Organisational Behaviour Report: A David & Company Ltd. Analysis

This report delves into the realm of organisational behaviour, examining the intricate interplay of culture, politics, and power within an organisational setting, specifically using A David & Company Ltd. as a case study. It analyses how these elements influence individual and team behaviour and performance, exploring both positive and negative impacts. The report further investigates content and process theories of motivation, evaluating their role in achieving organisational goals and influencing employee behaviour. It highlights the significance of effective team dynamics and development, supported by relevant theories. The report also applies organisational behaviour concepts and philosophies within a practical business context, ultimately providing a comprehensive overview of how these factors shape workplace dynamics and contribute to organisational success or failure.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1 Analyse how an organisation culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
M1 Critically analyse how the culture politics and power of an organisation can influence
individual and team behaviour performance. .............................................................................3
P2 How content and process theories of motivation and motivational theory enable effective
achievements of goals in organisational context. .......................................................................3
M2 Critically evaluate how to influence the behaviour of other through effective application
of behavioural motivational theories, concepts and models......................................................5
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enable teams and organisation to succeed...................................................................................5
P3. Explain what makes an effective team as opposed to an inneffective team.........................6
M3. Analyse relevant team and group development theories to support the development of
dynamic cooperation...................................................................................................................7
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation........................................................................................9
M4. Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both positive and negative way............................................................................11
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
...................................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is the study of collection of people within the group or an entity.
It studies the way a person behaves in organisational setting. In current time, many organisations
have started focusing on this practise as its quite effective in bringing efficiency in the firm. The
main motive of this practice is to maximise the output by employee while enhancing the
efficiency and productivity of firm (Denhardt and Aristigueta, 2015) Organisation behaviour
work on three level that is individual in organisation, group in organisation and organisation
itself. The study analyses the impact this three have on the behaviour of organisation and use it
researches in such a way so that overall performance of organisation can be improved. In current
study, A David & Company Ltd. Has been taken into consideration. The firm is medium size
entity with annual turnover of £10 M to £20 Million. The company work in food industry and
provide their customer with fresh fruit, ready prepared products and also some bakery items and
deliver their products. In current report importance of organisational behaviour and it role in
bringing the efficiency in firm will be discussed. Advantage and disadvantage of culture politics
and power will also be mentioned. Motivational theory and their role in organisation along with
importance of effective team will also be discussed. Different philosophy of organisation is also
mentioned in this report.
P1 Analyse how an organisation culture, politics and power influence individual and team
behaviour and performance.
Organisation behaviour get majorly impacted by politics, power and culture. If these
three practices are used positively than it can bring many benefits to David and company Ltd.
But in case it uses negatively it can have adverse effect on the working and behaviour of firm. It
is necessary for David and company to understand the impact of these three terms so that proper
implementation and efficiency can be brought in firm (DiPaola and Tschannen-Moran, 2014).
Organisational Culture can be described as belief, value, practices, politics etc. share by
each individual in firm and also effect the working style of person. In simple words, it can be
described as way or process through which an individual completes its task and interact with
other people in the team. Culture work as mediator and bind all people together and direct them
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in single direction so that goal and objectives of firm could be achieved. Culture of firm is made
by belief of its labour and management (Goetsch and Davis, 2014). There many types of culture
few are mentioned below
Bureaucratic style: It focuses on competitive nature and make sure that firm has strong
relationship with external parties. Its follow hierarchy and have extensive control on the
employees (Guastello, 2013)
Collaborative style: Decentralisation is the main key of working in this style. In this small group
are made so that each problem can be resolve.
Politics: power to influence other can be defined as politics. Its mixture of self-interest,
power behaviour or influence on other etc.
There are two types of politics:
Positive: If uses correctly it can bring many benefits in the firm. In order to bring efficiency in
David and Co. the cited firm can introduce political culture that not only motivate employee but
also help them in learning how firm works.
Negative: Politics become negative or have adverse effect on the firm when a person become
more self-centred and greedy and want power that is beyond its reach. Negative politics in firm
include immoral or unethical behaviour used in completion of a task or influencing others. David
and co. has to pay attention to this as any negative politics can lead to many conflicts.
Power play huge in role in organisational behaviour. It is necessary to have proper
control over power as it play major role in the interaction of employee as well as decision
making. David and Co. has to pay attention to this so that proper effectiveness and efficiency can
be enhanced in firm. There are two types of power mentioned below
Positive power: This type of power focuses on employees. In this firm empower their employees
with power to make necessary decision at the time of need. It increases their confidence and
loyalty toward the firm (Hashim and Wok, 2014)
Negative power: Power doesn't mean disrespect of one’s subordinate or any other. In this
employee doesn't work with their free will many time higher authority force them to work.
It is necessary for firm to pay attention to these three practices so that positive change can
be brought in firm.
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There are different types of cultures which are followed in the organisation. According to
Handy model of culture the cultures consist of the following :
 Power culture : The organisation power is held by few people which have their influence
on the other member of organisation. This culture has a great influences on the individual
and their behaviour as their performance is hampered if the power is in the hand of wrong
people.
 Role culture : It is based on rules which means this culture defines the riles and
responsibility of every individual in organisation.
 Task culture : It is formed when the teams are formed to address specific problems or
complete the task.
 Person culture : This type of culture exist where the organisation exist only for people to
work and thus this type of organisation are not successful.
David & Company limited follow the role culture as it is the most effective culture
among the other as it clearly defines the roles and responsibilities of every individual in the
organisation. Moreover, if David and company want to improve the performance must use the
power in the positive way to improve the satisfaction level of employees.
Also, the Hofstede theory of cultural dimension can be used by David and company Ltd
in order to understand the cultural across different counties. According to this theory there are six
categories that define culture which includes power distance index, collectivism and
individualism, femininity V/s masculinity, Restraint v/s indulgence etc.
The rise of globalisation and technology: Organization behaviour is a subject that analyses the
behaviour of people in group and attempt to create efficient and effective business environment.
Globalization is the process that improves the interaction through integration of society, culture,
politics and business across the world.
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Principles of Network theory in organisation: Network theory is generally a part of Master of
degree of Management of communication because this theory can help managers understand the
way their departments and organizations function, since both these groups are social networks.
There are three principles which is used by David & Company limited the on which are as
follows-
 Reciprocity, the degree with which people do similar tasks for one another;
 Exchange, the degree with which people perform different tasks for one another
 Similarity, the degree of similarity between the nodes of the group.
System theory Framework: It treats an organization as a system. A system can be either closed
or open, but most approaches treat an organization as an open system. An open system interacts
with its environment by way of inputs, throughputs, and outputs.
M1 Critically analyse how the culture politics and power of an organisation can influence
individual and team behaviour performance.
Culture, politics and power have major impact on the organisational behaviour as well as
team working. A great culture promotes team work. If people working in the team share same
belief it becomes easy for them to work together and reach a decision but if this is not the case
than conflict may arise because of different perception. Same goes with politics and power in
firm if its use effectively it can have positive impact on the performance of employee. For
instance, great politics bring great investment in firm, but also it also has adverse effect on
attitude of people (Alavosius, and et. al., 2016)
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P2 How content and process theories of motivation and motivational theory enable effective
achievements of goals in organisational context.
The main goal of firm is to achieve entity objectives that is profitability and quality. In
achieving this objecting employees of firm play important part. It aids and support firm so that it
can meet its objectives (Barrick, Mount. and Li, 2013) Motivational theory help in enhancing the
productivity of firm by motivating employee and enhancing their effectiveness. There are two
type motivational theory Content theory:
 Purpose theory :
Content theory: In this motivation come from internal reward. The person gets motivated or
such behaviour arise within the individual. There are many types of content theory one of which
is mentioned below
Maslow Motivational theory
The focus of this model lies on self-transcendence and self-actualization. According to
Maslow a person feels satisfied or motivated when their basic needs are met. There are six level
in this model which analyse the basic need of person as the first need is met the person move
upward in pyramid, in last and sixth level is transcendence level (Weller, Boyd and Cumin,
2014) According to him the basic needs are
 Psychological needs
 Safety needs
 Love needs
 Esteem needsSelf-actualisation needs
This hierarchy of need only moves upward when the first need is met. For instance, the
basic psychological need include need for necessities that is food water and shelter. David and
Co. can adopt this method in their firm so that they can understand the basic need of workers and
can fulfil them in order to motivate them.
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Illustration 1: Maslow motivational model
(Source: Motivation and Personality, 2015)
Process theory: Its quite different from intrinsic. The motivations come from external reasons
such as rewards, like money, fame, recognition promotion etc. These people get motivated by
result than the activity.
Equity motivational theory
This theory believes in maintaining balance between the input of employees and the
output they are getting from firm. According to this a person feel demotivated if he feels that
input he is putting in firm are much more than what he gets back. This make person dissatisfied
and demotivated. It also affects his working. The demotivated person doesn't work to its
maximum level (Wood And et. al., 2016) If the output is matched with input than not only it
motivates employee but they also start taking initiative for the firm and their commitment toward
the work also increases.
By using both content and purpose motivational theory, David and Co. can motivate
their employees and can enhance their ability and performance. Motivated employees work more
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efficiently than demotivated or dissatisfied person. Motivated employee not only enhance
performance of employees but also bring overall efficiency and effectiveness in firm
M2 Critically evaluate how to influence the behaviour of other through effective application of
behavioural motivational theories, concepts and models.
Motivation theory play major role in bringing the efficiency in firm. By this theory firm
make sure that maximum utilization of its all resources are done in properly which include not
only financial resources but also human resource of firm. Having motivate team help in creating
healthy environment. It helps firm in achieving its goal so that success and growth could be
attained. It also plays major role in bringing stability in working of firm. Motivate employees
perform better compare and bring overall efficiency in the firm. The performance of entity get
majorly impacted by dissatisfied employee. It also decreases their commitment toward the work.
So, it is necessary for David and Co. to make sure that their employees are motivated and
committed toward the work.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enable teams and organisation to succeed.
Culture, politics, power and motivation all are interrelated and help in the success of firm.
Knowing politics and firm and the way it works promote the culture and value that firm believes
in it help in creating healthy working environment. Empowering employee and providing the
with power of decision making increase the involvement of employee toward their work as well
as toward the firm this all bring efficiency in the overall performance of employee. Motivational
theories also help in the benefit of firm it motivates employees and increase their commitment
and loyalty toward the firm this all factors help firm in its development and success.
P3. Explain what makes an effective team as opposed to an inneffective team
In order to become a successful organisation, mere presence of group or team in an
organisation is not enough. The group or team must be effective to be successful. On order to
reach a consensus, effective groups tend to encourage healthy group decisions and group
conflicts in what they disagree, so that creative and new ideas can be generated. Effective teams
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often reflect positivity in a situation of conflict (Wood And et. al., 2016). Main characteristics of
such groups are:
 Open discussion: In order to take any decision, effective groups tend to create a space
for open discussions where each member of the group participates and provide significant
contribution to the team and also be prepared to learn and listen from other group
members.
 Logical argument: These teams try to reach a decision by the process of logical
arguments rather than implementing a voting system.
 Situational leadership: effective teams are not always leaded by a single leader. They
have a practice of opting a different leader under different circumstances as different
people have different styles of leadership that may be suitable and appropriate under
different circumstances (Wheelan, 2014).
 Common goals: no matter who is leading the team, each and every member of the group
pursue a common goal.
 Own assessment: A team to be effective need top assess its own decisions and
performances and should make necessary changes if required in order to attain goals and
objectives of the team.
Effective teams create and set their own characteristics by an effective teamwork. Along
with the above characteristics, David & co. can focus on following some more characteristics to
make teams of the organisation more effective.
Unified commitment of goal: A team is formed in order to attain a goal or objective. A
team to be effective need to be committed toward the completion of its goals and objectives by
efficiently utilising the available resources. It is not necessary that all the individuals consisting a
team have similar point of view, but an effective team is one where all the members agree at a
point which is best for attaining the goal.
Participation: Management of David & co. should influence each member to participate
in decision making process or in problem solving. For the success of a team, contribution of each
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team member is necessary in all the given tasks (Karriker, Madden and Katell, 2017). Each
member of the team should know part of the job they need to perform and must make full efforts
in completing their part effectively.
Efficient use of ideas: In order to reach to a solution of a problem, brainstorming is one
of the way. Response and ideas of each member should be gathered for the purpose of
responding and resolving a problem.
Open Communication: David & co. must ensure that there is an open flow of
communication in the organisation. An effective team is where each member has an open space
to communicate their ideas and thoughts. Team members must respect each other and do not talk
at each other’s back, this will increase the transparency in the organisation which will create
space for open communication (Woodcock, 2017).
M3. Analyse relevant team and group development theories to support the development of
dynamic cooperation
The most common theory for the development of dynamic cooperation is Tuckman's
teamwork theory. This theory establishes the relationship between group relations and task focus.
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Illustration 2: team building graph
(Source: Teamwork theory, 2017)
Forming: The 1st stage of team development is formation of a team where all the individuals
have not yet colluded together and each team member tries to find out their place in the team.
Storming: At this stage, each team members starts begin to see themselves as a part of a team.
This stage involves identifying the ways as to how things should be done. Individuals begin to
challenge each other that may cause some performance loss.
Norming: At this stage, each team member starts coming together and tend to develop process
along with clarifying how the things should be done.
Performing: At the last stage, the focus is increased on both tasks and team relationship.
Further group can be classifies into:
Formal group: These are the ones who are created as per the official authority in order to fulfil
and attain desired objectives. These groups are permanment within the organisation and are
composed of managers and their sub-ordinates.
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