Organisation Behaviour Report: A David & Co's Performance Analysis

This report provides a comprehensive analysis of organizational behaviour within the context of A David & Co. It begins by exploring the role of organizational culture, politics, and power in shaping individual and team performance, including an examination of Handy's typology and the five sources of organizational power. The report then critically evaluates content and process motivational theories, such as Expectancy theory, Maslow's hierarchy of needs, and ERG theory, to understand their influence on individual behaviour. Furthermore, the report explains the differences between effective and ineffective teams and analyzes relevant team and group development theories. Finally, it applies and evaluates concepts and philosophies of organizational behaviour, offering critical insights into team development within the organizational context. The report aims to provide actionable insights for improving organizational performance through effective management of culture, motivation, and team dynamics.

Organisation
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Role of organisation's culture, politics and power in an individual and team performance. 1
M1. Critically analyse the culture, politics and power of an organisation influencing the
performance of team and individual player............................................................................4
TASK 2............................................................................................................................................4
P2. Evaluate Content and process motivational theory..........................................................4
M2. Critically evaluate how Motivation theory influence the individual behaviour.............6
D1. Critically evaluate the relationship between culture, politics and power........................6
TASK 3............................................................................................................................................6
P3 Explain difference between effective and ineffective team..............................................6
M3. Analyse the relevant team and group development theories..........................................8
TASK 4............................................................................................................................................8
P4. Apply concepts and philosophies of Organisational behaviours.....................................8
M4. Evaluate the concepts and philosophies of Organisational Behaviour.........................10
D2. Critically evaluate the team development theory in context of organisational behaviour10
CONCLUTION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisation behaviour is a part of management system that refer to the study of
understanding and predicting human behaviour within an organisation. It basically involve the
behaviour of an individual in group and their willingness to adopt changes. Thus, the study of
organisation behaviour not only benefit to organisation but also to an individual by gaining job
satisfaction(Cacciattolo, 2014). Herein, A David & Co organisation behaviour plays an essential
role to create job satisfaction, enhance intrinsic motivation, promote their efforts and improve
overall performance of an individual.
In this project report topics to be covered under organisation behaviour are role of
organisation culture, politics and power in an individual and team performance. Report also
covers how to motivate individual and team to achieve goal, ways to cooperate effectively with
others. Apart from this report cover different concept and theory of organisation behaviour in a
business situation.
TASK 1
P1. Role of organisation's culture, politics and power in an individual and team performance
Organisation culture:
Organisation culture refer to future expectation, experience, value and philosophies of
an organisation. The culture defines the organisation to guide the behaviour of an individual
working within the organisation (Dawson-Shepherd, Kellner and Neumann, 2013). Herein, A
David & Co limited has widespread its services range like it deliver perishable products, ready to
eat product and bakery products to different area like home, hotel, restaurant etc. Thus, their
employees maintain coordination and communicate with each other significantly in order to
serve their prospects.
Handy Typology
Handy typology was proposed by Charles Handy in 1999. The categorisation of typology is done
of the basis of four category they are as follows:
Power culture
In an organisation power resides in the hand of few people who are mainly at top level
management. Organisation mainly focuses on result oriented rather than process oriented. That
means an employee is judged by its performance. A David & Co limited adopts power culture as
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they are into delivery work also, so it is very essential for an organisation to deliver the items on
time. Otherwise, there is a risk of quality associated with perishable items like vegetable , fruit.
In order to wisely track the performance of an employee A David & Co adopt this role.
Role culture
Role culture defines the set of rules and regulation of the company like chain of command. It is
very important for everyone to abide by the rules of organisation. Therefore, in A David & Co
employees are assign authority as the company involves the involvement of huge staff like
manufactures, suppliers, packers, distributor, warehouse etc. Hence, due to long chain in
authority decision making takes time but in order to operate smoothly company has to adopt
proper chain of command.
Task Culture
Under task culture teams are prepared on the basis of same interest to tackle specific issue. In A
David & Co teams are made to conduct various task like processing, distributors, packers,
marketing and sales. Hence, the effectiveness of task depend upon the working style of
employee, their skills, personality trait, creative thinking etc. As a result A David & Co makes
teams after properly analysing the behaviour of an individual (Dobrow, 2012).
Person culture
Person culture define the first priority of an individual in an organisation is themselves. This
sometimes lead a clash between the thinking style of an individual and organisation. Herein, A
David & Co some workers are more concerned about themselves rather than industry.
Furthermore, they believe delivering services is their only task may not focus much on delivering
quality services. As a result hampers the growth of overall organisation.
Organisation power
Organisation power refer to the ability of superior to influence the behaviour of
subordinate within the organisation. There are five sources of power in an organisation they are
as follows:
Legitimate power
Legitimate power is also known as positioned power, here powers are delegated to the
managers of an organisation. In A David & Co each team has specific head their task is to further
delegate the authority to the team members. In addition team member will report to their
respective manger like distributor of the company will report to their sales head. Hence,
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legitimate power helps an individual, team as well as organisation to accomplish overall
objective.
Expert power
Expert power is important as an expert has expertise over their subject. Their work is give
suggestion and recommendation to the organisation to deal with problem. A David & Co makes
the use of expert power because of their foresight vision. Thus, they require that expert help to
get innovative idea and operate efficiently in competitive environment (Huhtala and et.al., 2013).
Coercive power
Coercive power is used to threaten the employees of an organisation by giving them the
deadline to increase the productivity of organisation. Herein, A David & Co managers uses this
power if they find their workers are not providing quality services. So they associate punishment
like demotion, termination and leave cut in order to bring back the employee in track. As a result
it becomes challenging task for employee to keep on enhancing their performance.
Referent power
Referent power refer to the ability of an individual to get influenced by other by
developing a relationship with other individual. A David & Co supports this power to provide
extrinsic motivation and enhance the performance of their working staff.
Reward powery
Reward power is positive reinforcement, here company gives the reward on the basis of
the performance of an individual. A David & Co uses this method to motive as well as keep the
workers connected with the organisation. Moreover, their reward include salary hike, promotion,
bonus, paid leave etc. Therefore, this lead the employee to work hard and contribute their efforts
in favour of organisation.
Political Behavioural:
Political behaviour within the workplace is an informal behaviour that plays huge impact
on organisation outcome. They directly affect the functioning of an individual, team member as
well as organisation like negative politics increases the chances of worker absenteeism and
turnover.
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M1. Critically analyse the culture, politics and power of an organisation influencing the
performance of team and individual player
Organisation culture, politics and power plays a very significant role in influencing the
individual behaviour, team member as well as overall organisation in following ways.
 A David & Co must ensure if negative politics within the organisation is hampering its
growth. Then they must try to dissolve it as soon as possible otherwise the performance
of individual within the team will get affected. Hence, lead to job dissatisfaction and
increase in turnover rate
 Respective company goes for both positive and negative reinforcement as both factors
helps the organisation to improve the growth of an individual, team as well as
organisation. Therefore, this method helps in increasing the productivity of company.
 The roles and responsibilities are properly assigned on the basis of specialisation, skill
and interest. This delegation of responsibility ensure a smooth flow within the
organisation. Hence, influences the function of individual with in the team.
 Apart from this, A David & Co should make use of its different powers like legitimate or
coercive power to direct the performance of staff and team member. Thus effective
performance of an individual in team helps in attaining the objective of organisation
(Harper, Randall and Rouncefield, 2012).
TASK 2
P2. Evaluate Content and process motivational theory
Process theory of Motivation: Process theory provide a proper idea or structure which
explain about the plan, development and changes in the organisation. So, A David & Co Limited
follow this theory in their organisation which provide help to the manager to motivate their
employees by preparing effective strategies. It includes the various theories such as:
Expectancy theory: - This theory identify the relationship between the employees
regarding their work. It is also based on the personal skills, experience, ability and knowledge.
Every individual have different goals in their life so they work according to it. A David & Co
Limited apply this theory in the organisation which help them to motivate their employees.
 Instrumentality: - It is about the employees perception whether they actually get the
enough appreciation that is required for achieving company's objective and goals. It is the
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responsibility of management to ensure that every individual get the reward for their
work. That provide motivation to the employees to achieve organisational goals.
Manager of A David & Co Limited provide transparency in their reward and incentives
system that motivation workers.
 Expectancy: - Every employee have different expectations regarding their work. So
manger of A David & Co Limited need to identify the worker's potential and distribute
work according to this. For this, manager need to provide proper training to the
employees which help them to identify their potential (Hyde, Harris and Boaden, 2013).
 Valence: - Employees have it's own values that can be extrinsic and intrinsic. Extrinsic
includes money, promotion, reward and other benefits and intrinsic involve the work
satisfaction. So manager need to identify that, what is value of employee in the A David
& Co Limited.
Content theory of Motivational : This theory is earlier introduced for motivating
employees that heavily influence the management in respect of company's practices and policies.
This is also known by the need theory and there are various content theory such as Maslow's
need,ERG and McClelland's achievement theory.
Maslow's need theory: - This theory given by the Abraham Maslow's in the 1940's and
it is categories in the five stage. According to this theory, people need to fulfil these stages for
motivation. Maslow's theory start with the basic and than move further for the actualization.
 Physiological Need: - This stage required to fulfil basic needs of human that is food,
shelter, sleep or water. Because without the fulfilment of these need employees not able
to perform mentally or physically.
 Safety and Security: - This need is very important for the workers because it involves
the safety of work for the longer period. Safety need provide the job security, proper
place to live and health of the worker. A David & Co Limited company provide job
security to workers, so they don't have to worry and it help them to stay longer.
Employees perform well in the organisation because they feel secure at the time of doing
their task (Jalonen, 2014).
 Belongingness and love: - It is a third stage of Maslow's theory that is about the social
need such as love from other, to become a part of any community, friendship and any
kind of relation. It is manager's responsibility to build that kind of relation between the
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employees. A David & Co Limited have this kind of environment in the organisation.
Company have supportive colleges, employees have good relation with each other. For
example: - If any employee have any work related issue than they can share with their
peers and subordinates if they feel connected with each other. Otherwise they get
frustrated because of that particular issue. So friendly environment of the company help
the employees resolve their problems. Belongingness need is important for the
organisation to motivate their employee.
 Self esteem: - In this stage, employee want respect from their subordinates that feel them
important in the organisation. Manager of A David & Co Limited provide this kind of
environment at workplace where juniors respect their senior employees and treat them
very well.
 Self actualization: - It is the last stage of motivation of an employee and it achieved
after fulfilment of all the above mentioned four need. Self actualization involve the
personal growth, development and creativity. So A David & Co Limited company's
employee achieve this stage by facing lots of challenges which occur in the business to
achieve goals and objective.
Content and process theory help the organisation to motivate it's employee which if
further going to achieve organisational goals and objectives. Because process theory help the
manager of company to identify the employees behaviour and than assign work according their
skills and knowledge. Content theory help the company's manager to identify the need of
employee and than try to satisfy them. Because after satisfaction of employee they are able to
achieve company's goals.
M2. Critically evaluate how Motivation theory influence the individual behaviour
Motivation theory effect the individual behaviour which is helpful for the A David & Co
Limited company to fulfil their objectives and goals. Maslow's theory of need define the
individual need that is very important to satisfy because without this employees are not able to
perform very well. Every individual have different expectation so it is very important to identify
employees expectancy and than motivate them according to it.
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D1. Critically evaluate the relationship between culture, politics and power
 A David & Co promotes participative culture between superior and subordinate that lead
to generation of leadership power. Thus, organisation must define its rules and regulation
appropriately in order to achieve desired goals.
 A David & company's culture, politics and power helps them to gather innovative
thinking and smarter way of doing task.
 In order to maintain balance between cultural, political and power differences A David &
Co makes team and set some targets. This makes the team result oriented.
TASK 3
P3 Explain difference between effective and ineffective team
Effective team: - Effective team means, the group of people who achieve business
objectives and goals in an organisation. Every member of the team share the same goal and they
all work together to achieve it. It is a basic mantra of an organisation to become successful in
their area. Because effective team perform their work very well in comparison to ineffective
team (McLennan, 2013). For making any team effective it required individual contribution to
achieve organisational objective and goals.
Ineffective team: -Ineffective team include those people who are not mutually able to take any
single decision. Even team members are not freely communicate with each other and they don't
have common goal to achieve. Because manager in not able to clarify organisational objectives
to their team members. This kind of team is not clear with the organisational objective and goals
due to this reason efficiency, effectiveness and business ethics suffers a lot.
Difference between effective and ineffective team:
Effective team Ineffective team
Effective team aware about the company's
goals and objective which help them to
perform as team because they follow the same
path to achieve business goal.
Ineffective team have lack of purpose at the
time of achieving business goals and
objectives.
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In this team, manager guide each member of
team which help the employees to achieve A
David & Co Limited company's objective.
Manager not provide any kind of guidance to
the workers that how to fulfil business
objective.
Manager of the company take suggestions
from individual employee that is helpful for
decision making process.
In this kind of team, manager discussed with
limited people and take their decision
according to it. This kind of activity dominate
other employees.
Manager of effective team is not dominating
employees by using their power in the
organisation.
Manager of this team take advantage of their
power and status to dominate others (Owoyemi
and Ekwoaba, 2014).
Tuckman theory plays important role for the understanding of effective team and it's
behaviour or activity.
Tuckman theory:
This theory published by the Dr. Bruce Tuckman and it involve forming, storming,
norming and performing. It provide helps to the management for the explanation of team
behaviour and development. Shorter time period project provide the facility to observe individual
behaviour in the team. A David & Co Limited company follow this model for the identification
of effective team. This theory contain four stages that is going to explain in A David & Co
Limited company's context (Pope and Burnes, 2013).
 Forming: - This stage involve the high dependency of employees on manager at the time
of performing any task. Manager need to guide every individual and provide necessary
directions. Employees have unclear idea about their role and responsibility. So manager
of A David & Co Limited need to prepare lots of answer for the worker's queries and
related questions. That is about goals, objective and propose.
 Storming: - It is very difficult to reach on single decision in the team. People with
different position want to establish their suggestion at top. Leader of the team face lots of
challenges because of this. Members of the team need to focus only on business
objectives and not to confuse by any relation or emotional issues.
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 Norming: - In this stage, team member need to resolve issues such as respect their team
leader that increase the strength of colleagues. For this, manager of A David & Co
Limited need to engage team members through different activities and fun. Basically
manger try to resolve the issues between the workers and make them aware about
company's goal and move forward to achieve common goal.
 Performing: - It is important to share same vision between the members that help them
to work together and it avoid the manger interference. So team members can take
decision that is similar to the leader's criteria. It is also ensure that decision of individual
is not conflicted with manager's decision (Rigtering and Weitzel, 2013).
 Adjourning: - It is the last stage of Tuckman theory that is about the disbandment of
team. Most of the time manager build the team for any specific project or task. After
completion of project team will be adjourn and members don't have any regular link.
M3. Analyse the relevant team and group development theories
Tuckman theory provide the proper system of individual performance in the group task. It
provide proper framework to how teamwork is done in the organisation and how it should be
manage by the company. When team members work for the same goal and vision than it enable
them to fulfil the organisational objective in effective way. For this manager of A David & Co
Limited should follow this theory and provide proper guidelines for regarding team's gaols,
objectives and purpose.
TASK 4
P4. Apply concepts and philosophies of Organisational behaviours
Path goal theory:
This theory help the organisation to select specific behaviour of an individual so manager
can identify the best need of employee. Than guide individual employee through this theory. It
includes three basic steps such as:
 Identify the employee and environmental characteristic.
 Manager need to choose any leadership style.
 Need to focus on motivational factor that is going to help in organisational success.
Path goal theory defines a specific leadership style that fits better in an organisation for
both employee as well as manger. The main motive of path goal theory is to increase the
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motivation of employee and empower them to gain organization profitability (Tajeddini and
Tajeddini, 2012). There are various leadership styles which A David & Co adopts for different
segment like food processing segment, packers segment, distributor segment etc. Different
leadership style for different segment helps the member of specific group to achieve their goals
and objective. This concept and philosophies help the manager to identify the behaviour of
organisation at individual level.
Directive leadership: Under this leadership style, leader has full knowledge regarding the
task and its deadline. They thoroughly communicate about the task and expectation from the
employees by constantly guiding them. Hence, A David & Co adopt this policy for new or
inexperienced employee.
Supportive leadership: In this leadership style leader is known for its concern towards
employees. Apart from work, they pay lot of attention on well being of their employees. A
David & Co especially adopts this strategy when employee feels demotivation and does not
believe in themselves.
Achievement oriented leadership: Here leader set challenging benchmark with the
believe that their staff will accomplish it. Moreover, leader continuously help their employees to
get the best result. A David & Co uses this concept or leadership style for the employee who
want to work independently and can solve the problem by their own.
Participative leadership: In this leadership style leader welcome the idea or opinion of
their employees. They engage their employee in the process of decision making. A David & Co
makes use of this leadership style when they know they have pool of highly involved employee
with specialised knowledge.
Contingency theory:
Contingency theory of leadership states that a leader must know which strategy they have
to opt in different situations. Maximum outcome comes when right leadership style is matched
with right situation. A David & Co makes the use of proper structure of task, leadership power
and team atmosphere to produce desirable outcome. There are two factors of contingency theory
they are described below:
Least preferred co-workers scale(LPC)
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