Organizational Behavior and Team Dynamics at Acropolis Aviation Ltd.

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Organizational Behavior
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Executive Summary
The complete study primarily focuses upon the various aspects on how the
organizational culture, power and politics impact upon the organizational behavior and
performance. Alongside, the study also concentrates upon the various motivational
theories and techniques which help the organization to achieve their goals. An in-detail
description has been reported upon the Acropolis Aviations Ltd. discussing over their
implemented team development theories, philosophies and concepts of organizational
behavior supported by particular models. The implementation of the different theories
and models related to organizational behavior within the chosen organization ensures
that the behavior of the employees towards the implementation of the organizational
policies are considered well in advance and the relevant leadership and management
principles are adhered to, for managing the employees effectively.
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Table of Contents
Introduction...................................................................................................................... 3
P1 Analyze how an organization’s culture, politics and power can influence individual
and team behavior and performance...............................................................................3
M1 Critically analyze, how the culture, politics and power of an organization can
influence individual and team behavior and performance................................................4
P2 Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organizational context..............5
M2 Critically evaluate how to influence the behavior of others through the effective
application of behavioral motivational theories, concepts and models.............................6
D1 Critically evaluate the relationship between culture, politics, power and motivation
that enables teams and organizations to succeed, providing justified recommendations.
......................................................................................................................................... 7
P3 Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team................................................................................................................8
M3 Analyze relevant team and group development theories to support the development
of dynamic co-operation.................................................................................................10
P4 Apply concepts and philosophies of OB within an organizational context and a given
business situation...........................................................................................................14
M4 Justify and evaluate a range of concepts and philosophies in how they inform and
influence behavior in both positive and negative ways..................................................15
D2 Critically analyze and evaluate the relevance of team development theories in the
context of OB concepts and philosophies that influence behavior in the workplace......17
Reflection on team work.................................................................................................17
Conclusion..................................................................................................................... 19
References -...................................................................................................................20
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Introduction
Organizational behavior refers to the study for understanding the ways in which the
people in an organization act and behave inside a group; in other words, organizational
behavior is the study upon human behavior inside an organizational system. This
particular area is dedicated towards the improvement of work satisfaction, promotion of
innovation, and encouragement of leadership and management along with its carried
out operations. The present study refers to the various aspects of organizational
behavior of the chosen organization, Acropolis Aviation Ltd. like their cultural, political
and power structure, managerial processes, employee behavior and similarly many
others. A vivid guideline for enriching the performance of the organization, Acropolis
Aviation Ltd., has been provided based on different theories, models, concepts and
philosophies which can be implemented therein. Certain recommendations and
suggestions have also been included in the study for the enhancement of their team
and group management along with a pertained organizational behavior.
P1 Analyze how an organization’s culture, politics and power can influence
individual and team behavior and performance.
The culture of an organization changes according to time, Acropolis Aviation is a UK
based airline organization, which has significantly changed its position in the global
market in the recent years (Ruck, 2017). There is a need to understand the Handy’s
cultural typology in order to analyze the organizational culture of Acropolis Aviation.
Handy’s cultural typology includes four types of culture which is being followed by
Acropolis Aviation.
Power Culture: This type of culture focuses on providing positional power to only some
limited people in the organization (Forsyth, 2018). The people who are in power are
responsible to delegate the designations and responsibilities of the job to other
employees of the organization.
Task Culture: This type of culture is mainly focused on the team performance of the
organization. There is a formation of teams according to the needs of the organization
for solving critical problems in the organization and achieving the organizational targets.
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Person Culture: This type of culture mainly focuses on the importance of the
employees’ working in the organization. The individuals provide great emphasis on the
individual profits and are least bothered about the organizational benefits (Riggio,
2017).
Role Culture: The main focus of this type of culture is on the employee roles in an
organization. The roles of the employees’ in the organization are provided based on the
specialization and educational qualification of the employees.
The corporate culture of Acropolis Aviation is influenced by the external power and
political scenario of UK. The cultural norms and the cultural model of Acropolis Aviation
are affected during the past few years due to the instability in the political background of
UK. Jonathan Bousefield, the CEO of Acropolis Aviation introduced a “macho culture” in
the organization in order to increase the organizational efficiency by enhancing creative
working condition. A new theme of policy engagement was also introduced by Jonathan
Bousefield in order to directly connect the audiences. The clan control policy was
implemented later in the organization when there was a transformation of organizational
structure from the hierarchical structure. The influence of power and politics have an
impact on the productivity of the organization as there can be certain instability in the
political factors which leads to a downfall in the economical condition of the
organization.
M1 Critically analyze, how the culture, politics and power of an organization can
influence individual and team behavior and performance.
The bureaucratic model was followed by Acropolis Aviation before Jonathan Bousefield
was appointed as the CEO. This bureaucratic model followed the theory of power
culture that was not applicable for Acropolis Aviation. The main focus of this cultural
model was on the business efficiency of the organization by applying several strict
organizational rules and code of conduct for every employees (Alagaraja and Shuck,
2015). It was not suitable for the employees as the rules and regulation were not
prepared according to the capabilities of the employees but still the employees were
bound to follow those rules. There was an introduction of new theme of organizational
policy and culture after the introduction of new CEO named, Jonathan Bousefield. The
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working of cultural values with the corporate values, belief and culture is represented
using the policy of clan control which was introduced by the CEO of the organization.
The organizational goals of Acropolis Aviation are achieved with the help of this policy
and it also helps to regulate the behaviors of all the employees.
The power, culture and politics have several different impacts on the organizational
behavior of Acropolis Aviation. The overall strategy for decision making in an
organization is influenced by these three factors. These factors are also useful in
enhancing the interactions of employee with the customers and it also enhances the
individual interaction within the organization (Allen et al., 2016). The influence of power,
culture and politics enhances the overall productivity of Acropolis Aviation. The usage of
power in Acropolis Aviation enhances the productivity and efficiency of the organization
by providing a better working environment for the employees. The use of power and
politics have influenced the working environment of Acropolis Aviation as there has
been an introduction of a quality reward system by Jonathan Bousefield which boosts
the mentality of the employees and this in turn helps the organization to gain maximum
productivity. These factors are also helpful in selecting the supervisors for Acropolis
Aviation by providing certain quality training to the employees according to the
organizational needs (Katzenbach and Smith, 2015). The power usage was misused by
some of the individuals which affected the working of the organization.
P2 Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organizational context.
Motivation refers to the process where all the employees of the organization are
inspired in order to achieve the organizational goals. It is also referred to as the process
where the needs and desire of the employees in the organization are influenced for
achieving the organizational objectives (Ryan and Deci, 2017). Motivational theories
can be of two types namely content theories and process theories.
Content Theories: The primary focus of this theory is meeting the desires and needs of
the employees in the organization by motivating the employees. The motivational
factors for the employees are the fulfillment of the basic needs of the employees in the
organization that are analyzed with the help of this theory (Osabiya, 2015). For
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instance, there is a need of implementing this theory in Acropolis Aviation organization
in order to attain maximum productivity efficiency by analyzing the employee needs and
then meeting the needs of the employees in order to satisfy the individuals. Jonathan
Bousefield implemented a new reward system in order to optimize the employee
performance. The performance of the company is enhanced due to this reward system
as the employees of the organization are motivated due to the new reward system.
Process Theories: This theory focuses on the matter of analyzing and understanding
the process that is needed by the organization in order to energize, direct and sustain
the employees. The organizational behavioral model and Organizational Behavior
Modification (OBM) included in this theory is useful for providing great emphasis on the
scientific approach of the model (Eldredge et al., 2016). For instance, the new theme of
“macho culture” is implemented by Jonathan Bousefield for enhancing a change in the
company. This has helped in enhancing the organizational efficiency and also helped to
improve the behavioral activities of the people and the employees.
M2 Critically evaluate how to influence the behavior of others through the
effective application of behavioral motivational theories, concepts and models.
There were several publications about the staffing issues and poor customer
satisfaction of Acropolis Aviation that was publicly criticized. There was an important
task for Jonathan Bousefield of finding the needs of the employees and then
accordingly motivate them. There was a lack of the importance of teamwork in the
bureaucratic culture model that was followed by the organization earlier (Rossi et al.,
2018). Jonathan Bousefield needs to analyze the supervisory behavior and concern of
the employees in the organization and improve them accordingly in order to increase
the group loyalty and the spirit of the team.
The content theory and the process theory is helpful in increasing the productivity of the
organization by facilitating the employee processes and motivating the employees.
These theories implemented by Jonathan Bousefield enhanced the trust, confidence
and communication among all the employees of Acropolis Aviation. Jonathan
Bousefield in order to motivate the employees introduced the policy of security of health
and safety. The basic needs of the employees were fulfilled by this policy which in turn
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increased the productivity of the company. It was reported that there were several
strikes held by the employees of Acropolis Aviation which highlighted the lack of
teamwork in the company. Jonathan Bousefield implemented the behavioral model and
Organizational Behavior Modification (OBM) in order to improve the efficiency of
teamwork in the organization which also helped in increasing the productivity of the
employees. This model also enhanced the transparency level of communication
between the higher authority and the subordinates which is beneficial for the
organization in order to identify the needs of the employees. Jonathan Bousefield
implemented the employee engagement scheme in the process of decision making
which helped in improving the employee retention policy of the organization as this
scheme helps the employees of Acropolis Aviation to feel closer to the organization.
The prime focus of the new organizational model was to improve the employees’
functionality. The culture of Acropolis Aviation was improved due to the coherence
collaboration, recognition of good works and better visibility management among the
employees of the organization.
D1 Critically evaluate the relationship between culture, politics, power and
motivation that enables teams and organizations to succeed, providing justified
recommendations.
The existence of the employees in the organization is enhanced by harmonizing and
balancing the culture, motivation, power and politics of the organization. The
combination of power, politics and culture was already introduced in the veins of the
organization and teams unnoticeably. These factors are responsible for influencing the
operations, conditional atmosphere and achievements of the company. The hierarchical
model of politics and power is reflected on the social culture of the individual as well as
on the individual behavior. The motivational factor is responsible for identifying the
needs of the individuals and proper functioning of the organization.
As opined by Hislop et al., (2018), it has been noticed that organizational structure has
an impact on the backbone of the company. It can be recommended that there are four
to five factors which need to take care of during the discussion over politics, culture,
motivation and power. These factors need to be channelized in a proper and efficient
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manner in order to provide the growth of the organization. As noted by Hatch, (2018),
Organizational mission and vision and the connection of customers are the main aspect
for developing new concepts and ideas for the organization. It can be further
recommended that new strategies and plans related to the models and theories needs
to be incorporated in the organization in order to eradicate the effect of power and
politics in the organization. The new strategies and plans should consider the chain of
command, centralization, specialization, departmentalization and span of control in
order to promote business efficiency. Thus, a simple structure needs to be incorporated
in the organization rather than the bureaucratic or matrix structure in order to promote
productivity efficiency and motivate the employees with some prominent reward system
and some health and safety security.
P3 Demonstrate an understanding of what makes an effective team, as opposed
to an ineffective team.
Acropolis Aviation Ltd. provides an exclusive worldwide aircraft charter services for all
dignitaries like private individuals, senior executives and very important personalities.
During the period of their service, they have realized and understood the importance of
an effective team as distinctly opposed to an ineffective team in order to carry out the
functions effectively and in a perfect manner. That has been detailed below;
The team which helps an organization to function in its optimum level by improving the
quality, facilitating the operational and managerial completion of projects and increase
the amount of dedication, efficiency and productivity is called an effective team
(Butchibabu et al., 2016).
Generally, when a team suffers from the lack of purpose or even if they have a mindset
of what is to be done as a whole but do not possess a chalked out agenda or goal for
day-to-day work is called an ineffective team. These teams also suffer the deficiency in
work ethics and efficiency (Couturier, 2018).
There are certain other factors which functions as a requisite towards the establishment
of an effective team. These aspects are mentioned below;
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Cohesiveness –
With the higher progression of cohesiveness the team members of an organization
focus towards their commitment and productivity. The cohesion amongst a team helps
to build mutual trust and respect which also constructs mutual appreciation of abilities
and opinions (Bastide et al., 2017).
Communication –
A planned communication mechanism is a crucially necessary aspect to build an
effective team inside an organization. By the process of adapting mellow conversational
tones, balanced communication frequency, conflict resolution and decision making
ability a team develops a roundabout communication method (Hoegl and Muethel,
2016).
Group-thinking –
By the method of group thinking an effective team dominates the opposing statements
and henceforth a group harmony is preserved. A compact staging of group-thinking
demands individual conformation apathy, sympathy and peer pressure within the team
in order to make that team soundly effective.
The task of objectives is well understood and accepted by the members while the
ineffective teams face a tough time interpreting the group task and objectives. In cases
of effective teams virtually many members participate in the discussions but in
ineffective teams few people dominates the discussion. When the ineffective team
members ignores and overrides the ideas, the effective team listens to each other’s
ideas carefully. In cases of decision making the effective teams make certain consensus
and all the members follow a general agreement while in cases of ineffective teams the
decisions are taken prematurely before any examination or scrutiny.
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M3 Analyze relevant team and group development theories to support the
development of dynamic co-operation.
Generally for the accomplishment of a dynamic cooperation as well withstanding the
establishment of a correlated communication, organizations like Acropolis Aviation Ltd.
plan and strategize their operations in certain procedures. Certain models and theories
are incorporated in order to make the team perform in a furnished and innovative
manner. Those are mentioned below;
Belbin Team Roles Theory –
Doctor Meredith Belbin and his dedicated team members observed that there are nine
constellate of behavior which are called ‘Team Roles’ altogether. If the nine team roles
are accessible to each team member, then that helps the whole team to get promoted to
a higher performance level which obviously attains a dynamic cooperation for the
organization like Acropolis Aviation Ltd. All the team roles have its own strengths,
weaknesses and significance but all are provided with certain importance. However
having a perception of the team objectives and prompt ability to work out the tasks is a
basic need (Senaratne and Gunawardane, 2015). Afterwards a thorough discussion is
made over the right timing and spacing of utilization of the team role behavior.
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Figure 1: Belbin’s Team Roles
Source: (Ruch et al., 2018).
For the successful completion of the whole method, an individual completion of Belbin
self-perception inventory is essential and the outcome would be much better if it is
supported by a feedback received from any colleague. The execution of Belbin self-
perception inventory helps in the identification of the individual strength and
weaknesses of the team, which can be later on shared with the rest of the team, for
their knowledge and encouraging them to develop their skills and (Ruch et al., 2018).
Through this method, the individuals of Acropolis Aviation Ltd. recognizes their self
understanding of strengths and weaknesses along with the colleagues and the
managers of the organization ends up in having a better ethical and moral
communication between themselves. They also possess a clear perception about their
team objectives and are very eager to carry out their tasks in a moment’s pause.
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