Organisational Behaviour Report: Aji Ichiban Case Study Analysis

This report analyzes the organisational behaviour of Aji Ichiban, a Hong Kong-based snack food franchise. It examines the company's hierarchical structure and its impact on employee motivation, retention, and productivity. The report delves into the relationship between organisational structure and culture, comparing Aji Ichiban's structure to that of Baleno, a flat-structured apparel retailer. It explores factors influencing individual behaviour, using Charles Handy's typology to assess the influence of power, roles, and tasks. Furthermore, it compares leadership styles, contrasting Aji Ichiban's autocratic approach with Baleno's path-goal leadership. The report also discusses the application of motivational theories, the nature of groups, teamwork, and the impact of technology on team functioning, providing recommendations for improvements to boost employee morale and overall business performance. The analysis includes the application of various management approaches and organisational theories to improve the company's performance.

ORGANISATIONS AND BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1 .....................................................................................................................................1
1.1 Comparison of different organizational structures and culture.............................................1
1.2 Relationship between structure and culture of firm and impacts on business performance. 2
1.3 Factors impacting individual behaviour at work...................................................................3
SECTION 2 .....................................................................................................................................3
2.1 Comparison of effectiveness of leadership styles.................................................................3
2.2 Organisational theory underpin the practice of management...............................................4
2.3 Different approaches of management...................................................................................4
SECTION 3......................................................................................................................................5
3.1 Impact of leadership style on motivation..............................................................................5
3.2 Application of different motivational theories at Aji Ichiban...............................................6
3.3 Usefulness of motivation theory for managers.....................................................................7
SECTION 4......................................................................................................................................8
4.1 Nature of groups and group behaviour within organisations................................................8
4.2 Factors that promote development of effective teamwork in Aji Ichiban ...........................8
4.3 Impact of technology on team functioning of Aji Ichiban ...................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour acts as tonic of the management for managing stable work
culture. It is the regulated by shared perspective, beliefs, values and norms which are formed by
business to keep employee activities coordinated. It is the essential step which need to be
managed by senior management because it offers set of practices and policies to serve employee
satisfaction and motivation at workplace.
Aji Ichiban is one of the most popular and largest snack food franchises in Hong Kong
which is facing major issue in employee productivity retention and motivation. The assessment
will outline analysis of management over organization structure, culture, motivation and
motivational technique. The analysis will assist in making relevant recommendation for further
improvement to boost workers morale. The report will outline organization structure and culture
with the help of Charles handy typology which will assist in deriving influence of power,
politics, role and task in an enterprise. Further, the study will identify use of Maslow hierarchical
theory to analyze needs of workers which needs to address to boost individual morale. Further,
the assessment will be outlining development of effective team in order to collaborate
employee’s efforts towards one common business goals and objectives.
SECTION 1
1.1 Comparison of different organizational structures and culture
Culture and structure of every company differs from each other which helps in making
clear differentiation among working patterns, performance and outcomes. Aji Ichiban Company
Limited is leading confectionery retailer of Hong Kong which 100 outlets and more than 700
staff. The company has hierarchical organizational structure which is segregated according to
divisional and functional units (Acevedo, 2018). The executives are directly connected to non
executives but employee lack involvement with top management and therefore middle level of
managers are senior management of workers. In accordance with hierarchical structure the
workers lack communication and interaction with top management which leads to various
conflicts and unequal distributions of power by senior management.
On the other hand, there is Baleno, The apparel retailer of Hong Kong which follows flat
divisional structure where every employee in connected with management which promotes
effective involvement of workers in decision making process of business. Thus, structural
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division promotes equal distribution of power which helps in managing safe and proper power,
politics and task culture in an organization.
Thus, on the basis of comparison of two different types of organizational structure, it can
be said that structure of enterprise is the major influencing factor of work culture. It is necessary
of the new manager of Aji Ichban to focus on effective participation of employee in decision
making process to create value for them. Further, management will be focusing on equal
distribution of power among workers to control influence of politics among employee which is
the major reason behind increasing unhappiness among staff members (Coakley, Roberto and
Segovis, 2014).
1.2 Relationship between structure and culture of firm and impacts on business performance
Structural and cultural relationship play a crucial role in managing sustainable business
performance because it is related to employee productivity and work management. The
employees of confectionery retailer are not involved in decision making process and therefore
the individual are unable to share their opinion over time constraints, weakness, use of resources,
etc. However, lack of workers participation lead to formation of gap which become long term
barrier and impact performance of business.
Organizational structure is unique strategy of company which promotes division of
different department, functions and employees. However, culture is collection of norms, values,
power, beliefs, perspective which controls individual behavior. Both the concepts are interrelated
to each other on the basis of working aspect like, hierarchy is related to tall structure which is
according to functional units of an enterprise (Healy, 2016). Further, there is clan culture which
is concerned with flat structure and can be related to matrix structure of firm. In accordance with
this analysis, it can state that implementing proper structure and culture in an organization is the
core objective because to it is related to employee productivity which can hinder performance of
business.
On contrary, lack of senior management involvement with employee led to unequal
power distribution which influences power and politics aspect among employees where few
workers act superiors because of decision making authority and power. The increasing pressure
of peers and unequal work distribution lead to dissatisfaction among staff members which
hamper employees productivity and working ability. The lack of employees involvement in
business activities is the major reason behind degrading business performance.
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1.3 Factors impacting individual behaviour at work
In accordance with organizational structure and culture of Aji Ichiban, it can be said there
are numerous factor influence behaviors of workers towards organization. The influence can be
easily determined with help of Charles Handy typology which is as follows:
Influence of Power: It is based on distribution of role and responsibility which enables
power of decision making. This denotes hierarchical or tall structure of firm where employee
lacks involvement in decision making process. This is the major factor which influences
individual behavior towards business and its goals (do Carmo Silva and Gomes, 2015). However,
tall structure of Aji Ichiban clearly indicates lack of staff participation which is the foremost
cause of unhappiness among workforce.
Influence of role: It is based on individual skills, talent, skills and qualification to which
no one can question and conflict. Role among workers of Aji Ichiban are clearly distributed
which promotes clarity of job role and coordination among workers and therefore cannot be
considered as reason behind lack of involvement and demotivation among workers. The
motivation of appropriate role and responsibility impacts individual behavior at workplace by
boosting workers working ability.
Influence of person: This factor is one of the most controversial factor and lead to
politics within organization. In this superiors of Aji Ichiban are focused on misusing power and
role due to which employee at lower level suffer and have no say for themselves (Patnaik,
2011). This is because of lack of communication with top management for which conducting
regular session with employee is the best strategy to determine their issue and understand reason
behind workforce dissatisfaction.
Influence of task: This is based on distribution of work for which it is the responsibility
of management of Aji Ichiban to understand individual ability to work in certain functional unit.
Equal and appropriate distribution of work is another aspect which impact individual behavior at
work by boosting one morale to work in dynamic working conditions.
SECTION 2
2.1 Comparison of effectiveness of leadership styles
Effectiveness of leadership within Baleno apparel retailer and Aji Ichiban a confectionery
retailer is seen with the helps' implication of style of leading. There are different types of
leadership style like, situation, path goal, contingency, autocratic, etc. which are implied by firm
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according to employee efficiency, motivation, satisfaction and working ability. The leadership
style of senior management of Aji Ichiban is autocratic where supreme power is in hand of one
person. Employees have no say in business performance, requirement, decision making, biased
outcomes, and appraisals. It is the major reason behind degrading morale of workers and needs
to be managed by new management person. It is analyzed that the employee lack communication
due to which there are numerous internal and lower level of conflicts which hampers workers
productivity.
Apparently, Baleno, apparel retailer of Honk Kong has implemented use of path goal
theory where the managing person of an organization. With the help of this theory the
professional is able to determine employee ability to work in certain condition for certain task
(Sanjeev and Surya, 2016). This is implied by firm to increase workers motivation,
empowerment, and satisfaction to attain productivity and accomplish business goals and
objectives. Thus, it can be said that Senior management of Aji Ichiban can overcome employee
difference and influence of power and politics by establishing change in leading style with the
help of path goals leading style.
2.2 Organisational theory underpin the practice of management
Practice of management plays a crucial role in regulating stable employee activities and
productivity. There are various organizational approaches which are implied by business to
manage and control labor productivity, efficiencyand workflows. The implication of
management approaches is focused on serving employee satisfaction. However, style of
managing workers are focused on long term, rigidity and single style of functioning. This aim at
managing smooth functioning of business and employees activities.
The theory and approaches unpins values and beliefs of individual which helps in gaining
trust of worker. It is aim at valuing employee and employer relationship which is guided by
psychological contract, where employer values the rules and regulation which are formed to
ensure employee safety (Jesinoski, Miller and Volker, 2016). Further, unpinning approaches
helps the employee in becoming better person not per the organization but for own personal and
future life.
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2.3 Different approaches of management
Management approaches established guidance to managing person of organization for
coordinating and cooperating employees activities. There are various types of management
approaches which are discussed below:
Scientific management theory: The approach helps the firm in synthesizing workflow
on the basis of labor productivity and employee efficiency. In accordance with this approach the
managing person of organization is able to clear differentiation between working ability of
certain team ad group. Further, this helps in deriving effective way to perform certain task that is
one best way to accomplish job responsibility within time constraint. It is an effective approach
to management of Aji Ichiban because it helps senior manager in protecting employee interests
with business productivity.
Contingency management theory: This approach helps the organization in outlining
influence of internal and external factors to derive the best way of performing certain task. It is
effective theory of managing employee productivity ad well as business performance because it
supports coordination of leader in different situational factors (Miner, 2015). This theory aim at
setting one right way to perform task in coordination with leadership styles and different
organizational situations. It is effective for employees management at Aji Ichiban as it works
with technology and environment of business where structure is followed and information act as
central approach of working.
SECTION 3
3.1 Impact of leadership style on motivation
Leadership style of seniors in organization plays a crucial role in employees motivation
and on individual morale of working. Leadership style are based behavioral approach ad
situational approach which depends on management style of organization. Like the leadership
style of Aji Ichiban is autocratic where the power is in hands of one senior management where
employee have no involvement in decision making process and are responsible for functioning
according to rules of management. On the basis of survey it is outlined that one of the major
reason behind demotivation and dissatisfaction among employees of enterprise is autocratic
leading style. In accordance with survey, it is determined that autocratic leading style of
management of Aji Ichiban is most influencing factor of motivation.
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However, there is Laissez- faire leading style where there is one supreme person whois
not only responsible for leading employees but promotes workers participation which helps in
understanding their interest of work. Further distribution of work according to employees interest
is the best way of gaining their trust and participation in organizational activities. The support of
employee to team leader reflect individual motivation within firm with regard to leading style.
Apparently, there is, democratic style of leaders where workers are allowed to work according to
own interest and have regular interaction with team leader. It is the best approach to boost
workers morale and gaining their loyalty over working in uncertain business situations.
Thus, it can be outline that leadership style in an organization plays vital role in
influencing employee motivation of working as it is related to individual interest and
participation in business functions. This enable workers sense of responsibility and
Belongingness which assist management in demonstrating values of staff members. Representing
value of workers by involving them in decision making process and by creating transparent
communication and information system is the best way to meet content process of motivation.
3.2 Application of different motivational theories at Aji Ichiban
Implication of motivation theories in an organization is the basis for boosting individual
morale of working which is accomplished by implementing use of continuous motivation at
workplace. There are two types of motivation that is content and process where content is based
on meeting individual motivational needs at workplace. However, process motivation is based on
enabling monetary benefits to employee where the management focuses on achieving certain
outcome by improving employee performance.
Process theory of motivation:
Vroom expectancy theory
The motivation in accordance with this theory is partial and is followed in Aji Ichiban
where employee are given monetary benefits like incentive, bonus, promotion, etc. on the basis
of performance. As per the survey it is outlined that motivation among staff members is low
because the performance analysis of senior management is biased and is not equal. However, in
accordance with this theory the management will be focusing on expectancy factor that is belief
that increased effort will lead to increased performance.
Apparently, to attain this, focus of manager of Aji Ichiban will be on ensuring availability
of right resource, appropriate skills and support of employees. The company will enforce
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changes in outcomes and performance analysis by developing systematic relationship between
outcomes and performance (Vroom expectancy motivation theory, 2018). For example the
management will enable rules of the reward game. This will help in maintaining equality among
employees which is crucial factor of managing employee motivation.
Content theory of motivation
Maslow: hierarchical needs
The model will be implied by senor management of Aji Ichiban after survey in order to
meet individual employee needs to boost their morale and overcome weakness of current senior
management where employee retention has decreased and majority of workers are working with
dissatisfaction. The implication of model is as follows:
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Illustration 1: Maslow – hierarchical needs
(Source: Acevedo, 2018)

Self actualization: In this management of Aji Ichiban will be focusing on managing
creativity, morality and problem solving approach which will be helps the company in
determining employees interest with business and reason behind conflicts and dis satisfaction.
Further, to attain this the management will set shared values, beliefs, practice and morals of
working in order to establishing equality at workplace.
Self esteem: It comprises basic employee needs for which the focus of senior
management of Aji Ichiban will be on developing confidence, sense of respect and achievement
among workers at every level.
Love and Belongingness: For achieving this, management of Aji Ichiban will organize
regular training and information activity session where employee will get chance to interact with
each other.
Safety: it is the foremost concern of employee for which Aji Ichiban will promote sense
of job security among workers by appraising their performance and promotion. On the other
hand, company already provided medical and insurance services to all its employee which helped
the firm in maintain trust among staff members.
Physiological: This comprise basic workplace needs of employees that is safe drinking
water, work life balance, pantry facility etc. Thus, to attain this hierarchical motivation senior
management of Aji Ichiban will enable flexibility in working hours to employee.
3.3 Usefulness of motivation theory for managers
It is necessary for the management to imply use of motivation theories because it helps in
managing sustainable business performance and meeting goals of company. Motivation among
staff members helps the manager in analyzing loopholes which can hinder future business
performance. Further, motivated workers of Aji Ichiban will increase productivity and will help
the firm in achieving higher level of output. For example, if in case manager of Aji Ichiban will
imply use of hertzbergtheory of motivation then the individual will be able to meet two basic
needs of workers at workplace that is hygiene and motivation. Therefore, it can be outlined that
theories of motivation are useful for managers because it supports growth of staff as well as work
culture.
Further, motivation theories are based on different aspect of boosting employee morale
which helps the management in understanding need of workers and ways to motivate particular
person to work like Maslow hierarchical model is based on determining human needs which is
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very important to meet for making staff members work with stability and consistency. This
theory helps in reducing conflicts and developing friendly work culture. Apart from this Vroom
expectancy theory is useful, because it is based on individual performance and increased
business productivity. Hence, it can be said that implication of different motivation theories is
effective and useful tool for managers because it promotes stable employee management by
serving job satisfaction.
SECTION 4
4.1 Nature of groups and group behaviour within organisations
Nature of group within organisation plays crucial in determining individual interest and
involvement in team activities. Team motivation and activities are based on three aspects which
are discussed by Beblin in 9 team roles that is action, people and team oriented. The team of Aji
Ichiban are focused on coordinating and cooperating with each other regardless of their
differences but the major cause of mismanagement and unhappiness among employee of every
team is power regulation of senior management which creates conflicts among workers. For
example, the team in retail firm are focuses on shaping work culture by managing innovation and
changes. However, the focus of groups is on getting things done within time constraints. The
employee in every team aim at managing new ideas and concepts to simply job role and
responsibility.
Apart from this, the nature of group is analyzed with the help of people orientation from
where it can be said that workers in one specific group elects own team leader with own
willingness. The person act as coordinator and communicator for information and different group
task. The person enable support to each and every employee which helps teams of Aji Ichiban
to be perceptive, flexible, and diplomatic (Gelfand and et.al., 2017). Thus, from the survey it is
identified that nature of groups in retail organization is supportive but in totality employees are
happy with overall management but are unable to manage their work with peers.
4.2 Factors that promote development of effective teamwork in Aji Ichiban
Effective team work plays vital role in managing smooth and systemic business activities.
It is important for the management of organization to ensure effectiveness in every group of firm
in order accomplish organizational goals and objectives. As per the survey, it has been outlined
that effectiveness of team working in Aji Ichiban is seen in individuals trust, communication,
adaptability, creativity and freedom. Further, It can be said that senior management of retail firm
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lacks setting of clear objectives which sometimes misled employees and group work. However,
in accordance with survey it can be said that forming team with the help of Tuckman group
development model is the best way to promote effectiveness in team working which is discussed
below:
Forming: In this management will be able to set interpersonal relationships by setting
rules and regulation for every employees. This will promote systemic distribution and
coordination among employees which is the foremost approach that incident's effectiveness of
team working.
Storming: In this stage senior management of Aji Ichiban firm will focus on developing
unity among workers which will helps in framing proper structure of team and will promote
communication among workers which is another step to attain effectiveness in team working.
Norming: In this senior management will aim at setting harmony among group members
which will help in reducing conflicts which occur due to team's mismanagement and lack of
coordination.
Performing: This is a final productive stage which denotes collaboration and
constructive attempts of effective team to work together and accomplish group task.
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Illustration 2: Tuckman group development model
(Source: do Carmo Silva and Gomes, 2015)

4.3 Impact of technology on team functioning of Aji Ichiban
Technological advancement has boosted management of organizational functions and
team work by offering easy platform to communication and share information. Like, Teams of
Aji Ichiban are able to communicate with each other via internal extension which helps in
managing communication from one department to another department (do Carmo Silva and
Gomes, 2015). In addition, the company make use of video conferencing tool where the
individual are able to connect with each other even when are not at same place. Implication of
technological tools is assisting employees of retail organization in making optimum utilization of
resources and managing cost effectiveness of business functions.
In addition, technology has made easy management of information on cloud computing
which enables access of entire team which established transparency of information among all
team workers. Apart from this, there is portable document formats, webinars which enables
regular and advanced training session with cost effectiveness. Thus, it can be said that easy
communication, transparency, flexibility and work life balance among employees of Aji Ichiban
encourages effective team working.
CONCLUSION
The assessment summarized comparison of organizational structure and culture of two
largest retailer of Hong Kong that is Aji Ichiban and Baleno from where it is determined that
senior management of Aji Ichiban lack communication with employee because of its tall
hierarchical structure. Further, it discussed about leadership and management approaches which
plays a crucial role in managing stable work culture and business productivity. On other hand it
discussed about motivational theories which are necessary to be implied for serving job
satisfaction and boost employees morale. Hence, it concluded by outlining group development,
effective team working which are essential to be managed to achieve positive and motivated
organizational behavior.
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REFERENCES
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do Carmo Silva, M. and Gomes, C.F.S., 2015. Practices in Project Management According to
Charles Handy's Organizational Culture Typologies. Procedia Computer Science. 55.
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Sanjeev, M.A. and Surya, A.V., 2016. Two factor theory of motivation and satisfaction: an
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