Organisational Behaviour Report: Google, Motivation, and Team Dynamics

This report provides an in-depth analysis of organisational behaviour within Google, examining how culture, politics, and power dynamics influence individual and team performance. It explores the application of content and process theories of motivation, such as Maslow's Hierarchy of Needs and the Porter and Lawler model, to achieve organisational goals. The report further differentiates between effective and ineffective team characteristics, highlighting factors such as cohesion, communication, and fair pay. Additionally, it addresses the elements that contribute to team success and failure, providing a comprehensive overview of organisational behaviour principles in a real-world context. The report uses Google as a case study to illustrate these concepts, offering insights into the practical application of these theories and their impact on workplace dynamics.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 An organisations culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................1
P2 Content and process theories of motivation and motivational techniques enable effective
achievements of goals in Google................................................................................................3
P3 Effective team as opposed to an ineffective team ................................................................5
P4 concepts and philosophies of organisational behaviour.........................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational behaviour is relates to study of the human behaviour that how they
interact with each others within groups. This study applied to achieve the more efficient business
organisations. Main idea of the organisation behaviour study is that a scientific approach can
apply on the workers of the organisations. This report summarized the influence of culture,
politics and power on the behaviour of others in the Google, content and process theories of
motivation and motivational techniques, factor that makes an effective team and ineffective team
and concept and philosophies within an organisational context.
P1 An organisations culture, politics and power influence individual and team behaviour and
performance.
Basis Individual behaviour and
performance
Team behaviour and
performance
Culture Organisation culture relate to
the atmosphere of the
employee's beliefs and
practices in company. A
positive culture of the
company help the employee's
to engaged with company on
long term period. Where
employee get the respect of his
idea and work it will make him
more effective and efficient.
Google has a positive culture
model where they allow the
employee flexible hours,
embraces creativity. Its help
the google by providing a
There are many organisations
culture in the organisation.
Some are make a positive and
some make negative impact on
the team behaviour and
performance. A positive
culture of Google help the
employee to working in team
with collaboration and try to
do something with creativity.
Its help the employees to
establish a good relationship
among the employees. A
motivated and happy team will
work very effectively and
willingly. If company will not
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work satisfied employees. On
the other hand a negative
culture environment make the
employee unhappy towards the
work and they will not even be
loyal to the company.
able to make a positive culture
of the company then there will
be always conflict will create
between the employees and
management, they will never
agree on the each others
thoughts and ideas so it would
be tough for the Google to
achieve there objectives.
Politics Politics has play important role
in the organisations for
individual. A positive political
culture encourage the
employee to be more
productive. Effective politics
is not about to achieve the
objectives on any cost it's
about to maintain the relation
with the situations. on the
other hand organizational
politics don,t have any
significant impact on the
employee performance. There
is negative impact that
organizational politics distract
the employees from their
task(Christina and et.al.,
2014.).
If the politics is not good in the
organisation this will harm on
the effectiveness on the team.
Employees who are working in
the team they have to deliver
satisfying results in with the
performance. A well politics in
organisation give many
benefits only if the employee
understand that how to
navigate the politics. a
negative politics impact on the
problem solving. Team
members will not be able to
find the solution of the time
they will give much time to
find out the answer of the
problems.
Power There are many types of power
in the organisations. A right
Person who has the power they
are very important people of
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use of the power help the
employee of the Google to
work independently. Power
help to guide the employee to
their task and how they can
achieve that on time. in the
organisation only few
individual have the power
which they use for decision
making, employees benefits
and production. If
management or a person
misusing the power it effect
the all organisation. Employee
will not engage with the
company for long time. It also
increase the turnover of
employees.
the organisations. They give
the decisions to the team that
what they have to do and how
they have to do. Its help the
team member to understand
their task. Power establish a
good culture in the team. bit on
the other side power also crate
negative influence it force the
employees to their work and
employees don't have the right
to express their views and
ideas they have only option to
follow the instructions which
they not even want to follow.
P2 Content and process theories of motivation and motivational techniques enable effective
achievements of goals in Google.
THE CONTENT THEORIES OF MOTIVATION
Maslows Hierarchy of Needs
This is known theory which given by the Abraham Maslow. Hierarchy of needs consist
the 5 levels, these progress from lower level of needs to higher level needs.
Physiological Needs- Physiological needs are relates to the basic human needs which are
required for the life like Air, water, food, shelter and clothes. This is the initial needs of the
human for survive in the world. Physiological needs are the universal human needs all the human
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who are living on the earth they need to complete this needs for survival(Karnatovskaia and
et.al., 2015.).
Safety Needs- when a person satisfied his physiological needs then he has to fill up his
safety needs, Safety needs include to the physical, environmental and emotional safety and
protection. Safety needs are- Job security, health security, family security, financial security etc.
safety and security needs are about keeping ourself from any danger and harm. is it not that
important in compare to the physiological needs. A person only seek higher level of needs after
satisfy his safety needs.
Social needs- social needs include friendship, love, family, care, belongingness. Human
needs the love and be loved by others, this needs relate to the emotional attachments. Human
needs the social environment to keep his self from the loneliness, social anxiety and clinical
depression. This needs come after the physiological and safety needs.
Esteem needs- there are two types of the esteem needs (1) Internal esteem needs (2)
external esteem needs. Internal esteem needs include the self respect, confidence, competence,
achievements. External needs include the power, status, attention and recognition. This activity
helps the person to create the value, low value people always seek for the respect from the others
.
Self actualization- this needs include the urge to become what the potential we have to
become. This include need for growth, gain more knowledge. This needs are never full y
satisfied human has a nature to gain more and more(D’Innocenzo, Mathieu and Kukenberger
2016. ).
Porter and Lawler model of motivation
it is the complete model of the motivation this model also applied in study of managers. This
model explain the relationship of job attitudes and job performance.
Elements of these model are below-
Effort- Efforts relate to the energy which is contributes by the person on this job.
Value of reward- Every people have different type of needs so people try to figure out
the rewards that be received from doing a job. If rewards meet with the needs of employee then
he will put more efforts to perform the job.
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Perceived efforts Reward Probability- Before doing any task or job people determine
the energy which they want to applied on task, it's depend on the reward which they will get the
completion of that task. On the basis of this reward people decide to put level of work effort.
Performance- Performance depend on the amount of efforts and also knowledge, skills
and capacity to perform the job. People perceive their role differently. People will perform well
if they perceive their job which is define by the organisations when they put good effort.
Rewards- Rewards are two types extrinsic rewards and intrinsic rewards. Extrinsic
rewards relate to that rewards which are given by the others in organization in the form of money
or other. Intrinsic rewards relate to internal feeling when they do a good job.
Satisfaction- satisfaction is relates to the rewards which are getting from the efforts
which are putting in the job(Kitchin, 2017.).
P3 Effective team as opposed to an ineffective team
Effective team- team is made up of two or more people work together to achieve the
same objectives. Effective team is that team which is done their work in effective way and on
time. All the members have mutual understanding and they support each other in need. They
give the chance to each members to express their thoughts and ideas. A effective team is selfless
they think of each member of team they also focus for the growth of each other.
FACTOR THAT MAKES AN EFFECTIVE TEAM
Cohesive – How team members are bonded with each other it is important factor for the
effective team. A effective team has a trust on each other they work together and equally
participate in group discussions. They avoid the working individual and in subgroups. It is
important factor to make a effective team.
Communication- communication has very important for the effective team, It help to
build the good relation in between the team members. communicating play an important role in
the motivation of the staff, organizing them. Communication help to create a working
environment in the company.
Group thinking – group thinking is important for the decision making, every people
have their own perception and ideas. It is not always possible that all the ideas are perfect to
implement some time there is error in that, group thinking help to sort out the problems and
make a common decision of the problem. Its help to exchange the knowledge. Every member in
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a team is expert in some area, it is very important they share their thoughts to other its help each
individual as well as help to effectiveness of work(Bolman and Deal, 2017. ).
Fair pay- team member will work effectively if they feel that they are treated fairly.
Equitable salary also help to make a successful team. Salary of the employee should be equal
according to their experience and achievements. Workers should not feel like they're paid less
than the other employees.
Ineffective team- ineffective teams are that teams which do not understand the each others ideas
and they have the lack of unity in work. They are never work in a team and always try to work
on their personal goals . Organisations objectives are not their priority.
FACTOR THAT MAKE AN INEFFECTIVE TEAM
Lack of cohesion- they do not understand each other and they never want accept each
other idea and thoughts. They all the members need to overcome from this factor to work
effectively.
Demotivation- team management never appreciate the achievements of the employee
which they don't like. They treated as a looser by the management. Its demotivate the employees
who is working well. This behaviour make them feel useless.
Unequal response- when employees is not getting the fair and equal feedback from the
management it makes the employee demotivated. If other members of team is not supporting the
employees its make a distance in them and they also become the selfish and try to achieve their
personal goals. These are the factor which make an ineffective team and its create the negative
thoughts in their mind and it is decrease the productivity and effectiveness(Leary, and
Baumeister, 2017.).
Team focus- if a team did not set the common objectives and goals they will become the
ineffective team. All the employees will work on their own way. They set their own goals and
targets that will be different from the each other.
Effective team and ineffective teams are the part of the organisations this both can be find in the
organisations. Management are the responsible to create them. Only effective team can achieve
the company's goals and targets.
P4 concepts and philosophies of organisational behaviour
The concept of the organisation behaviour is based on the two elements
(1) Nature of people
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(2) Nature of the organisations
Nature of people
Nature of the people relate to the basic qualities of a person that personifies an individual
they can be unique or same here are some major factors that affect the nature of people in
organisations.
Individual difference- it is the managerial approach towards the employee of the
organisations, that management should not have to do the partiality in between the employees.
Manager don't have to judge the employee on any other factor apart from their work. Manager
should treat each employee equally(Miner, 2015. ).
Perception- it is relates to the persons own thought and views on particular things. It is
believing our senses. All the people have different mind set and idea on the same topic. Many
people have their own different perception on different situations. In other words perception
relate to interpret things and have our own points.
A whole person- as we all know we employee a whole person its not possible to
employed a person skill and brain separately. Experience and knowledge improve the skills. So
our work life is not totally separated from our personal work life. So people functioning is the
functioning of a total human being not a feature of human being.
Motivated behaviour- An individual has to fulfil many needs and desire that he want to
fulfil at any cost. Google motivate the staff for well performance to achieve their requirements
and goals. There two types of motivated employees- one are the positive motivated and other one
is negative motivated. Positive motivated employees encourage other to do good work and
negative motivated employees forcing other to change their behaviour.
Value of person- employees wants to get appreciation on their work a skilled and
abilities help the employees to develop themselves.
Philosophy of organisation behaviour
Philosophy is may be one or a small set of the values there are many values in the
organisation which are important but philosophy is that value that are fundamental,
distinguishing and enduring to the organisations. Over the years that it has been essential and
core to the character of the organisations. A personality or character of the organisation is
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philosophy. From the founder of the organisations or the principles and ideals this character is
derived from there. Purpose is the heart of organisations there philosophy is soul.
There are various models in Google to operate business development process which are helpful
to for handle the business performance and task.
Autocratic model- autocratic model help the management process to mange business
entity this model will rely on the power of authority who are responsible for employee,s
performance.
Supportive model- it is help the leadership quality in the organisation which beneficial
for their followers its help the employees to develop anew product or service which are helpful
for the company.
System model- this management helpful for the overall organisations structure and team
management. Its help to create the strong partnership with managers and staff of the company.
Collegial model- this mode help to develop the individual skills like research and
developments. It is help them to improve their performance towards their work and they make
efforts to achieve the company's objectives(Kanfer and Chen, 2016. ).
CONCLUSION
The above report discussed about the impact of culture, power and politics on individual
and teams performance. This show the value of individual and organisational. To encourage the
employee's organisation take many steps. They always work hard and smartly to accomplished
the objectives of the company employees are motivated they will work with the willing l if they
are not motivated towards the work they will think to achieve their own goals.
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Leary, M.R. and Baumeister, R.F., 2017.
REFERENCES
Books and Journals
Christina, S. and et.al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural Engineering and
Design Management. 10(1-2). pp.164-179.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
D’Innocenzo, L., Mathieu, J.E. and Kukenberger, M.R., 2016. A meta-analysis of different forms
of shared leadership–team performance relations. Journal of Management. 42(7). pp.1964-1991.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Leary, M.R. and Baumeister, R.F., 2017. The need to belong: Desire for interpersonal
attachments as a fundamental human motivation. In Interpersonal Development (pp. 57-89).
Routledge.
Karnatovskaia, L. V., and et.al., 2015. A holistic approach to the critically ill and Maslow's
hierarchy. Journal of critical care. 30(1). pp.210-211.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Kanfer, R. and Chen, G., 2016. Motivation in organizational behavior: History, advances and
prospects. Organizational Behavior and Human Decision Processes. 136. pp.6-19.
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