A David & Co. Limited: Organisational Behaviour Report and Analysis

This report analyzes the organisational behaviour of A David & Co. Limited, exploring how culture, politics, and power influence individual and team performance. It examines Handy's culture of organisation theory and French & Raven's power dynamics to understand their impact on employee behaviour. The report delves into content and process theories of motivation, particularly Maslow's hierarchy of needs and Herzberg's two-factor theory, and how these theories can be applied to achieve organisational goals. It also differentiates between effective and ineffective teams and discusses the application of organisational behaviour concepts within a business context, including Chanlat's theory of political behaviour. The report provides a comprehensive overview of how various factors affect employee motivation, team dynamics, and overall organisational success.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. An organisation’s culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................1
TASK 2............................................................................................................................................3
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals...................................................................................................................3
TASK 3............................................................................................................................................6
P3 Explain what makes an effective team as opposed to an effective team...............................6
TASK 4............................................................................................................................................9
P4.Concepts and philosophies of organisational behaviour within an organisational context
and a given business situation.....................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour assists in predicting and understanding individual and group
behaviour within company. It is essential to understand the employees’ attitudes as they come
together from various culture, style, backgrounds and so on (Alfes and et.al, 2013). The chosen
company for this report is A David & Co. Limited which deals in food and beverages. The aim
of his report is to understand the culture, politics and power of company that influence the
behaviour of team as well as individuals behaviour and their performance. Content and process
motivational theories as well as techniques enable effective achievement of goals will be
understood. Difference between effective team and ineffective team is identified as well in this
report. Along with this application of concepts and philosophies of organisational behaviour in
company into business situations.
TASK 1
P1. An organisation’s culture, politics and power influence individual and team behaviour and
performance.
Organisational behaviour is considered as a management activities subset relating with
predicting, influencing and knowing behaviour of people within firm. In company, various
people comes from different culture and has well-defined knowledge, attitudes towards its job.
Therefore, it is necessary to examine the people behaviour so that work can be done as per the
needs of company.
Organisational culture:
This includes the rules, values and beliefs that should be followed by whole people who
are working in company. (Barry and Wilkinson, 2016). A David & Co. Limited have their own
culture which is need to be obey so that can do work according to the wants of company. This
can be explained with the help of Handy's culture of organisation theory. This is developed by
Charles Handy and is divided into four elements. All these are mentioned below:
Power culture: The senior authority of A David & Co. Limited has power to make
essential decisions for the growth as well as expansion of firm. Overall operations are handled
and directed through management according to the needs of culture. Through this culture
behaviour of individuals and team are influences as it lead to attaining objectives of firm. Also,
their performance can be improved.
1

Role culture: In this culture, roles and responsibilities of employees are to assigned by
manager and it is performed as per the capability, skills etc. of individuals. Due to this,workers
as well as team perform effectively towards the accomplishment of organisational objectives.
Task culture: This culture is formed to fulfil requirements of a specific task or activity.
(Chumg and et.al, 2016). Here, roles are decided according to employees skills and knowledge
so that workers can do their work as per the requirements of A David & Co. Limited. Thus, each
and every individuals and team perform efficiently in order to attain objectives of firm.
Person culture: In this, individuals are more concerned about itself rather than firm. Staff
come office simply to for money and not at all attached with organisation. This culture is used by
A David & Co. Ltd. For creating value, focused towards people and involve them in order to
meet self actualisation needs. It is generally executed while some activities such as
discrimination occurs in organisation. Due to this workers concentrate towards their work, do not
concern about group members. This minimise behaviour as well as interest to do work of team
among all employees.
French & Raven's power:
As per this theory, power can influence the employees behaviour within company. In A
David & Co. Limited most of the power is given to manager and it is accountable to manage
operations of business. Some are as follows: Legitimate power: As per this, the higher authority of A David & Co. Limited is
accountable to make whole decisions regarding management. The policies as well as
plans are formed by manager as power as making any decisions is vested into hands of
manager. Rewards power: In order to motivate the employees, this power is utilised through firm
management so that they can perform effectively. A David co. limited manager
encourages their workers by facilitating rewards that involves bonus, incentives etc. as a
outcomes both team and individuals its more efforts to accomplish the targets of
company.
 Referent power: It explains that people has capability to influence others through their
personality, qualities that attract another people towards themselves. (Cosh, Fu, and
Hughes, 2012). A David co. limited can utilise this particular power to encourage as well
as influence the employees. This is utilise by company to motivate staff to perform
2

effectively in order to accomplish organisational goals. As a outcome it can do the task as
per the needs of company.
In respect of organisational power, they use the reward power in its firm. This is proved
advantageous for company to inspire them so that they can perform effectively into development
of firm. This influence to both team as well as individuals of company to provide them
encouragements so that they perform the works wth full potential and attain the organisational
goals effectually.
Chanlat's theory of political behaviour:
Now a day politics are common at workplace and it is impacting on organisational
operation as well as business in positive and negative way. Generally, higher authority are
involved in political activities at a workplace. Chanlat's theory of political behaviour concentrate
towards positive aspects of particular types of political disputes that rise into business. In A
David co. limited, there are conflicts because of inequality. The firm manager involves into
political activities by creating discrimination among the employees. In firm pay scale is different
for male and female employees. Due to which behaviour of workers are not satisfied as well as
they are feeling demotivated. Thus, this kinds of political behaviour is not effective for
respective organisational growth along with this it will minimise company productivity. As a
outcomes A David co. limited not able to accomplish goals as per requirement and effective
manner.
Politics impact upon organisational works as well as process which drop down the staff
productivity level in respective firm. For example: An individuals who focus more on politics are
less concentrated upon its work and this directly effects team performance well as individuals
productivity level. Thus, this impact upon whole firm and their output to obtain appropriate
value.
TASK 2
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals
It is crucial for a business to motivate the employees so that they can put their efforts in
order to attain the organisational objectives. Motivation is a term that is utilised to encourage the
workers of firm in order to work effectually with the aim of achieving their goals. A David &
3

Co. Limited manager motivate their staff members through facilitating them some rewards and
promotion. For this motivational theories are used in order to influence the employees
behaviours at job. Therefore, it implement theories of content and process to motivate their
employees to do the work successfully that are explained below:
Content theories:
It is the earliest theory of motivation. This theory describes the reasons for changing
human requirements with the time duration. As it identify the needs as well as connect
motivation in accomplishing of that requirements so, this is also known as needs theory. Content
theories of motivation assists in understanding the factors which motivate an individual and team
behaviour (Falck, Davis and Liu-Ambrose, 2017). A David & Co. Limited applies this type of
theories to inspire workers working in company. There are some content theories like Herzberg'
two factor theory, Alderfer’s ERG theory, McClelland’s achievement motivation etc. from all
these A David & Co. Limited use the Maslow's need hierarchy theory that are explained below:
Maslow's need hierarchy theory:
Illustration 1: Maslow's needs Hierarchy theory
(Source : Maslow's Hierarchy of need theory, 2018)
4

In content theories, Maslow's needs hierarchy is developed by Abraham Maslow. It is utilised to
analyse the requirements of individuals. The form can attain objectives of company through
knowing the needs of people with the assistance of Maslow's hierarchy of needs theory (Pelgrim,
and et.al, 2012). It is classified into five and A David & Co. Limited applied motivational
techniques in order to encourage their employees. Psychological needs: This is the initial stage, it represent the basic biological
requirements of people like shelter, clothing, food etc. that are important for their
survival. A David & Co. Limited can facilitate good salary to their employees so that
they may afford primary life amenities. Not only financial benefits they can also give
housing facilities to their whole workers. Therefore, their basic needs are fulfilled so it try
to perform in order to accomplish organisational goals. Safety needs: These shows the requirements of human security. Individuals often scared
regarding any unsure issues such as accidents, natural calamity and so on that considered
as a part of life. Uncertain issues like (Rosenblum, 2012). A David & Co. Limited can
ensure that their workers feel secure by facilitating them some health facilities, insurance
as well as policies regarding keeping its family member on job if the individuals working
in company die or any kind of physical disabilities. So, they feel safe and work
effectually in order to attain the objective of organisation. Social needs: These needs explain the individuals requirements to be the part of society.
Relations, family etc. are the components of this needs (Teh and Sun, 2012). A David &
Co. Limited assure that all people in company feel that they are the part of firm. Through
fulfilling this needs organisation can facilitate a healthy environment to their employees.
Workers are satisfied and perform effectively towards accomplishment of goals. Self esteem needs:This needs differ in individuals according to their nature. Few human
wants the attention and respects in order to satisfy its ego. Few gets satisfied easily
because of their adjusting behaviour. A David & Co. Limited can treat their employees
fairly and value them. If they feel valuable so can easily attain the company goals.
 Self actualisation needs: This is refers as a desire of workers which will aids them to
improve and grow career in organized manner. A David & Co. Limited can facilitates
equivalent opportunities to do work effectually and acquire a definite position within
company. Promotions can be given to them in rewards form that provides them a
5

challenge so that they can prove themselves as well as encourage them to perform
effectively so that objectives can be achieved.
Hergzberg's motivation theory:
It is known as the dual factor theory which was developed through Frederick Herzberg in
1959. the factors that are included into this theory are :
Motivational Factors: Respective firm motivational factors provides positive
satisfaction to workers. These factors mostly inspire staff to do the work with full potential and
accomplish the desired goals. It consists:
 Growth: More opportunities are to be facilitated through respective firm for the growth
as well as advancement of staff that inspired them to do the work properly.
 Meaningfulness of work: The work facilitated to staff at respective firm are to be
meaningful as well as challenging to do the work with full potential and remain inspired.
Hygiene factors: These are those job factor which is important for the existence of
motivation at work place. It mainly describes job environment of respective company. It
includes:
 Interpersonal relation: The staff Relationship with seniors are effective as well as
acceptable. These should not be any disputes or humiliation elements presented within
firm.
 Physical work: This is essential for respective firm to have safe, clean as well as
hygienic work conditions. Moreover, work equipment are to be well maintained and
upgraded.
Process theory:
Process theory is a process in which the organisation make different motivation process
to satisfied the needs of the employees in the organisation. (Veldsmana and Coetzeeb, 2014).
Their are different theories like vroom expectancy theory, Adam smith theory, Maslow hierarchy
theory, path goal theory etc. The manager of the A David co. limited had used the path goal
theory that help them to develop the effective team within an organisation.
Vroom expectancy theory
It is a theory in which it explains the relationship between the external and internal needs
of the employees in the organisation. This helps to determine the performance and the outcomes
of the employees in the organisation. In A David co. limited employees make different needs
6

that help an organisation to achieve the targets. The employees performance can be based on the
skills, behaviour and the knowledge of the particular task which has been assigned to them.
There are three variables which has been used by making an effective team like valence,
instrumentality and expectancy Valence: It is the process that determines the positive outcomes of the organisation that
help the person to attain the specified objective (Wesselink, Blok and Ringersma, 2017).
This will help A David co. limited to make the proper effectiveness of the organisation in
which effective team is been made. The employees had to make efficient relationship
with the other group members that help the organisation to attain the objectives for the
desired outcome. Expectancy: In this process when employees make different needs to satisfy all the
managers in the organisation. In A David co. limited employees can achieve the objective
when they have all the resources and skills to be determined and the way the employees
assigned the work by the team leaders.
 Instrumentality: This is defines as the employees received the positive and the negative
outcomes from the managers in the organisation. For example- In a A David co. limited
when employees said that they do all the task properly then it is the instrument which has
been established. This is the positive outcome which the employee is been used for
designing the effective decisions and inherit the team leaders to work in a team . This
help an organisation to make the effectiveness of the employee and help them to establish
the desired results.
Adam's theory:
This explain that individuals get inspired if they are treated equally and acquire what they
considered for its performance and cost. It is the theory that was developed through Adams and
is depends upon the social exchange theory. As per this, individuals are compared its potential
with works, cost of its action as well as advantage which will outcomes to contribute and
advantages of referenced people. Hence, in respective firm the staff put more potential into their
performance like experiences and many more. So, it expects the outcomes accordingly like
bonus, etc. it is the theory is not very much efficacious for firm as their ratio of retention is good
and if they will treat staff equally than other will get demotivated.
7

TASK 3
P3 Explain what makes an effective team as opposed to an effective team
In an organisation leaders make effective team for continuous strategic planning that help
to achieve goals and objectives. This led the top leaders of the A David co. limited make
different strategies for new employees in the organisation. Effective team is a term in which
good employees in a team to achieve their targets while they will only focuses on the work
which have assigned to them. The leaders are called laggards who do not work properly in the
organisation and do not make the desired goals or the objectives. They make different conflicts
with each other that help the A David co. limited to not to achieve the targets.
While making an effective team A David CO. Limited used the Tuck man theory to build
the effectual team which is as follows:
Tuckman Theory:
Tuck man theory is a process in which make effective teams that helps in developing the
small groups to become a large group in an organisation. There are five stages that the A David
co. limited are:
 Forming: In the first stage of the tuck man theory in which new team is been made and
new employees share their views with each other (Wickramasinghe and Perera, 2014). In
the A David co. limited new members have to form a good relationship with other team
members in a group so that they understand their views and processes. The team
members have to make a perfect objective while doing any project with the other team
members. In this process A David co. limited had to make team groups so that all
members can communicate in a good way and organise various plans and procedures.
This will enhance their knowledge and have the perfect ability for doing the task. The
members should know all the rules of the team so that work accordingly with them.
In A David co. limited all the team members have to build a good relationship with each
other so that the knowledge and new ideas can be over come. This help an organisation to
achieve the goals and objectives.
 Storming: In the second stage all members have to overcome many problems which has
been made by the employees in the organisation. In a A David co. limited all team
members have to build a relationship like whatever task is been assigned to them they
have to do in a effective manner. In the initial stage all team leaders have to discuss the
8

process with each other. In this way they will make perfect decision making and organise
various plans and process . This is the main cause that most employees do not want to do
the work in the effective teams.
It is the responsibility of the manager of the A David co. limited to solves the conflicts
between the employees so that they work in a efficient manner to organise various plans and
procedures in the organisation.
 Norming: In the stage all team members have to understand all strengths and weaknesses
of the other members of the team. All employees of A David co. limited have to develop
a good opportunities so that they can do the task in planned manner. This will build their
knowledge power and in some case conflicts can arise between each other.
While working in the effective team all team members have to address the task in the
proper time so that conflicts may cannot be arise and knowledge may be threaten . the ideal
utilisation of strengths and specialisation of all the team members will lead to fruitful results for
the team.
Performing: In the performing stage, all team members feel motivated and have to strengthened
their power to achieve the common goal for the organisation. In A David co. limited all members
will establish a the knowledge for completing the task assigns to them. They have the full energy
to completing the task assigns so that motivation power is been accomplished .
In this all team members of A David co. limited work in a efficient manner to gather
some goals and objectives in the organisation. They do the task in an effective manner to achieve
the goal in the organisation.
 Adjourning: At last but not the least, the task which has been given to the team members
they had completed it fruitful manner and the team is been amassed. When the task is
over in A David co. limited the team leaders have to organise a function in which all
members can share their views and objectives. This is the last stage when they meet
together to understand their objectives.
In an effective team all team members have been completed that task in an effective
manner top achieve the common goal and objectives (Wong and et.al, 2014). They should
understand their views and objectives in order to make an organisation to achieve the strategic
plan.
9

Effective team Ineffective team
 This is a process when the team leaders
work in the groups to achieve the
desired goals or the objectives.
 The task that is been assigned to the
team members , they together do that
task fruitfully.
 In A David co. limited all the team
groups members share their views and
ideas so that organisation can received
the goals and objectives.
 The task which is been assigned to
them they do in an effective manner
and they planned the resources
strategically in the organisation.
 The members of the team have an open
communication so that they share their
ideas and views in a strategic manner.
 The team leaders make the effective
decisions that achieve the common
goals.
 It is a process when the team members
do not want to work in group and do
not make the desired goals or the
objectives.
 In the A David co. limited the team do
not understand their views and their
planning is been failed.
 The members of the team are speaking
more in which the other members do
not listen to them, in this case conflicts
can be raised and task can be failed.
 All the members do the wrong task and
the negativity can arises, this led the
employees in the team do not achieve
the desired goals or the objectives.
 The members do not have an open
communication to received the desired
goals or the objectives .
 The team leaders do not make effective
decisions
TASK 4
P4.Concepts and philosophies of organisational behaviour within an organisational context and a
given business situation
Whenever in the organisation the managers make different team groups in which they
provide the good training to them so that they do the task in an effective manner. If the team
members do not work in a group them conflicts can be raised and they cannot achieved the goals
or objectives in the organisation.
10

A David & Co. Limited management have to set objective that can be attained. For it,
they can form an effective group in order to accomplish specified objectives. Appropriate
information is to be facilitated to whole staff so that goals can be achieve at given time periods.
So, firm have to identify many measure to lead the employees at right directions. Thus, path goal
theory is utilise which are as follows:
Path goal theory
Path goal theory is a process that defines the effective styles or the behaviour which is fit
for an employee in an organisation so that goals and objectives can be achieved. This will help
the employees of A David co. limited to empower their needs and develop the motivation
process. There are some basic characteristics that help leaders to develop the motivation
technique:
 Determine the employee satisfaction
 Select the particular leadership style or behaviour of the employees
 Develop a good motivation technique to understand the employees needs and benefits
Employee characteristics-
In this process a leaders had to understand the characteristics of the employees like if
the employees want to work in a team or not according to which different leadership behaviour
or style to be determined (Xerri and Brunetto, 2013). The employees should have clear
leadership skills, proper communication, organise policies and understand all needs of the
organisation In A David co. limited all the leaders have to understand the characteristics of the
particular employees who work in an effective team.
Task characteristics-
It is a process in which A David co. limited had to understand all competencies whether
the employee work in a team or not.. In this an employee had to understand all the needs of the
effective team members who can work in groups to achieve the targets. This is essential to
understand that which type of task are to be given to staff members. A David & Co. Limited
manager can support them in order to accomplishing organisational goals.
There are some leadership style which are explained below: Descriptive: In this style leaders communicate with their members about the things which
are to be done, process of performing task and coordinating them. It is important style
11

because leader provides direction to attain the goals. Thus, it assists A David & Co.
Limited leaders to completed task in proper manner. Supportive: It refers to the leadership where leaders’ aids as well as support their
followers. As per this style, leaders creates a positive surroundings among workers
(Eberl, Clement and Möller, 2012). It effects positively to staff members and they get
encouraged. Here, leaders perform as a friends with its workers. In A David & Co.
Limited work environment is friendly as its leaders considered the supportive leadership
style and also helpful making healthy surroundings.
 Participative: Whole staff members who are working in A David & Co. Limited has to
give training so that they can involve in task effectively. Thus, leaders have to consider
its workers before making any type of decisions.
System theory: This is considered as the interdisciplinary theory which stands for
difficult systems nature into society, science etc. a structure which aids in identifying team
objectives to generate effective outcomes within company. Mostly, the firm depends upon its
external environment as well as its related resources which aids in obatining profitable outcomes
in positive manner.
Organisational behaviour philosophies: Organisational behaviour has various philosophies
few of them are mentioned below:
 Custodial: It describes that before providing work to any staff this is essential to facilitate
appropriate training so that task will has to done in effectual way. Moreover, manager of
respective firm have to facilitate few financial benefits as this is the effective sources of
encouragement. It is the outcomes in minimising staff turnover ratio.
CONCLUSION
From the above report it has been concluded that it is essential for all organisation to
examine the human behaviour so that task can be delegated according to their capabilities as well
as skills. Management is accountable to improve the effectual culture so that whole employees
can do their work according to the requirements of firm. In order to motivate the workers
Maslow's hierarchy needs theory and Vroom's expectancy theory of motivation are applied so
that they can perform effectually. For the organisational growth effective team plays a crucial
role. Path goal theory of organisational behaviour are used for some business situations such as
conflicts and so on..
12

13

REFERENCES
Books and journal
Alfes, K and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Barry, M. and Wilkinson, A., 2016. Pro‐social or pro‐management? A critique of the conception
of employee voice as a pro‐social behaviour within organizational behaviour. British
Journal of Industrial Relations. 54(2). pp.261-284.
Chumg, and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Cosh, A., Fu, X. and Hughes, A., 2012. Organisation structure and innovation performance in
different environments. Small Business Economics. 39(2). pp.301-317.
Eberl, P., Clement, U. and Möller, H., 2012. Socialising employees’ trust in the organisation: an
exploration of apprentices’ socialisation in two highly trusted companies. Human
Resource Management Journal. 22(4). pp.343-359.
Falck, R.S., Davis, J.C. and Liu-Ambrose, T., 2017. What is the association between sedentary
behaviour and cognitive function? A systematic review. Br J Sports Med. 51(10).
pp.800-811.
Pelgrim, E.A.,and et.al ., 2012. The process of feedback in workplace‐based assessment:
organisation, delivery, continuity. Medical education. 46(6). pp.604-612.
Rosenblum, S., 2012. Validity and reliability of the Time Organisation and Participation Scale
(TOPS). Neuropsychological rehabilitation. 22(1). pp.65-84.
Teh, P.L. and Sun, H., 2012. Knowledge sharing, job attitudes and organisational citizenship
behaviour. Industrial Management & Data Systems. 112(1). pp.64-82.
Veldsmana, D. and Coetzeeb, M., 2014. People performance enablers in relation to employees’
psychological attachment to the organisation. Journal of Psychology in Africa. 24(6).
pp.480-486.
Wesselink, R., Blok, V. and Ringersma, J., 2017. Pro-environmental behaviour in the workplace
and the role of managers and organisation. Journal of Cleaner Production. 168.
pp.1679-1687.
Wickramasinghe, V. and Perera, S., 2014. Effects of perceived organisation support, employee
engagement and organisation citizenship behaviour on quality performance. Total
Quality Management & Business Excellence. 25(11-12). pp.1280-1294.
Wong, P. S., and et.al., 2014. The effect of unlearning on organisational learning behaviour and
performance in construction contracting organisations. International Journal of Project
Organisation and Management. 6(3). pp.197-214.
Xerri, M. J. and Brunetto, Y., 2013. Fostering innovative behaviour: The importance of
employee commitment and organisational citizenship behaviour. The International
Journal of Human Resource Management. 24(16). pp.3163-3177.
Online
Maslows theory. 2018. [Online]. Available through:
<https://www.tutor2u.net/business/reference/motivation-maslow-hierarchy-of-needs>
14