Organisation Behaviour Report: 4Com PLC, Leadership Module, Analysis

This report provides a comprehensive analysis of organisational behaviour, using 4Com PLC, a telecommunications company, as a case study. It explores how organisational culture, power, and politics influence individual and team performance. The report delves into content and process theories of motivation, examining theories such as Maslow's hierarchy, Herzberg's two-factor theory, equity theory, and expectancy theory, and how these can be used to achieve organisational goals. Furthermore, the report differentiates between effective and ineffective teams, highlighting factors such as trust, collaboration, and goal alignment. The report also explores the concepts and philosophies of organisational behaviour within an organisational context, providing a detailed understanding of the subject matter.

ORGANISATION AND
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Organisation’s culture, politics and power influence individual and team behaviour and
performance............................................................................................................................1
TASK 2............................................................................................................................................3
P2. Content and process theories of motivation and motivational techniques to attain
organisation goals...................................................................................................................3
TASK 3............................................................................................................................................6
P3. Effective team as opposed to an ineffective team............................................................6
TASK 4............................................................................................................................................8
P4. Concepts and philosophies of organisational behaviour within organisational context. .8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour indicates towards the culture, politics, trends and activities of an
organisation. Managers, leaders and employees work around the business culture which is made
up of multiple layers (Adeniji, 2011). This is the analysis as well as study of behaviour of
employees and managers with respect to the way in which they will work together for specified
goals of organisation. This report is prepared on the basis of small and medium sized enterprise.
4Com plc, a telecommunication organisation, is chosen business type to define the meaning of
organisation behaviour. The way its culture, politics and power influence individual and team
behaviour is described in this report. Different motivational theories and concepts are explained
here as well. Further, various aspects are discussed in relation to effective team as opposed to an
ineffective team are discussed.
TASK 1
P1. Organisation’s culture, politics and power influence individual and team behaviour and
performance
Three major factors are responsible to make a structure of organisation which are culture,
power and politics. These elements help in building the image of organisation and are helpful to
create goals and objectives. Organisational structure is made up of multiple departments and
sectors which remain interconnected with each other. These departments’ work around common
goals and objectives of an organisation (Alfes and et. al., 2013). Managers, leaders and teams are
the major part of departments.
4Com plc is one of the telecommunication organisations of UK. It was found in the year
1999 with an objective of improving the communication system and building an effective
communication and connectivity system. It is a medium sized organisation with multiple
branches and subsidiaries. It has approximately 300 numbers of staff members in organisation
which are working at its head office. Organisation has won many titles and awards in
telecommunication industry. Recently, it won the title of “The Sunday Times Best Companies to
Work”. Organisation containing its position in top 20 best companies in the world in its stream.
There are different types of services provided by 4com plc. Supply of telephone
equipment with connection system, handsets and mobile telephones, installation and
maintenance of system and equipment, Voice over Internet Protocol (VoIP), providing network
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connectivity, line rental and access to communication networks as well as broadband are the
services which are provided by organisation in UK.
Culture: - 4com is an organisation which works around excellence and quality
deliverables. It has hard working and effective workforce which remain active and energetic at
every level. Organisation believes in striving and achieving excellence in work (Burnard and
Bhamra, 2011). Employees and staff members are awarded for better performance and
operations. A healthy and environment friendly workplace culture and effective teamwork are
the main two factors which led the organisation to achieve the title of Sunday Times as
Companies to Work For. It also contributes in the form of charity which is the central theme of
organisation. Meting monthly targets whilst generating staff rewards also affect the amount of
charity of each month. People of 4com plc are proud of the culture which is created over the
years. It is an organisation with a combination of leading expertise with a passion for delivering
great.
Power: - Organisation is very concerned with its compliance policies and regulations.
There is a specific code of conduct made which is followed by the management and departments
of 4com plc. Policies and procedures are defined publicly that how the organisation works, what
are motives and objectives of organisation. Mission statement of 4com plc is centralised “to be a
company that becomes a benchmark for all competitors” by delivering customer satisfaction and
quality services to customers. It also indicates towards building healthy and cooperative
workplace environment within the organisation. It power culture motivates and encourage people
to work together and achieved the targets every year.
Politics: - 4com plc is the 21st growing company of UK. It has a partnership with
Siemens and Samsung communication. It has a strong brand image in telecom industry.
Employees are working effectively towards continuous growth and development of organisation.
Government policies and standards make its political culture more effective and strong.
Employees are bound to follow the protocol and manner to perform well (Coccia, 2014). It has
its self-code of conduct which is written in response to the general condition of entitlement 14.2
and GC 14.4 (code of practice and dispute resolution) as set out in sections 52 to 55 of the
communication act 2003.
Performance and working of employees highly influenced with the culture, power and
politics. Company has achieved regular awards and prizes which encourage employees to work
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more actively and effectively. Employees remain motivated and energetic every day and set their
own targets which help in attaining sustainable growth of organisation.
TASK 2
P2. Content and process theories of motivation and motivational techniques to attain organisation
goals
HR department of organisation play vital role in small scale organisation and medium
size enterprises. Work criteria and scope remain centralised around common goals of
organisation. HR professional make strategies and plans for better formulation of work.
Providing required resources and help to support departments are the main task of HR
professional.
Motivation and inspiration are two aspects which remain responsible to motivate
employees for better work. Performing same task and projects make the work environment
monotonous (Collings, Scullion and Vaiman, 2011). HR mangers and professional find out best
options to work smoothly and effectively. They remain responsible to make work interesting and
impressively. There are different type of theories and motivational techniques are used to
motivate and encourage employees for better work and formulation.
Content theory of motivation
There are different type theories used in past which affect the interest and feeling of
human being subject to work and tasks. This is one of the ancient theory of motivation or known
as historical motivational theories. There is a huge impact of management practices can be seen
in in organisational context by implementing content theory in organisation. This theory is also
known as needs theory. Most of the theories are centralised towards fulfilling the basic needs and
requirement of human being. These theories works on the factors which motivate employees.
Needs and requirements are find out by implementing and using these theories in organisation.
Content theory of motivation is a combination of multiple theories such as Maslow’s
hierarchy of needs, “Management Assumptions” (theory of X and theory of Y), ERG theory,
McClellands needs for achievement, affiliation and power and Herzbergs' two factor theory.
Maslow’s Hierarchy of needs
This is the theory which defines the basic needs and requirement of a person. This theory
was given by American psychologist Abraham Maslow in 1940s and 1950s. Maslow presented
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this idea in a hierarchy form which categorise the needs of person in two major parts and five
sub-septate parts. Growth needs are first major part of which contains self-actualisation needs,
Esteem needs and social needs. Deficiency needs are its second major factor which contains
safety needs and physiological needs.
“Management Assumptions” (Theory of X and Theory of Y)
Douglas McGregor expanded the theory motivation and needs concept of Maslow.
McGregor divided the concept of theory in organisational context. This theory is known as
management assumption He include two factors X and Y to define the concept of motivation. X
factor defines the dominant management approach. It is assumed that average employee remain
ineffective and don't like to work (Del Mar Alonso-Almeida and Rodríguez-Antón, 2011).
Proper control, direction and punishments are the only methods to get required outcomes. Y
factors indicates towards that employees remain self-responsible and understand their liabilities
and perform well by their own. No any external factors are require to get desired outcomes and
work from them.
ERG theory
This theory was given by Clayton Alderfer in 1972. Alderfer rephrase Maslow's
hierarchy theory of needs. This theory criticise the concept of needs and requirements. This
theory interrelates the needs and requirements in one single need. This theory connect the needs
and requirements of employees with organisational goals and objectives.
McClellands needs for achievement, affiliation and power
This model of motivation talks about the three needs. McClellands linked high
performance management and their need achievements in consecutive manner. It is estimated
that the people with high drive succeed and motivation remain more proactive and efficient in
comparison to those who remain effortless.
Herzbergs' two factor theory
This theory explains the factors and in two parts first is job satisfaction which contains
achievements, recognition, work itself, responsibility and advancement. Second is job
dissatisfaction which contains company policy and administration, supervision, salary,
interpersonal relationships and working conditions (Farndale, Hope-Hailey and Kelliher, 2011).
Process theory of Motivation
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This is the theory which find out 'what' motivates and what is the process work as degree
of effort, the continuation of efforts, the modification of efforts etc.
(Source: Equity theory of motivation, 2017)
Equity theory
This theory of motivation indicates towards behaving equally at work place. There must
be coordination between the efforts of workers in comparison to their staff members and
colleagues. It is expected that employees put their valuable efforts equally with their fellow
members and team mates. It also helps in monitoring the rewards and awards rotation among
teams and departments. This is the theory which maintain a friendly environment by treating
same behaviour and treatment to employees.
Expectancy theory
This theory defines the motivational factors which remain important in decision making
process. Efforts are evaluated in respect of outcomes. There is involvement presented in
cognitive process and user choice in the processes (Fuchs and Edwards, 2012). There are
different questions are asked in this motivational theory
1. What would be the end result and outcome by putting efforts?
2. Will effective performance help in attaining the desired goals and objectives?
3. Will the performance level remain same further?
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This theory remain centralised towards the aims and objectives. It is one of the practical
motivational approach which help in aligning the task in the direction of aims and objectives.
The Porter-Lawler model
This model is based on expectancy theory which indicates towards the motivational
factors which are required at work place (Wood and et. al., 2016). There are different theories
and concepts described with practical examples. Different complex and critical factors are
highlighted in respect of task and projects. This module centralised towards the theories and
which won't work. This is one of the integrated approach.
TASK 3
P3. Effective team as opposed to an ineffective team
Organisational structure is made of various departments and sections, which are operated
by multiple departments and sectional teams. Team work and team formulation is one of the
important task in small scale organisation (Hotho and Champion, 2011). HR professional have to
find out effective and efficient team members as per project type and work style. Base of
successful business depends upon the team spirit and team bonding.
There are two type of teams formations found in organisational context. Effective team
and ineffective team. Below are some factors discussed which bifurcate them in two separate
parts:
Effective teams Ineffective teams
These are the type of teams which enjoy the
team work and efforts in organisation. There is
a supporting and cooperative nature found in
this type of teams.
There are some internal conflicts found this
type of team formation and types. Team
members and colleagues do not trust each
other. There are some hidden agenda remain
centralised in this type of team.
Goals and objectives (short term and long
term) are defined and clear in this type of
teams.
Team members remain confused and do not
know that what to do and how to perform the
tasks and projects.
Communication and interaction level are found
clearly defined. Aims and objectives remain
Employees try to back others in to 'logical
corners.' Go for “gotchas.” there is lack of
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defined and cleared among team members. consistency found in actions and viewpoints.
Team members remain motivated and
encourage each other in attaining the aims and
objectives of organisation. Each and every
member of team participates in events and
management process.
Code words and buzzwords are use as
communication tools to explain and
communicate the task among team members.
Ideas and thoughts are listen by managers and
leaders carefully. Each member's opinion is
listened and overviewed in respect of desired
goals and targets. Team members respect the
decisions and suggestions and follow the most
relevant suggestion which was given by one of
the team member.
It is assumed that team members remain aware
with each other in respect of assigned tasks and
projects. It is considered that employees and
team mates understand the mind set and
thinking of each other in respect of tasks and
projects.
The mission and vision remain common and
centralised towards aims and objectives of
organisation.
These type of teams do not put extra effects in
finding out different ideas and methods to
complete the tasks.
Comparison of effective and ineffective team in respect of 4com plc. is given as below:
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Effective Teams
 The objectives of the group is
understood by everyone and they
accept their roles and responsibilities.
 In decision making process everyone
participates in the discussion virtually
and also the conversation remain
relevant to the elements.
 Effective communication skills are
present and thus hearing is done to
every part in ethical manner.
 Sometimes there is disagreement
among each other but that does not
create situation of conflict.
 Effective leadership styles are being
adopted and thus everyone respect each
other and ideas of each other.
 Assessments are being made clear and
they are accepted whenever the action
takes place.
Ineffective Team
 It is hard to understand the tasks and
main objectives due to the unethical
way of conveying.
 There are some people who tries to
dominate the conversation and
discussion and often they go out of
track.
 Absence of ethical communication
skills as nobody listen to no one.
 Disagreements generally happens and
thus it lead to conflicts, open warfare
and other unwanted situations.
 In this team leadership, it remains clear
with chairperson but still the leaders
sits on the head of table and thus
dominate it.
 Actions which are taken remains
unclear and nobody gets clear of what
needs to be done
TASK 4
P4. Concepts and philosophies of organisational behaviour within organisational context
The path goal theory states that all top managers should develop plans in order to support
all workers so they can easily carry out their assigned business operations in an effectual and
planned way. The subordinates should be motivated so they can easily achieve their targets in
desired time frames that have been allotted to them (Kazemipour and Mohd Amin, 2012).
Different plans and policies are formulated by higher authorities according to which they can
achieve all their targets in effectual and planned thus achieving success in their overall
operations. The higher authorities of 4 com Plc are having the main responsibilities to
communicate information to their subordinates so they can walk on the right paths thus
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accomplishing all their goals in desired times. Managers should evaluate performance of all their
workers and accordingly rewards should be provided to them so they can be motivated and they
will be motivated to perform their assigned activities in effectual and planned ways. Thus
achievement of growth in their overall business ventures.
As the workers in 4 Com Plc are not able to effectively carry out their working as a team
thus goals and objectives are also not achieved by them. Thus there should be path goal theories
applied so that team members will cooperate with one another and they will achieve their goals
in desired time that have been allotted to them (Kellison and Mondello, 2012). This is described
as one of the important leadership theories that are useful for employees as they can easily
enhance their working performances thus maximising business performances. The higher
authorities should follow plans and policies so they can give guidance to their workers according
to which they will carry out their working.
The path to success should be clear so workers can easily move on these paths in order to
achieve success in their overall business operations. The hurdles will be removed thus all the
activities will be carried out in right directions thus achieving growth for firms. The employees
should be given rewards and benefits in order to motivate them so they will work effectively and
develop innovative ideas by which firms will achieve success in their overall business
operations.
As small business 4 Com Plc are facing various difficulties and problems thus they are
not able to achieve growth in their business operations. The major focus of firms are related with
recruiting skill and talented employees who will perform their business operations in effectual
ways. The activities are divided according to departments in which employees are working and
according the working and targets have been assigned to them (Kitchin, 2017). Leaders are
assigning works to employees on the basis of current skill and capabilities of workers. The path
goals theories which are implemented by business are useful in order to achieve growth and
success in their overall business operations. There should be plans developed in order to
communicate right information to workers so they can walk in the right directions thus gaining
growth and success in their business activities.
There are some concepts and philosophies are defined which affect performance of team
and individual:
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 Negative work environment: it is one of the important aspect which impact on
behaviour and mindset of individual and team.
 Harassment and bullying: this is also considered as unethical action which spoil dignity
and modesty of individual. This also prevent employees from working effectively and
efficiently.
 Discrimination: any kind of bifurcation and classification is prohibited in organisational
context. Discrimination spread dissatisfaction within team members and affect
performance of individual.
CONCLUSION
It can be concluded from the above report that organisational behaviour is a vital
component for an organisation. It takes into consideration the manner in which human beings
interact with each other at workplace. Organisation behaviour is largely determined by culture,
politics and power which is exercised in the company. It is helpful in alteration of behaviour to
attain better results for the firm. The concepts are utilised by the manager to achieve targets
through influencing better productivity by employees. It has been assessed that motivational
theories help in understanding the behaviour, attitude, perception and personality which can be
used to motivate an individual to perform better. The development of effective team is vital with
incorporation of factors such as unity, shared goals, mutual respect and commitment towards
established goals.
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REFERENCES
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Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
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Lumley, E.J. and et. al., 2011. Exploring the job satisfaction and organisational commitment of
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Online
Equity theory of motivation, 2017. [Online] Available Through
<https://sielearning.tafensw.edu.au/MBA/9791F/BusinessServices/LO/
1207_020138_605F_02_wi/1207_020138_605F_0205_wi.htm>
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