality.
 For those employees who do not value the outcomes, rewards will have zero valance for
them.
This expectancy theory help 4Com Plc in highlighting individual differences in motivation
and shows various factors that assists in understanding and increasing motivation among
employees. However this theory also implies equity and significance of consistent rewards of
employees or worker in the respective company (Judge and Kammeyer‐Mueller, 2012).

TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Effective teams contribute and participate beneficially in success of organization’s goals and
objectives. These teams are group of individuals at 4Com Plc. that are self-motivated and participative as
well as they do not need extra push to get involve in business activities or success. On contrary ineffective
teams are those group of individuals who are lacking with effective leadership as well as they are not
motivated enough to participate in any business operation or success. They always run from opportunities
and responsibilities which affects their performance as well as business growth. These ineffective teams
at 4Com Plc can be converted into effective teams by providing them proper leadership, training as well
as by adopting different team building strategies at the company such as:
Belbin’s Theory: This model was designed to use talents and personalities of team
members to improve its performance by working together more effectively. With this theory
4Com Plc can identify and use psychological diversity of its team at its full potential (Osland and
Turner, 2011). All the team members are differentiated on the basis of their style, attitude,
temperament as well as personality in the following mannerism at 4Com Plc:
Plant: It is the creative thinker in the team at 4Com Plc who is innovative and need space
to think extraordinarily solutions to complex business situation that may arise at this
telecommunication company.
Resource Investigator: They are identified by their cheerful, extrovert personality with
lots of contacts within as well as outside the team at 4Com Plc. They are enthusiastic,
adventurous and open-minded as well as innovative people who are naturally good at developing
and maintaining contacts (O'Boyle, Forsyth and O'Boyle, 2011).
Coordinator: They initially look for the procedure, help team members by support and
provide guidance to them at 4Com plc. Coordinators are well aware of how to utilize talents and
information of other team members to their fullest. They easily trust others and delegates work to
others easily with a tendency to leave too much work for other in a team.
Shaper: These are willful and passionate personalities in a team at 4Com plc. who have
strong urge to perform, look for different challenges and run smooth business operations. Shaper
decides deadlines and makes sure that goals are met within a specific period successfully. They
may get aggressive and frustrated or react emotionally to make their task completed within the
deadline.
Monitor: They are the sensible, thoughtful, and critical person who also plays as an
analyst of the team at 4Com Plc. Their judgments are rarely wrong and they always thoroughly
analyze the situation arises within the company.
Team Worker: Most sensitive member of the teams who is helpful, accommodating and
focused on creating a pleasant atmosphere and sense of togetherness in 4Com Plc. as well as
maintain balance and stay close to others. They face difficulty with conflicts in team and may
have trouble taking decisions at critical times in team working (Luthans, Luthans and Luthans,
2015).

Implementer: The practical organizer within a team, who is disciplined, task-oriented and
put their plans or ideas into execution of task easily at 4Com Plc.
Complete-finisher: Person having talent to find out errors or issues in process and one
who leads thoroughly, checking and rechecking, and have tendency to perfectionism. A complete
finisher may monitor the quality and safety. They also become overprotective at times which
becomes obstacle in delegating work to others.
Specialist: This is an expert or a source of knowledge in specific field or task as well as
act as an advisor who are consulted by other team members at 4Com plc. and specialist have to
provide beneficial knowledge and technical skills which will be their contribution to their team.
Tuckman’s Theory: This theory of forming, storming, norming and performing plays
very crucial in understanding and explaining team development and behavior of individuals at an
organization. This theory is given by Dr. Bruce Tuckman has given this model in 1965, in which
it is explained team development process can be established maturely and it must establishes
relationship among the team members as well as leaders (Miao and et. al., 2013). At 4Com Plc.
this process begins with a directing style, move through coaching, then participating and finishes
by delegating the work. This model of Tuckman’s can be explained as following:
Forming: In this stage, high dependence on leader is there for guidance and direction.
Here individual roles and responsibilities are unclear whereas leader is prepared to answer lots of
questions about the team's purpose, objectives and external relationships. In forming stage
processes are often ignored and the leadership is taken is generally situational (Moore and et. al.,
2012).
Storming: As the decisions within the group do not come easily, team members compete
for position as they attempt to establish themselves in relation to other team members and the
leader. In storming stage clarity of purpose increases although uncertainties are still there. The
team needs to focus its goals to avoid distractions by relationships and emotional issues.
Norming: In this stage an agreement is formed within the team, to assist leader as well as
roles and responsibilities of each member within the team are very clear here. Important
decisions are made by group agreement whereas smaller decisions may be delegated to
individuals or small teams within group. Commitment and unity is strong. Within this stage the
team may get engage in fun and social activities as well as discusses and develops its processes
and working style (Miner, 2015).
Performing: The team is more strategically aware here and knows clearly about task and
processes. With this step team has a shared vision and is able to stand on its own feet with no
interference or participation from their leader.
TASK 4
P4 Concepts and philosophies of organizational behavior
Organization behavior is based on a few fundamental concepts which revolve around the
nature of people and organization at 4Com Plc. some organizational concepts are:

Concepts of Organizational Behavior:
Individual Differences: Every individual is different probably in a million ways. This
individual difference comes originally from psychology of individuals at 4Com Plc.
Motivated Behavior: To fulfill various needs, an individual has to perform well in an
organization for which some motivations are necessary to enrich quality of work. A path toward
increased need fulfillment is a way that leads to quality of work.
Mutuality of Interest: This concept can be represented by saying that organizations need
people and people also need organizations. People need organizations as a source to help them
reach their goals whereas organizations need people to help achieve organizational objectives.
This concept helps to fulfill goals and objectives of company in a better way (Morgeson and et.
al., 2013).
Involvement: Every employee is actively seeking opportunities as well as performs better to
get involve in decision-making problems. They try to participate and share their experience and
knowledge within a team and this urge make their meaningful involvement which bring mutual benefit
for both employees as well as company. For make these individual satisfied and perform better
organization should provide them a chance to express their opinions, ideas, and suggestions for
decision-making problem (Nahavandi and et. al., 2013).
CONCLUSION
In this report, it is concluded that organizational behavior help in managing all the
dynamics of changing business trends within and outside of a company. Effective organizational
behavior helps in individual development as well as team building in an organization. In addition
to this, effective culture, good politics and correct use of power in a company help them to bring
out best work from their employees as well as provide the employees an opportunity to develop
their skills and learning in different business situations. To keep the employees motivated, this
report has highlighted various motivational theories that targets needs or employees or processes
of the company. This report also contains various team building strategies that contribute in
effective team development as well as task distribution within a team. However, report also
contains various concept and philosophies or organizational behavior that effectively flashes
understanding of individual behavior and psychologies within a company.

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