Organizational Behaviour Analysis: Aston Martin Case Study

This report provides a comprehensive analysis of organizational behaviour at Aston Martin, focusing on the influence of organizational culture, politics, and power on individual and team performance. It evaluates content and process theories of motivation and examines how motivational techniques enable effective goal achievement within the organization. The report also demonstrates an understanding of effective versus ineffective teams and applies organizational behaviour concepts and philosophies within a given business situation at Aston Martin. Key areas explored include Charles Handy's typology of organizational culture, the impact of organizational politics and power, Maslow's theory of motivation, Alderfer's ERG theory, and Herzberg's two-factor theory, concluding with an overview of the application of organizational behaviour principles within Aston Martin.

Aston Martin
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ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION................................................................................................................................2
LO1...................................................................................................................................................3
P1, M1 ANALYZE HOW AN ORGANIZATION’S CULTURE, POLITICS AND POWER CAN
INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE WITHIN ASTON
MARTIN........................................................................................................................................3
LO2...................................................................................................................................................7
P2, M2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANIZATIONAL CONTEXT WITH RESPECT TO ASTON MARTIN...............................................7
CONTENT THEORIES OF MOTIVATION....................................................................................7
PROCESS THEORIES OF MOTIVATION......................................................................................9
LO3.................................................................................................................................................11
P3, M3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE TEAM, AS
OPPOSED TO AN INEFFECTIVE TEAM WITH RESPECT TO ASTON MARTIN...............................11
DIFFERENT TYPES OF TEAMS.................................................................................................11
TUCKMAN’S TEAM DEVELOPMENT MODEL..........................................................................13
LO4.................................................................................................................................................15
P4, M4 APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN ORGANIZATIONAL CONTEXT
AND A GIVEN BUSINESS SITUATION WITH RESPECT TO ASTON MARTIN.................................15
CONCLUSION.................................................................................................................................17
REFERENCES...................................................................................................................................18
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INTRODUCTION
Maintaining of appropriate organizational behaviour is highly important for attaining all the
aims and objectives of an organization’s business in the local or in the international market. The
management committee of an organization develops and implements various strategies and
tactics for maintaining the organizational behaviour within the workplace. The role of
appropriate organizational behaviour is highly significant in helping the organization to gain
competitive advantages in the market. This assignment discusses about an assortment of
different factors which depicts the influence of organizational behaviour within an organization
in the international market.
The organization that is selected for this this subsequent report on organizational behaviour is
“Aston Martin”. It is one of the leading manufacturing organizations of the UK which belongs to
the automobile industry. The operations of Aston Martin are expanded in several nations of the
world. The major aim of the organization is to generate higher and higher revenues every year
for the company. The number of employees working within the Aston Martin is very high and
thus it becomes very important for the management staff and committee members to
effectively manage the workforce and operations of the association, so as to achieve all the
organization goals and aims of the company successfully. The following report is discussed in
two parts, in which the concepts of organizational behaviour and its different aspects are
effectively deliberated.
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LO1
P1, M1 ANALYZE HOW AN ORGANIZATION’S CULTURE, POLITICS AND POWER
CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE
WITHIN ASTON MARTIN
A proper organizational structure as well as the organizational culture is developed within an
organization at the time of its start-up in the market by the senior management staff of the
company. The organizational structure and culture of an organization decides the rate of
organization’s success in the market. Thus, it is very important for a company to develop and
adopt the most appropriate organizational structure and culture within the workplace. There
are several different theories and models which explains the different types of organizational
culture which can be followed by an organization like Aston Martin in the market. One such
model which effectively explains about the different types of organizational culture is the
‘Charles Handy Typology” (Alnuaimi, et al. 2010).
According to the typology of Charles Handy, there are four different types of organizational
cultures that are followed by the organizations in the local or in the international market. These
four organizational cultures are as follows:
TASK CULTURE
According to the Charles Handy’s typology, task culture is a type of organizational culture in
which all the decisions within an organization are made by the combined views of teams at the
workplace. In this type of culture, the management committee of an organization develops
different teams and then assigns tasks to those respective teams (Alshmemri, et al. 2017). Every
team consists of a team leader who guide and support the team to achieve all the assigned
tasks successfully.
POWER CULTURE
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This type of organizational culture is followed by some limited organizations in the international
market. In this type of organizational culture the branch manager or the superior head of the
organization is most powerful person in every decision making procedure within the company.
The final decision within the workplace is taken by the supreme head of the organization in this
type of organizational culture (Anitha, et al. 2016).
PERSON CULTURE
According to this organizational culture of the Charles Handy, every individual within the
organization have equal authorities in the organization’s decision making procedure. This type
of culture is followed by some small scale organizations of the market. The effectiveness of this
organizational culture within large organizations like Aston Martin is very low.
ROLE CULTURE
One of the mostly followed organizational cultures within the market is the Role Culture. In this
type of organizational culture, which was proposed by Charles Handy, the power of an
individual within the workplace depends on the position at which that person is situated within
the organization. Aston Martin follows this type of organizational culture within the workplace
and all the staff members of the company have rights in the decision making procedure of the
company as per that member’s role within the company (Cerasoli, et al. 2014).
Thus, the above mentioned are the four different types of organizational cultures that are
proposed by Charles Handy in his typology. It can be observed from the above analysis that
Aston Martin follows role culture within its workplace. The different aspects within an
organization such as; individuals’ performance and team behaviour are impacted by these
different types of organizational culture which are discussed above. Not only the organizational
culture, but also the organizational power and politics have influence on the different aspects
of business operations within Aston Martin. These influences are as follows:
INFLUENCE OF CULTURE
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There are different types of organizational culture which are followed by organizations of
different industries in the market. As proposed by the Charles Handy, there are four types of
organizational culture and out of those four types; Aston Martin follows the Role Culture within
its workplace. Aston Martin follows this type of organizational culture within the workplace and
all the staff members of the company have rights in the decision making procedure of the
company as per that member’s role within the company. The size, scope, and business
objectives of an organization like Aston Martin are influenced due to the organizational culture
that it follows. Aston Martin used to follow power culture within its workplace, but following of
this organizational culture has led to the downfall of company’s market shares as well as rate of
profit generation in the international market of the United Kingdom (De Jong, et al. 2010).
A lot of issues have to be faced by the Aston Martin when it was used to follow power culture
at the workplace. The issues which were raised within the organization are as follows: conflicts
between the employees and management committees, improper utilization of company’s
resources, ineffective decision making procedure, etc. The management committees of the
Aston Martin develop an assortment of different plans and tactics for the reduction of this
issues that are caused due to organizational culture. In order to overcome from the negative
impacts, the superior management committee of the Aston Martin switched its organizational
culture from power culture to role culture. Adoption of role culture within the workplace had
caused several positive impacts on the individual performance and team behaviour within the
organization.
INFLUENCE OF POLITICS
The individuals of the company, team behaviour, and performance of the individuals within the
association get influenced by the organization’s politics. The process of achieving goals of an
organization by using different approaches within a workplace is known as organizational
politics. The politics within an organization like Aston Martin takes place because of the several
reasons. These reasons are as follows; personalities of stakeholders, interests of management
committee, perceptions of employees, etc. (Harner, 2010). There are different types of
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organizational politics which could affect the organizational behaviour of the company. These
different types of organizational politics with respect to the Aston Martin include; vertical
politics, horizontal politics, communication politics, and cultural politics.
INFLUENCE OF POWER
The individuals, team behaviour, and performance within the Aston Martin are influenced by
the organizational power too along with the politics and organizational culture. The extent to
which a member of staff from the organization influences to make changes within the conducts
of other employees at the workplace is known as the organizational power. Before the
economic crisis within the nation and the downfall of Aston Martin’s business, the organization
used to follow power culture within the workplace. In this type of organizational culture, the
superior manager of the company makes all the decisions within the workplace (Hatch, et al.
2013).
Consequently, the above mentioned are the influences of culture, power, and politics on the
individual, team behaviour, and performance within the Aston Martin.
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LO2
P2, M2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION
AND MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF
GOALS IN AN ORGANIZATIONAL CONTEXT WITH RESPECT TO ASTON MARTIN
In order to successfully accomplish aims and objectives of life, an individual needs motivation
by any possible means. Similarly, in order to accomplish all the goals of the organization, it is
very important for the employees of that organization to be appropriately motivated. The
superior management committees as well as the HRM department of the organization like
Aston Martin must develop and successfully implement the strategies within the workplace to
provide motivation to the employees which could enhance their performance and aids the
organization’s business to attain higher growth in the market. There is an assortment of
different means which can be used by the HR manager of the Aston Martin as well as the
management staff of the organization to provide motivation to the company’s human
resources. These different means of inspiring and motivating company’s human resources
include; arranging training sessions, providing incentives and rewards for the better outcomes
in tasks, giving motivational lectures to the workforce, etc. (Krueger, 2014).
The following section of this report discusses about the different types of motivational theories
and the categories to which these motivational theories belongs. The two categories of
motivational theories that are discussed in this particular section of the report are; content
theories of motivation and process theories of motivation. These two categories of motivational
theories and the different theories of motivation that lies under these categories are as follows:
CONTENT THEORIES OF MOTIVATION
There are several different content theories of motivation that depicts the factors through
which an individual can be motivated within a workplace. The researchers from different parts
of the world have carried out several researches to determine the facts that lead to the
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motivation of company’s employees. The different types of content motivational theories are as
follows:
MASLOW’S THEORY OF MOTIVATION
It is the mostly used theory of motivation by the HR manager of an organization like Aston
Martin to motivate the company’s employees. According to the Maslow’s motivational theory,
the needs of an individual are categorized into five different stages. If these different needs of a
person get fulfilled, then he/she may get motivated. According to the Maslow’s theory of
motivation, the first stage of needs is the basic needs of humans, while the last stage of needs is
the self-actualization needs of the people (Lane, et al. 2016).
ALDERFER’S ERG THEORY
This content theory is the extended version of Maslow’s motivational theory because it depicts
three more stages of needs that motivate an individual. Alderfer’s ERG theory is a type of
content theory according to which the three extended needs of an individual include; Existence,
Relatedness, and Growth. The HR manager and the department of Human Resource
Management of Aston Martin utilize this theory to motivate their organization’s employees
effectively.
HERZBERG’S TWO FACTOR THEORY
It is a type of motivational theory that deliberates about the two different factors that leads to
the generation of motivation among the people. The two factors of motivation which was
proposed by Herzberg in his two factor theory are; hygiene factor and motivational factor.
These two factors aids the human resources of an organization like Aston Martin to successfully
achieve all the aims and objectives of an organization’s business in the international market.
The level of satisfaction as well as dissatisfaction within an organization is also depicted by this
motivational theory (Lazaroiu, et al. 2015).
Thus, the above mentioned are some of the important content theories of motivation.
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PROCESS THEORIES OF MOTIVATION
As discussed above, there are several different content theories of motivation. The ways
through which the different content theories of motivation motivate the employees within a
workplace are known as the process theories of motivation. There are several different theories
that lie under this category. These different process theories are as follows:
ADAM’S EQUITY THEORY OF MOTIVATION
Out of all the different process theories of motivation, this theory is the mostly used one by
several leading organizations of the world like Aston Martin. The Adam’s equity theory of
motivation is based on the concept of performance review and reward management system
within a workplace. According to this motivational theory, it is very important for the
management committee of an organization like Aston Martin to provide appropriate rewards
and incentives to the company’s employees who performs better in the tasks allotted to them.
This theory also states that if an employee is not provided with the appropriate reward or
incentive for his/her performance within the workplace, then it might demotivate that
employee and may result in the reduction of that individual’s performance within the
workplace (Legault, et al. 2016).
REINFORCEMENT THEORY OF MOTIVATION
According to the reinforcement theory of motivation, if employees of an organization like Aston
Martin are provided with appropriate rewards and incentives for their good performances
within the workplace. The major concept behind this process theory of motivation is the law of
effect. If an individual receives positive responses from the senior staff of the company, then
that individual gets motivated and repeats the same actions within the workplace.
Consequently, from this section of the report it can be analyzed that there is an assortment of
different process as well as content theories of motivation that can be used by the department
of human resources management of an organization like Aston Martin to motivate the
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company's human resources so as to improve the level of performance of the employees within
the workplace. If the employees of the company are effectively motivated then the chances of
organization's success in the international market gets increased. Since Aston Martin follows
the role organizational culture, therefore the team behaviour, individual, and performance
within the organization also gets enhanced if the company's employees are effectively
motivated. There are basically two types of motivation, i.e. intrinsic motivation and extrinsic
motivation. In order to achieve these types of motivation within an organization like Aston
Martin, the different content as well as process theories of motivation can be effectively used
(Russo, 2013).
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LO3
P3, M3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE
TEAM, AS OPPOSED TO AN INEFFECTIVE TEAM WITH RESPECT TO ASTON
MARTIN
There are several different factors which makes an effective team within the workplace. The
development of teams within an organization is done for several different purposes. Working in
teams or in partnerships within a workplace enhances the rate of success and development
growth rate of the association like Aston Martin in the international market. The primary
motive of the Aston Martin is to attain higher amount of market shares by providing best
quality services to the customers in the market.
In order to increase the market shares and achieve high level customer satisfaction, the
developments of team within the workplace is very important. The researchers from different
parts of the world have carried out several researches on analyzing the different aspects that
are either directly or indirectly allied to the concept of leadership. From the outcomes of those
researches it can be analyzed that the rate of success of an organization where the concept of
team working is executed practically is double as compared to the rate of success of an
organization where team working is not performed. The motives behind the formation of a
team within an organization can be different, but the stages that are involved in the formation
of a team remain same (Salehi, et al. 2015).
DIFFERENT TYPES OF TEAMS
Depending on the purpose for which a team is formed in an organization, there are different
types of teams that can be classified as follows:
SELF-MANAGED TEAMS
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