Organisational Behaviour Report: Analysis of Arco Ltd's Performance

This report provides a comprehensive analysis of organisational behaviour within Arco Ltd, a UK-based supplier of workwear and safety equipment. The report delves into the influence of organisational culture, power dynamics, and politics on team and individual performance. It examines Handy's cultural typology, French & Bertram's power model, and the impact of both positive and negative political behaviours. Furthermore, the report explores content and process theories of motivation, specifically Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, and their application in achieving organisational aims. The analysis includes a comparison between effective and ineffective teams, along with group and team development theories. The report concludes with a discussion of the concepts and philosophies of organisational behaviour within the context of Arco Ltd, offering insights into how these elements influence business situations and organisational outcomes. The report highlights the importance of understanding these factors to improve employee engagement, productivity, and overall organisational success.

Organisational Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Organizational culture, power and politics influence team and individual behaviour &
performance............................................................................................................................3
Critical analysis based on influence on team and individual performance and behaviour by
varied elements.......................................................................................................................6
Content theory, process and motivational techniques help to achieve organization aims.....7
Influence of others behaviour through application of motivational concepts and theories..10
PART 2..........................................................................................................................................11
Effective team as opposed to an ineffective team................................................................11
Group and team development theories.................................................................................13
Concepts and philosophies of Organization behaviour........................................................13
Philosophy of Organizational behaviour..............................................................................14
Influence of concepts and philosophies of OB in business situations..................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................18
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INTRODUCTION
Organizational behaviour can be defined as combination of responses to internal and
external influence by a person as a part of a team or individual of group. It influence decision
making that people make within companies in order to achieve greater success and get the best
opportunities. Organizational behaviour can be utilized to enhance management practices for
influencing applicants effectively and working with them appropriately. The study of this term in
a company has several benefits as it help to explore horizon of management and aid to enhance
organizations performance in line with individual. The current assignment will be based on Arco
Ltd, which falls under category of leading suppliers of work wear, safety boots, equipments,
maintenance supplies and shoes in UK. This study will explain impact of power, organization’s
politics and culture on performance & behaviour of individual and team. It will explore
techniques and theories related to motivation that enables achievement of aims in company.
Furthermore, this report will justify effective team as opposed to ineffective one and will
also clarify philosophies and concepts of organizational behaviour within business situation and
organizational context.
PART 1
Organizational culture, power and politics influence team and individual behaviour &
performance
Arco, Ltd is one of the best suppliers in UK who supplies an apparel, assortment of
personal and workplace safety goods. Organization markets items for occupational health &
safety problems, managing exposure to hazards and other risk management things to consumers
throughout Ireland and United Kingdom. There are varied elements accessible in company such
as culture, politics and power that can hinder or foster its performance. In order to identify the
impact of organizational culture, here Handy’s cultural typology as organizational culture
models can be used (Kumar and et.al., 2018).
Power culture-
This type of culture within Arco Organization is only permit a limited people to enjoy
positional power and take its benefits that directly influence performance and attitude of
individual worker and team (Harwiki, 2016). For example, when manager take decision to coach
all applicants at workplace, they can influence behaviour and work of team & everyone in
positive manner.
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Task culture-
It denotes an organizational culture that is depending on the performance of team
(Janićijević, Nikčević and Vasić, 2018). When a manager allocates tasks to applicants according
to their abilities, it can influence people to work hard and team to perform better. Teams
according to this culture are formed based on their performance and hard work to achieve targets.
Person culture-
When Arco limited follows the concept of person culture emphasizes the significance of
workers. In such culture team and individuals are more focused about their individual profits
more than organizational advantage (Baradarani and Kilic, 2018). This culture influence
behaviour and performance of a team and individual negatively, because when a person thing
about accomplish their work, he or she is less interested support others at the workplace.
Role culture-
It indicates a company’s culture that emphasize on delegated roles of workers. These
delegated roles of applicants are based on educational qualification and knowledge of staffs.
When leaders decide what best workers can do and then give responsibilities to each of them
based on skills, he can motivate staff and enhance their performance as well as a team.
French & Bertram power model-
This concept defines six different types of power that can be utilized to influence workers
within Arco Ltd (Kovach, 2020).
Legitimate power-
It derived from a specific position or set of formal connections (Anra and Yamin, 2017).
For example, utilize of decision making and rewards power in fair way can successfully
influence performance level of individual and group and also increase positive behaviour of team
and each applicant towards their work positively. It can be said that people in workplace are
influenced by this power and they can do what they are told by senior due to rules of work area.
Reward power-
This power includes providing benefits to staff for doing something or accomplishing
task on timely manner (Frieder, Wang and Oh, 2018). When leader and manager of Arco
Company provide rewards to their employees after completion of his or her work, they can
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influence each work and team member to perform even better and enhance their behaviour as
well. This power is just opposite to other forms such as coercive power.
Expert power-
It is the fourth type of power that relies on an individual high degree of abilities and
skills. When manager in Arco Ltd utilize their expert power in context of suitable and relevant
guidance to team and individual they can help to increase performance of staff. When senior
have appropriate talent and knowledge that allow them to understand condition or organizational
environment, suggest solutions and then utilize solid decision, each workers can listen to them
what he or she say.
Figure 1: Five Type of Power
(Source: Five Forms of Power (French & Raven), 2014)
Referent power-
It is based on being respected and liked as a senior. This power derived from a person
perceived value and attractiveness. When workers respect leader in company and follow their
order without resistance, it influence performance and behaviour of team and individual in
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positive manner. As people like to work with those people who gained respect from juniors and
give as same to others.
Coercive power-
It includes forcing workers to do something against their will; this type of power can be
achieved by being capable to punish employees for non compliance. Punishment is the main
source of coercive power that influence behaviour & performance of individual and team. As it
decrease productivity of candidates. Each employee does not like any kind of punishment
because it impacts on their behaviour and leads to increase high employee turnover.
Influence of politics in company-
Organizational politics can be considered as self serving nature that workers utilize to
enhance probability of getting desire outcomes in Arco, Ltd. It can be said that bad political
behaviour in company can influence performance of team and individual negatively as it leads to
lower productivity and growth opportunities, which is not suitable for success of chosen brand. It
can be defined as efforts to influence workers using discretionary behaviour to promote personal
aim and objective.
Political nature are those actions that are not obtained as part of one’s formal role in firm,
but that which affect individual, distribution of benefits and drawbacks within organization. Bad
political behaviour always influences performance of team and other people in negative manner.
While good political behaviour affects work and abilities of group and individual positively. As
it help to increase performance and motivational level of workers even better than before, which
turn into increasing sales and profitability of Arco Ltd, as chosen company.
Without making differences, when management take decision to rewards each applicant
based on work and efforts they can use his or her power without playing any politics which in
return enhance productivity and sales (Garbuio and Lovallo, 2017). It can also influence working
abilities of individual and team members.
Critical analysis based on influence on team and individual performance and behaviour by varied
elements
As discussed above, power, role, person and task culture of Arco Company can influence
team and individual performance as well as behaviour in negative manner, when all these things
are used by making differentiation that affects negatively on growth of business. For example,
use of power and politics creates positive environment at workplace where employee and team
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member feel happy and comfortable. It allows them to work with brand for longer period of time
and support contributes in obtaining competitive advantages.
Supportive culture influence individual and group performance & behaviour positively in
form of motivating staffs even better.
Content theory, process and motivational techniques help to achieve organization aims
Motivation is defined as procedure of simulating workers in Arco Ltd, in order to achieve
aims and objectives of company. In business context, this term can be described as process of
influencing performance of workers by offering them encouragement in terms of enhancing
needs, desire and drive to finish given tasks or work to them. There are varieties of models
accessible in the world of business that can be utilized in context of organization and workers, to
inspire them and enhance their performance level.
Maslow’s Hierarchy of needs-
It is one of the best motivational theories in psychology comprising a five tier concepts of
human needs, often depicted as hierarchical degrees within pyramid (Buksh, 2020). This model
defines needs of workers and ways to motivate them that is useful and helpful for Arco
Company. This concept can be considered as content theory of motivation that helps to
encourage applicants by following principles through management.
Physiological needs-
These needs are very important for applicants; include things that are required and
necessary for survival of each worker of chosen firm who work from them and help in achieving
set aims & objectives (De Vito and et.al., 2018). Food, water and shelter are included in list of
these needs. When organization and its management recognize all the needs of workers and then
provide all facilities and things accordingly, it can be beneficial for company in term of
enhancing performance and motivational level of staff.
Safety and security needs-
Second phase of Maslow theory of motivation is also help and drive management to
motivate staff by using available approaches of methods. At this level, needs for safety and life
security become main concern of administration (Nurun Nabi and Dip TM, 2017). By providing
workers security facilities and placing safety equipment at workplace, management can increase
morale of employees and employer as well and through this way they can motivate people,
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which is quite beneficial for Arco.
Figure 2Maslow’s Hierarchy of needs
(Source: The 5 Levels of Maslow's Hierarchy of Needs, 2020)
Social needs-
Third phase also drive leaders and manager towards considering another needs of staff. It
can move them up towards enhancing productivity and performance of individual and teams as
within company. For instance, leader by taking part in day to day activities of staff and taking
their suggestions can influence people effectively and motivate to work for long with chosen
company.
Esteem needs-
It describes need for respect and performance appreciation, which is actually work
effectively and provide many benefits to company in term of maximizing sales rather than
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before. With performance appraisal and appreciation as motivational approach, manager can
make people capable to work with Arco and boost their morale as well.
Self actualization needs-
After considering all stages of chosen theory, management can move to the final one
where staff members have high motivation level (Gopinath, 2020). This kind of individual are
self aware, less concerned with appropriate suggestions & opinions of others, concerned with
personal as well as professional growth and are interested in fulfilling their potential. It can be
said that, in company management can use the best motivation approaches. For example, work
collaboration is one of the best approaches of employee encouragement, manager by working
with staff provide appropriate direction according to plan and drive them towards achieving
target aims which turn into increased revenue and creating positive environment at workplace.
Vroom Expectancy motivation theory-
It is process theory that can be used in regards to motivate Arco workers is Vroom
Expectancy as it assumes that individual, team and organization behaviors outcomes from
conscious choices among optional whose aim is to enhance pleasure and to decrease conflict in
workplace (Patil, 2020).
Expectancy-
Within Arco, each applicant expects to get rewards and appreciation from their senior
authority and management after working very hard to achieve greater success and existing
advantages for company for making aims and objectives of business achievable. When above
expectations of people are effectively fulfilled by top authority they can perform even better than
and feel highly motivated.
Instrumentality-
Other sources of motivation that Arco can recognize are trust, transparency and excellent
understanding between seniors and juniors or new applicants. When leader encourage staff to
share their innovative ideas and opinions they can drive workers towards productivity and allow
them to enjoy their journey in company without any issues.
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Valence-
Third stage of Vroom motivational concept can influence workers motivation level
within organization in ethical manner, when manager can use it appropriately. It refers to
emotional orientation applicants hold with respect to results in term rewards, incentives and other
things. When they provide salary, bonus and promotions as well as other benefits to staff
accordant to their needs, he or she can motivate them successfully.
Techniques used to motivate workers-
Range of motivational concepts and approaches are available in world of corporation that
has been used by many companies and businessman to motivate workers and enhance their
performance level. Employee engagement is one of the best elements of organizational growth
and success (Guclu and Guney, 2017). Firm can encourage people to take part in decision
making procedure and provide appropriate suggestions, which help to obtain desire outcomes
and achieve business objectives. It indicates that workers are devoted to his or her job roles and
more focused towards business success more than themselves. Furthermore, manager to inspire
staffs effectively can develop a plan arrange small face to face meeting where each worker are
free to share their personal feeling and thoughts regarding working environment and
organizational structure. It can also motivate them and lead to increasing motivational level. By
making this plan management allow leaders to analyse the needs of people and strengthen them
to identify issues that can impact staff performance in negative manner.
It can be analysed that collaboration among individual and simplification of operational
procedure has an important positive effect on culture of company which directly influence
workers motivation. It enhances staff morale and increase productivity effectively and
efficiently.
Influence of others behaviour through application of motivational concepts and theories
Manager and leaders in Arco Company can influence the behaviour of staff by using and
implementing the phases of Maslow’s and Vroom theory. They can use Alderfer and Herzberg
two factor concepts as motivational theory for workers, which is beneficial and helpful for them
in term of retaining talented and skilled applicants for long. It can be evaluated that these models
define ways and suggest appropriate methods that have been used by many firms to motivate and
encourage workers which make them capable to perform excellently.
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PART 2
Effective team as opposed to an ineffective team
Effective team can be defined with aid of vision team concepts that are accessible in
corporate market. As opposite to ineffective team, they can perform effectively and always
supports management to reach at global level.
Tuckman team development model-
This model has been recognised as one of the best working team developing concepts
which enables in establishing best working parameters for all workers within teams in Arco.
Forming: At this first stage team employees are analysed based on their skill and ability,
capabilities & aims where forming of teams is done to enable working avenues to be highly
effectively framed. It can be understood that this element functionally enables to get stronger
synergy of innovation framed within Arco.
Storming: At this step of chosen model, new ideas are generated functionally with new
ideas explored onto larger scenarios of creativity and innovative fundamentals worked on.
Norming: facilitation of roles are highly active within this phase where working focus is
pertained into factors of wide determinants, higher functional advancement which enhances new
working goals.
Performing: Clear vision, purpose and objectives are finalised within this step where all
employees are motivated to work for the set standards.
Adjourning : The last phase of theory is adjourning. In this stage, most of group’s aims
have been accomplished within firm after passing above stages. Emphasis is on finishing up final
activities and outcomes. As work load is accomplished, individual workers may be reassigned to
other units.
Belbin team roles -
Resource investigator-
Leader must provide resources to its team members without any discrimination at
workplace that is quite beneficial for business and applicants.
Team worker-
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These types of staff members play their roles in team and help other in workplace to
accomplish given task on time.
Co-ordinator-
Team should coordinate with other members and always focus on team objectives to
work accordingly.
Plant-
These types of teams tend to be highly innovative and good at finding solutions for
specific issue.
Monitor evaluator-
They monitor each and every activity of workers while performing in a team and provide
appropriate suggestions.
Specialist-
The person who has knowledge about everything is an specialist, he or she can manage
performance of workers in effective manner.
Shaper-
These kinds of applicants cater necessary drive to company to assure that team keep
moving forward to achieve set aims of Arco.
Implementer-
Leader can be considered as implementer who implements strategic plans and tactics at
workplace.
Challenges in team development-
Making effective communication, take right decision that all workers are ready to expect
and lack of leadership are different types of challenges management would face while making
and developing a team.
Effective team as opposed to ineffective team-
Effective teams and ineffective teams are highly different from each other where it can be
understood that there are various paradigms where their efficiency levels are low and varied
pertaining onto larger goals working avenues.
Ineffective teams are highly lacking in effective skills of working with innovation and
new working effective paradigms where there are major factors where employees are not able to
engage in new working goals among working in teams where they lack direction also.
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Effective team work excellently and help to increase profitability and productivity at
workplace, which is quite beneficial for organization.
Group and team development theories
Tuckman’s team development theory support development of Arco within effective
groups. It clarifies particular phase of any team for example, forming, storming, performing, and
other. When manager follow all these stages they can develop an effective team who can support
enhancing performance of company and enhance its operational efficiency in effective manner.
The above chosen theory and characteristics of teams develop a effective team because
stages of concept drive people to build a team by conducting few beneficial practices like team
collaboration etc.
Concepts and philosophies of Organization behaviour
There are variety of the different types of concept which used to govern the
Organizational behavior in general. Some concepts are as follows:
Individual Difference: All the individual working in or out of the organization always
has a different perception as all of them generally belongs to different background. Hence, it is
very much important for the leader to build the culture and environment in which all the
individual feel free to work.
Desire for involvement: It is another concept of Organizational behavior, every
employee in the organization always desire to be involved in the decision-making of the
company (Oluwayemi, 2018). This some time used to create the issue of employee conflict in the
organization, at the same time it also promotes the healthy sort of competition in the
organization.
Motivated Behavior: All the individual generally has different sort of needs and want.
For achieving the same they used to perform variety of the different task. So it is very important
for the organization to consider and provide some sort of motivation to all the employee in the
organization. So that employees contribute very positively in the success of the company.
Human Dignity: It is a philosophical Concept of Organizational Behavior, all the
employee in generally used to desire that they are treated with the dignity and respect. Hence, it
is prime responsibility of the business that they used to respect all the employee irrespective of
their performance and background they belong to.
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Whole Person: An employee personal life is not separated from working, as all the
individual generally used to work to better their personal life. So the manager or management
team has to make sure that they used to treat all the individual in the organization as a whole
person (Zeyada, 2018).
Mutuality of Interest: It is another concept of Organizational behavior, as employee are
need of job at the same time organization also need employee as well. Hence, this mutual interest
between both the party used to motivate them to carry out their role in the better way in the
organization.
Philosophy of Organizational behaviour
Path goal theory is one of the most advanced and widely used as one of the most
innovative philosophy standards, where there are various paths which have been segregated for
large scale functional implementation parameters and development of stronger vision among
management. There are four different type of leadership style which has been passed on by Path
Goal theory. All four of them are as follows:
Directive Path: It is the path in which the leader used to adopt the role of clarifying the
goal of the business. In simple words it is the type of path in which leader generally let the
employee known or understand what company used to desire of them. Theory pass on the view
point that this path has very significant impact on the employee performance. As all the
employee generally used to desire the good amount of the clarity about the role which will be
endured by them and what will different task demand. Also, this sort of path in the organization
used to help the company in building good and strong relationship with different employee in the
organization (Zhang, Jiang and Jin, 2020).
Supportive path: It can be understood as the path where leaders are friendly towards
subordinates and displays personal functional attributes for cooperating with employees needs,
creative ideas and functional well-being for larger functional scope segments. In supportive path
subordinates are also consulted at work for all important decisions, task goals and paths to
resolve goals. Supportive path shall enable company leaders and employees to work with strong
cooperating working attitude with various new ideal paradigms such as innovative mindset to
adopt, with changing competitive levels and to exercise large scale new quests.
Participate path: In this path leader believes in group decision-making aspects
and shares viable innovative information with subordinates for enabling higher working
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aspects of innovative thinking mind. There is large functional working exploration with
various subordinates colleagues, through which Arco Limited can develop strong leadership at
all platforms and also communicate various paradigms within functional scenarios. The
company leaders by adopting participation with employees at management levels will be able
to exercise functional goals and work with diverse functional phenomenons to adopt as the
new working synergy. Participation of management enables company to grow diversely and
also prominently enable to yearn cooperative focus among various horizons. The participative
path is widely crucial for stronger team diversity aspects, and overall productive growth for
longer term which over grows larger efficacy paradigms on stronger working synergy.
Achievement oriented: In this factor of path goal theory the leaders are known for setting
various challenging goals and encourages employees to reach on their peak performance metrics
fundamentally. The leader within this theory believes that employees should be given target
performance metrics for gaining stronger performance goals and to seek stronger positions. The
achievement oriented further brings on major working operations' enhancement, which develops
new working parameters of efficacy and also deploy various scenarios which will deliver growth
objectives. Achievement oriented path by leaders enables to develop large level of functional
innovation along with target growth synergy, for generating long term retention and motivation
grounds among employees which enable them to exercise future potentialities also. By being
achievement oriented there is diversity enhanced widely where overall growth is built within
teams and stronger working evolution.
Influence of concepts and philosophies of OB in business situations
Arco Limited company by working forward within business scenarios by using various
OB concepts and philosophies as discussed above will be able to develop stronger effective
management teams which work with diversity of various platforms. It can be understood as
influence of behaviors in various business situations where dynamic growth is demanded by
management and leaders can be exercised competitively and also there is growth in various
scenarios which enables them to gain wider working synergy of efficiency. Moreover, Arco
limited will be able to gain wider functional innovation and new working growth by developing
partnership onto various aspects of creativity, larger horizons and to yield focus on major
goodwill growth. There is wide positive impact of concepts and philosophies adoption where
there are major working aptitudes recognized (Narzary and Palo, 2020). Organization behaviour
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philosophical functional parameters have strong synergy of larger goal efficacy where theory has
been actively analysing larger goal innovation on wider domains, higher functional aspects
where Acro Ltd has been heading towards larger goal innovation scenarios for connecting with
varying larger profits
CONCLUSION
From above analysis, it has been concluded that Arco Ltd management and seniors by
using their authority and responsibilities increasing performance of staff. They are creating
positive work environment at workplace, where each worker feel high motivation and actually
enjoy working hours without facing any issues that can put negative impact of productivity and
progress of business. It has been analysed that by taking appropriate decisions, manager and
leaders obtaining many benefits in term of enhancing motivational level of staff and boost their
morale as well. Furthermore, it has been summarized that by following the norms of and stages
of Maslow’s hierarchy of needs and Vroom expectancy motivation concepts, company motivates
their staff and it makes them able to retain skilled applicants for longer period of time. By using
team development theories such as Tuckman and Belbin, manager developed an effective team
as opposed to ineffective group.
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