University Assessment: Organizational Behavior Unit 12 Report

This report delves into the multifaceted aspects of organizational behavior, examining how organizational culture, politics, and power dynamics influence individual and team performance. It analyzes how these elements can either positively or negatively impact a firm's overall success. The report further evaluates content and process theories of motivation, exploring motivational techniques and their role in achieving organizational goals, with examples provided to illustrate these concepts. The analysis covers the impact of organizational culture on employee behavior, the influence of power structures, and the significance of motivation in driving individual actions and achieving work objectives. The report concludes by synthesizing the findings and emphasizing the interconnectedness of these factors in shaping organizational outcomes.

Running head: ASSESSMENT
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Name of the Student
Name of the University
Author Note

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Table of Contents
Unit 12.............................................................................................................................................2
1 - Analyse how an organizations culture, politics and power influence individual and team
behaviour and performance..........................................................................................................2
2 - Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organizational context..........................................7
3 - Explain what makes an effective team as opposed to an ineffective team........................12
4 - Apply concepts and philosophies of organizational behaviour within an organizational
context and a given business situation.......................................................................................19
Bibliography.................................................................................................................................24

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Unit 12
1 - Analyse how an organizations culture, politics and power influence individual and team
behaviour and performance.
Introduction
The individual as well as the team behavior in an organization is largely influenced by
the different factors which exist within the realm of a firm. This is because, these factors
influence the different team members and the individuals to perform in a certain manner and
with respect to this, it becomes considerably important for the different members of the firm to
ensure that they are successfully able to achieve their organizational objectives or are deviated
from their goals1. Hence, it must always be the overall aim of the management to ensure that they
are successfully able to create a workplace environment whose culture, politics and the power
tends to influence the different teams and individuals in a manner such that it benefits the firm
and improves the creativity of the organization. The section will highlight the manner in which
power, culture and politics will have an influence on the overall performance of the team and the
individual.
Analysis
Organizational politics
The politics can be rightfully described as the pursuit of individual agendas and self
interest in an organization without any regard consideration of their overall impact on the
1 Helmreich, Robert L., and Ashleigh C. Merritt. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge, 2017.

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outcomes of the organization or on the individual interest. The office politics can be considered
to be an essential part of the organization and has a strong influence on the working behavior of
the different individuals as it tends to influence the overall working environment of the different
members and tends to motivate or demotivate these different employees as present. The
organizational politics tends to primarily refer to the variety of activities which make use of
influence techniques in order to promote individual interests or organizational benefits.
According to Körner et al. (2018), Politics tends to exist in all the organizations and it is with
respect to this, it cannot be fought against or defeated. It can be rightfully defined as an asset
which strategy execution. However, it is important for the firm members to manage the politics
which takes place and do not refuel rivalries in the workplace. It is important that an individual
should exert influence only when it is important to do so and avoid rivalries at the workplace.
Impact of Politics on employee behavior
Although the organizational politics may not be necessarily negative and may result in
negative outcomes for the overall firm and its objectives, there are certain aspects of the
organizational politics which may be negative for the firm. Firstly, organizational politics may
lead to a decrease in the overall productivity of the firm. This is because it lowers the overall
output of the employees and thus has an impact on the productivity of an employee. Moreover,
those employees who are involved in politics tend to pay less attention to their work and in line
of this, the productivity falls down. In addition to this, the organizational politics also tends to
have an impact on the overall concentration and the ambience of the workplace. Due to office
politics, the individuals find it difficult to concentrate on their work and hence, this impacts the
overall ambience of the workplace.

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In addition to this, according to Herzberg (2017), the poor work environment then leads
to demotivated employees and increased stress at the workplace. Additionally, there exists the
stress and pressure of working and deadlines and politics simply ads to this and may lead to high
employee turnover rate. Hence, it is for these reasons that the politics needs to be avoided at the
workplace.
Organizational culture
The organizational culture can be stated to be the underlying beliefs, assumptions as well
as the values and the manner in which the interaction takes place in an organization. The
organizational culture tends to contribute to the social as well as the psychological environment
of an organization and thus, this has an impact on the overall productivity of the firm in the long
run2. The concept of Organizational culture can be stated to be quite broad and comprises of the
expectations , experiences, philosophies as well as the values which are guidance to the member
behavior and is a combined formation of the interactions, working, image as well as the future
expectations of the employees. Additionally, the culture also comprises of the symbols,
languages, assumptions as well as the beliefs and habits of the different employees as present.
Impact of organizational culture on the individual and team performance
As understood, the organizational culture tends to have a huge impact on the individual
as well as the team performance because it determines the values that are inculcated in the
different individuals as present. In addition to this, the organizational culture also tends to have a
huge impact on the overall workplace environment. This is because the organizational culture,
2 Winnubst, Jacques. "Organizational structure, social support, and burnout." Professional burnout. Routledge,
2017. 151-162.

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influences the behavior of the employees by either increasing or decreasing their stress level. If
the organizational culture is very positive in nature, then it will influence the different employees
positively and help them to perform well, else if the business environment is very negative in
nature then, it acts as a burden on the employee and hence, influences the employees in a
negative manner and decreased the overall productivity at the workplace.
Organizational Power
The Organizational Power can be rightfully defined as the capability to modify or to
conduct the behavior of other individuals in a group or in a manner such that they are able to
without modifying their own conduct or the manner in which they conduct the work. The politics
and the power have a great role to play in the domain of the business and help in the
determination of the growth of the organizations and also bring about continual success in the
company. The elements of power and politics can be understood to be critical as they assist in
management as well as the leadership of the organization and may go a long way in assisting the
firm to either become successful or cause the downfall. The organizational power as well as the
politics tends to require resources, money, people, authority as well as time. According to Körner
et al (2018), the power is established by the social responsibilities, organizational culture, the
behavior of the different individuals and the management team. There exists different sources of
power in an organization and although power is considered to be an essential part of the firm, it
needs to be understood that, for a firm to ensure success, the power in a firm needs to be
distributed in a manner such that it is beneficial for the different members of the firm.
The impact of power on the individual and team performance

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The Power which resides within the realm of the firm can be used in both positive as well
as the negative ways. This means that if there exists a personal clash between the manager and
the different subordinates then the manager may misuse the power and the junior may suffer a
loss. However, if there exists good relations between the manager and the subordinates then, the
power can be used in the right manner. For instance, by the implementation of the reward power,
the positive effects can also be used in the wrong manner. If an employee is working for the
overall benefit of the firm and is performing well then, he is provided with a reward on his
performance. In such a case, the manager will provide him an upgrade but in case the same
person has a clash with the manager and the manager does not provide him with a reward then,
here in this case, the power is utilized in a negative manner. Additionally, power may also be
used in negative ways and then this shall have a direct impact on the overall performance of the
subordinates. This can be described with the help of the example of the expert power. For
instance, the engineer is performing his work well and in lieu of this, he has an expert knowledge
which will help him in performing the different tasks in the right manner, then he deserves to get
additional benefits from the firm. However, in case he gets into a personal clash with the manger,
then in this case, he will be required to leave his work and hence, let go of his skills and the
abilities. In the same manner, if he performs well, then the power may be used in the right
manner.
Conclusion
Therefore, from the given analysis, it can be rightfully understood that, the
Organizational power, politics and culture tend to have a huge impact on the overall performance
of the firm and tend to have a strong impact on the individual as well as the team performance in
an organization. The given essay, analyzed how the Organizational Power, Organizational

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politics and the culture tend to affect the firm both negatively as well as positively and how this
ultimately has an impact on the overall performance of the organization.
2 - Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organizational context.
Introduction
Motivation can be stated to form an integral aspect of the organization and with respect to
this, it is important for the firm`s to ensure that they are able to motivate their employees
effectively in order to see to it that they are able to attain their overall goals as well as
objectives,. In addition to this, it also becomes effective for the firm to see to it that their
employees are being successfully encouraged so as to give rise to a comfortable and relaxing
environment. The main aim of the particular report is to outline the different content as well as
the process theories of motivation as well as of the motivational techniques which then enable a
firm to achieve success in the long run and additionally the example of Google will be
undertaken in order to gain an understanding of how the organization is able to ensure success
with respect to the same
Analysis
Motivation
Motivation can be described as the reason for the different actions as carried out by the
people and their willingness to work for the overall work purpose. The motivation can be
described as the needs and desires which are acquired by the different employees or individuals
with the help of an influence of the overall society, the culture or the lifestyle of the individual.

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The motivation can be described as one of the individual’s direction to behaviour or the reason
why an individual tends to repeat a particular behavior in order to determine the overall force
behind the act. The motivation may be inspired by certain events which may be stated to be the
extrinsic motivation or the motivation may come in from the intrinsic which can be stated to be
the individual thinking or goals. The concept of motivation can be largely understood to be one
of the most important reasons why an individual moves forward in life and can come as a result
of both the conscious as well as the unconscious factors. According to Körner et al. (2018), the
mastering of the motivation also allows the different individuals to enjoy sustained as well as
deliberate levels of achievement in the firm. The motivation can be largely described as a drive
which pushes the different individuals forward. It can also be stated to be the energy which gives
one the strength to continue perform well for the overall functioning of the workplace. The three
common dimensions of the workplace motivation can be understood to be as follows:
 Effort: the effort is largely concerned with the intensity with which the different
employees perform and tend to behave in the workplace.
 Persistence: The persistence is largely concerned with the sustained efforts which the
employees generally portray in regard to the work related activities.
 Direction: In addition to this, the direction can be stated to be the quality of an
employee’s work and the related investment of the sustained efforts which is portrayed
by an employee in a direction such that it benefits the employers and their overall
objective.
Theories of motivation
The work motivation theories can be largely classified into two different types of theories
which are the content theories and the process theories. The content theories are concerned with

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the identification of the different needs of the people and classifying them according to different
standards which later needs to be prioritized. The process theory can be largely understood to be
related to the different incentives which tend to drive the different people in order to attain a
need fulfillment. The different theories like the Maslow hierarchy theory, the Fredrick
Herzberg`s two factor theory and the ERG theories are understood to be the theories lying in this
section. Although these theories are bound by logic, it is important to be understood that, these
theories can be easily limited in actual practice as there lies a considerably low practice of the
theory (Herzberg 2017). Hence, it is due to this reason that the workplace motivation can be
understood to be largely complicated. Moreover, content models can be understood to give
emphasis to the crucial content factors which are usually ignored by the human relationists.
On the other hand, the process theories can be understood to be largely concerned with
the cognitive antecedents which lie in the motivation aspect. These theories can be stated to be
the theory relating to Vroom, Porter and the Lawler theory which provide a sound explanation of
the workplace motivation which needs to be displayed by the managers in the organization. The
expectancy theory of Vroom and other refinements used by the Porter can be understood to be
crucial cognitive variables and allow an understanding between how the performance of a firm is
largely related to the overall motivational factor.
Many organizations like Google often make use of the motivational theories in order to
ensure that they are successfully able to guide the different employees as present in the
workplace. The use of the theories tends to provide them with a relevant framework which will
ensure that the organization will be able to gain the maximum production out of the different
employees and in addition to this, they will also be able to ensure that, the firm is able to find

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success in the long run. The different theories under process and content motivation as used by
the firm can be stated to be as follows:
Motivation Theory 1 – Adam’s Equity Theory of Work Motivation
The Adam equity theory of Work motivation tends to explain how a major input into the
overall ob. performance as well as the satisfaction is the equity or inequity that an employee
experiences in a specific work place scenario. This means that, in order for motivation to occur,
the outcomes of the individual needs to be related to the outcomes of the others as people in an
organization expect to be treated equally like the other employees3. It is important to ensure that
in an organization, the different rewards which are given to an employee like the pay, promotion
and intrinsic interest in job is affected by perceptions like the age, sex, education and other
status. Hence, as agreed by Körner et al. (2015), this theory states that, to ensure that a particular
employee performs well, the individual should be allowed to work with equal opportunity. Even
Google follows this equal opportunity aspect whereby all the employees are asked to perform
well and are treated with equality whereby all the opportunities as given to them are equal
because, Google believes that it is this perception which assists them in performing well.
Motivation Theory 2 – Vroom’s Expectancy Theory of Motivation:
The Vroom`s Expectancy Theory of Motivation can be understood to be another theory
which provides a relevant framework to analyze the work motivation which takes place and how
can it be promoted. The theory provides a checklist of factors which needs to be considered
while finding the link between the relevant factors which exist in the workplace and the direction
3 Van Knippenberg, Daan, and Michael A. Hogg. "Social identifications in organizational behavior." The self at
work: Fundamental theory and research (2018): 72-90.

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of the work as well. The theory states that the different individuals are willing to perform well
when their expected outcomes can be stated to be considerably high. This means that, when these
individuals tend to perform and gain outcomes as per their expectation then in this case, they
often tend to attain their long term objectives easily and are easily motivated. The case of
Google can be undertaken here and it can be largely understood that, in order to ensure that their
employees remain associated with the firm for a longer time frame, the views and expectancies
of the different employees is understood in the beginning of their joining itself and based on this,
they are rewarded in alignment of their overall goals as well as the objectives. Moreover, it can
also be understood that, the Vroom theory is a crucial guide to the different managers to treat
their employees in the right manner and to provide with offerings based on their expectancies,
abilities as well as traits.
Motivation Theory 3 – Maslow’s Theory of Hierarchy of Need:
The last theory which is crucial for the organizations can be stated to be the Maslow`s
theory of Hierarchy of Need. This theory tends to determine that, in order to ensure success in
the long run, the firm would be required to look out for the needs of the different individuals and
in line of this, the Google organization tends to ensure that the organization is successfully able
to undertake initiatives so as to see to it that, all the needs of the different employees are fulfilled
in the right manner4. The different needs of the employees are the desire to become what one is
capable of becoming, the need of self-esteem which can be infused by self and the others, the
need to belong and to be accepted by the different groups, the needs to be free of the physical
danger as present and the basic needs like water, warmth, shelter and sleep.
4 Ryan, Richard M., and Edward L. Deci. Self-determination theory: Basic psychological needs in motivation,
development, and wellness. Guilford Publications, 2017.

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Conclusion
Hence, in line of this, it can be rightfully understood that, even a large company like
Google would be required to undertake more than one motivational theory so as to ensure that
they are able to satisfy the needs of the employees. Each motivational theory tends to have its
own set of positives as well as negatives and may be relative to the employees as present in the
workplace. The landscape at Google has changed considerably in the last few years and the
companies have been both expanding as well as downsizing the employees as present. As the
workplace now demands an increased sense of diversity, it becomes considerably crucial to
ensure that the firms need to redefine the notion of hierarchy and ensure that the traditional
power distributions are delivered. Once the workers are motivated well, they will be influenced
to perform better and hence, the overall productivity of the work will improve.
3 - Explain what makes an effective team as opposed to an ineffective team.
Introduction
It is the primary purpose of all the business organizations to ensure that they are
successfully able to meet with their overall goals as well as objectives and are able to meet up
with the employee requirements which exist in the workplace as well. It is important to note that
the different companies who tend to organize their workforce into different teams are known to
improve upon their overall productivity and also identify the new approaches which need to be
undertaken in order to achieve the company goals. However, all the primary purpose of the
formation of the teams can be stated to be to bring about efficiency and effectivity in an
organization, however, this is not the case and there exists many teams which are largely
ineffective in nature and with respect to this, they are unable to perform well5. Hence, the main
5 Peters, Richard Stanley. The concept of motivation. Routledge, 2015.

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aim of the report is to identify and analyze what makes an effective team as opposed to an
ineffective team.
Analysis
Effective teams
As understood earlier, one of the various ways which are chosen by an organization in
order to make their operations effective in nature can be stated to be the formation of teams. A
team can be stated to comprise of two or more individuals with different skills but sharing a
common objective6. The team tends to offer an alternative to a vertical command in chain which
follows an exclusive approach whereas teams tend to follow the inclusive approach to the
business organizations as present. Many business organizations today have been avoiding the
regular chain of command design and operations and have instead been adopting the inclusive
approach whereby teams have become much common. Additionally, an effective team will have
the capability to increase the overall motivation of the firm and to ensure that the business
productivity is at its highest. An effective team can be understood to be as one where each
member shares information and takes decision on their own in order to ensure that their work
goals are met with. Additionally, it also needs to be understood that the binding factor as present
in a team can be stated to be the synergy. This means that with synergy an organization would be
able to ensure that their teams are successfully able to achieve their overall objectives and
6 Naranjo-Valencia, Julia C., Daniel Jiménez-Jiménez, and Raquel Sanz-Valle. "Studying the links between
organizational culture, innovation, and performance in Spanish companies." Revista Latinoamericana de
Psicología 48.1 (2016): 30-41.

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achieve much more than they could have individually. The major characteristics of an effective
team can be understood to be as follows:
 Striving with a clear sense of purpose: Any effective team would be required to ensure
that they possess a clear sense of purpose7. This means that, they should have well
defined targets as well as goals which will help them in understanding what they shall
achieve at the end of a specific time period.
 The second characteristic of an effective team is that the team climate needs to be
informal. This means that the environment of the team needs to be such that comfortable
as well as relaxed. There do not need to exist any signs of boredom or tension which may
lead to a sense of reduced operational efficiency. The environment of the team needs to
be such that the members look forward to the meetings and activities.
 Active Participation: The success of a team is not the job of a leader, the success is the
job of all the team members together8. This means that when the team wants to ensure
long term success, it would be required to ensure that, there exists active participation
from all the team members as present and moreover, the quality as well as impact of the
participation needs to be measured.
 Consensus: The consensus serves as another effective part of the team and in line of this,
it has to be largely understood that, an effective team will be required to have a clear
7 Lepper, Mark R., and David Greene, eds. The hidden costs of reward: New perspectives on the psychology of
human motivation. Psychology Press, 2015.
8 Miner, John B. Organizational behavior 4: From theory to practice. Routledge, 2015.

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consensus with respect to the decision making as present in the workplace9. This means
that, in case any relevant decision has to be taken by the different organizational
members then, the team members would be required to ensure that, they arrive at a
particular consensus which helps them to arrive at a single answer and makes all the
experts effective and devoted towards a single decision making.
 Job responsibilities and assignments: The job responsibilities as well as the assignments
tend to form an effective part of the organization and in line of this, it can be largely
understood that, all the members in the team should be provided with equal
responsibilities and assignments in addition to ensuring that, all the members are able to
understand their overall objectives effectively.
 Communication: The open and effective communication also tends to form a relevant
aspect of an effective team whereby all the team members must have the capability to
communicate with one another effectively and in addition to this, the different members
should also be provided with the trust avenue which will ensure that they are able to
communicate and carry out their responsibilities rather effectively10.
 Shared Leadership: Another crucial aspect which forms an essential part of a successful
team can be stated to be the formation of a shared leadership. It needs to be understood
that, a team will not attain long term success in case the leader will carry out the sole
responsibility of a business and undertakes the responsibility to ensure that the team will
9 Miner, John B. Organizational behavior 1: Essential theories of motivation and leadership. Routledge, 2015.
10 Körner, Mirjam, et al. "Relationship of organizational culture, teamwork and job satisfaction in interprofessional
teams." BMC health services research 15.1 (2015): 243.

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be able to achieve and attain its overall goals and objectives. It needs to be understood
that leadership is required to be shared among the different team members so as to ensure
that they either find success or failure as a team11. This will then help them to get over the
burden that they do not blame anyone in case of a failure. Although all teams are
assigned with a formal leaders who have certain legal, administrative as well as
bureaucratic responsibilities to complete, however, the leadership function needs to be
shifted among the different members of the team as per the expertise in order to ensure
that the overall goals of the firm are achieved.
Ineffective team
Having discussed the basic definition of an effective team, it was largely understood that
an effective team is one with adequate contribution to the overall objectives and overall goals of
the organizations. However, in contrast of this, there also exists an ineffective team. An
ineffective team can be described as one where the overall team`s mission cannot be understood
or described easily. This means that the overall environment of the team is generally stuffy and
intense with the different team members not working in coordination with one another. Although
there does exist a great deal of participation from the different employees, however, the
accomplishment can be described to be comparatively less. In addition to this, the
communication which takes place in the workplace can be stated to be considerably poor in
nature because there is no predefined set of tasks and mediums which will go a long way in
helping the firm to achieve their overall objective. In addition to this, there exists considerable
11 Lăzăroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social
Justice, 7(2), 66-75.

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disagreements in the workplace after any private meeting is held12. Moreover, the involvement of
other team members can also be understood to be considerably poor because, the decision
making which is undertaken by the leader is undertaken on their own and the participation of the
other team members can be understood to be considerably low. Hence, in line of this, it has to be
understood that the following characteristics are shared by the ineffective team:
 Lack of team focus: The teams which are ineffective in nature often turn out to be so
because, they often lack a team focus and overall objective. The main reason why this
takes place is because, there is no specific daily or monthly targets as present for the
different team members and the members also lack a basic idea of how to manage an
overall task in hand. The efficiency as well as work ethic can be stated to be
comparatively very poor. In addition to this, there might be less investment required of a
group to be adrift and hence, this makes the overall objective comparatively very poor.
This makes the members lose interest in a team.
 Unequal Membership: In an ineffective team, it can be observed that, the membership of
the different members may be comparatively very low. This is because, the different
members in a team may not be able to possess an equal status in an organization and
hence, these members often feel discouraged and are unable to perform comparatively
well13. Moreover, when a problem arises in a particular team, then the particular issue is
12 Körner, Mirjam, et al. "Relationship of organizational culture, teamwork and job satisfaction in interprofessional
teams." BMC health services research 15.1 (2015): 243.
13 Herzberg, Frederick. Motivation to work. Routledge, 2017.

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simply managed by the different leaders and no involvement of team members is present.
This makes it comparatively difficult for any business to ensure success.
 Errors and Negativity: The errors and negativity also form an essential part of the
organization and hence, with respect to this, it tends to become increasingly difficult for
any team to function effectively if they are unable to form their overall goals and there
prevails finger pointing in the team14. In addition to this, it becomes important for the
organization to ensure that they are successfully able to avoid the negativity which exists
in a team and the supervisor. Moreover, the self-evaluation also forms an essential part of
the organization and to ensure success, it is important for the firm to eliminate the
negativity which takes place in the workplace.
 Lack of Cohesion: The lack of cohesion is another characteristic of an effective team
which means that, in order to ensure success, the firm must be able to take steps so that
there moves are cohesive in nature and in line of this, it is also important for them to
understand that, the existence of the chaos in a team and the cohesion which is present
often makes it difficult for the firm to find success.
Conclusion
Therefore, from the given analysis, an understanding on the differences between the
effective teams and the ineffective team. It was largely understood from this analysis that, the
effective teams have various characteristics which make it successful and these common
characteristics can be stated to be aspects like strong communication, strong participation of the
14 Flin, Rhona, Kristina Lauche, and Margaret T. Crichton. "Learning from Experience: Incident Management Team
Leader Training." Naturalistic Decision Making and Macrocognition. CRC Press, 2017. 129-146.

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employees and an interactive environment15. However, on the other hand, aspects like lack of
respect for the members, lack of goals and direction and in addition to this, a lack of the overall
objectives might lead to problems for the team. Hence, it is important to understand that the
different organizational members who want to ensure success in the long run and perform
considerable success would be required to see to it that, they undertake considerable measures
and initiatives so as to ensure that, their team achieves success in the long run and that they are
able to achieve their overall objectives.
4 - Apply concepts and philosophies of organizational behaviour within an organizational
context and a given business situation
Introduction
Organizational behavior forms an essential part of the organization and in order to ensure
long term success with respect to this, it becomes considerably important for the firm to ensure
that, they are successfully able to meet with the needs of the changing business environment16. In
order to ensure that the understanding of the aspects of Organizational behavior becomes
comparatively quite clear, the business of Coca Cola will be taken as an example which will help
in understanding the overall dynamics of the Organizational behavior and how it can be made
use of in order to ensure better results for the firm. The Coca Cola Company can be understood
to be a beverage company and the firm also acts as the distributers and makers as well as the
15 Flain, Luke, Elizabeth L. Grice, and Marina E. Anderson. "192 Multidisciplinary team management of
scleroderma: real life experience of a regional specialised service." Rheumatology57.suppl_3 (2018): key075-416.
16 Driskill, Gerald WC. Organizational culture in action: A cultural analysis workbook. Routledge, 2018.

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marketers of the nonalcoholic beverage drinks as well as the syrups. The company is one of the
largest firms as present today and it is in line of this, that the firm is able to ensure considerable
success in the long run. Therefore, it can be rightfully understood that, this report aims to outline
the organizational behavior which takes place through the understanding of the overall
operations of the firm.
Organizational design:
In order to ensure that the firm is able to meet up with the overall needs of the different
customers, it becomes relevant to decide on the fact whether the firm will have a comprehensive
design or not. Hence, the organizational design which is followed by the firm can be largely
stated to be decentralized presently and operates under two different operating groups out of
which the bottling investment and corporate are the same17. The firm operates in different regions
like Africa, Eurasia and Latin America along with North America and other similar countries.
The company is quick to resorting to customer demands. The different companies are largely
connected with one another and in line of this, it can be understood that, the company lays down
a thorough code of conduct which defines the different operations which the employees will be
required to follow. The Coca cola ensures that it is successfully able to engage its employees and
ensure success in the long run.
Application of Organizational behavior theories
Motivation
Motivation forms an essential part of the organization and in order to ensure success in
the long run, the firm would be required to ensure that it makes use of a comprehensive
17 Dipboye, Robert. "Exploring industrial & organizational psychology: Work & organizational
behavior." Exploring Industrial & Organizational Behavior, First Edition, Sattvic Publishing (2016

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motivation theory which will ensure that the firm is successfully able to achieve success in the
long run. The motivational theory which is largely used by the firm can be stated to be the theory
of Clayton Alderfer`s ERG theory18. This means that the output of the workplace is such that it
remains unmatched with the different companies as present. In the first part of the theory, the
existence needs form the main focus of the organization whereas the second part focuses on the
relatedness of the firm. Lastly, the third part tends to focus on the overall development
requirements of the company.
Strategies
The different strategies as used by the firm to attract the different employees can be
stated to be the strategy related to the high pay to the different employees. This means that by
ensuring high pay, the organization ensures that the different employees remain motivated and
associated with the overall objectives of the organization. The different benefits are also offered
to the employees which helps them to ensure that they are successfully able to engage in certain
savings.
Leadership theory within the firm
The leadership tends to form an essential aspect of the firm and with respect to this, it can
be rightfully understood that if the firm wants to ensure success in the long run, it would be
required to ensure that, the leadership in the firm is appropriate19. The leadership has the
18 Burlina, S., et al. "Team management of gestational diabetes: a training experience." Acta diabetologica 54.9
(2017): 881-883.
19 Arditi, David, Shruti Nayak, and Atilla Damci. "Effect of organizational culture on delay in
construction." International journal of project management 35.2 (2017): 136-147.

22ASSESSMENT
capability to motivate the different individuals and in this aspect, it can be stated that Coca Cola,
has not been performing considerably well. This means that, all the negative initiatives which are
taken by the employees are highlighted and all the positive activities which they engage in are
not highlighted at all. In line of this, it can be rightfully understood that, if any firm wants to
ensure success in the long run, then it would be required to take measures which will allow it to
achieve its overall objectives20. Hence, Coca Cola needs to ensure that it takes measures which
will ensure that, the organization is able to attain its objectives in the long run.
Organizational behaviour models
The different organizational behavior models which can be used by the firm are theories
like autocratic, custodial, supportive, collegial and system. The firm makes use of all the given
models as available in order to ensure that it is able to gain considerable success in the long run.
The autocratic model is used by the firm in extreme scenarios, and the firm largely benefits by
making use of this model and ensuring that the overall goals are achieved even in times of
disasters. Secondly, the custodian model was used by the firm, in order to provide security as
well as benefits to the different employees as present21. Very often the firm also makes use of a
collegial model which assists them in achieving the goals and make the different employees feel
useful. Lastly, in certain scenarios, the firm also makes use of the system model with the help of
20 Bortolotti, Thomas, Stefania Boscari, and Pamela Danese. "Successful lean implementation: Organizational
culture and soft lean practices." International Journal of Production Economics 160 (2015): 182-201.
21 Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change work in progress.
Routledge, 2015.

23ASSESSMENT
which, the work circumstances can be made use of and the employees are given an opportunity
to develop a new and defined sense of association amongst the different coworkers.
The firm as an employer
The firm as an employer, provides its employees with the following benefits:
 The workplace is full of various opportunities and engaging work
 The firm has a flexible global image and is expanding continuously
 The firm provides the different employees with considerable compensation
 The firm engages in performance management regularly.
Hence, from the given analysis as done on Coca Cola, the given report analyzed how the firm
operates in the global environment and the different initiatives taken by it.

24ASSESSMENT
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