Motivation Theories and Techniques in A David & Co Limited

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Organisational Behaviour
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Contents
Introduction.................................................................................................................................................3
LO1. Analyse how an organisation’s culture, politics and power influence individual and team behaviour
and performance with special reference to the Organisation that you selected from the list above.............4
LO2. Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context with special reference to the chosen
organisation of your choice as chosen above...............................................................................................8
LO3. Explain what makes an effective team as opposed to an ineffective team........................................12
LO4. Apply concepts and philosophies of organisational behaviour within an organisational context and a
given business situation.............................................................................................................................14
Conclusion.................................................................................................................................................16
References.................................................................................................................................................17
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Introduction
The organizational culture is an essential component of the organization which can direct it
towards the successful goal achievement and sustainability. The organizational culture can be
defined as the values, behaviours, approaches etc. of the organization which can contribute to a
harmonious and unique work place. The culture of the organization operates as a basic frame
work which smoothen its operations and leads it towards success. This makes the organizational
culture a vital part of the organizational behaviour (Wilson, 2018).
This report speaks about the relevance of the culture for the organization and the benefits which
the organization can gain through the implementation of an effective and structured
organizational culture. An organization from the foods and beverage industry is taken into
consideration for the purpose of the analysis.
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Company Back Ground
A David & Co Limited is the medium sized organization located in UK. This organization deals
with the production and the distribution of the fresh, fruits, vegetables, bakery items, breads etc.
They deliver the food products directly to the clients like hotels, super markets etc. This
organization holds a dominant position in its market and generates handsome revenue through
exhibiting different product lines and extra ordinary services.
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LO1. Analyse how an organisation’s culture, politics and power influence
individual and team behaviour and performance with special reference to the
Organisation that you selected from the list above
The influence of culture, politics and the power can impact the individual and the team behaviour
to a major extend. Some of the ways through which these three factors influence the individual
and the team behaviour of the A David & Co Limited has been discussed here.
Culture: The culture of the organization A David & Co Limited can be analysed based on the
Handy’s cultural topology. According to the Handy’s cultural topology an organization can
follow four types of cultures which are the power culture, task culture, person culture and the
role culture. The power culture highlights the influence or the control of the people in the higher
positions of the organization. The task culture denotes that the organization focuses on the team
formulation and participative problem solving. In person culture the people of the employees will
be more individual oriented and in the role culture the employees are delegated the
responsibilities based on their expertise (Elsbach and Stigliani, 2018).
When the organization A David & Co Limited is viewed under this cultural topology this follows
a team culture. They consider each department as the member of the family and the employees
are involved in the critical decision making process. The management follows the approaches
like empowering, delegation of responsibility etc which motivates the employees to perform
better and work towards the goal achievement of the organization. Through implementing the
team culture the management of A David & Co could understand the potential and abilities of the
team members. This makes it possible to provide proper training and development to the
employees which would motivate and shape their behaviour to reach the organizational
objectives.
When considering the organizational culture of the A David & Co it can also be identified that it
has implemented the McKinsey 7s model which highlights the principles of the shared values.
This organizational culture model has enabled the organization to share the resources, facilities,
HR, information in such a manner that the organizational goal is achieved in a sustainable
manner. The managers of each department make sure that the employees are provided with
correct and relevant information. This interactive culture reduces the ambiguity and motivates
the individuals and the team members to operate effectively.
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Source: Strategic management insights, McKinsey 7s model
Politics: The organizational politics can be considered as the influence or the behaviour of the
individuals or the managements in the organization which reflects selfishness in order to obtain
specific goals and interests. The organizational politics focuses on the achievement of the
personal or the team goal but in fact it can ruin the organizational goal as a whole. The
organization politics can put the employee morale and motivation lower which can impact his
performance and the goal achievement. The existence of the organizational politics within the
organization can force the employees to engage in undesirable behaviours which can impact the
individual and the team as a whole (Mölk and Auer, 2018).
Almost all organization even it is small, medium or large corporations the organizational politics
exists. Likewise in the selected organization A David & Co, the traces of the organizational
politics which act as the major factor which ruins its culture and productivity can be determined.
For example when the employees of A David & Co is taken into consideration almost all of them
work for years or are the family members of the already existing employees. This has generated
politics within the work place through providing importance to the opinions and decisions of
those employees rather than the employees from outside. This situation has impacted the
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commitment level, motivation and the interest of the other employees to work for the
organizational goals. This decreases the productivity of those employees and hence can impact
the organization as a whole.
The employees who are looking for the career change with more knowledge and potential will
not opt for the organization which encourages politics within its work places. Rather the existing
potential employees can quit such organizations as it retards the personal development. Even
though the research identifies that a small amount of organizational politics is essential for the
effective team functioning, too much of it can impact the productivity of the team and
individuals negatively.
Power: In the organizational context, the power can be defined as the ability or the authorization
of an individual or the group of members to enforce their policies and procedures based on their
interest. The power also holds the ability to influence one’s behaviour in the work place and
hence can create conflict which can impact the team and the individual performance. The power
of the individual can generate positive and negative outcome in the workplace.
In the organization A David & Co, the supervisors are given the authorization and power to take
decisions and actions which can lead to the successful goal achievement of the organization.
Here the supervisors use their power to equip the team members with sufficient resources,
information, and training and develop met. This positive utilization of the power of the
supervisors makes the individuals and the team members of A David & Co productive and
motivated (Anand, Vidyarthi and Rolnicki, 2018).
In inappropriate use of power in the organization can lead to a major malfunctioning of the
organizational system. The management or the superiors can use their power for satisfying the
personal interest. For example the procurement manager of the A David & Co can make use of
his power to buy the fresh fruits and vegetables from the supplier of his interest for his personal
gain. This can improper use of power can de-motivate the employees when the substandard
supplies impacts the performance of the employees. Hence the delegation of the power and the
authority has to be handled and implemented effectively and positively to positively influence
the work group.
From the analysis it can be identified that the culture, politics and power are the essential
components of organizational behaviour. Only if these components are formulated and managed
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effectively the individuals and the team members can be motivated and committed to achieve the
goals and objectives of the organization. The negative impact can ruin their performance and can
finally impact the organizational performance as a whole.
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LO2. Evaluate how content and process theories of motivation and
motivational techniques enable effective achievement of goals in an
organisational context with special reference to the chosen organisation of
your choice as chosen above.
Motivation is the approach adopted by an organization or its management in order to make the
employees perform better and to lead them towards the organizational goals. The motivation
plays an important role in enhancing the employee potential, retaining employees, achieving
employee loyalty etc. The impact of the motivation and its theories on the organization A David
& Co has been evaluated here.
The influence of content and process theories of motivation in the effective goal
achievement of the organization A David & Co
Content Theory of motivation
 Maslow’s Hierarchy of Needs: The Maslow’s hierarchy of needs highlights the five
levels of needs which are the physiological needs, safety needs, social needs, esteem
needs and self actualization need. According to Maslow if these needs of the employees
are satisfied, then the employees will be motivated to achieve the goals of the
organization.
In organization organization A David & Co the supervisors and the managers satisfies the
needs of the employees through close monitoring and supervision. They provide
competitive compensation and work life balance which meets their social and esteem
needs. The managers recognize the positive work done by the employees which meets the
safety and self actualization needs. This approach of the organization A David & Co
remains the employees motivated and loyal (Crowston and Fagnot, 2018).
 Management Assumptions" (Theory X and Theory Y): Mr. McGregor proposes X
theory and Y theory considering the assumptions made by the managers about the
employees. X theory highlights the dislike; control and punishment are required to reach
the organizational goal while the Y theory highlights a happy and participative approach
to reach the goal.
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When the organization A David & Co is taken into consideration, it can be identified that
they adopt the Y theory of motivation. Here the managers are trained to be participative
and to create a friendly environment in the work place. Through this they provide
opportunity to the employees to express their opinion which makes them self-responsible
and self-motivated to reach the goals effectively.
 ERG Theory: This theory of motivation highlight three needs of the employees which
when not met the motivation level of the employees may go down. Those needs include
the Existence needs, Relatedness needs and Growth needs.
When the operation of the organization A David & Co is viewed from the perspective of
the ERG theory the management provisions the employees with relevant training and
development programs. For example, the production department is educated with the
quality standards, legal implication which can cause due to low quality Juices and other
food products, etc. This meets their growth needs and the relatedness needs. The
provision of rewards and recognition for the innovative ideas like new recipes, new
strategy etc motivates the employees since it meets their existence need (Hatch, 2018)
 McClelland’s Need for Achievement, Affiliation and Power: McClelland argues that
the employees are in requirement of the affiliation, achievement and powers. These needs
make them motivated and more loyal towards the organization.
In the organization A David & Co the delegation of power or authority is provided to the
employees to make decisions while critical situation. For example the employee or a
marketing person of the A David & Co who is managing an unsatisfied customer with the
food products are provided with the power to make any promises to make the customer
convinced. This makes the employee more confident and can focus on his work more
effectively. Similarity the organization provide chances for achieving their personal goals
which and also recognized those achievement which makes them loyal.
 Herzberg’s' Two Factor Theory: This theory highlights the factors which act as the
satisfiers and the factors which act as the dis-satisfiers. When the organization A David &
Co’s management process is taken into consideration they focus on enhancing the
satisfying factors and eliminate the dissatisfying factors.
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Process theory of motivation
 Equity theory: This theory highlights the response of the employees to the equality and
in equality which is practiced by the managers or the leaders in the workplace. In A
David & Co, they have established a code of conduct to treat everyone equal that reduces
the unnecessary ego, conflicts, etc within the work place and to motivate employees.
Source: Equity theory of motivation (Hirsh, Lu and Galinsky, 2018)
 Expectancy theory: Here the motivation level of the employees is related to the
expectation of the employees from the inputs which he has given. The management of the
A David & Co understands the expectation of the employees for their positive outcomes
and rewards them with monetary and no monetary rewards (Hirsh, Lu and Galinsky,
2018).
The influence of the motivation techniques in the effective goal achievement of the A David
& Co
The motivational techniques adopted by the management of the organization plays a vital role in
motivating the employees and also in achieving the goals of the organization effectively. Some
of the motivational techniques which have been adopted by the organization A David & Co have
been discussed here.
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 Rewards and recognition: Positive efforts, goal achievement, etc are rewarded through
compensation, gift vouchers, etc. Recognition is given by the senior managers for the
positive reinforcement. This technique motivates the employees to work for the
organization effectively.
 Creation of a positive working environment: The A David & Co has generated a
positive working environment which is free from ego, conflicts, any sort of
discriminations etc. Such a work place enables the employees to work effectively and
produce desired results.
 Setting SMART Goals: Through setting SMART goals the employees will get
motivated to achieve it effectively. For example, the production department is provided
with a goal of producing quality food products through specifying the quality standards.
This reduces ambiguity and hence the motivation level will be increased.
 Delegation and empowering: The employees are empowered to prepare new food items
and drinks which make them self-responsible for the taste and flavour. The excitement
will motivate them to perform better (Kiruja and Mukuru, 2018).
 Training and development: This technique will make them confident and motivated to
take up changes in the business environment.
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