Organisational Behaviour Report: Apple and IBM, HND Diploma, Unit 12

This report delves into the organizational behavior of Apple and IBM, examining how organizational culture, power dynamics, and political landscapes influence individual and team performance. It analyzes various motivational theories, including content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory, and reinforcement theory. The report also explores Belbin's Nine Team Roles, social capital theory, and the impact of culture, power, and politics on team success. The analysis provides insights into how these factors contribute to employee motivation, team development, and overall organizational effectiveness. The report concludes with an evaluation of team development theories and their application within the context of Apple and IBM.

Organisational
Behaviour
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TABLE OF CONTENT
LO2..................................................................................................................................................3
A).................................................................................................................................................3
B).................................................................................................................................................3
C) Process- Vroom expectancy...................................................................................................3
D) Conclusion..............................................................................................................................4
M2 Reinforcement theory as behavioural motivational theory...................................................4
D1 Link between culture, power, politics and motivation in success of team............................4
LO3..................................................................................................................................................4
F) Belbin’s Nine Team Roles to support development of dynamic cooperation........................5
D1 Evaluation of team development theory................................................................................6
REFERENCE..................................................................................................................................7
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LO2
A)
Motivation is a desire or needs of individual that stimulates or influence individual to
work in particular manner so that firm can achieve its goals. Motivation is one of the important
factors that influence number of employees to work hard so that company can grow and expand
its business across worldwide. Therefore manager of Apple uses different motivation theories to
induce various individual to enhance their performance and productivity.
B)
Content theory state about what motivates person to behave in particular manner thus
Maslow hierarchy of needs is as follows:
Psychological need: Manager of apple through provides better compensation to each employee
is able to satisfied their basic needs such as food, clothes and home.
Safety needs: It is another need that Apple manager have meet through taking appropriate
measure for health and safety of employees. Manager has provided insurance and provident
funds to employees so that they can ensured about their safety and work for goals of firm.
Social Needs: Manager of Apple ensured that employees are offered supportive and good
working environment and build strong relationship with employees thus it helps in satisfying
social needs of individual (Chan and et.al., 2019).
Esteemed needs: Employees of apple are promoted in the organisation on equal basis so that
other can be motivated to work effectively.
Self actualisation: Manager delegates authority and responsibilities to individual that have
skills and capabilities that helps in satisfaction of their needs and completion of task within
limited time.
Advantages: Helps in effective motivation through satisfaction of various needs of individual.
Disadvantages: No evidence of human hierarchy needs.
C) Process- Vroom expectancy
Process theory define the way individual can be motivated such as in vroom there are
three parts such as individual expectancy, Instrument and valence.
Expectancy: Manager of Apple through building close relationship with employees and
understanding their problem is able to motivate them as per their expectancy (Chen and Tutwiler,
2017).
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Instrumentally: Employees are well known that if they perform hard they efforts will be
recognised by manager through promotion or extra pays.
Valence: Apple manager through taking feedback from its employees is able to know actual
needs of particular individual that can motivates him or her to work hard. Therefore valuable
rewards and recognition helps in increasing performance of employees.
D) Conclusion
It can be concluded that both motivation theory helps Apple manager to effective
improve performance of individual so that particular goals can be achieved. It helps in reducing
employees turnover and chances of absentees with firm.
M2 Reinforcement theory as behavioural motivational theory
Reinforcement theory of motivation stated that employees are motivated to perform repeatedly
task that have positive outcome and avoid doing activities that have negative consequences.
Therefore manager of Apple ensure that employees are always motivated, inspired to improve
their performance, leaders also offer proper guidelines, support so that they can perform task
within limited time (Pinto, Cabral-Cardoso and Werther, 2020). Manager through formulating
policies and training program helps individual to get positive outcomes so that they can be stay
happy and motivated. Strong brand image of Apple helps in retention of maximum number of
employees with organisation.
D1 Link between culture, power, politics and motivation in success of team
Motivation and innovative, attractive culture of Apple contribute in building strong team
for meeting different challenges and opportunity of external environment. Distribution of power
among individual has lead to completion of task within minimum time and satisfaction of
employees needs.
LO3
P3
E) Belbin’s Nine Team Roles
There are nine roles that are played by individual within particularly team so that
objectives of company can be achieved. Shaper, specialist role, implementer, plant role, finisher,
resource investigator, coordinator, team work and investigator are some of the roles that are
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played by individual within firm so that particular task can be accomplished and company can
gain competitive advantages.
F) Belbin’s Nine Team Roles to support development of dynamic cooperation
Shaper- Some of the employees of IBM are have positive attitude and have capacity to face
different challenges and motivating other group member to work together so that company can
grow and sustain its business in competitive environment.
Implementer: There are few individual in team of IBM that implement ideas and actual though
into plans through influencing and motivation other to work for common objectives of
organisation (Ohland and et.al., 2017).
Finisher: In a team there are individual which detects error or omission in the process so that
corrective action can be taken and team deadlines can be meet.
Coordinator: Leaders of IBM coordinate work of different individual so that better outcome can
be gained. It influence different individual of IBM to work in an team for growth of enterprise.
Team worker: Individual that has ability to resolve various issue or challenges that are faced by
team member so that task can be completed with minimum barriers. So, team workers of IBM
helps in better performance and productivity of each team member in the firm.
Resource Investigator: Employees of IBM have skills to easily negotiate with individual on
various terms, think quickly and easily arrange various resources and information that is crucial
for completion of particular task.
Monitor: There are team member that critical think over particular manner before taking
particular decision thus monitor each and every steps.
Specialist: Team member of IBM have high skilled and knowledge in particular field that helps
in maintain quality of products and services of company.
Plants: Some of the individual bring innovative ideas and creative method to perform particular
task so that IBM goals can be achieved.
P4
C) Social capital theory:
Most of the employees like to been socially with other people or spend time having fun
and enjoyment through sharing views with each and other for human capital accumulation.
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D) IBM manager has effective build strong relationship among employees so that maximum
outcome can be gained. Regular breaks and definite organization structure, distribution of roles
and responsibilities helps in socialization of employees and reduces employment turnover in the
organization.
C) Positive influence of Social capital theory
It helps in increasing performance and productivity of employees as manager of IBM
through satisfying their social needs make them happy and satisfied to work better.
D) Negative influence of Social capital theory
Strong relation between members gives power to individual to force manager or IBM
operation to work as per their preference and needs.
E) Conclusion
Both content and process motivation theories used by manger of IBM contributed
towards improvement of performance of employees (Phillips and Phillips, 2019).
D1 Evaluation of team development theory
Tuckman group development theory helps in formulation of strong team that is
high dedicated and inspired to work hard for growth and success of enterprise in the market.
Social capital helps in retaining employees satisfaction and loyalty within firm thus build strong
brand image of firm.
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REFERENCE
Book and journals
Chan, G and et.al., 2019. Motivational strategies and approaches for single and multi-player
exergames: a social perspective. PeerJ Computer Science, 5. p.e230.
Chen, J.A. and Tutwiler, M. S., 2017. Implicit theories of ability and self-efficacy. Zeitschrift für
Psychologie.
Pinto, L. H., Cabral-Cardoso, C. and Werther Jr, W. B., 2020. Expectancies and motivational
goals of self-initiated expatriates as predictors of subjective assignment achievements
and success. Management Research Review.
Ohland, M. W and et.al., 2017. Board# 114: Progress toward Optimizing Student Team Skill
Development using Evidence-Based Strategies.
Phillips, P. P. and Phillips, J .J., 2019. Combining motivational forces to deliver team
performance and a positive ROI. Strategic HR Review.
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