Organisational Behaviour: Team Dynamics, Theories, and Application

This report provides an in-depth analysis of organisational behaviour, focusing on team dynamics, leadership styles, and the application of relevant theories. It contrasts effective and ineffective teams, highlighting the importance of integration, motivation, and clear communication. The report examines Tuckman's theory of team development, detailing the forming, storming, norming, and performing stages, and its application within an organisational context like ASDA. Furthermore, it applies the path-goal theory to explain leadership styles, emphasising directive, achievement-oriented, participative, and supportive behaviours, and evaluates how these concepts influence behaviour positively and negatively. The analysis critically assesses the relevance of team development theories in shaping workplace behaviour, underscoring the significance of effective team relations and training for achieving organisational success. The conclusion emphasizes the multifaceted nature of organisational behaviour and its impact on improving individual and organisational effectiveness.

Organisational
Behaviour

Table of Contents
MAIN BODY...................................................................................................................................3
Task 3...............................................................................................................................................3
Explain what makes an effective team as opposed to an ineffective team.................................3
Analyse relevant team and group development theories to support the development of
dynamic co-operation..................................................................................................................4
Task 4 ..............................................................................................................................................5
Apply concepts and philosophies of organisational behaviour within an organisational context
and given business situation........................................................................................................5
Justify and evaluate a range of concepts and philosophies in how they inform and influence
behaviour in both positive and negative ways............................................................................6
Critically analyse and evaluate the relevance of team development theories in the context of
OB concepts and philosophies that influence behaviour in the workplace.................................6
CONCLUSION................................................................................................................................8
REFERENCES:...............................................................................................................................9

MAIN BODY
Task 3
Explain what makes an effective team as opposed to an ineffective team
Effective Team Ineffective Team
 Effective team is a base of every
impressive and fruitful association.
This team aids to enhance the quality
and skills. It also provide the capability
of accomplishment of missions which
will support whole company to improve
work rate and efficiency.
 Followers of this team must integrate
with similar perception and be
motivated to see that vision to life.
Members of an effective team should
be committed with one common
intention, goals and approach for which
they should be together as one. So here
the task of a particular goal given to the
team is well appreciated by all the
members (Prasanna and Haavisto
2018).
 An ineffective team is consist of
persons who are not interested in
mixing up with each other and does not
possess skills to do the diversity of
work, who lacks togetherness and
uneven spreading of job etc. This group
is filled with doubt, confusion, poor
communication and partiality.
 An individual who do not mix well or
who do not have skill to perform the
variety of work will be considered as an
ineffective team member. This group
will face struggle in telling the main
purpose face many disagreements about
communication, roles or projects given
due to poor management and direction
of displeased team.
Tuckman's Theory
This model was evaluated by Bruce Tuckman in 1965. It is described as one of the team
development theory that focus on team building challenges where members of team take care of
the project from initial development of team through the completion of the task. The model will

help to develop team's ability, maturity and relationships (Scammell 2018). Also it is very
helpful in training people for group work.
Five phases of Tuckman's theory are described below:
Forming – It is the first step where the team is formed and everybody will display their
best attitude. This stage is kind of deals with introduction period where employees are excited
and familiarising everyone. In case of Asda, the supervisors provide the knowledge of
performing independently and believing unconditionally on each other by providing the positive
environment.
Storming – It is the second step where the workers of crew are totally aware of reality
and load of the task. There might be disagreements and conflicts between the team associates
which is totally ordinary between everybody (Scholten. and et. al. 2019). As ASDA also tried to
involve here by mitigating with everybody and creating relationships with everyone.
Norming – This is the third phase which is categorised by agreement of the group. In
context to ASDA, if important decisions are made by the members of team then they might busy
in different projects and there is a unity and respect in entire team by appreciating the strength of
workers and respecting every member.
Performing -This is the final stage where team members are strongly motivated to work
on projects with the group. It is the fourth phase where ASDA make every effort to achieve aims
but now it is simply resolved by the team in a positive manner.
Analyse relevant team and group development theories to support the development of dynamic
co-operation.
It is seen that team development plays a major role in success of an organisation. There is
need of cooperation and coordination so that a company is able to achieve its goals and
objectives successfully. It is necessary for a company to develop teams and take care that they
follow all the aspect of effective team. All the employees are dynamic and there is need of
effective leader who is able to lead the team and take further actions so that employees are able
to work effectively (Asthana, 2021). It is analysed that Tuckman theory of team development
focuses on stages that helps a company to formulate strong team. It is necessary to communicate
effectively in the team and develop good relations with the members so that they are able to
achieve goals and objectives. There are various issues that are faced by the employees working
in the organisation but it is seen that leader of ASDA makes efforts and solve them. It helps on

developing effective team and bringing cooperation among them. It is necessary for an
organisation to assure that all the employees are able to work together and achieve goals and
objectives effectively.
Task 4
Apply concepts and philosophies of organisational behaviour within an organisational context
and given business situation.
For explaining leadership style and organisational behaviour of mentors the Path goal
theory is implemented by companies. In case of ASDA, this theory is utilize in analysing an
appropriate leadership style and actions that benefits workers and work culture in order to
accomplish targets. As the company is countering with a situation where a high turnover of staff
is happening for the last two years and due to this higher management system is changing in
which new CEO has promised to improve culture, structure and performance management
system.
The path goal theory helps the leader of ASDA to enhance empowerment, motivation and
contentment of employees in order to make them productive. This theory is influenced by the
work of Martin G. Evans. This theory inspire leaders of company to engage themselves in
various kinds of leadership behaviour according to the nature and need of specific situation
( Segbenya and et. al. 2019). It is the responsibility of leader to help employees of organisation
in acquiring goals and to give them right direction to assure that their own goals are in
compatible with company's goals. The four styles of path goal theory are mentioned below:
The directive path goal leader behaviour:
It is the state where mentors guide their employees about what work is expected form
them and how to perform that duty properly (Fulconis and Lissillour 2021). Whenever a situation
like this arises in ASDA where employees need guidance to complete certain goals, the leaders
implement this leadership style and behaviour to provide them right direction to obtain their
targets.
The achievement orientated leader behaviour:
It is the situation where leaders set difficult tasks for employees and motivate them to
execute their highest potential level. In case of ASDA, the leaders expect from employees to
perform with all their efforts and show assurance in their ability that they will complete the given

task on time. This trust of leaders on their employees motivate them to perform better and also
improves their work efficiency.
The participative leader behaviour:
In this style of leadership behaviour, mentors motivate their employees to participate in
decision making process by asking them for their ideas (van Tonder and et. al. 2018). In context
to ASDA, leaders execute this leadership behaviour at the beginning of training programmes to
enhance employees' morale and make them feel involved in the company. Leaders of company
implement this behaviour at the time of important decision making procedure related to
modification in policies, system, structure, etc. of organisation.
The supportive leader behaviour:
It is the kind of leadership behaviour where mentors try to fulfil needs and preferences of
employees. In case of ASDA, there is a need to implement supportive leadership as there is a
high turnover of workers in company. To gain employees' trust and to build a royal relationship
with them it is very important to understand their wants, this will represent that a leader is
concerned about social and psychological well being of workers.
From the above four leadership style of path goal theory, the most suitable behaviour
style for leaders of ASDA is participative and supportive leader behaviour which will help them
in boosting their employees' work performance. Both these styles will build a trust among
employees for the company and also assist in resolving conflicts which will result in positive
work environment.
Justify and evaluate a range of concepts and philosophies in how they inform and influence
behaviour in both positive and negative ways.
It is necessary for an organisation to know about the philosophies. As per directive theory
there is need of mentorship that help the employees to achieve goals and objectives. It helps
them to achieve the task on time. The participative leader helps to to provide training to the
employees so that they are able to complete the goals and objectives effectively. The supportive
leader helps them to support team so that they are able to become motivated. It helps to take
effective decisions.

Critically analyse and evaluate the relevance of team development theories in the context of OB
concepts and philosophies that influence behaviour in the workplace.
It is important to consider that individuals in an organisation work together and complete
the work assigned to them. It is seen that there are group projects that are assigned to group
members in an organisation. It is necessary to provide them proper training so that they are able
to provide best outcomes. The use of team development theories helps the organisation to build
effective relations among the team members that can be used by them in order to achieve success
(Fischer, Hyder and Walker, 2020). It is necessary to note that use of effective concepts of
organisation behaviour supports the organisation as they are able to understand the behaviour of
the employees and then take suitable actions. The nature of business environment is dynamic and
that is the reason the organisations have to work effectively and know about the behaviour of
employees. It helps to motivate them and provide them training for their development.

CONCLUSION
The area of organisational behaviour could be both simple and multifaceted. There are
different conceptions that could influence the connections and when collected together these
elements deliver with different chances to improve individual and organisational effectiveness. It
has been evaluated from this report that how culture, politics and power could influence the
behaviour of employees working in company. It has also been observed that by utilizing
different motivational theories, leaders could enhance the performance of employees to achieve
desired goal. It is also very crucial to organise workers in effective teams in order to increase
group interaction. Organisational behaviour involves different concepts and philosophies in order
to improve leadership style as well as behaviour which could provide optimistic work
environment for employees.

REFERENCES:
Books and Journals
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Scammell, J., 2018. Organisational culture: why is it important?. British Journal of
Nursing.27(5).pp.263-263.
Scholten, K. and et. al. 2019. Building routines for non-routine events: supply chain resilience
learning mechanisms and their antecedents. Supply Chain Management: An
International Journal.
Segbenya, M. and et. al. 2019. Human Resource Factors and Organisational Commitment at the
College of Distance Education, University of Cape Coast. Journal of Business and
Enterprise Development (JOBED). 8. pp.60-90.
Sopiyana, F.I. and Soelingc, P.D., 2020. How Does Appreciative Leadership and Organisational
Climate Affect Organisational Citizenship Behaviour in Higher Education Institutions?.
International Journal of Innovation, Creativity and Change.
van Tonder, E. and et. al. 2018. The importance of customer citizenship behaviour in the
modern retail environment: Introducing and testing a social exchange model. Journal of
Retailing and Consumer Service.45,.pp.92-102.