Analysis of Organisational Behaviour: A Case Study of 1Spatial Plc

Desklib provides past papers and solved assignments. This report analyzes organizational behavior at 1Spatial Plc.

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Organisational Behaviour

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Contents
TABLE OF FIGURES.................................................................................................2
INTRODUCTION.........................................................................................................4
LO1............................................................................................................................. 5
P1 INFLUENCE OF CULTURE, POWER AND POLITICS.....................................5
M1 WHAT IS THE EFFECT OF POWER, CULTURE AND POLITICS ON THE
TEAM BEHAVIOUR AND PERFORMANCE..........................................................8
LO2............................................................................................................................. 9
P2 EFFECT OF CONTENT AND PROCESS THEORY OF MOTIVATION ALONG
WITH THE TECHNIQUES THAT HELPS IN THE ACHIEVEMENT OF THE
GOALS IN THE ORGANISATION..........................................................................9
M2 HOW TO MAKE THE EFFECTIVE USE OF THE BEHAVIOURAL
MOTIVATIONAL CONCEPTS AND THEORIES..................................................11
LO3........................................................................................................................... 12
P3 EFFECTIVE TEAM VS. INEFFECTIVE TEAM................................................12
M3 EXAMINE PERTINENT TEAM AND GROUP DEVELOPMENT THEORIES
FOR SUPPORTING THE DEVELOPMENT OF DYNAMIC CO-OPERATION.....15
LO4........................................................................................................................... 17
P4 APPLY CONCEPTS AND PHILOSOPHIES RELATED TO
ORGANISATIONAL BEHAVIOUR.......................................................................17
M4 GIVE THE JUSTIFICATION AND EVALUATION OF THE PHILOSOPHIES
AND CONCEPTS ALONG WITH THEIR POSITIVE AND NEGATIVE IMPACT..19
CONCLUSION..........................................................................................................20
REFERENCES..........................................................................................................21

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TABLE OF FIGURES
Figure 1 Charles Handy Model................................................................................... 5
Figure 2 French and Raven Model..............................................................................6
Figure 3 Path-Goal theory.........................................................................................16

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INTRODUCTION
Stephen Robins stated that organisational behaviour is considered as the study as
well as the application of the knowledge of the behaviour of the people in the
organisation. It is considered as the human tool for the benefit of humans. The study
relates to every kind of the human behaviour within the organisation like the
business houses, government, schools etc. it helps in blending the technology,
structure, people and the external environment together to act as an efficient
operative system. In this assignment the investigation with respect to the effect of
culture, power and politics on the personnel of the 1spatial Plc. is been done. Also,
the motivational techniques are evaluated for keeping the employees motivated so
that the goal of the team, as well as the 1spatial, is been achieved. Also, the
understanding is been developed regarding the ways of cooperating with others in
the firm along with the conceptions and beliefs of the organisational behaviour in the
provided situation.

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LO1
P1 INFLUENCE OF CULTURE, POWER AND POLITICS
Organisation behaviour is considered as the analysis of the individual and his way of
communication in the firm. The implementation of the analysis is done in order to
create a much more effective and appropriate 1spatial. The main point of the
analysis is the scientific process which can be implemented in the management
techniques of the employees (Chumg et al., 2016).
One of the main aspects of organisational behaviour is the organisational culture
which is the reflection of the health of the organisation. Every organisation has their
specific set of values, policies and guidelines which also helps in making it different
from the other businesses and so is the case with the 1spatial. Employees working in
the organisation defined their culture, therefore it is considered very natural of two
organisations having the same culture (Kitchin, 2017).
Influence of the culture on the behaviour of the team as well as individual
In order to understand the culture better in the 1spatial, the Charles handy culture
model is been applied. According to the culture model of Charles Handy, there are
four types of culture which are as follows:
Power
If the power culture is followed in the organisation, it means the power is centred at
the hands of a few people and those people are responsible for taking the decisions
in the organisation. These people are considered as a vital part of the organisation
and are the holder of the major responsibilities. There can be both positive and
negative influence on the organisation (Elsmore, 2017).
Task
If the task culture is been followed in the organisation, the teams are being formed
with the aim of completing the particular task and the team consists of the people
who have the required skills to perform the task. Each team is formed with 5 to 6
members and the success of the organisation depends on the success of each team.
This culture is been followed in the 1spatial (Elsmore, 2017).

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Role
In this culture, the roles and responsibilities are been assigned to the people as per
their specification and the skills. Therefore the employees in this culture are given
the opportunities to decide their work and in accordance with the same, they take the
challenges and complete it. In this task culture, every employee is held accountable
for their actions. Therefore we can say that in this culture along with the
responsibility, power also seeps in (Rhoden, 2016).
Person
In the person culture, the belief of the employees is that they are more superior to
the organisation they are working in. Therefore in such an organisation, the main
concern of the individual is themselves and not the aims and objectives of the
organisation. It is viable to say that the employees who all are working there are
working for the sake of the money only (Rhoden, 2016).
Figure 1 Charles Handy Model
Source: [Rhoden, 2016]
Effect of politics and power on the behaviour of the team and individual are:
In order to develop the influence of the politics and power, the model of French and
Raven is been applied which is as follows:
Referent power
Referent power is said to be derived from the relationship that exists between the
employees due to the interrelationship of the organisation. This power exists when
people respect and like the one in power (Janićijević, 2017).

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Legitimate power
This is also defined as the positional power as the connection of this power is directly
from the person’s position in the hierarchy. In this type of power, the personnel have
a belief that the person sitting at the position is able to manage them (Janićijević,
2017).
Expert power
This power is the result of the belief of the employees that the people sitting at the
manager level have a high level of knowledge and skills that are required to perform
the particular task. Another example is of the 1spatial, where the people having the
knowledge and skills feels like he is elevated to the position where he can have the
power and authority over the people.
Coercive power
In the organisation having the power culture experience the coerciveness of the
manager and the leader. Usually, the trend followed by the employees is to impress
the one in power so as to avail some extra benefits (Bell and Oakley, 2015).
Reward power
In this type of power, rewards are presented to the workers for the efforts which is
done by them. The reward can wither be in monetary terms or in kind (Bell and
Oakley, 2015).
Figure 2 French and Raven Model

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Source: [Bell and Oakley, 2015]

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M1 WHAT IS THE EFFECT OF POWER, CULTURE AND POLITICS ON THE TEAM
BEHAVIOUR AND PERFORMANCE
In the 1spatial, the rule engine is been followed for the management. The rule-based
approach helps in ensuring that the processes are getting automated and it’s easy
that way to perform the processes (Butchibabu et al., 2016). Therefore the task
culture is been followed by in the 1spatial, and the power that exists in the
organisation is the expert power which helps in turning the expert knowledge of the
employees in the 1spatial into the user-managed rules (Butchibabu et al., 2016).
CRITICAL EVALUATION OF CULTURE WITHIN THE 1SPATIAL
The task culture is suitable for the organisation as the main point of emphasis is on
the completion of the work using the appropriate resources and also deploying the
right person in the right place at the right time (Otte et al., 2018). The task culture
can be combined with the team culture, as the results of the departments are
concerned with the objectives of the individuals as well as the objective of the team.
Since the working is bit complex in the 1spatial, therefore it is important that the
tasks are divided into smaller parts and then they are performed (Otte et al., 2018).
As there are two sides of everything, along with the benefits, there is some
disadvantage too like the control gets a bit challenging in the 1spatialand the senior
manager is responsible for the allocation of the duties and responsibilities to every
team and individual. Therefore there comes a bit of referent power in the
organisation (Ponton et al., 2018).
EVALUATE THE POWER AND POLITICS IN THE ORGANISATION CRITICALLY
Along with the task culture, reward power is also been exercised in accordance with
expert power (Ponton et al., 2018). Therefore along with the reward power’s benefit
of motivation to the employees there is a drawback too, which is after motivating the
employees for once, he will be expecting more of rewards and then the cycle starts
and goes on. This also results in the enhancement of the feeling of greediness of the
employee in the 1spatial and also this may result in getting their attention diverted
from the work (Ponton et al., 2018).

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LO2
P2 EFFECT OF CONTENT AND PROCESS THEORY OF MOTIVATION ALONG
WITH THE TECHNIQUES THAT HELPS IN THE ACHIEVEMENT OF THE GOALS IN
THE ORGANISATION
In any organisation, one motivation theory can never act as the sufficient one, as
every theory has its own advantages and disadvantages along with the application of
the theory as the theory may have an effect on some employees and may not affect
the others. In the broader term, there are two kinds so the motivational theories i.e.
process motivational theory and the content motivational theory (Johnson, 2017).
Content motivational theories
These philosophies are based on the needs of the persons which is based on their
priorities. Some content motivational theories are:
 Maslow’s need theory
This theory is based pyramid consisting of the needs which are divided into five
categories which are starting from the bottom of the pyramid, psychological
needs, safety needs, belongingness need, self-esteem need and the self-
actualisation need (Gilal et al., 2016). As per the theory, the lowermost
discontented need is the foremost need of the employee which motivates the
employee to work to fulfil those needs.
 Herzberg – Two-factor theory
This philosophy is also named as the motivation-hygiene theory and according to
this theory, there are two factors, one of which is the motivation actor and the
other is the dissatisfaction. Therefore he came up with two set of factors, among
which one is the motivational factor and the other one is the demotivation factors
(Gilal et al., 2016).
Process motivational theories
The process theories help in finding out the reason and the causes that trigger the
behaviour in the employees (Bowers et al., 2018).

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 Goal setting theory
Goal setting theory is related to the task recital and it also indicates that in order
to get higher and better results, there should be specific and challenging goals
combined with the effective feedbacks. The two factors that work in the goal
setting theory are the commitment towards goals and the self-efficiency (Howell,
2016).
 Adam’s equity theory
According to this theory, if the treatment within the organisation is just and
equitable with everyone, then this helps in keeping the employees motivated.
Also, rewards should be provided to the employee on the basis of the work done
by them (Howell, 2016). Therefore the basis of the theory is the social exchange
theory and this theory also says that people are often inclined to equate their
efforts and work done by others and if there is the difference then this difference
helps them in motivating themselves in order to reduce the inequity and the
difference (Howell, 2016).

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M2 HOW TO MAKE THE EFFECTIVE USE OF THE BEHAVIOURAL
MOTIVATIONAL CONCEPTS AND THEORIES
Since the 1spatial is the global leader that works in the management of the
geospatial data. They work with their customers for delivering the real value by
making the data automated, current, complete and consistent. Therefore for
becoming successful, it is vital that the workforce working in the 1spatial should be
motivated enough to provide with the best of services (Raven, 2017). Therefore it is
required that the persons who are working at the top level managerial level should
be able to motivate the employees in an effective and efficient manner. Motivation
can be described as the set of power that helps in the guiding, initiating and making
the people to provide their best in the office. Therefore the motivational theories that
are practised in the 1spatial is Adam's equity theory along with the McClelland's
motivational need theory (Raven, 2017).
In the theory, there are three factors that work upon which are achievement, power
and affiliation. In this particular theory, affiliation is considered as the sound and
healthy connexion between the employees and the employee is in the need for
recognition (Ojo et al., 2016). Also, the employee wants to get the promotion for his
efforts which indicates the various achievements of the employees. There are ample
amount of the promotion opportunities for those who work hard, therefore in order to
keep the employees motivated, it is important to provide them with the rewards. The
third factor that works in the favour is the power, and when the promotion is been
given, power automatically seeps in. In the 1spatial, everyone gets the equal
opportunity to be it men or women (Ojo et al., 2016). The brand works with the belief
that the value if their brand incorporates its reputation, therefore the way the
employees behave with each other is how they visually appear to the outside world.
Therefore they try to imbibe these values in their employees also. The values with
which they work are approachable, innovative, smart and agile (Ojo et al., 2016).