Influence of Culture, Power & Motivation: A David & Co Ltd Report

This report examines organisational behaviour within A David & Co Ltd, a food and beverage company. It analyzes the influence of organisational culture, politics, and power on individual and team behaviour and performance, exploring different cultural typologies (Power, Role, Task, and Person cultures) and the impact of politics and power dynamics. The report further evaluates content and process theories of motivation, including Vroom's Expectancy Theory, Adam's Equity Theory, Maslow's hierarchy of needs and Herzberg's Two-factor theory, and discusses their application in motivating employees. The report concludes by highlighting the importance of motivation techniques for achieving organisational goals and improving employee performance within the company.

Organisational
Behaviour

INTRODUCTION
Organization is a team that allows employees to coordinate their actions to gain
something they value and desire. Association plays crucial role to bring together people and
resources to produce products and services. Organization behavior deals with systematic study
along with application of knowledge about how group and individuals act within the working
environment of organization. Enterprise behavior study provides road map to know and learn
lifestyle of organization through scientific research method (Braccini and Federici, 2013). A
David & Co Limited is food and beverage company that offers a wide range of food products
which includes fresh fruits and vegetables, dairy products, bakery products, frozen products and
egg free ingredients to meet the dietary requirements of customers. A David & Co limited has
huge employee’s members in different field that is operation, field sales, accounts and costumer
excellence. In this report, influence of power, politics, culture on individual, team and
performance, effectiveness of motivation in achieving goals, impact of cooperation, concepts of
philosophies of organizational behavior are discussed.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
As HR manager shadowing at A David & Co limited it is essential to study human
behavior within the working environment. This provides knowledge which helps in improving a
business effectiveness as it is mainly concerned with philosophy, action, beliefs and attitude of
top managers along with employees. Enterprise's culture, politics and power directly and
indirectly effects the performance of individual or group. There are mainly three level of analysis
for studying behavior of association that is individual, group and team. The main elements of
organization behavior are people, business structure, environment and technology. Enterprise
culture, politics and power are important component to maintain decorum of administration.
ORGANISATIONAL CULTURE
There are some basic values, ethics follow by workers in organization. This helps to
maintain good and effective organizational environment (Coccia and Cadario, 2014). In this
expectations, experiences, values are considered which helps to keep good environment with
organization. As per Handy's there are four typologies. They are discussed as under-
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Power Culture: As per this culture, there is requirement of some power to employees,
this helps to perform business operations in more effective and efficient manner. There are
possibilities that due to providing power to employees, they give their best at work place. This
boost confidence of individual and make policies of interaction among employees. When some
power is delegated to team, then this might affect performance of team in adverse manner
because there are possibilities of conflict among team mates. Power culture improves
performance of overall, organization because there is ease in performing business operations.
Role Culture: In role culture, role is divided among employees on the basis of their
skills, competencies, skills, etc. When role is assigned to individual then it helps to polish skills
of worker and at the same time team is able to achieve targets on time. Performance of overall
organization can be improved because commercial operations are performed by employees who
have knowledge about it (Coccia, 2014).
Task Culture: Task culture means delivering roles and responsibilities and then managers
of A David & Co limited has to motivate employees to give best. There are different
responsibilities A David & Co limited so these activities are divided into different task and
employees are asked to achieve it. Through task culture, balanced development of individual is
possible. This also helps to get positive outcomes from team because individual are aware of
their roles and responsibilities. Performance of A David & Co limited improved because
employees are aware of their responsibilities and in case of flaws it is easy to take corrective
measures.
Person Culture: In person culture, more importance is given to employees as compared
to job roles. In this A David & Co limited give more importance to requirement, demand of
workers and actions are taken to satisfy them. This is because managers think that if workers are
satisfied then they give their best. This culture may be negative for performance of individual
because employees may feel comfortable. Team performance can be improved when results are
attached with rewards and awards. This culture is beneficial for performance of overall A David
& Co limited because there is less labor turnover and absenteeism. This helps to maintain good
brand image in industry (Dobrow, 2013).
A David & Co limited use task culture because it is one of the most effective culture
which has to be used by managers in order to achieve goals and objectives. There is
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improvement in image of A David & Co limited because good quality product and services are
delivered to customers.
ORGANISATIONAL POLITICS
Politics means informal relations among employees and between subordinate and
superiors. While working there is some personal relations among workers, this affects working
style of individual as well as employees. There are possibilities that positive as well as negative
results from organizational politics. Impact of organizational politics on individual and team
performance are as under-
Development of social relations- With the help of organizational politics, it is easy for
employees to learn external changes taking place in business environment. Every employee has
different goals and objectives and with the help of politics, social desire of individual can be
accomplished (Gabriel and et. al., 2015). In A David & Co limited teams are framed for some
specific activities. After achieving targets, team gets dissolved but there are personal relations
among team mates which helps to create good environment within A David & Co limited.
Reduction in productivity- Due to organizational politics, there are possibilities of
gossips which affects performance of A David & Co limited in adverse way. When employees
communicate with each other, then there are possibilities of miscommunication which affects
productivity of overall association.
ORGANISATIONAL POWER
There is requirement of power to make workers to get positive outcome. There are
possibilities that due to change in designation, employees enjoy power. When workers of A
David & Co limited has power business operations can be done in more effective and efficient
manner because subordinates do not have to take permission from top level managers. This helps
in reducing wastage of time and subordinates also feel responsible for their activities.
Legitimate Power- This is the power which has to be performed by individuals due to
their position or designation in A David & Co limited. In case of A David & Co limited
managers having high position in organization enjoy this power. For instance: team leader has
power to take decision, then there are possibilities that they take speedy decisions for changing
technology. This affects performance of individual in negative manner because learning is
required to deal with new technology. At the same time, performance of team also affected in
negative way there is no direction to perform business activities.
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Reward Power- This is the power which provides right to individual for promoting,
rewarding other individual. In case of A David & Co limited, top level managers has right to
analyses performance and then promote or reward them (Gold and et. al., 2013). Reward power
may affect performance of individual and team because there are possibilities of partiality in
promoting individual and this affects working spirit of workers. For instance: managers have
personal relations with individual, then they prefer them to be promoted. This affects culture of
A David & Co Limited.
Expert power- This is the power which is used by individual because they have
knowledge about some specified field. For instance, production managers of A David & Co
limited has power to take decision related top production of goods and services, so this is
effective for organizational growth and development. With expert power, there is positive impact
on performance of individual and team. For instance: individual has knowledge about
accounting, then they perform business operations in best manner and give proper guidance to
team mates as well Hence possibilities of positive outcome from employee as well as team is
bright.
Informational Power- There are some confidential information such as financial data
which are not pen for everyone. Individual who has right to access such data carries this power.
In case of A David & Co limited financial analyst is the person who enjoys informational power.
For instance: manager has some information regarding performance appraisal which has to be
kept confidential, if it gets revealed. In this case, there is negative impact on performance of
workers and team due to unsatisfaction.
TASK 2
P2 Evaluation of content and process theories of motivation and motivational techniques
Motivation means encouragement of people for doing better performance and achieve the
goals and objectives. In an organization, team leaders play a very important role as a motivator.
They always motivate their team members to performing the task. People can be motivated by
different kind of things like salary, promotion, position etc. A David & Co Ltd is also motivating
their employees for improve the productivity, increase the sales and to retain long time in the
company (Hyde, Harris and Boaden, 2013).
There are following two types of motivational theories: Content Theory and Process Theory
PROCESS THEORY
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Process theory explains that “HOW” motivation is occurring or what are the ways by
which a person get motivated. It also explain the different ways of contribution that helps to
increase the motivation among the employees in A David & Co Ltd by which they contribute
their performance for achieving the goals and objectives of the company which make a company
successful. There are four types of Process Theory: Skinner's reinforcement theory, Vroom's
expectancy theory, Adam's equity theory & Locke's goal-setting theory.
Vroom's Expectancy Theory:-
This theory is developed by Victor Vroom in 1964. This theory explains that how people
choose a particular option from the bundle of options. There are many different alternatives
available in A David & Co Ltd but it is important to select the best option by the employees of
the company which is beneficial for the growth of the employee's as well as company. There are
three factors in this theory-
Expectancy- It means that better performance gives the best result. A David & Co Ltd
belief that if the employees doing the hard work with more efforts in the company then they will
surely get the success (LA, 2013).
Instrumentality- It is the connection between performance and result. In A David & Co
Ltd employees are motivated by getting rewards and promotion. So, the company make a policy
that if employees will perform well then they will definitely get the rewards.
Valence- It explains that if a person gives values to the rewards then they will surly get
the result. The employees of A David & Co Ltd are also give importance to the rewards and they
perform their task effectively & efficiently.
Adam's Equity Theory:-
This theory is developed by Adams in 1965. this theory is based on Social Exchange
Theory. This theory explains that people will get motivated when they feel that there is an equal
behavior with everyone in the organisation. A David & Co Ltd treated equally to their
employees. Employees are compare their contribution of work with others in the organisation.
This theory is based on the factors of Input & Output. In an organisation employees gives their
input which may be education, knowledge, efforts & experience and want to take output to the
company which may be salary, promotion & rewards etc. According to this theory there should
be an equal ratio between input & output (Lawrence and Lee, 2013).
Content Theory of Motivation:
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Content theory of motivation describe the needs of people. This theory of motivation
describes that why humans wants & needs change according to time. Important content theories
include- Maslow's hierarchy of needs, Alderfer's - ERG theory, McClelland – need for
Achievement, Affiliation and Power, Herzberg- Two factor theory.
Maslow's theory of motivation:
According of this theory the needs and wants of humans are divided into 5 categories
which are as follows-
Psychological needs: It is a basic need of humans which is very important for survival. In
this include 'Food , air, water, clothes, shelters etc.' A David & Co Ltd provides all these basic
needs to their employees.
Safety and security needs: After complete the psychological needs, safety needs are
come. In this include security of jobs, health, financial aid etc. All employees wants that their job
should be secure.
Social needs: In this include needs like love and affection, relationship with family,
teammates etc. All employees want that their relations are good with all. They want to interact
with all social needs (Mester and et. al., 2018).
Self-esteem needs: This type of needs are related with status, respect & honour,
appreciation etc. The most desirable self esteem is respect & appreciation from others.
Self-actualization needs: This needs stand on top of Maslow’s hierarchy. In this include
employee’s potential & self-capability. They are identifying their own capabilities.
A David & Co Ltd fulfil all needs of their employees and motivating them by promotion, health
& job security, rewards, etc.
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Illustration 1: Maslow’s Hierarchy of Needs Theory

(Source: Maslow’s Hierarchy of Needs Theory, 2017)
When demands of employees are fulfilled at A David & Co limited as per this theory,
then it is easy to maintain long term relations with workers and they give their best because
achievement of organizational goals will lead to satisfaction to personal goals. For instance: there
is good facility of working, then efficiency of workers will improve, so aims and objectives of A
David & Co limited i.e. good profits, consumer satisfaction, good brand image can be achieved.
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Alderfer- ERG theory: Existence, Relatedness & Growth needs:
Alderfer- ERG theory include 3 types of needs-
 Existence need related to psychological & security needs of Maslow’s theory. Mostly in
this include human’s basic needs.
 Relatedness need belonging to social & self-esteem need of Maslow’s theory. Basically
in this humans want public fame & respect (Ormiston and Wong, 2013).
 Growth need related to both self-esteem & self-actualization needs of Maslow’s theory.
A David & Co Ltd encourage and motivate their employees through prizes, compensation etc.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Team is group of people who are working in unit in order to achieve set goals and
objectives. It is important to make team after analyzing roles and responsibilities. Managers of A
David & Co limited has to analyses skills and qualifications of employees and then task has to be
assigned. There are possibilities that due to improper distribution of work, team cannot perform
operations in effective and efficient way and this affects brand image of A David & Co limited.
A David & Co limited deals in food and beverages, so team must be effective which provides up
to the mark eatable and hence customer satisfaction can be achieved. Being H.R. managers there
is requirement of interaction with employees which helps to identify their preferences and
accordingly task is delivered.
It is essential that while forming team equal distribution of task is done, so business
operations can be performed in appropriate manner. There is requirement of some qualities
which makes team effective. Some of the qualities are discussed as under-
Mutual cooperation- there are different departments in A David & Co limited such as
manufacturing, purchase, sales, research and development, marketing, etc. working to enhance
profits of organization. In effective team, there is mutual cooperation and business activities are
performed in synchronize manner. This helps to achieve goals bad objective with specified time
and goal (Robbins and et. al., 2013).
Good communication- Communication is the way through which ideas, feelings,
thoughts are delivered from one person to another. In team operations are performed by different
individual. So communication in effective team is proper and appropriate. Managers of A David
& Co limited must use business phones, e- mail, conferences to create proper communication.
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Proper guiding and monitoring- Guidance and motivation is the key to perform business
operations. There are ups and down in business environment which affects business operations,
so in order to get positive outcome manager has to guide and monitor team mates. This helps to
get positive outcome from team.
Difference between effective and ineffective team are as under-
Basis Effective team Ineffective team
People/ performance
oriented
Effective team is people
oriented.
While in effective team is
performance oriented.
People relationship In effective team, there is
trustworthy, collaborative and
supportive relations among team
mates.
In effective team, relations are based
on likings, favouritism, competition
among individuals.
Flow of information In this team, there is proper flow
of information with proper
communication channel.
In this there is improper
communication which affects
performance of personnel.
Tuckman and Jensen's model of team
In 1965, Dr. Bruce Tuckman's proposed a model saying that four stages were important
for the team development and growth (Suma and Lesha, 2013). And in 1970s, he introduces the
fifth model, Adjourning. This model is also known as the team development model. A David
&Co. employ this model to develop their team member to operate and communicate the
unnecessary conflicts and which helps to develop the group, solve the problem, make the plans,
coordination and cooperation within the groups. The four stages were as follows:
FORMING: This is the first stage, where team members and team leaders interact with
each other to form the groups. They get to know each other’s strengths and weaknesses. At this
stage leader play a crucial role. A David & co. Ltd. Expect that the team leader should get to
know about the goals and objectives of the company. So, that it is easy to assign the duties and
focus to collect the effective information to perform the task.
Storming: This stage is also known as the challenging stage, leaders of A David & co.
Ltd. Assign the responsibilities and task to the team members and also push forward to solve the
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challenges. Team leaders guide them to share each other ideas and opinions so, that it is for the
company to overcome with the challenges.
Norming: In this stage, team comes up with the plan, each member should contribute
according to their skills. Whenever there should be stress and changes in the team then only the
storming occur . At this stage team leader of A David & co. Ltd. Organize the socialising events
that why having the great team bonding among the team members (Thomson and Van Niekerk,
2012).
Performing: At this stage the team members of A David & co. Ltd. ready to perform the
task, they were clear about the goals and objectives. Team members are impelled and
competently the task should be performed according to their skills, knowledge and competence.
TASK 4
P4 Apply concepts and philosophies of organizational behavior within an organizational context
Path-Goal Theory
Path-Goal Theory of Leadership was developed to describe a leadership style where the
leaders work to support and encourage their subordinates in order to achieve their maximum
productivity. Developed in 1974 by expert in leadership, Robert J. House and organisational
expert Terence, R. Mitchell, this theory addresses different ways in which a leader drives its
subordinates towards working with their full potential to achieve organisational goals (Walsham,
2012).
The Path-Goal Theory is based on Vroom's Expectancy Theory (1964), which states that
the expectation of result from a certain behaviour will drive an individual to select this particular
behaviour over other behaviours and act in a certain way.
A David & Co. Ltd. Is one of the largest producers and distributors of fruits and
vegetables in the United Kingdom. It delivers fruits, exotic and fresh vegetables, and bakery
items to schools, nursing homes, restaurants, hotels and contract caterers. To keep up with the
pressure and everyday pace, it requires regular motivation given to the employees in order to
maintain the supply smoothly. Even one weak link can disrupt the distribution which would lead
to a negative brand image and loss of clientele. With major focus on Supportive and
Achievement-oriented leadership, it is possible for the leaders to keep motivating their
subordinates in achieving better results.
CLASSIFICATION OF PATH-GOAL THEORY OF LEADERSHIP
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This theory of leadership requires identification and analysing the type of leadership that
best fits the employees and serves the organisation in achieving its goals. Focusing on these
types of leadership can differ as per the employee and environmental characteristics, the best
way is to focus on the style which gives the best support to the situation (Braccini and Federici,
2013).
Employee Characteristics: Various factors constitute the characteristic of employees
such as employee's needs, experience, satisfaction, anxiety and willingness to work or leave the
organisation. For example: In A David & Co., due to its repetitive nature of tasks, employees
might get easily demotivated. It is the responsibility of the leader to keep their work environment
dynamic and challenging so that their employees remain motivated.
Task and Environmental Characteristics: Various factors which are outside the control
of an employee such as task structure and team dynamics. The focus of the leader here is to
break down the obstacles which are hindering the productivity of the employees. This can be
achieved by conducting training and development programmes in the organisation. It would
result in the leader attaining a better understanding of the employee's perspective so that he can
choose the right way to motivate them (Wilkinson and et. al., 2014). Leaders here work towards
adjusting and creating a simpler path that guides the employees in working effectively. Some of
the often arising difficult task characteristics are discussed below:
Design of the task: It is essential for leader to define all roles and responsibilities related
with specific task in a clear manner (LA, 2013). There are certain types of tasks that calls for
leader's support. If the task needs to develop more structure, the leader should step in and make it
less ambiguous by giving a proper line of work. Whereas, if the task is very difficult, it requires
some support and better guidelines by the leader.
Formal Authority System: Depending on the task authority, leaders can provide clear
and structured goals to its subordinates. Sometimes the leader delegates the authority to its
subordinates so that they have a sense of responsibility and they achieve better results.
Work Group: The completion of tasks in an effective manner hugely depends upon the
team. Better support guarantees better results. But sometimes it becomes difficult for an
individual to work in a non-supportive team. The leader in such case should be cohesive and
should contribute in motivating some devotion among the individuals towards team work and
towards the goals of the organisation.
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Path-Goal Types of Leader's Behaviour:
Under this theory, the behaviour of leaders or leadership styles can be classified as:
Directive Leadership: The leader, in this style, knows exactly how the task needs to be
accomplished within the set deadline. He provides clear and detailed guidelines to his
subordinates and notifies them the best ways to carry out the tasks and tells what's expected of
them. Supervision in this style is close. This is best suited where employees are inexperienced or
where a little spoon-feeding is to be done to achieve better results (Wood and et. al., 2012).
Supportive Leadership: This style is more people-oriented. The leader understands their
personal welfare, needs and is concerned towards its employees.
CONCLUSION
From the above discussion, concept of organizational behavior is clear. It has impact on
individual, team and performance of association. Organizational power, politics and culture are
important to maintain proper working of employees. Handy's Model helps to enhance typologies
of organizational culture. In order to get positive results, motivation of employees is must.
Maslow's theory and Vroom's Expectancy are effective for motivating employees. Tuckman
model is studied which is used in order to frame effective team. At last there is discussion about
path goals theory which is effective and significant for implementing various leadership styles as
per perception of workers.
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REFERENCES
Books and Journals
Online
Handy's Model of Organisational Culture. 2018. [Online]. Available
through:<https://www.tutor2u.net/business/reference/models-of-organisational-culture-
handy>.
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