Analysing Organisational Behaviour at 4Com plc: A Detailed Report

This report examines the organisational behaviour of 4Com plc, a UK-based telecommunications company. It analyzes the influence of culture, politics, and power on individual and team behaviour using Handy's culture model, which explores power, role, task, and person cultures. The report also evaluates motivational theories, including content and process theories like Maslow's Hierarchy of Needs and Vroom's expectancy theory, to assess their impact on achieving organisational goals. Additionally, the report discusses team effectiveness, the philosophies of organisational behaviour, and the impact of Hofstede's cultural dimensions. The analysis highlights the importance of culture and motivation in fostering a productive and healthy work environment, emphasizing the practical application of these concepts within 4Com plc.

ORGANISATIONAL
BEHAVIOUR

INTRODUCTION
Organisational behaviour is the study of the way people interact within groups. In order
to create more efficient and healthy environment of business organisation, normally this study is
applied (Miner, 2015). It is the scientific approach to study the organisational behaviour. It is
very important for the organisation to create the best organisation environment as it helps in
effective utilization of human resource. In this present study, 4com plc company will be chosen
for assessment. It is a medium size organisation of telecommunication industry UK. Its turnover
is about £20 Millions to £30 Millions. In this present report, the impact of culture, politics on the
behaviour of others in the company will be analysed by using the Handy's culture model.
Moreover, this assignment will also evaluate the motivational theories and techniques in order to
achieve the gaols and objectives of organisation. In addition to this, different to make an
effective team w in this y as well as the concept of philosophies of organisation behaviour will
also present in this study.
LO.1
P.1. Organization's culture, politics and power influence individual and team behaviour and
performance.
Organisational behaviour is very important component of the company. When people
come together to work for a common goal is an organisation. There are some factors that affects
the influence the behaviour of people or employees within organisation such as power, politics,
culture and culture. All organisations or companies has some values as well as they follow some
policies and procedures which make them differ from each other. 4Com plc have an efficient and
healthy culture as the employees are fully satisfied with the environment of organisation.
There are some models that explain the culture of organisation. 4Com plc also used
model to create the best and effective environment of company (Jesinoski, Miller and Volker,
2016). Charles Handy model is one the best model that have four different kinds of culture which
are role, power, culture and politics which are as follows-
Power and Politics Culture- Power means authority and there are some organisations
where the power remains in the hand of only few people and only they are responsible for taking
all the decision related the affairs of company. They are the people who enjoys all the special
privileges at workplace. Organisation with this type of culture can respond quickly to events.
There are various challenges occurs in following power and politic culture in the organisation
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like it is not easy to retain control for long time, it also leads to increase the labour turnover. In
addition to this, power and political culture leads to great impact on employees as they feel
pressure working in the power culture. Generally power and political culture leads to a
dissatisfaction among employee's and raise the turnover rate to a great extent. It also leads to lack
of enthusiasm as well as lack of efforts among employees. In 4Com plc, they do not follow
power culture. The leaders and managers of 4Com plc listen the problems of employees and they
also make there decision very flexible and adaptable. Power culture affects the entire
organisation in negative way as this culture generally demotivate the employees within
organisation.
Role Culture- Companies with role culture are entirely based on rules and
responsibilities. In this type of culture everyone in the organisation knows there roles and
responsibilities and they are highly controlled. The roles and responsibilities are delegated
according to the knowledge, qualities, education, skill and interest of employee's. Thus, it is one
of the best way to achieve the organisational goals and objectives in efficient manner. When
roles and responsibilities are delegated to the employees than they are accountable for any non
completion or any other concern of there assigned work. The organisational who follows role
culture are characterised by the strong functional organisation. This type of companies are likely
to be a very successful organisation in-terms of stability in the environment (Pinder, 2014). It is
reported form the Forbs magazine that organisations in United Kingdom that follows the role
culture have a long product life cycle. In 4Com plc, they followed role culture as all the roles and
responsibilities are divided among the employees in a very systematic manner which is as
according to the knowledge, qualities, education, skill and interest of employee's. By following
the culture the performance of employee's as well as productivity of company will also raise.
Role culture influence the culture and behaviour of employees in positive manner because there
is no cheating and partiality, roles and responsibilities are delegated according to the skills and
knowledge.
Task Culture- It is culture which is project or job oriented. This type of culture is
formulated when the problems or issues in organisation are solved or address by formulating
teams. These teams are formed in order to achieve the desired goals as well as to solve the
critical problems within organisation. In this type of organisation, people with common interest
come together and form a team. There are normally five to six members in a team. Working in a
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team is not an easy task as each and every employees within team have to work with
coordination and every members have there equal contribution in achieving the desired goal. The
main motive of following this culture is to bring all employees together and achieve the desire
goals. It also improves the efficiency by unifying all the members towards the achievement of
common task or goal. In 4Com plc, there are many teams in each department as the management
believe in team-working. All the teams are assigned roles by the top managers and after that all
the members of teams are work for the achievement of common goals (Luthans, Luthans and
Luthans, 2015). Thus, the culture of organisation remains good and healthy by following task
culture.
Person Culture- This is an unusual and informal culture that is not presented in all
organisation. In this type of culture, employees feel that they are more important than there
company. This is culture that is known as person culture. Employees in the organisation are only
think for there own-self instead of the company. The companies where person culture is followed
will never achieve success and it takes back-seat and finally suffers. This is fact that
organisations are that are following person culture will not able to sustain in the market for long
time. Employees come for only the sake of money rather than having any attachment for the
company. In order to achieve the organisational goals and move the organisation towards the
great heights of success it is very important that each and every employees within organisation
remember that company come first and everting else later (Podsakoff and et.al., 2018). In 4Com
plc, this culture is strictly not allowed and if any employee in the organisation does not cooperate
than they will be terminated or relived form the company.
In the 4Com plc, role culture is followed which is the best culture as compare to other as
in this culture everyone in the organisation knows there roles and responsibilities and they are
highly controlled and company can achieve its desire goals and objectives.
This is another model that is developed by Greet Hofstede. It is framework for cross-
cultural communication. This model is used for the smooth culture of the organisation. There are
four dimension of this model which are as follows-
Low power distance vs. high power distance- According to this model of this
dimension refers to evaluate of inequities that exists and is accepted by people with and without
power.
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Individualism vs. Collectivism- According to the model, collectivism is the strength of
the organisation. Organisation can achieve its desire goals if in the culture there is collectivism.
Masculinity vs. Feminity- According to this model, how much a culture of the
organisation complies with its values and tradition male and female roles. There should be
equality in the culture of organisation.
Low Uncertainty avoidance vs. high uncertainty avoidance- According to this model,
anxiety that the members of organisation feel when they are faced with uncertain and unknown
situations. High scoring nations avoid uncertain situations through control.
Hofestede’s culture influence team and individual’s performance influenced the culture of
organisation in both positive and negative manner within organisation as if the power is high it
will negatively affect the moral of the employee in 4Com Plc. On the contrary, if there is balance
is using of power than it will lead to raise the satisfaction and motivation level of employees. For
example, involving employee before implementation of new techniques or machines. In addition
to this, if the culture of individual is high than it will result in develop personal culture which is
not at all good for the organisation. Collectivism culture leads to innovation and it is one of the
biggest advantage.
LO.2
P.2. Content and Process theories of motivation as well as motivation techniques enable effective
achievements of organisational goals.
Motivation is the essence of organisations success. Motivation is the key to get success
because without motivation none of the work can be accomplish. If employees are motivated
than they put the human resource into action. Motivation also improves the efficiency in the
work of employees. It builds healthy and efficient environment in the company and it also boosts
stability in the man-force. In 4Com plc, management always make their efforts to motivate
employees (Motivation Theories, 2017). They have started monetary and non-monetary rewards
to employees on the best performance, attendance, security, etc. They use various theories of
motivation so that they can encourage employees to their great extent. They have used two main
theories of motivation which are as follows-
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The above diagram shows that there are two motivational theories which are content
theories and process theories. In content theories there are four models which are Maslow'
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Illustration
1: Motivation Theories
(Source: Motivation Theories, 2017)

Hierarchy of Needs, Alderfers' ERG theory, McClellan's Theory and Herzberg's theory. In
addition to this in Process theory, there are again four theories which are Skinners Reinforcement
theory, Vroom theory, Adam's Equity Theory and Locke's Goal setting theory.
Content Theories- These theories focus on WHAT are the ways to motivate the employees
working in the organisation. These are traditional and the oldest theory of motivation. It leads to
the great impact on the policies and practice of management. They are also known as need
theories because these theories always try to fulfil the main needs of employees (Greenberg,
2014). There are some theories included which are Maslow Hierarchy of needs theory, Alderfer-
ERG theory, McClelland theory and Herzberg's theory.
Maslow Hierarchy Of Need Theory- This theory was developed by Abraham Maslow in
1943. This is one of the oldest and most effective theory of motivation. 4Com Plc also use this
theory to keep their employees motivated. According to Maslow, there are five basic needs that
needs to be fulfil to motivate employees within company are-
Physiological Needs- This is the first and the most necessity needs of the survival of
employee for example food, clothes, shelter, education and sex. If these needs of employee or
human are not satisfied it is not possible that they can function effectively. This is the
fundamental and a primary need of the employee (Gelfand and et.al., 2017). 4Com Plc always
fulfil all the physical needs of employees keep their employees motivated.
Safety Needs- This need arises after the fulfilment of physiological need. Every
individual or employee nee protection, freedom and security from the job (Maslow Hierarchy Of
Need Theory, 2017). According to Maslow, management of company should provide the policies
of provident fund, pension, insurance, medical, safe working environment etc. to employees at
4Com plc so that they feel safe and secure and also feel motivated.
Lover and Affection Needs- After the fulfilment of physiological and safety needs, love
and affection need is the next the most essential requirement of human or employee. According
to Maslow, company should have safe and healthy working environment so that employee feel
satisfied and happy working in the 4Com plc like friendship, trust, acceptance, love etc.
Needs of Esteem- According to Maslow, he has classified this need into two categories
esteem for own-self such as regard, dignity, independence, mastery while second is the desire for
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respect from others such as status and prestige. Maslow said that this need is very essential for
employees in all the types of company and also in 4Com plc.
Self-Actualization Needs- This is last but the top most need in the pyramid of Maslow
because each and every person want to become the most and want grow more in his/her life. No
one wants to remain at the same place for lifetime. In order to motivate employees within
organisation, 4Com plc should organize growth and development program, give them appraisals
regularly, announce their achievements so that employee feel valued and motivated (Dipboye,
2016).
Thus, the enterprise has well skilled employees and they have expertise knowledge in
handling grievances of customers. Therefore, there are not performing their role in productive
manner. It is happening due to lack of motivation in terms of salary and reward. Thus, in order to
being effective performance of each workers the entity needs to adopt the Maslow's theory. So,
at each stage employees to the enterprise get motivated and perform their job effectively.
Pros and Cons of Maslow theory
Pros Cons
 Easy to understand
 It takes into account human nature
 Relevant in all fields.
 Not all individual think in the same
way.
 Culture differences
 Difficult to measure satisfaction
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The above diagram shows that in Maslow theory there are Self-Actualization is the first
need in this pyramid. Esteem needs is at the second need, Belongingness and love is at the third
stage of the pyramid, Safety needs at firth stage and Psychological needs is the on the last in the
pyramid.
ERG Theory of Motivation
Alderfer redefined it in his own terms. His rework is called as ERG theory of motivation.
It is a content theory.
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Illustration 2: Maslow Hierarchy of Need Theory
(Source: Maslow Hierarchy of Need Theory, 2017)

Existence needs-These include need for basic material necessities. In short, it includes an
individual’s physiological and physical safety needs.
Relatedness needs- These include the aspiration individuals have for maintaining significant
interpersonal relationships (be it with family, peers or superiors), getting public fame and
recognition.
Growth needs- These include need for self-development and personal growth and advancement.
Maslow’s self-actualization needs and intrinsic component of esteem needs fall under this
category of need.
Process Theories- These theories focus on HOW the behaviour of human or employees
will be motivated. According to these theories, innovative ideas and techniques to motivate
employee working within organisation. There are some theories included which are Skinner’s
reinforcement theory, Victor Vroom's expectancy theory, Adam’s equity theory and Locke’s
goal setting theory.
Vroom's Expectancy Theory
This is another process theory which assumed that behaviour results from conscious
choice among alternative whose purpose is to maximise pleasure and minimum pain. It is a
motivational theory as it separates efforts, outcomes and performance whereas content theory
like Herzberg and Maslow focus on the relationship between internal needs as well as make them
fulfilled. There are three variables in this theory which are as follows-
Expectancy: Employees have various anticipate as well as levels of confidence about
what they are capable of doing. Management must observe the needs like resources, training, or
supervision employees.
Valance: it refers to the emotional orientations people hold with respect to outcomes like
incentives and rewards. The depth of the want of an employee for extrinsic money, promotion,
time-off, benefits or intrinsic satisfaction rewards. Management must discover what workers
worth.
Instrumentality: It means the emotional orientations of employees hold with respect to
outcomes. The depth of the want of an employee for extrinsic such as money, promotion, time-
off, benefits or intrinsic like incentives or satisfaction. Administration must discover what
employees’ value.
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Adams Equity Theory:
This is somehow similar to common theories on motivation same as Herzberg and
Maslow. As per Adams, there are subtle elements that impact on how employee perform the job
as well as how they carry it out in 4Com PLC. Adams feel that compensation and salary is not
only the enough for determining the motivation of employees of 4Com PLC. There are two
elements if Equity Theory which are inputs and outputs. This theory is also used in 4Com plc to
motivate employees working within organisation. There are two bases of this theory which are
 Input
 Output
Input: This element referred to this theory which include both quality and quantity of the
contribution or input made by the employees to carry out the work in 4Com PLC. Employee
spend their time, energy and engagement at work. Managers of 4Com PLC have to analyse the
input made by employees. The number of examples includes are as follows-
 Efforts
 Skills
 Knowledge
 Experience
 Social Skills
 Loyalty
Output: The output of employee's are basically divided into two which are financial rewards,
material rewards. The most common forms of output are discussed based in this division:
Financial rewards include salary to employees, bonus, profit sharing: It is very important that
managers of 4Com should evaluate the output and after that provide financial rewards in the
form of bonus, incentives etc.
Immaterial Rewards includes recognition, challenge, responsibilities: This is intangible benefits
that employees feel and motivated. Managers of 4Com plc should provide recognition in the
annual parties or meeting so that the motivation level raises.
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