Organisational Behaviour: A David & Co Ltd Case Study

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ORGANISATIONAL BEHAVIOUR

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Organizations culture, politics, power influence individual and team behaviour and
performance.................................................................................................................................3
M1& D1 Critical evaluation on culture, politics and power in an organization that can
influence individual and behaviour of team.................................................................................4
LO2..................................................................................................................................................6
P2 Content and process theories of motivation and motivational techniques enable effective
achievements of goals in an organizational context.....................................................................6
M2 & D3 Critical evaluate how to influence behaviour of others through the effective
application of behavioural motivation theories, concepts and models........................................8
LO3..............................................................................................................................................9
P3 Elaboration on effective team and ineffective team...............................................................9
M3 & D3 Analyze relevant team and group development theories to support development of
dynamic cooperation..................................................................................................................10
LO 4...........................................................................................................................................11
P4 concept and philosophies of organizational behaviour within organizational context.........11
M4&D4 Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both positive and negative way.............................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

LIST OF FIGURES
Figure 1: Factors that influence the work behaviour.......................................................................7
Figure 2: Maslow motivational theory..........................................................................................11
Figure 3: Tuckman’s team development model stages..................................................................15

INTRODUCTION
Organisation behaviour indicates about its structure and performances and level of performances.
The process relating execution of work with all its policies are included. By mentioning detail
research, A David & Co Limited culture is described by all politics and power that are influenced
on individual as well as on A David & Co Limited. With the help of behavioural theories,
processing of those theories is discussed. Also, how effective team opposed ineffective team is
detailed in this report with A David & Co Limited al behaviour.

LO1
P1 Organizations culture, politics, power influence individual and team behaviour and
performance
Culture: Culture of the organization execute features and knowledge regarding to selective
group of people, which indicates about their social habits, language music and crafts, religion
cuisine and many more doings. Right from performing goals and objectives organization, culture
consist on values, attitude, assumptions and understanding relating to execution of work.
Past culture of ‘A David & Co Ltd’
The organization is providing positive working environment to their employees by appreciating
them if they give full efforts to achieve the aims and objectives of the organization. The leaders
and managers of the organization provide monetary and non-monetary benefits to their
employees for increasing their motivation level. The organization is currently following Handy’s
culture model in which power, role, person and task culture are covered.
Influence of culture
Power culture covers use of power by the selected people of ‘A David & Co Ltd’ based on their
rights and responsibilities but according to the regulations of organization (Alvesson and
Sveningsson, 2015). Task culture is related to completing the task or assigned project on the
basis of their skills, abilities, innovation ideas and personality. Role culture help the manager to
identify the employees who will play certain task and as per they assign their roles on their skill
basis. Person culture is related to the employee that supervises the organization operations and
handles all the functions of other team members.
Importance of cultural differences awareness
It is essential for the HR manager to conduct the induction training program in which they need
to introduce the employees with each other, share details about the organization policies and
rules. In the programs and events they also need to spread the awareness of different culture
followed by different employee of the organization. The spread of different culture awareness
will help to provide equal rights and attention to every employee so that nobody will feel
discriminated at the workplace (Driskill, 2018). The culture-difference awareness help to

improve the respect between the employees and that avoid the issues, miscommunication and
conflicts among employees of A David & Co Ltd.
Hofstede's cultural dimensions theory
This theory is framed for the cross-culture communication through which every employee of A
David & Co Ltd can provide respect to each other. This cross culture theory is framed by the
Geert Hofstede. The theory also defines the effects of the society culture on the employee’s
values which reflect on their professional personality also. The values they learn from the society
will affect their individual behavior but it is important to give equal respect to each other at the
workplace.
Impact of globalization and digital technology on David & Co Ltd culture
Rise of the globalisation process provides various types of business expansion opportunities to
David & Co Ltd through which they can achieve market growth along with the profitability ratio.
Globalisation trend increases the import and export opportunities for David & Co Ltd through
which they can increases the sales of their food items in the market (Alvesson and Sveningsson,
2015). The organisation can use digital technology for selling their food items through e-
commerce site. The use of digital technology helps the organisation to effectively communicate
and connect with their customers. In the 21st century use of digital technology is important as it
saves the time, cost and efforts of the organisation and helps to attract customers easily.
Influence of politics
While carrying some power team leaders also directs employees relating to execution of work.
There are types of power that are focused in organization are reward power, expert power, power
related with performance (Huczynski et al, 2013). In the organization the types of powers are
opted and executed to maintain the level of motivation in accordance with results. It is well
understood and accepted by employees that they cannot lead union, as they are powerless.
The organisational politics and differences between the employees and employer will create the
chances of internal politics that are played by the senior management team of the organisation.
The internal politics played by the employer will create negative impact on the performance of
other employees. Sometimes the decisional structure of David & Co Ltd also influence the
politic factor and that create negative impact on the roles of employees (Wilson, 2017). The

biased decision taken by the senior managers will create internal issues. The change
implemented in the organisation is sometimes not accepted by the employees and they conduct
resistance for change which also influence the politics.
Influence of power
Power related with performances: From this process of training, performances are measured by
ay of exploring as per needs and powers are handed over to individuals accordingly. Hence,
major and wide focus sin amide on practical knowledge instead of book readings. There are
various factors which influence the power taken by the organisation such as- separate viewpoint
of every person, internal relationship, embedded organisational structure and the control over the
power. The power given to the individual will sometimes create internal issues between the
employees due to the inequality as they feel.
M1& D1 Critical evaluation on culture, politics and power in an organization that can influence
individual and behaviour of team.
Evaluation on Cultural effect of performances of team: Different employees of A David &
Co Ltd, performs their task and roles variously as work and responsibilities that have assigned.
Enough concentration is made from the time of recruitment, wide focus on employees impacted
negatively relating to culture of company. As we all know there is untrained or unskilled labour
that gets job in A David & Co Ltd. If they were creative and energized control is not necessary
for them. As there were presence of workers who are lacking in knowledge and other terms,
focus and control are made on them (Huczynski et al, 2013). Hence as per evaluation by being
manager of A David & Co Ltd organization, it will be highly appreciated to keep eye on such
employees which helps in avoiding hindrance and barriers that may occur in future. These
hindrances and barriers may result negative feedback by rendering services which is not good for
both employer and employee.
Evaluation on Creative culture: As there are remote teams and it is unconventional culture. It
is called so; the employees are tending to manage by themselves. From the basic processing of
commencement of work, teams are made with their manager or leaders, who take authority to
manage their work by getting done on time. As A David & Co Ltd organization is related with
Food and beverages, it cannot take risks relating to ineffective creativity. With the support and
guidance from other department, creativity is done effectively by understanding way of

presentation and current demographic factors which can create cause of failure. Also, knowing
present attitude of consumers before launching their food items their ability and experience is
developed with the help of trained and experienced staff who are engaged in activities of
business from earlier.
Evaluation of power and politics: The origin base of power is different types that are focused
by A David & Co Ltd company. They are coercive power, referent power, and legitimate power
also expert power and referent power. To promote success and understand the cause of downfall,
power and politics are two main factors that are well understood by A David & Co Ltd
organization (Wilson, 2017).
Figure 1: Factors that influence the work behaviour
Evaluation on reward power: While comparing to other organizations one of the important
factor that is accepted and understood by A David & Co Ltd company is reward power. Each
individual have little greed to earn more comparing to previous terms. These earning can be in
terms of cash or kind like promotions, increment or any other things. Employees of A David &
Co Ltd are rewarded with promotions as well as increment when there is recruitment of new
employees. This stage encourages promoted employee to perform much better than earlier in
order to gain more.

Evaluation of Expert power: Evaluation on expert power can be understood better by knowing
the importance of knowledge skilled that are opted or gained by employees. Accumulated
knowledge or skills are of no use that is very well by all of us (French, 2011). Hence, to promote
solely, each individual of A David & Co Ltd explore their talents day by day. This resulted in
understanding about employee’s hidden talents which cannot be measure anyways but could be
seen in productivity of A David & Co Ltd company.
Evaluation of influence on behaviour of team: Positive influence on employees will definitely
bring out decided output (Wilson, 2017). Where negative influence on employees and other staff
will lead the A David & Co limited to suffer. Head of the department should focus on resources
whether they are human or natural and bring out the productivity by concentrating effectively.
Evaluation of Demographic factors: Huge and keen interest is taken of demographic factors by
organization as, it resembles about the changes in behaviour and attitudes of consumers
(Lawrence and Lee, 2013). Demographic factors like the sex, origin, beliefs and race etc play an
impact on behaviour in workplace. However, believes in equal opportunities and diversity but
these native factors are behind the encouragement of employees to make advantages of
opportunity.

LO2
P2 Content and process theories of motivation and motivational techniques enable effective
achievements of goals in an organizational context.
Maslow’s Hierarchy of needs: The method of motivation describes need of people from bottom
in shape of pyramid. By representing needs in form of hierarchy, terms of motivation is detailed.
Following are the needs that are covered in Maslow motivational theory:
Physiological needs: This need includes food, shelter, water and need which is necessary for
every individual. It is the basic need for survival of human beings (French, 2011). To act stable
either professionally and in public, basic needs is to be fulfilled rather than other things as
primary.
Safety and security needs: When physiological needs are fulfilled, the nest focus is made on
achievement of safety and security needs. The second type of needs involve income, place to
live, good health and well beings. Security, this term involves, personal and financial security
with safety mesh against accidents, illness and other things.
Belongingness and love: The giving and receiving affections form families, friends and in place
of work can be called as belongingness and love. Positive atmosphere in which individual
survive result oneself by exploring hidden talents and skills.
Esteem: Gaining respect as an honourable person and useful as well being is focused in this type
of need. Getting appreciation and respect from other indirectly motivates individual to perform
better than previous time.
Self actualization: Developing potential to the fullest can be called as self actualization. It
includes growth and stability of individuals which result in motivation to perform variously with
betterment from role. Life experiences whether they are positive or negative plays a vital role in
self actualization. The different levels of needs are categorized into five and detailed below.

Process theory
Vroom’s expectancy theory
This theory of expectancy majorly focuses on both process and content. It also describes about
needs, equity and reinforcement theories (Lawrence and Lee, 2013). Being voluntary behaviour
this theory indicates process is governing choices among alternatives. To engage individual in
motivation, activities are determined by three factors are detailed below in this report.
Expectancy: When an individual believes hard work definitely result in success is called as
expectancy.
Instrumentality: The connection between performance and goal is understood by individual are
called as instrumentality
Valence: Value of reward and result of success are called as valence.
Skinner’s reinforcement theory: Behaviour of individual that are formed by consequences are
called as reinforcement theory. Feedbacks that are negative or positive that lead towards
motivation are included under this theory. They are as follows
Positive reinforcements: Any kind of trophy, promotions increment in salary rewards given to
individuals are called as positive reinforcement.
Negative reinforcements: Elimination, restriction, undesirable behaviour are example of
negative reinforcements.
Implications of these motivational theories on management and leadership system of A
David & Co Ltd:
With the help of applying motivational theories on the management and leadership styles will
help to encourage the commitment, involvement and contribution of the employees and that help
A David & Co Ltd organisation to achieve their competitive benefits. The management system
of organisation can be improved if managers fulfil basic needs of their employees and understand
their needs for job satisfaction (Belschak and Den Hartog, 2010). The leaders can use
participative leadership style to satisfy the self esteem need of employees by involving them in
the decision making process. So it is analyzed that motivational theories implementation put
positive impact on A David & Co Ltd.

M2 & D3 Critical evaluate how to influence behaviour of others through the effective application
of behavioural motivation theories, concepts and models.
Behavioural psychology: This is the theory that is mainly based on ideas which all type of
behaviours will acquire by conditioning. The conditioning will be occurring by the
communication done by the employees with the internal environment of their workplace.
Emotional intelligence: This is considered as the capacity used by the employees of the
organisation to get aware about their control, interpersonal relationship handling and emotions
which help them to get success in their personal and professional lives (Wheldall, K. and
Merrett, F., 2017). This capacity help the employees of David & Co Ltd to control their emotions
while working in a team and try to maintain healthy relationship with other employees.
Importance of soft and hard skills used by the leaders and managers of A David & Co Ltd
Soft skills are mainly used by the leaders of A David & Co Ltd as they believe in working with a
team and not creating any pressure on their team members. The leaders handle their team with
soft skills as they never get strict towards their employees. But, managers use hard skills and
they always gives orders to employees for completing the task. Managers of David & Co Ltd get
strict with their employees so that work pressure will be created to complete the task.
Effects of achievement motivation on behaviour: Driving force behind all actions of
individuals or employees can be defined as motivation. To describe about strong behaviour of
others, needs and influence of individuals have impact on directions of others. By critically
evaluating behavioural motivation individuals, different forms of motivation include extrinsic,
intrinsic, achievement and physiological motivation (De Vries, 2013).
Self attributed motives: it can be also called as implicit motives. The interaction between
situation variables and individuals subject of motivation to achieve came across in motivational
research. In the prediction of behaviour, there are directly involvements of two motives which
are called as implicit and explicit. Task performances are made for incentives inherent through
spontaneous impulses to act can be termed as implicit motives. By deliberating choices and more
repetition of stimulated for extrinsic reasons can be defined as explicit. Prediction of behaviours
is directly involved in two motives.