Organisational Behaviour Analysis: A David & Co Limited Report

This report provides an in-depth analysis of organisational behaviour, focusing on A David & Co Limited. It begins by examining the impact of organisational politics, power structures, and culture on individual employees and teams, utilizing Handy's typology and French and Raven's power model to illustrate these dynamics. The report then delves into content and process theories of motivation, including Maslow's hierarchy of needs, and discusses various motivational techniques. Furthermore, it explores team and group development theories, emphasizing strategies for building effective teams. Finally, the report concludes with a discussion of key concepts and philosophies of organisational behaviour within the context of the organisation. The report aims to provide insights into how to improve employee behaviour and organisational performance.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse impact of politics, power and culture on individual and teams within organisation
................................................................................................................................................1
TASK 2............................................................................................................................................4
P2 Content and process theories of motivation along with motivational techniques.............4
TASK 3............................................................................................................................................7
P3 Team and group development theories to form an effective team....................................7
TASK 4..........................................................................................................................................10
P4 Concepts and philosophies of organisational behaviour in context of organisation.......10
CONCLUSION..............................................................................................................................11
REFRENCES ................................................................................................................................12

INTRODUCTION
Organisational behaviour is termed as the prediction, management and study of human
behaviour within a company. It specifies the manner in which different people interact and
communicate within groups. It is a scientific approach to manage business more efficiently.
Appropriate organisational behaviour results in maintaining a positive and healthy work
environment (Axelsson and Easton, 2016). This assignment is based on A David & Co limited
which is a fruit production and distribution company, headquartered in Bristol, UK. Company
provides fresh vegetables, fruits and bakery items to restaurants, hotels, governments contracts
etc. on daily basis. This report involves impact of organisational politics, power and culture on
behaviour & performance of employees. Beside this, process and content theories are discussed
to achieve organisational goals in desired manner. Also, ways to build an effective team is
discussed along with philosophies and concepts of organisational behaviour.
TASK 1
P1 Analyse impact of politics, power and culture on individual and teams within organisation
Organisational culture
Organisational culture is termed as a system of shared values, beliefs and assumptions
which helps in acknowledging the behaviour of individuals within a firm. It includes experience
and expectations of a company which contribute towards unique psychological and social
environment within business. It influences the manner in which employees interact and
communicate with one another while performing business operations and activities. Positive
organisational culture results in keeping employees and other members of organisation active
and passionate regarding work (Bennett, 2015). It helps an organisation in achieving their
mission, objectives and aims. In case of A David & Co limited, HR manager of company can
improve organisational culture of company with the help of Handy's typology which is
mentioned below:
Handy's typology: According to Charles handy, there are four kinds of organisational
cultures which can be applied within A David & Co limited to improve performance and
behaviour of team & individuals. If these cultures will be given proper consideration, positive
working environment can be maintained within workplace. These are discussed as follow:
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 Power culture: Some organisations prefer to follow power culture in which power is
accumulated between few hands only. These individuals takes all necessary business
decisions and other people needs to follow their orders to perform business operations.
In this culture, subordinates have no right to perform business activities in accordance
with their opinions and they strictly have to follow the instructions of seniors &
superiors. If A David & Co limited will follow this culture, company will be able to
respond quickly in changing situations but in some cases superiors can act abrasive and
tough due to which grievance in employees can be seen. Due to this their working
potential and desire will reduced. This will results in revenue loss and decreased
profitability for company.
 Role culture: In this culture every individual associated with a company is assigned
some responsibilities and roles according to their interests & specialisations. This will
allow employees to deliver their best performance. If manager of A David & Co limited
will implement this culture, it will benefit company in accomplishing their tasks in
efficient and timely manner. This culture offers performance to a required standard. But
for power oriented people this culture is frustrating as they will not be able to direct
workforce according to their orders and guidance (Blyton and Morris, 2017).
 Task culture: This culture is project oriented and to achieve targets, specific teams are
formed. Under this, employees with same specialisation and expertise come forward and
forms a group to perform business operations. If manager of A David & Co limited will
implement this culture appropriately, projects and tasks will be accomplished with a high
degree of autonomy. But it is acknowledged that this culture is not suitable in all
circumstances and results in business failure if not implemented properly. If not
considered properly, it will leads to employees dissatisfaction due to which overall
productivity of firm will suffer.
 Person culture: It is an unusual culture and is not preferred by most of the companies. In
this culture, employees of a company consider themselves as an individual unit and prefer
to works according to their choice and preferences. Organisations with corporate
objectives can adopt this culture to improve their work performance. This culture will not
be beneficial for A David & Co limited as workers will consider them independent of
each other and working potential as a team & group will reduce.
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In case of A David & Co limited, it is acknowledged that implementing task culture will
benefit the organisation in improving the working behaviour and task performing potential of
employees (Blyton and Morris, 2017). As workers will be given work according to their interest
they will feel comfortable and able to deliver their best performance. This culture will help
company to improve their organisational culture and behaviour where as other cultures will not
be very effective.
Organisational power and politics
Organisational power is defined as ability of superiors to influence other employees
within an organisation. It specifies what authority an individual exercise within an organisation.
Superiors and seniors of A David & Co limited can excess their powers appropriately in order to
enhance overall effectiveness and efficiency of organisation. Managers in A David & Co limited
can implement French and Raven power model to improve working performance of company.
French and Raven's five forms of power:
 Legitimate power: It is also known as official and position power. This kind of power is
unstable and unpredictable and come from higher authority. In case of A David & Co
limited, Seniors and managers within an organisation exercises power due to their high
authoritative position. Hence, they are allowed to manage resources in an appropriate
manner and employees need to follow their orders (Carrapico, Irrera and Tupman, 2014).
This power can result in frustration among employees due to which they will not feel
comfortable while performing business operations and profitability of company will
suffer.
 Reward power: By using this power, managers and leaders of a company tries to
encourage their workforce to accomplish tasks in a desired manner. With the hope of
getting rewarded employees of A David & Co limited will try to deliver their best
performance. Reward can either be a complement or monetary possession. This power
will boost up morale of employees so that they can deliver their best performance. This
power will result in early completion of tasks due to which market shares of firm will
enhance.
 Coercive power: This power uses fear as a motivational aspect. Managers of a company
can threat workforce regarding job, loss of pay, suspension etc. if employees are not
following instructions provided by them. This kind of power will have bad influence on
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working culture and performance of A David & Co limited, as employees will feel
threatened and perform their duties in order to secure their position. This will reduce the
working capacity of employees and organisational culture will also degrade.
 Expert power: This power is also known as knowledge power. In accordance to this
power, managers are experts which influences behaviour of other workers by guiding
them (Chawla, 2014). Impact of this power can either be positive or negative. If
managers in A David & Co limited can utilize their power in right way, employees will
willingly listen to them and revenues will enhance. If employees will fell managers have
personal motives, they will not listen to managers and work performance of employees as
a team and individual reduce.
 Referent power: Leader exercising these power is termed as role model and employees
prefer to listen their instructions and orders while performing business activities. If HR
managers of A David & Co limited has expertise in dealing with issues and welfare of
employees, they can persuade workers to trust them. Due to this working performance of
workers will enhance. This will result in increased revenue and profitability for company
as all tasks will be carried out in an organised manner.
Organisational politics
Organisational politics is a tool which helps in assessing operational capacity within an
organisation. It is also termed as workplace or office politics. It can be a major issue and barrier
in efficient working of A David and Co limited in aspects like budget and finance setting,
leadership, performance management and strategies formulation. Due to bad office politics,
powerful and authoritative people can interfere with the sensitive information related to company
which can results in mismanagement of work and failed organisational culture (Chen and Lai,
2014). HR manager of concerned company needs to maintain appropriate politics within
organisation otherwise it will lead to reduced overall productivity, spoiled ambience and working
culture, decreased engagement of staff members, demotivated employees etc. Organisational
politics is inevitable and people indulge in it to gain personal motives. Best way to stay out of
organisational politics is to avoid interfering in work of other peoples, stop relying on verbal
communications only and setting appropriate objectives and aims. Some of measures which HR
manager of A David and Co limited can adopt to promote working culture in organisation and
reduce politics are as followed:
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 By respecting privacy of employees and top management of company.
 By avoiding personal rivalries at work. Welfare of employees must be given
consideration so that they will feel more comfortable in sharing their problems and
issues.
Positive working politics will help company in achieving organisational goals and
objectives in an appropriate manner due to which revenues and profitability of organisation
improves. Individual and team performance will reduce if negative organisational politics will
have prevailed within work place (Elsmore, 2017).
TASK 2
P2 Content and process theories of motivation along with motivational techniques
Motivation
This termed is derived from 'motive' which means wants, desire and needs within an
individual to achieve desired results. Motivation is the procedure of stimulating work force in
order to accomplish organisation goals and objectives. Desire for money, success, job
satisfaction and recognisance within organisation can act as a motivating factor for employees to
deliver their best performance.
Content theory of motivation
These theories are the earliest theories which are associated with motivation. They
possess a considerable impact on the management practices and policies of an organisation.
These are also referred as need theories and stresses on motivating people to perform efficiently
within workplace in order to cater their needs (Goh, Ritchie and Wang, 2017).
Maslow’s hierarchy of needs:
It is most popular content theory of motivation. Maslow states that motivation is the
outcome of an individual's attempt to fulfil five basic needs which are social, esteem, safety, self-
actualisation and physiological.
 Physiological needs: These are basic survival needs like water, food, shelter, air etc.
Manager of A David and Co limited needs to account for these physiological needs of
workers by offering appropriate working conditions, comfortable working hours and
required breaks to drink or eat. This will improve working performance of employees due
to which revenues of company will enhance.
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 Safety needs: It is associated with well- being and security of employees at workplace.
HR manager of A David and Co limited needs to insures financial, personal security,
protection from threats and accidents to employees by offering safe working conditions.
By this satisfaction level and working capabilities of employees will increase which will
result in overall enhanced productivity (Higgs and Dulewicz, 2016).
 Social needs: It is concerned with a sense of acceptance and belongings. If employees of
A David and Co limited will feel isolated and alone, their working potential will reduce
and they will not be able to perform business operations appropriately. If their social
needs will be given preference, their working productivity will increase and tasks related
with company will be carried out in a timely and efficient manner.
 Esteem needs: It refers to self-respect, dignity and pride. HR manager of A David and
Co limited needs to consider the esteem needs to employees by praising and rewarding
them in return of their hard work. If self-respect and welfare of employees will be
avoided, productivity level of overall company will reduce. But if employees and their
preference is given consideration, they will feel valuable and deliver their best
performance to attain organisational goals and objectives.
 Self-actualisation: This need is related with the desire of individuals to reach their
maximum potential. To cater this need of workers, HR manager in A David and Co
limited can allot them challenging work which will improve their business performing
capabilities (Karsh, Waterson and Holden, 2014). Also, employees must be given
flexibility and acknowledged while decision making. This will motivate employee to
work hard and hence, results in profit increment.
Process theory
These theories emphasize on manner in which a process works with the help of
continuation, degree and modification of efforts.
Locke goal-setting theory:
It is an integrative model associated with motivation. This theory states that setting
general & challenging performance targets and commitment towards these goals are key factors
of motivation. Accomplishment of these goals results in further motivation of employees to
perform their business activities in appropriate manner. Goals can be distinguished in accordance
with their difficulty, acceptance and specificity. Specific goals results in higher performances
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and increased revenues. Difficult goals are realistic and provide more motivation to employees as
compared to easy goals. Acceptance of goal is essential due to which involvement in goal-setting
is recommended (Kasemsap, 2014).
It is a useful theory and can be applied in context of A David and Co limited. Concept of
this motivational theory has been implemented into several MBO techniques and initiative
programs. Feedbacks which are obtained while performing business operations can also be a
source of motivation for employees of A David and Co limited to improve their performance.
This theory can result in increased innovation and creativity level with the help of trial-error
method. As this theory is simple and involved simple aspects, it is widely popular among
business corporations like A David and Co limited (Katou, 2015). If HR manager of company is
not capable to set and adjust goals in desired manner, employees will not feel motivated towards
their work and overall productivity & revenues of company will reduce.
Motivation techniques
Enhanced motivation within an organisation benefits in improving performance level,
enhances moral of employees and boosts overall productivity of firm. There are several
techniques to boost up motivation of employees. In case of A David and Co limited, HR manager
can adopt these below mentioned motivational techniques:
 Creation of positive work environment: The best way to motivate employees is to
provide them appropriate and positive working atmosphere. Required tools and
equipment must be offered to them so that they can deliver their best performance. If HR
manager of A David and Co limited is not able to eliminate conflicts and issues from
workplace, employees will feel demotivated and profit margins of company will suffer.
By creation of positive environment, employees will be capable to perform all tasks
efficiently and targets of company will be achieved easily.
 Providing incentives: Expanding motivation level of workers by providing them
incentives is a good way which a manager can adopt (Maitland, Hills and Rhind, 2015).
Financial incentives involve gift cards, vouchers and cash prizes. Other kinds of
incentives that HR manager of A David and Co limited can provide to employees are
compressed work weeks, extra holidays etc. In hope of rewards and benefits, workers will
accomplish tasks in desired manner and profit margins of company will enhance.
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 Recognizing achievements: Initiating programs like star performer or worker-of-the-
month within organisation is a nice way to motivate employees. To get this achievement
all employees will try to deliver their best performance as their motivation level to pursue
work increases. This will help the concerned company in achieving competitive
advantage over rival companies.
 Share profits: Sharing of profits with workforce is another successful technique to
motivate them. In hope of earning profits, staff members of A David and Co limited will
work very hard and overall market shares of firm will increase. This is a good way to
increase working morale of employees. Beside this, profit margins and market share of
company will also enhance.
 Solicit employees input: Another technique to enhance motivation level is to conduct
regular survey to monitor satisfaction of employees. HR manager of A David and Co
limited can conduct polls or interview employees regarding their work satisfaction level.
If opinion of workers is not given considerations, they will feel reluctant to perform
business activities in a proper manner (Manzi and Darcy, 2017). Highly engaged
employees will be capable to perform business operations in desired manner and overall
productivity of firm will enhance. Due to this, it will be easy form company to achieve
their targets and objectives.
TASK 3
P3 Team and group development theories to form an effective team
Effective team
A team consists of two or more individuals which works together in order to attain a
common objective. Effective team formation results in enhanced employee motivation and
productivity level due to which overall revenues & profitability of company enhances. In case of
A David and Co limited, members of effective teams will bring skills and talents forward which
will help company to gain competitive advantage against rival firms.
Characteristics of effective team:
 Projects and tasks are properly acknowledged and performed by team members.
 Members listen to opinion and suggestions of other members in a sincere manner.
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 Disagreements and conflicts takes place sometimes but sorted out with the help of
discussions.
Ineffective team
Those teams in which members prefer to work independently and treat themselves as a
separate unit are termed as ineffective team. In context with A David and Co limited, ineffective
teams lead to failure of tasks due to which market reputation and revenue of organisation will
reduce (Newman and et. al., 2014).
Characteristics of ineffective teams:
 Members of ineffective team faces lack of purpose.
 They are not capable to carry out their business operations in appropriate and expected
manner.
Differences between effective and ineffective team:
Effective team Ineffective team
 Goals are cleared and modified on
timely basis to attain best outcomes.
 Goals and targets are competitively
structured, member tries to outperform
one another.
 Two way communication takes place
due to which ideas and opinions are
easily shared.
 One way communication take place.
Ideas are expressed but feelings of
individuals are avoided.
 Decisions are taken by mutual consent.  Decision are made by person having
highest authority.
Different kind of teams:
 Department teams: People having different interest are group together to perform
business activity in desired manner. This team will allow A David and CO limited to
accomplish their tasks in desired manner.
 Problem-solving teams: These are temporary teams and stresses on a specific problem.
HR manager of A David and CO limited can form this team to deal with issues like
financial or resource crisis.
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 Virtual teams: Members of these team are present at different geographic locations and
communicate with the help of digital media such as telephone, voice call,
videoconferencing etc.
 Cross-functional teams: In this case, permanent team members of one department
collaborate with other departmental teams to pursue a certain event (Sawang, Parker and
Hine, 2016).
 Self-managed teams: These are most empowered teams and each member is capable to
deliver their best performance within expected time. In case of A David and CO limited,
member employees will feel more ownership toward project.
Tuckman and Jensen's model of team
This elegant theory helps in understanding development and behaviour of teams within
an organisation. According to them, there are five stages which are essential in able to build,
manage and sustain a team. These are mentioned below:
Source: (Tuckman and Jensen's model, 2018)
 Forming: Teams are formed and perform duties according to allotted works. In case of A
David and CO limited, at this stage member have no clear idea regarding aims and targets
of project.
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Illustration 1: Tuckman and Jensen's model, 2018