Analysis of Organizational Behaviour in Fat Face: A Case Study Report

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ORGANIZATIONAL BEHAVIOUR
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Table of Contents
Introduction......................................................................................................................................3
P1 M1 Analyse how an organization’s culture, politics and power influence individual and team
behaviour and performance.............................................................................................................4
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organizational context...........................................................7
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models............................................................9
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed providing justified recommendations......................10
P3 Explain what makes an effective team as opposed to an ineffective team...............................11
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation......................................................................................................................12
P4 Apply concepts and philosophies of organizational behaviour within an organizational
context and a given business situation...........................................................................................13
M4 Explore and evaluate how concepts and philosophies of organizational behaviour inform and
influence behaviour in both a positive and negative way..............................................................15
Conclusion.....................................................................................................................................18
References......................................................................................................................................19
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Introduction
Organizational behaviour is considered as the study based on human behaviour within the
organizational settings and the interface within the human behaviour as well as the organization
itself. The researchers of organizational behaviour study individuals’ behaviour primarily within
their different roles of organization. There is a great importance for studying the behaviour of
organization as, it seems to provide an understanding for the reason that people behave in such a
way within the organizational culture. The concept of organizational behaviour is known to help
for studying a complex nature based on human beings within the organizations through
identifying causes as well as effects related to that behaviour. Hence, the present study focuses
upon the concept of organizational behaviour along with the influences of various cultures within
the organization of Fat Face (Voucherexpress.net. 2019). This is a UK based retail organization
of accessories and clothing. It has been founded in 1988. It provides trendy designs of clothes for
both men and women along with kids; it also serves accessories and footwear that are designed
authentically within UK. The mission of the particular organization is to deliver a greater value
by a combination of the trusted quality as well as considered style. The company wants the
people to love the clothes of that organization.
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P1 M1 Analyse how an organization’s culture, politics and power influence individual and
team behaviour and performance
Different cultures of organizations
According to the views of Mickan and Boyce, (2018), the culture of any organization may have a
varying impact over the performance of the employees along with their levels of motivation. In
most of the cases, employees are seen to work hard for achieving the goals of the organization in
case they seems to consider themselves for being a part of that corporate culture. Various
cultures that operate within the same organization can also consist of an impact over the
performance of the employees. There are certain types of culture that can effect upon the
individuals and the performance of the teams within the organizational environment. In case of
dominant culture, the organizations rely upon the environment which, the company seems to
operate.
This environment also involves the objectives of the organization, belief system associated to the
employees and also the management style of the organization. In case of highly bureaucratic as
well as, a well structured organizational culture; it typically follows such a culture that comprises
of extensive control (Barbaranelli et al., 2018). Hence, the employees eventually follow a
standard process along with the strict adherence towards hierarchy and the well defined
responsibilities and roles of the individuals and teams. For this case, the strategy is for attaining a
competitive advantage in the competition. However, another culture is the collaborative way that
presents the decentralized workforce consisting of integrated units that works together for
finding answers to any problems. Another culture is creative culture, where, the organizational
leaders allow the team members to use their creativity as well as encourage creative thinking that
is out of box.
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Figure 1: Different cultures of organizational environment
Source: (Balwant, 2018)
Based on the views of Safi et al., (2018), the above organizational cultures comprises of certain
effects upon the performance of the employees. In many cases, it can be seen that employees
work hard for achieving the goals of the organization in case they consider themselves for being
one of the part for the respective organization. For instance, if an organization maintains the
reserved attitude, the employees can also follow the instructions accordingly. On the other hand,
if any organisation is seen to allow only the team of sales for being outspoken as well as socially
active, the company might experience rivalries within areas. In case of the respective
organization, that is Fat Face, it makes use of the creative culture within their workplace as, this
helps them to gather new and innovative ideas related to the recent trends and designs of the
clothing fashion.
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Politics and power within the workplace
Organizational politics are generally referred to as certain varieties of activities that are
associated with the utility of influence tactics for the improvement of organizational and personal
interests. Politics are known to exist within each and every organizational culture. This can be
considered as an asset that might be used for a strategic execution along with a useful and natural
tool regarding the change efforts. Organizational politics carries several negative connotations
and is not only a tool for the self serving (Mansouri et al., 2018). However, the office and the
organizational politics are eventually turned within power as well as social networking in an
organization for achieving the changes that actually benefits the company or rather the
individuals. The influence within the team members and the other individuals, can serve their
personal interest besides the regard to their effect upon the organization itself. In case of the
organizational power, it is known to be significant for the companies as, it helps for
accomplishing the goals and objectives of the individuals. The more the power of a team or
individuals, the more it can influence others and achieve success.
The politics and power both have a serious impact over the individuals of the organizations. For
instance, politics can lower an employee’s output and can also affect their productivity
associated with the organization. According to Lugosi, (2019), the individuals who are known to
play politics over the organization, they generally comprises of less attention towards their
productivity and work. The organizational power can influence the individuals within the
organization in various ways. For instance, regarding the present organization that is Fat Face, its
organizational power seems to build trust within the co-workers, and it helps in cultivating
reliability by consistency. Other than these, the organizational power also helps the individuals in
being assertive and flexible as well.
However, the organizational power and politics can also lead to many negative aspects as, power
can be of formal as well as informal. The formal power can result in explicit authority and
expertise (Pan et al., 2018). In some cases, this may portrait a wrong style as, many people prefer
for exerting the power within subtle ways as well as through the relationships within the
workplace. Hence, all the cultures and power and politics within the organizational environment
can have both positive as well as negative impact.
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P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organizational context
The content theories of motivation are known to be the earliest theories based on motivation and
the later modifications associated to early theories. As stated by Karatepe et al., (2019), in the
organizational environment, it consists of greatest impact within the management practice as
well as policy. The contents theories of motivation are also considered as the theories of needs as
they usually are related with such a view that concentrates within the importance based on
determining whatever motivates individuals. Hence, they generally try for identifying the needs
of the people and relate that to motivation for fulfilment of the respective need. There are many
theories within the content theories of motivation. One of the content theories is mentioned
below:
Maslow's hierarchical needs
This is a renowned theory of motivation which was propounded by an American psychologist
Abraham Maslow in the year of 1940s as well as 1950s. Maslow was known to put forward the
idea of hierarchy that involves such needs that comprises of five different levels. These needs
were seemed to be progressed from the needs of lower order to the needs of higher level. The
main agenda of the respective theory is to depict that all people have various needs based on the
five levels which starts from the lower level. Each and every individual is motivated for
satisfying the levels within an ascending order (Griffioen et al., 2018). The respective needs are
categorised within main groups such as deficiency needs that consists of physiological needs,
social needs and safety needs; and the next category is growth needs that consists of self-
actualisation needs and esteem needs.
Hence, these can be achieved in an organizational level and can also help in achieving goals and
objectives of the organization. For Instance, the social needs can be achieved through acquiring a
position and through maintaining a positive relation with the co-workers. As per the views of
Tunley et al., (2018), the safety needs can be provided by the organizations for taking care of
their employees. Thus, the esteem needs opts for going into a position and also opts for a desired
self respect through the position. However, in case of self-actualisation needs, an individual
desires for any authoritative position and for power as well.
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In case of process theories, it includes the theory of Skinner's reinforcement, Adam’ equity
theory, Locke’s goal setting theory and similar others are also included. The skinner
reinforcement theory is classified as the behaviour that is formed through its consequences.
According to this theory, there are two kinds of reinforcements such as, positive reinforcement
and negative reinforcement (Tunley et al., 2018). Positive reinforcements are classified as
appreciation, praise, trophy, promotion and money or rather any other rewards which may
increase a possibility based on rewarded behaviours and its repetition. On the other hand, the
negative reinforcement is considered as such a behaviour that can be seen when a meal is
provided to a hungry person. In the particular case, the meal is referred to as the negative
reinforcement as it eliminates an unpleasant state. This can be related to organizational
behaviour.
For instance, when an employee gets promotion and praise within their workplace, the person
gets motivated to work in a more efficient and effective manner that cats as a positive
reinforcement for the person (Seong and Hong, 2018). But, a negative reinforcement can include
politics within the organizational culture or rather an authoritative culture that might be difficult
for the individuals to adjust within the respective organizational culture. The present
organization is also known to make use of the positive reinforcement regarding the skinner’s
theory that helps their employees to be motivated.
Hence, all these theories can result in motivation for the employees within the organizational
culture (Bellini et al., 2019). Apart from these there are certain other motivational techniques that
are undertaken by the concerned organization that is Fat Face. These motivational techniques
involve creating of a positive environment of work, recognising the achievement as well as
accomplishments, setting goals that are achievable and reasonable and sharing the profits for
improving performance. Thus, these motivational techniques help the present organization to
enhance their productivity with quality work.
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M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models
According to Ruepert and Steg, (2018), the theories of motivation help to influence the
individual behaviours within the organizations in many ways. The motivational theories results
in recognition of the abilities of individuals, sense of the achievement, stimulating the work,
growth and learning, empowerment and responsibility, promotion and the feeling for being a part
of something. Following the motivational theories within the organizational contexts or rather
environments can create job satisfaction and can also enhance productivity in an effective
manner. For instance, the concerned organization makes use of many theories of motivation. One
of them is Herzberg’s two factor theory. According to these two factors, it consists of motivation
factor and another is hygiene factor (Tsai, 2018). Motivation factors allow the employees to be
encouraged for more productivity. However, the hygiene factors involve job security, salary,
organizational policies, working conditions and the technical quality based on supervision.
Hence, all these allow the employees to be loyal, committed and motivated towards the
respective organizational culture.
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D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed providing justified recommendations
The culture of the organization is referred to as the values and beliefs which have existed within
the organization regarding a longer duration as well as to the beliefs for the staffs. The foreseen
value related to the work can influence their behaviour and attitudes. As per the views of Stapley,
(2018), there is also a relationship within power and influence as, these are the two approaches
that are prolonged to the management or rather leadership and is referred to as influence and
power. This can also be known to exercise certain negative aspects and can also influence the
positive as well as encouraging side. These two factors are all present within the relationship of
management position and also the position of leadership.
The various cultures along with power and politics can lead to motivation and at the same time
can similarly have certain negative impacts over the organizational environment (De Sanctis et
al., 2018). For instance, the respective organization makes use of creative and collaborative
culture rather than controlling and authoritative culture. Hence, the organization comprises of a
friendly environment without showing any kind of authority over the employees. Thus, power
and politics on the other hand can also lead to positive environment such as, evolving a
supervisory attitude and abiding the rules and regulations of an organization can enhance a
disciplined way of work. But on the other hand a negative attitude through power can demoralise
the employees to work in the respective environment. Hence, a positive use of culture power and
politics can help the organizational teams to succeed within the workplace.
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P3 Explain what makes an effective team as opposed to an ineffective team
Effective teams are referred to as the foundation for every successful organizational cultural. The
companies which do not consist of teams that work together in a productive manner are often
known to struggle. Based on the views of Chou et al., (2018), the effective teams can help in
improving the quality and to facilitate the project’s completion and also increases productivity
along with their efficiency. The main characteristics based on an effective team is, they seem to
establish clear objectives and goals. This can be depicted as, a purpose of compelling energises
the members of teams and orients them for their objective and also totally engages and uses their
talents in a productive manner. On the other hand, the characteristics based on the ineffective
teams consists of lacking unity within the team members, it do not possess any organised method
or system that results in disorganisation, they persists of certain gaps within the knowledge and
consists of uneven distribution of jobs. Thus, this results in low productivity and efficiency
within the organizational environment (Greasley and Owen, 2018). This to a certain extent
depends upon the leaders of the teams. An effective leader can make their team motivated and
can also execute works through productive manner as compared to an ineffective leader.
Effective leaders persists several characteristics that make a team efficient and productive.
There is a difference between effective and ineffective teams. The effective members of teams
are known to be serious about their works and their performance and also consist of effective and
efficient methods to execute their work through a strategic way. The effective teams are seen to
be dependent upon the leaders in a higher manner for direction and guidance. The leaders of the
effective members of team are seen to be prepared for solving the problems of the individuals.
The leaders also make the purpose, external relationships and objectives of the organization clear
in front of the team members. However, in case of ineffective team, the members are seen to
view regarding the positions and attempts for establishing themselves in association with other
members of team (Yang et al., 2018). These individuals are seemed to receive certain challenges
from the other individuals of team. In these teams, the clarities based on the purposes of the
organizational objectives are considered to get increased but, many uncertainties are also seemed
to persist. Hence, in this case, the responsibilities of leaders are to coach the team in a proper
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manner. Therefore, the effectiveness and ineffectiveness of the teams, both depends upon the
efficiency and direction of the leaders within the organizational culture.
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation
As opined by Brohi et al., (2018), there is a team development theory that supports the
development based on dynamic cooperation. Tuckman’s theory is one of the concepts that helps
in developing relevant teams within the organizational culture. This model has been developed in
the year of 1965 by Bruce Tuckman. It is a theory of team development and was formed for
certain ideas from its conception. This focuses upon the way through which a team can be
developed. This theory is specifically relevant for the challenges of team building. According to
the respective theory, a useful aspect related to the activities of team building pertain the
completion based on the tasks that can be undertaken through the team. Hence, it consists of
certain steps for developing a team. These steps are mentioned below:
Forming- In this step, the team is seemed to get assembled according to the allocated tasks
(Davies, 2018). The members of team behave in an independent manner and get to know one
another throughout the respective step.
Storming- This step consists of addressing various ideas of team members. In this step, the ideas
are known to compete with each other for the team members.
Norming- After the phase of storming, the team members are considered to enter within the
norming stage (Johnson et al., 2018). This phase consists of a harmonious practice of working
along with the teams and agreeing upon the rules as well as values through which, the members
can operate.
Performing- This is considered as the last step and phase within which, the team members seems
to cooperate with each other for delivering their best output for the organisational activities and
goals along with objectives.
Hence, these are also considered as the theories of group development for a dynamic cooperation
(AHMAD et al., 2018). Thus, the concerned organization that is Fat Face also makes use of the
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