Organisational Behaviour: A Case Study of 4com plc's Team Dynamics

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Organisational Behaviour

ORGANISATIONAL BEHAVIOUR
Contents
Introduction...................................................................................................................................................... 3
LO 1 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context..................................................................................................................................... 4
Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance..................................................................................................................... 4
LO2 Evaluate how to motivate individuals and teams to achieve a goal.............................................7
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organizational context..............................................................7
LO3 Demonstrate an understanding of how to cooperate effectively with others..........................12
Explain what makes an effective team as opposed to an ineffective team...................................12
LO4 Apply concepts and philosophies of organisational behaviour to a given business situation
........................................................................................................................................................................... 18
Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation................................................................................................. 18
Conclusion...................................................................................................................................................... 22
References....................................................................................................................................................... 23
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Introduction
Every organisation has its own culture, politics and power that influence the employees and
teams working under it. The behaviour of the organisation must be very soothing so that it
can help its employees best to reach the outcomes. The positive environment also leads to
growth and development of its employees. It is also the responsibility of the organisation to
motivate the employees according to their needs. Motivation helps to create zeal in the
behaviour of individuals that assist in accomplishing the goals and objectives easily and
quickly. 4com plc is a telecommunication organisation that has been chosen as an example
for this paper.
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LO 1 Analyse the influence of culture, politics and power on the behaviour
of others in an organisational context
Analyse how an organisation’s culture, politics and power influence individual
and team behaviour and performance
An organisation’s culture, politics and power plays an important role in shaping the
behaviour and performance of the individuals and team performance. If all these aspects
appear to be positive for the working individuals then both employer (organisation) and
employees (individuals and teams) can gain a good profit in terms of name and fame. All the
three aspects are explained as below-
Organisation’s culture-
The organisational culture can be defined as the set of agreed values and beliefs that are
responsible for altering the behaviour of individuals working under it (Elsmore, 2017). 4com
plc provides a very soothing culture for its individuals and all are well adapted towards it.
Furthermore, the influence of 4com plc’s culture on individual and team behaviour and
performance has been elaborated with the help of following points-
Positivity among individuals and teams- the individuals working for 4com plc are well
aware of the fact that this organisation is not only interested in developing its own value but
at the same time it takes care of the expectations of its employees. This creates a sense of
positivity and loyalty towards management team of 4com plc.
Strengthening relationships- as 4com plc administers for market organisational culture that
focuses on results achievements in a friendly manner. The employees’ feelings are equally
valued according to this culture. This positive attitude has helped a lot for 4com plc to
maintain a sustainable relationship with its employees giving them equivalent opportunity to
develop and grow.
Best out of each one- 4com plc’s culture has helped a lot in extracting best out of each of its
employees in the way by engaging them in different activities and helping them side by side
so that they may grow professionally (Wiengarten et al, 2015).
Thus, it can be said that 4com plc’s culture has been friendly at such level that everyone
working under it can work freely and accomplishes various tasks satisfactorily.
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ORGANISATIONAL BEHAVIOUR
Organisation’s politics-
Organisational politics involve such activities on the part of individuals that are brought in
the organisation that brings various changes for self-attainment without harming any aspect
of the organisation. Thus, it is being done for self-interest. Given below is the influence of
4com plc’s politics on team behaviour and performance-
Brings motivation- through organisational politics, employees of 4com plc feel motivated
that they will not be ignored in the organisation
Strengthening discipline- high discipline can be maintained with the help of organisation’s
politics as every individual is fully involved in his/her accomplishment of tasks.
Gaining profit- sometimes with the changes brought through organisation’s politics help in
gaining profit for 4com plc and attracting more customers towards it (Cacciattolo, 2014).
Name and fame- recognition can easily be gained by employees under 4com plc. This is
because organisation’s politics help to bring positive changes in 4com plc so in return, 4com
plc recognises its individuals and teams and they gain name and fame.
Involves factors like bargaining- with the influence of organisation’s politics, bargaining
can be done in 4com plc.
Using team’s effort- to accomplish a particular task, team’s efforts are valued that also
becomes the source of good revenue generation.
Helps in recognizing leaders- good leaders can be selected in 4com plc, through its
organisation’s politics that can help to run the business smoothly.
Thus, it can be concluded that if organisation’s politics is used wisely, it can help individuals
and teams on both personal and professional terms.
Organisation’s power-
Organisational power can be defined as the process in which behaviour of a subordinate
employee is influenced by the ability and skills of the leader. Thus, it is done to make good
profit and revenue generation by optimal use of resources. Within the environment of 4com
plc, the power is given by itself to complete the tasks more effectively. Sometimes structural
and at other times, functional power can be used. In the structural or hierarchical power, the
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ORGANISATIONAL BEHAVIOUR
greater the hierarch, the greater will be the power. The leader at the top level must be very
influencing one, so that he could get the work done. In the functional power system, an
individual gains power by the work he does. Influence of organisation’s power on employees
and team behaviour and performance within 4com plc, is described as below-
Meeting the objectives- organisational power has helped 4com plc a lot in achieving its
objectives and targets. The leaders here are able to convince their subordinates thereby
efficiently using the resources as well.
Important factor for growth- as 4com plc has shown tremendous growth and development
in the recent time, the power within 4com plc has become as an important element for growth
in the market. Good performance by team members is also a result of it (Lyamu and
Mphahlele, 2014).
Thus, it can be said that the important the job of an employee within 4com plc, the greater
will be his power. There are many ways through which power can be enhanced like skills,
information, experience, and company of senior employees. 4com plc always looks towards
its power factors before taking any decision.
In the end it can be summarised that organisational culture, politics and power play an
important role in maintaining position of the business and making the system run smoothly.
Employees are the vital assets of an organisation. By providing satisfying conditions to them
through positive culture and politics help them to enhance their knowledge and use it in right
way to help 4com plc to enhance the profit and lead in the market in all situations.
Organisational power plays its own role in bringing the best in individuals and team
performances.
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ORGANISATIONAL BEHAVIOUR
LO2 Evaluate how to motivate individuals and teams to achieve a goal
Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organizational context
Motivation is a very part of daily job routines of an organisation. It can be treated as a
driving force that enables the individuals do the desired work within specific time period and
with positive attitude. It always results in effective achievement of goals in the organisation
(Pinder, 2014). As HR manager of 4com plc, many motivational theories are used to motivate
the employees and initiates a spirit of hard work and enthusiasm among them to work with
more power so that objectives can be achieved easily and effectively. Motivational theories
can be categorised into 2 kinds- content and process theories. How these different theories are
used on the individuals of 4com plc, is elaborated as below-
Content theories- with the help of content theories, it can easily be found how the needs of
employees working under 4com plc change with the passage of time. It also helps to
understand those factors that are responsible for motivating the behaviour of the teams.
Various content theories are Maslow’s hierarchy of needs, management assumptions (Theory
X and Theory Y), ERG theory, and McClelland need for achievement, affiliation and power,
Herzberg’s two factor theories. These are explained as below-
Maslow’s hierarchy of needs-
Figure 1: Maslow’s hierarchy of needs (Cherry, 2014)
Using Maslow’s hierarchy of needs motivation theory is very useful in satisfying the needs of
the employees. Maslow has categorised the needs of the employees into five different levels
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into a pyramid like structure. When one level of needs is satisfied by the individual, he/she
automatically is motivated towards the next level. Starting from the lowermost, these
different levels are physiological, safety, social, esteem and self-actualisation needs. It is
through this theory that employees of 4com plc are satisfied and are influenced to accomplish
the goals and hit the target. These needs are broadly categorised into two needs as deficiency
needs and growth needs. Deficiency needs are the basic needs of the individuals like food,
shelter, job security, socialisation with others. These are the basic needs that must be fulfilled
by every individual to work satisfactorily at 4com plc. After achieving all the above needs, an
individual is motivated towards higher level i.e. towards growth needs. These needs are
associated with individual’s personal growth and development. Under these needs, an
individual wants to grow at a higher level like he wants recognition in the company. At these
levels, monetary factors are less considered. Thus, an individual at 4com plc can be
motivated through these different levels.
Management assumptions (Theory X and Theory Y)-
McGregor has designed this theory under which he has described that there are two kinds of
nature behind management style. He has assumed some of the qualities of management style
under two styles as Theory X and Theory Y (Gurbuz, Sahin and Koksal, 2014).
Assumptions under Theory X- it is assumed that in an organisation to attain the objectives,
the manager’s style must be very strict. It is the strictness only that can lead to success of the
business. The individuals must be directed properly so that they can achieve good results.
Assumptions under Theory Y- facts and terms here are totally different with that of Theory
X. It is not the fear of punishment that leads to achieving of objectives. But the manager must
produce such conditions that can help individuals in achieving the goals. The individuals
must enjoy the work. The accomplishment of objectives must be associated with rewards.
Such type of motivation not only helps the organisation but employees too.
The management of 4com, plc also works on the principles of Theory Y and strongly believes
that employees can be motivated in right direction through this theory.
ERG Theory- This is a revised theory of Maslow’s hierarchy of needs in which levels of
hierarchy are reduced to three. These are Existence, Relatedness and Growth needs.
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ORGANISATIONAL BEHAVIOUR
McClellands needs for achievement, affiliation and power-
According to this theory, it becomes easy to motivate the individual with high motive of
success rather than to the one with low motive of success (Lazaroiu, 2015).
Herzberg’s two factor theory-
This theory works very well in achieving the objectives with a motivational force. Herzberg
has coined two terms, motivators and hygiene factors. These are-
Motivators- achieving the goal, recognition in the market, satisfied work, being responsible,
further proceedings.
Hygiene factors- policies and regulations of organisation, monitoring, wages, working terms,
co-worker relationships.
The motivators lead towards the satisfaction towards job where as hygiene factors could not
satisfy the individuals (Alshmemri, Shahwan-Akl and Maude, 2017).
4com plc works at its best to motivate the employees through motivators of Herzberg’s two
factor theory.
Process theory of motivation- process theories of motivation mainly explains how
motivation can be given to employees and how that motivation brings changes in the
behaviour of individual. There are many process theories of motivation like- equity theory,
expectancy theory and the Porter-Lawler model.
Equity theory- as the name clearly specifies, there must be equity in working efforts and
rewards awarded to the employees for their effort. The employee must constantly seek his
efforts towards achievement of the goal with respect to the co-workers. In the same way, the
rewards being given to them must also be closely monitored and immediate action must be
taken to bring equity among all the employees (Miner, 2015). In 4com, plc, the management
works with this theory under performance management of the employees.
Expectancy theory- this theory is the basis of all motivational theories. Under this theory,
when an employee is motivated, he/she expects certain rewards or awards in return, which is
very basic. The current behaviour of the individual is altered in order to achieve the desired
results which in turn expect future rewards (Barron and Hulleman, 2015). 4com plc takes care
of this fact that every individual has some desired force, that must be motivated to achieve
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the results and suitable reward must be given in return to the employee so that this process
could be continued in future.
Porter-Lawler model- this model explains the motivation in its best way that leads towards
the accomplishment of goals along with satisfaction of the employees. The model is
explained with the help of following figure-
Figure 2: Porter-Lawler model (Gilmeanu, 2015)
Employees of 4com, plc are motivated by suitable rewards in return of showing their efforts.
The employees then put all their efforts and show their abilities and traits. Important roles are
also assigned to the employees in this process. After achieving the goals, performance
management is undertaken. Afterwards, rewards are given to the employees. Depending upon
their need, rewards can be of two kinds- intrinsic and extrinsic. After perceiving equitable
rewards, employee is satisfied with the working of 4com plc and helps to generate more
revenue.
In addition to the motivational theories, there are different motivational techniques that help
to build trust among the employees and use their abilities and capabilities to achieve the
organisational goals. All the motivational techniques help to improve the performance of the
employees so that they could be used positively for the organisation. Some of the
motivational techniques that are provided to the employees of 4com, plc are as below-
 Providing helpful environment
 Flexibility in working hours
 Appreciating the work of employees
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 Job engagement
 Job enrichment
 Financial help
 Job security
 Giving authority and responsibility
 Appraisal of employees
Through use of above motivational techniques, 4com, plc has been successful in establishing
long term relationship with its employees. The additional benefit is that the resources are
used extensively and wisely. Through efficiency, desired outcomes could be generated.
Moreover, through stability of the employees, it becomes easy for 4com, plc organisation to
achieve the results with accuracy.
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LO3 Demonstrate an understanding of how to cooperate effectively with
others
Explain what makes an effective team as opposed to an ineffective team
A team can be defined as a group of employees working together with a motto to achieve. As
4com, plc is a renowned organization in telecommunications industry; many different teams
are formed here according to the activities going on. There can be different teams like-
functional team, problem-solving team and project team. In a functional team, all the team
members expertise in common function and work together to achieve the results
In the problem solving team, all the line managers are grouped together to solve the real work
problem. The team is also aided by a facilitator. On the other hand, project team is basically
formed to complete the project. After the successful completion of project, the team is often
disbanded. In the project team, different employees with different functions and groups are
grouped together in one team to complete the project. Under the environment of 4com, plc
also project teams are made according to the need of organisation.
Here given are some of the points that highlight how employees should cooperate
effectively with others in the groups-
 Communication flow must be very smooth and honest.
 There must be flexibility in approaching the leader of the group.
 Innovative ideas must always be acceptable.
 Values and beliefs of others must also be listened carefully.
 Always show enthusiasm to actively participate in discussions.
 All skills and competencies must be utilised.
 Different skills and talents of others must also be identified.
 Must always accept the contribution made by others in the team.
 All the terms and conditions must be followed till last in the team (Woodcock, 2017).
Tuckman’s team development model- Tuckman has designed four important stages of team
development. He considered these stages as the base of the formation of team. These are-
forming, storming, norming, performing and adjourning
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