Organisation Behaviour Report on A David & Co. Ltd: Unit 12

This report examines the organisational behaviour of A David & Co. Ltd, focusing on the influence of culture, politics, and power on individual and team dynamics. It analyzes Handy culture, Hofstede's model, and Raven and French powers, illustrating their impact on employee behaviour and performance. The report further explores how motivational theories, including Maslow's hierarchy of needs, can be applied to achieve organizational goals. It evaluates content and process theories, along with the influence of politics and power on the company. The analysis covers effective teamwork and team development theories, providing insights into how to foster cooperation and improve overall organisational performance. The report provides a comprehensive overview of how these factors shape the company's operational environment and employee relations.

ORGANISATION
BEHAVIOUR
UNIT: 12

Table of Contents
INTRODUCTION...........................................................................................................................4
LO1 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context .................................................................................................................4
M1. Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................6
LO2 Evaluate how to motivate individuals and teams to achieve a goal ...................................7
P2. Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context............................................7
M2. Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................9
LO3. Demonstrate an understanding of how to cooperate effectively with others ..................10
P3. Explain what makes an effective team as opposed to an ineffective team..........................10
M3. Analyse relevant team and group development theories to support the development of
dynamic cooperation..................................................................................................................12
LO4. Apply concepts and philosophies of organisational behaviour to a given business
situation .....................................................................................................................................13
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.......................................................................................13
M4. Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way..........................................................................14
D2. Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work place
....................................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour conducts study in the way to interact individual within groups. In
this regard, this study more efficiently work with creative ideas that can be applied in
management of workers. As a result, it aims to maximise output from individual group members
(Salminen, Vanhala and Heilmann, 2017).
Present study based on A David & Co Limited that provides production and distribution of
fruits. They offer different kinds of fresh fruits, vegetable, etc. That are ready and consider in
preparing products. Furthermore, they also serve bakery items that significantly contributes to
the firm’s development.
For gaining insight information of the present report, it covers influence of culture, power
and politics, etc. All this consideration assists to find positive and negative behaviour in the
chosen business. Furthermore, it includes content and process theories which create major impact
on organisation goals and objectives. Moreover, it considers theory to make effective team as
opposed to an in effective team.
LO1 Analyse the influence of culture, politics and power on the
behaviour of others in an organisational context
P1. Analyse how an organisation’s culture, politics and power
influence individual and team behaviour and performance.
In A David & Co Limited these elements create major impact which will be discussed in
following consideration:
Handy culture
 Power culture: In A David & Co Limited, with power culture held among few
individuals whose influence spreads within the organisation. There are different rules and
regulations in a power culture.
 Role culture: When organisation considers role culture, it is based on several rules. They
are highly controlled with everyone to develop more significant advantages. Power in
role culture is also determined with position and particular structure. It is built on detailed
structured that is typically tall with long chain of command. Consequence also based on
different perspective of risks (Oeij, Dhondt and Vroome, 2016).

 Person culture: In the enterprise, with person culture successfully develop with several
individual to see unique and superior in the business. An organisation with prson culture
is based on collection of individuals who work for same organisation.
 Task culture: Task culture forms within the teams of business that is formed to address
specific problem and issue (Rickaby, Glass and McCarthy, 2017). It is creative
perspective in A David & Co Limited to mix team members.
Hofstede model
According to this model, it can be stated that following are different dimension of the
present model: Power distance index: This dimension deals with fact that all individual in societies are
not equal. It expresses positive attitude of the culture towards these inequalities amongst
people. Power distance defined as extent to which less power members of institution in
the country expect power in A David & Co Limited. Individualism versus collectivism: In this aspect, fundamental issue addressed with
degree of interdependence to maintain effectiveness among several members. Collectivist
societies people also belong in a particular group to take care of them in exchange for
loyalty. Masculinity versus femininity: High scores on this dimension indicates that society will
be driven by competition, achievement and success. In this aspect, it can be defined as
value system of A David & Co Limited is the best throughout the organisation life.
However, low score on the dimension means that dominant values in society are caring
for others and quality of life. Uncertainty avoidance index: This dimension has to do with way that consider by
society deals to fact that future brings anxiety and different cultures that learnt to deal in
different ways.
 Long term orientation: This dimension describe how society can maintain links with
own past while dealing with challenged of present and future.
Raven and French powers
 Legitimate power: According to this power, it can be stated that employees lose their
position which instantly disappear that also influence position rather than one person

(Oeij, Dhondt and Vroome, 2016). Scope of power is also limited for particular
situations. Therefore, in A David & Co Limited have right to control.
 Reward power: People in particular power are also possessing rewards power. It raises
promotions, desirable assignment, training opportunities, etc. If others expect A David &
Co Limited reward them to do business with high probability to do business. Problem
with this power based on strong as it seems to make strong. Supervisors rarely have
completed control with salary increasing. In this aspect, some actions values can be
perceived (Salminen, Vanhala and Heilmann, 2017).
 Coercive power: According to this power, it can be stated that problematic and abused
activities can be successfully develop in the organisation. In this kind of power, a cause
dissatisfaction or resentment among people that can apply in threats and punishment with
common coercive tool.
 Expert power: When employees of A David & Co Limited with creative knowledge and
skills that assists to understand situation and work for solution, implement judgement and
generally outperform others.
 Referent power: This power characterized with referent power which comes from one
person to liking and respect other people. In addition to identifying with different
perspective way. Mainly celebrities have referent power which influence person that
often makes everyone feel good so that they tend with lot of influence.
POLITICS
Politics in organization is influenced by four factors that is decisional, structural, power
and functional. Decisional politics is the situation when the person at workplace with authority
takes random decision without involvement of employees. This is the type of politics which
leads to resistance and lack of interest in workplace activities. Structural politics is the situation
which arise when top management at workplace takes certain decision which leads to changes in
work environment sometimes leads negative working place environment. Further, there is power
politic which arise due among employees due to difference in job role and responsibility. Apart
from this, functional politic is the situation which arise due inter departments decision of
supervisor and lower level employees.
Impact on individual, team and organizational performance

Power, politics and culture are significant beliefs in the study of organisation behaviour.
With this regard, power and politics are lively conceptions and are important functions of
communication between several elements in A David & Co Limited. On organisation behaviour
of the chosen business, power influence positively which influence and control anything which
helps to value others.
A David and Co. Ltd is influenced by power culture where employees work in
pressurized environment which impacts performance and interest of employees and team
coordination.
The influence of politics on A David and Co. Ltd is of sudden decisions which hampers
employees and team performance. This is also denoted by hofstede's cultural dimension
according to people of UK are resistance to uncertain conditions and situation at work place.
Expert power impact employees, team and organisational performance of David A co.
Ltd. Where expert individuals of organization are focused on managing employee’s motivation
and creative workplace environment by boost interest of employees and team working which
enhance organisational performance.
M1. Critically analyse how the culture, politics and power of an
organisation can influence individual and team behaviour and
performance.
In order to determine successful power, it can be stated that culture, power and politics
influence to the individual and team performances. For example, when manager of A David &
Co Limited get reward power it impacts positive with performing desired level of results. On the
other hand, when manager not getting reward power, they are not effectively involved to make
appropriate decisions in the business. Hence, it impacts negative on the results. Power, politics
and culture related with each other because it contain individual and team performances in
effective manner. For instance, when manager follow task culture they need to work within the
team to distribute it among several members. As a result, it assists to focus on the special quality
of employees to perform several functions and operations as per the business requirements.
Culture can be defining as the arts and other manifestation of human intellectual achievement
regarded collectively. Power can be define as ability or capacity to do something. Capacity and
ability also influence the behaviour of others or course of event. With use of coercive power,
people can deal with threaten that someone will be fired. Position also allows taking justification

to do several things (Rickaby, Glass and McCarthy, 2017). Power decides generally judged
which can be accomplishing to perform functions to make quick decisions. It also assists to
develop long term interest of the chosen business (Webb, Morgan and Goddard, 2016). People
will listen to employees to maintain trust and respect that stated by people. With the help, ideas
that possess by other that look to develop leadership in particular area (Bittencourt, Meeuwisse
and Fonseca, 2016).
LO2 Evaluate how to motivate individuals and teams to achieve a
goal
P2. Evaluate how content and process theories of motivation and
motivational techniques enable effective achievement of goals in
an organisational context
Generally, there are two kinds of theories of motivations, which are content and process
theories. The content theories refer to fulfil staff members needs in appropriate manner.
Therefore, they can motivate employees with suing different sources. On the other hand, the
process theory refers to ways to motivate employees. Some motivational theories have been
discussed below. Also, how the use of the theory can contribute in developing motivational
techniques in an organisation has been evaluated.
Maslow’s theory of motivation: In this theory hierarchy of needs is considered in different rang
from lower to higher. Lower needs of employees fulfilled leading to demand other needs. In A
David & Co Limited, this kind of needs consider limitations and criticism. There is little
limitation which considers evidence support to follow hierarchical strictly. Research has
challenged to impose Maslow’s pyramids. Social needs are mainly higher than any others
(Webb, Morgan and Goddard, 2016). Maslow's theory helps in the chosen business to fulfil staff
members needs with providing them several benefits. This is because, each staff member of A
David & Co Limited has different needs and requirement. Therefore, manager need to deal as per
their requirements.
Table 1. hierarchy of needs theory
Needs Implementation
Physiological
needs
It includes food, shelter, clothing, etc. To manage this need Maslow can
provide pantry facility to employees. This will help the firm in managing

flexibility at workplace.
Safety needs Working environment must be safe, relatively job security and freedom from
other threats. To manage this A David Co. Ltd has complied with standards of
occupational health and safety which helps the firm in providing safe working
environment like hygienic wash room facilities, clean surroundings,
emergency exit for uncertain situations.
Social needs It considers generate feeling of acceptance, belongingness with reinforcement
team dynamics. To manage social motivation company organises information
training and meeting session with employees. This helps in encouraging
employees’ participation and aid management in deriving areas which needs
to focused.
Self esteem It considers challenging and meaningful work assignment that enable
innovation, creativity and progress long term goals. In accordance with A
David Co. Ltd can focus on inter recruitment which is the best of filling
vacant position and appreciating employees’ skills, interest and work.
Self-actualisation The realization or fulfilment of one's talents and potentialities. However, to
manage this motivation at workplace organisation can focus on reward
management programmes which are intrinsic like employees of month,
performer of month, etc.
Process theories
Process theory considers method through employees is motivated to consider positive
behaviour of results. Within A David & Co Limited, goals are important consideration that
assists to meet with innovative characterises and design with motivational program.
Vroom’s theory: In order to develop motivation, there are several elements indicates level of
motivation. Attractiveness of the rewards sought, and probability of the rewards obtained. In this
regard, A David & Co Limited employee feeling to get value from business organisation to put
higher efforts of work efforts. There are several elements exists in which it is based on three
variables valence, instrumentality and expectancy (Salminen, Vanhala and Heilmann, 2017).
Activity importance
Valence This can be characteristic on the basis of special outcomes and termed as the

valence. As a result, people can prefer different activist behaviour.
Instrumentality In this regard, association between first level and second level also ascertained
to gain positive results.
Expectancy It considers relationship, between chosen course of action and its predicted
outcomes.
As per Vroom theory, manager of the chosen organisation need to indicate certain levels
of motivation through they can easily communicate several benefits to get best value. In this
regard, more efforts and efficiency required among several employees to deal with desired level
of outcomes. In addition to this, it can be recommended that action must be taken to focus on the
predicted outcomes and results. This type of motivation in A David Co. Ltd can be managed by
management by offering extra part for extra work. This will increase employee interest in work
and also will helps in achieving business objectives.
Thus, in accordance with content and process theory of motivation it can be said that
fulfilling hierarchical needs of motivation like self-actualisation and social and physiological
needs of employee can assist A David & Co Limited in boosting employee’s morale.
M2. Critically evaluate how to influence the behaviour of others
through the effective application of behavioural motivational
theories, concepts and models.
There are different kinds of content and process theories applied such as Maslow’s and
Vroom theory. In the content theory, main focus of A David & Co Limited to motivate staff
members through fulfil needs of them as per requirements. This considers understanding towards
that develops research. It gives answer of what to motivate staff members with different sources
(Peso, Even and Barron, 2014). With this regard, Maslow’s theory considers different kinds of
elements of needs. For instance, physiological needs, safety needs, social needs, self -esteem
self-actualisation. These needs must be satisfied by the chosen enterprise to deal with creative
activities and tasks. Therefore, hierarchical structure of needs followed by manager to deal with
each person requirement. In addition to this, it is also useful to focus on effective application of
motivation in the business. When manager fulfil each level of need, it helps to increases loyalty
of staff members towards the business. On the other hand, vroom theory also considers
developing more effective results at workplace. Valence, instrumentality and expectancy are

such concepts and aspects. Importance of motivational program is that organisation highly
focused to increase productivity to understand application of various settings. It will increase
discussion and meaningful program that can be initiate with desired level of results (Bittencourt,
Meeuwisse and Fonseca, 2016). On the basis of these elements, effectiveness increasing to focus
on motivation. In this theory, three stages consider that assists to meet with creative results and
outcomes. Valence shows specific outcomes which need to be cater to motivate staff members
and fulfil their needs. Instrumentality consider relationship between first and second level
outcomes. As per this theory, person does not feel higher need until the needs of current level
have been satisfied. It includes different kinds of needs, physiological, safety, security, esteem
and self-actualisation.
D1. Critically evaluate the relationship between culture, politics,
power and motivation that enables teams and organisations to
succeed providing justified recommendations.
With the help of positive culture, politics and power motivation also develop successfully. It
assists to focus on the individual and team performances. In this regard, person culture adopted
by A David & Co Limited in which special qualities and features considered to attain desired
objectives. On the other hand, as critical evaluation these elements assist to focus on motivation
level which would be beneficial to develop more desired results (Rickaby, Glass and McCarthy,
2017). Motivation is more important perspective that assists to meet with the successful
outcomes and results. In this regard, all level of needs must be fulfilled by the manager to attain
more effective advantages in the business. It helps to focus on the successful results and
accomplish business goals as well.
LO3. Demonstrate an understanding of how to cooperate effectively
with others
P3. Explain what makes an effective team as opposed to an ineffective
team.
Team can be defined as group of players that forming one side in competitive manner.
Effective team can be comprising as accomplish business purposes through make their efforts
and energizes team members in successful way. With this regard, several people engage to
accomplish business goals and objectives. However, ineffective team often due to suffer lack of
purpose, efficiency and they have personal mutual objectives to attain overall effectiveness. In

order to make effective team of A David & Co Limited, it is essential to focus on employee
commitment, effective leadership, proper communication, etc. All these perspectives help to
attain more desired level of outcomes to lead with successful results and overall targets at
workplace. In the chosen business, lack of communication and commitment of several people
create issue to make effective team to attain overall goals and objectives. As a result, it is
essential to look on Tuckman theory and Belbin team roles.
Characteristics of effective team:
 A team which knows clearly in which direction they the member of the team move.
 In an effective team the members are clear with their role
 The team members are able to communicate effectively which create a transparency in
the communication process and avoid any type of misunderstanding between the team
Characteristics of ineffective team:
 The members of team are not committed with their work
 There is lack of trust among the team members
 People of the team do not share information with each other
Recommendation
The David & Co. Limited is currently facing the loss in the market due to ineffective top
management. Top management of the company is unable to make the strategies in order to meet
the demand of market. The company can take the following measures in order to convert its
workforce into an effective team.
 The company should try to indulge employees in such activity which help them to
interact with each other.
 The company should set goals for the team members and should also design the steps in
order to achieve such goal.
 Some responsibilities should be assigned to team members which will make them feel
valued. It will help an individual to feel responsible.
 The company should celebrate success of each team member it will increase the
motivation level of employee
In every business, there are different kinds of operations and functions continuously
develop to focus on desired level results to focus on the creativity and effectiveness. In this
regard, everyone needs to possess tendency to behave in particular way that increases working

with other people. In A David & Co Limited useful knowledge and effectiveness generally
increases that assists to meet with different roles in whole team. In this regard, Belbin team roles
helps to encourage different types of people to fill objectives with different roles (Peso, Even and
Barron, 2014). They are as follows:
Plant role: Plant are innovators and highly creative to seed with ideas and consider major
development program. In this way, they prefer to operate with themselves at some distance from
other members of the whole team. Imagination and often working also tend to introverted and
react strongly to criticism and praise (Webb, Morgan and Goddard, 2016). Ideas also offers that
are radical who possess practical communicating with different people in A David & Co
Limited.
Resource investigator: This kind of people working with enthusiastic and extroverts’
characteristics so that positive communication can be successfully develop to work inside and
outside. They are natural negotiation who adopted exploring new opportunities and developing
several contracts. Furthermore, they are bringing new ideas and information that are important
for whole team. With the help of effective communication, they are easily communicating
different activities to work under pressure (Bittencourt, Meeuwisse and Fonseca, 2016).
Monitor evaluator: Monitor evaluators are serious and open minded who prudent
individual with built over enthusiastic. They are generally slow to make decisions in A David &
Co Limited so that they are monitoring whole work of the organisation. With the help of good
capacity, they are easily making judgement to take all factors to analysis problems and issue into
account. There are relatively small numbers of ideas and suggestions continuously develop to
focus on the crunch decisions (Rickaby, Glass and McCarthy, 2017).
Coordinators: Coordinators are those people who possess characteristics in which ability
to work and share goals in appropriate manner. In this regard, different elements consider that
assists to accomplish desired results such as mature, trusting and confident. In A David & Co
Limited coordinator delegate readily with interpersonal relationship which successfully develop
to spot talent and use them to accomplish objectives. They are also ensuring that resources are
used in best manner to accomplish desired results of goals and objectives within the enterprise
(Alsop, Griffin and Smith, 2016).
Shapers: Shapers are highly involved and motivated people who possess energy to
accomplish desired results and outcomes. With this regard, they are aggressive extroverts and