Influence of Culture and Motivation on Organisational Behaviour Report

This report examines organisational behaviour within A David & Co. Limited, a food and beverage company. It delves into the influence of culture, politics, and power dynamics on employee behaviour and organisational performance, utilizing Handy's Typology to analyze different cultural approaches. The report evaluates various motivational theories, including Maslow's Hierarchy of Needs, and their application within the organisation. It also explores the impact of globalisation and digital technology on company culture and assesses the dynamics of cooperation within teams, discussing the importance of cultural difference awareness and the effects of organisational politics and power structures on employee motivation and productivity. The report offers insights into how different types of power, such as reward and coercive power, affect individual and team performance, and concludes by highlighting the significance of these elements in achieving organisational goals and objectives.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Influence of culture, politics and power on the organization behaviour...........................1
TASK 2............................................................................................................................................4
P2 Evaluation of various motivational theories in the organisation.......................................4
TASK 3............................................................................................................................................7
P3 Evaluation of cooperation in an organisation....................................................................7
P4 Concept and philosophies of organizational behaviour....................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is the evaluation and analysis of behavioural characteristics of
an individual or group of personnel within a business organisation. It has impacted on
company's performance and profits. The main objective of any company is to keep the
employees motivated and provide them access to a positive work culture. Organisational culture
provides guidelines, expectations, rules to an employee for surviving in business environment
(Ashkanasy and Humphrey, 2011). Present report is based upon A David & Co Limited which
operates within food & beverage industry and offer products such as bakery and dairy items,
fresh fruits, vegetables, cheese board etc. This report will gain an insight into the influence of
organisation culture upon individual as well as team performance. Besides this, content and
process theory of motivation are discussed and applied in organisational context. Lastly, concept
of effective and ineffective teams is described in the report.
P1 Influence of culture, politics and power on the organization behaviour
Organisation behaviour is the application of knowledge and skills to analyse how people
act within an organization. A David & Co. Limited conducts production as well as distribution of
fruits and vegetables so as to deliver these to restaurants, schools, hotels, nursing homes,
caterers, government contracts etc. Now a days, food and beverage sector is advancing rapidly,
thus, organisation can grow rapidly by providing products of optimum quality. The culture,
power and politics of any enterprise largely influences its reputation as well as stake in market.
Culture
Culture refers to the underlying values, traditions, customs and beliefs of enterprise that
affect the operations as well as functioning of company. It reflects the work environment of A
David & Co. Limited where people from different educational and national backgrounds are
working together and company provides them a suitable work environment to fulfil their needs.
In this context, there are different cultures that can be adopted by an organisation to keep the
employees motivated in a positive way. To analyse the impact of culture on individual and team
behaviour along with organisational performance, HR manager of A David & Co. has used
Handy's Typology as follows:-
Role culture: In this type of culture, an organisation focusses upon compliance with the
rules and regulations of company. By executing this culture across the company, A David & Co.
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can enforce hierarchical bureaucracy. Also, the power within this culture is allotted as per the
role and position of a person in the entity. By executing role culture, individuals are delegated
the important tasks which results in boosting their morale as well as enhancing the team
performance. This leads to accomplishment of organisational goals and objectives on time (Ates
and Bititci, 2011).
Task Culture: Within this culture, an enterprise emphasizes upon realisation of goals in
the stipulated time. Here, power is shifted on the basis of work and thus, company enjoys
flexible organisational structure. By implementing this type of culture, A David & Co. can
ensures that the tasks are completed in a timely manner. Task culture fosters a sense of
belongingness among individuals towards the team as well as company. This facilitates clear
lines of communication and assists in enhancing the overall individual and organisational
productivity.
Person Culture: This type of culture lays emphasis upon individuals who consider
themselves as superiors within the enterprise. By executing this culture within the organisation,
A David & Co. gives equal power to every employee as here every individual is considered
important for entity equally. This motivates employees and encourages them to deliver a better
performance for team as well as the company.
Power Culture: This culture empowers only a few individuals within an enterprise. For
instance: In A David & Co., power lies in the hands of top managers and the CEO. They are
authorised to take important decisions. Execution of power culture within A David & Co.
ensures that effective decisions are taken which hold significance and benefit for the enterprise.
This reflects that individuals perform their routine tasks in alignment with their roles ad duties
given by powerful leaders. The team performs in a relevant and suitable manner which leads to
effective organisational performance. Thus, this culture leads to the accomplishment of
organisational goals and objectives of company in a timely manner.
Management of A David & Co. follow task culture across the organisation to ensure that
the roles and authorities of each individual are clearly specified. Also, by following this culture,
company ensures that the assigned tasks are completed in a desirable manner within due course
of time.
Importance of Culture-difference awareness
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There are many employees who are working within A David & Co. These personnel have
varying set of cultural and national values and this gives rise to cultural differences among them
(Avey, Palanski and Walumbwa, 2011). To avoid the involvement of staff in conflicts, it is
essential that HR managers of A David & Co. recognises the importance of reconciling the
cultural differences among employees. This will ensure a proper coordination within the
company and timely completion of goals.
Impact of Globalization and Digital Technology on Culture
With passage of time, there have been massive advancements in technology. The role of
globalisation and digital technology has increased in the modern world which has led to
transformation of all the major industries in corporate world. When an organisation adapts itself
to globalisation to tap the advantage of global resources and infrastructural facilities, this
consequently cause changes in company's culture. In this regard, A David & Co. can also adopt
digital technology to fasten the process of product ordering and delivery. Besides this, managers
can gain knowledge of the concept of globalisation to modify the culture of organisation in a
manner that staff can easily facilitate this process. Further, digital processes such as mail or
technological processes such as automation can largely yield benefits to the company (Bolino
and et. al., 2013).
Network Theory
This theory emphasizes upon the networking within an organisation, i.e., the process of
organisational communication. Network theory assists managers to understand the way in which
individuals and teams interact within an enterprise. In this regard, network theory facilitates
managers of A David & Co. to gain an insight into the manner in which units or departments
communicate while having proper coordination as well as cooperation among themselves.
Organizational Politics
Politics tend to arise within an organisation when the top managers of company get
involved in unethical or unauthorised effort so as to maximise self-interest as well as self-power.
It usually refers to the illegal conduct executed by mangers or staff members of an enterprise
with an aim to enhance their productivity. In context of A David & Co., this tends to have a
positive as well as negative impact depending upon the business situation. For instance: If an
employee within the enterprise possess a unique idea to execute a task, it can be beneficial for
company. When their idea is executed while performance, this motivates them and they perform
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in an effective manner. This lead to desirable company performance and achievement of
organisational goals and objectives. On the other hand, negative politics within A David & Co.
hampers the performance of individuals as well as business entity adversely as they tend to get
demotivated consequently. This leads to delay in completion of tasks and achievement of goals.
Thus, depending upon the scenario, impact of politics vary for individuals and team.
Power
Power is defined as the ability of leaders and managers to be able to encourage
individuals to perform tasks in a desirable manner. Power tends to have a positive impact upon A
David & Co. in a way that it encourages employees to perform more productively. Also, when
roles and authorities of team members are clearly specified, it raises the motivation level of
workforce and results in accomplishment of organisational goals and objectives. There are
various types of power which are described below:-
Reward power: By using this type of power, managers of A David & Co. possess the
ability to provide rewards to workforce in terms of financial or non-financial incentives. These
can be in the form of promotion, recognition, salary increment, appraisals and bonus. This power
tends to have a positive impact upon individuals and they get motivated to perform for the team
to the best of their potential. Also, when individuals perform in an effective manner, overall
organisational performance gets enhanced.
Coercive power: In this type of power, managers of A David & Co. possess all the rights
to give punishment to their employees by giving them threats of dismissal, suspension and
demotion. Coercive power generally has a negative impact upon individuals and their
performance. Yet, at times, employees within A David & Co. start performing more efficiently
due to the fear of loss of job. Thus, the organisational performance gets affected accordingly.
TASK 2
P2 Evaluation of various motivational theories in the organisation
Employee motivation is defined as various methods for influencing employees to work
hard and be productive for organisation. It is providing employees an internal motivation
towards work related activities (Choi, 2011). For motivating employees, every business puts
necessary efforts to increase an individual's performance. Demotivated employees are always
harmful for business. There are basically two kind of motivation given to employees such as
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intrinsic and extrinsic. Intrinsic motivation occurs when individual performs task for his own
sake. On the other hand, Extrinsic motivation occurs when employees work for satisfying needs
of higher authorities or managers. A David & Co. uses various ways to motivate its employees
such as providing bonus, incentives, certificates, vacations, perks. In this organisation there are
following type of motivational theories which are used:
Maslow's Need Hierarchy Theory:
Abraham Maslow introduced this human need theory in 1943. As per this theory, There
are various levels for satisfaction of human need. There are various stages of needs such as lower
level, middle level and higher level needs. Needs are categorised as physiological needs, safety
and security needs, social needs , esteem needs and self actualisation. An individual can move to
next level of need by fulfilling lower level needs (Evaluation and Explanation of Theories on
Motivation, 2018). These needs are elaborated below:
Physiological needs: These includes basic human needs such as food, water, shelter. This
is lowest level of needs. An individual can move to next level of needs when he fulfil these basic
needs. By fulfilling these needs of employees, managers of A David & Co. can motivate the
employees and facilitate them to work in a more productive manner so that targets are achieved
timely.
Safety needs: This is related to protection of an individual against physical danger.
Protection from danger requires more money. Fulfilment of this need motivates individual within
A David & Co. to work in an effective and efficient manner so that organisational goals are
achieved in a stipulated manner.
Social needs: Third level is social needs of an individual. It is related with social
recognition of a person and the relation which they share with friends, family and other people.
By fulfilling the social needs of employees and facilitating a sense of trust and belongingness
among them, employees of A David & Co. are motivated to work in a desirable manner towards
achievement of business objectives.
Esteem needs: Esteem needs include confidence and respect of a person. Without
properly meeting esteem needs, a person feels inferiority and negative about life. This level
explains that an employee should be self confident. When esteem needs of employees of A
David & Co. are met, they tend to get encouraged and perform in a productive manner. This
ensure that targets are realised effectively and business achieves its long term goals.
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Self Actualisation: This refers to the basic needs of employees of A David & Co. where
they ensure that they have experienced personal growth and learning by performing their roles
and duties. When the basic needs of workforce are met, they tend to perform in a feasible manner
which ensures accomplishment of goals within stipulated time.
Vroom's Expectancy Theory:
According to this theory employees can be motivated by rewarding them. Efforts and
performance of employee are related to maximisation of productivity. Good performers are given
appreciation and reward for working hard and achieving their goals in given time (Colquitt and
et. al., 2011). This theory can be explained by following employee needs:
 Valence: Employees have both extrinsic and intrinsic needs. Extrinsic needs include
money, vacation, perks, incentives whereas intrinsic needs include appreciation and
reward for working hard. A David & Co. has to qualify the needs of employees and
accordingly reward them. This motivates the workforce to perform in a better manner so
that organisational goals can be achieved timely.
 Expectancy: Managers analyse the performance of employees and provide them the
required trainings, discussions, presentations. This tends to enhance the skills and
competence of workforce of A David & Co. and leads to overall improvement of their
performance.
 Instrumentality: Employees are given incentives, rewards, bonus , certificates and this is
duty of management to ensure that employees are getting these benefits on time. When
employees receive monetary as well as non-monetary benefits, they tend to get motivated
to work in an effective manner. Further, this leads to realisations of organisational goals
within the stipulated time.
Emotional intelligence and importance of soft skills for managers and team:
Emotional intelligence which is also known as emotional leadership is the ability of a
person to recognise emotions and feelings of other individual. This emotional technique is used
by managers to provide guidelines and support employees emotionally. Emotional support is
given to employees when they are not doing well (Demir, 2011). There are several soft skills
applied by managers of A David & Co. to improve quality of their employees:
Dependency: Subordinates are dependent on their managers while working in company.
They rely on team leaders as they will always support them in achieving tasks.
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Work Ethics: For any person it is important to work with full dedication and work hard.
Employee should not be unfair while working.
Goal Setting: Managers help their employees to determine goals. It is responsibility of
leaders to clarify specified goals. Leaders should provide guidance in achieving both
organisational and personal goals of employee.
Flexibility: A good manager deals with organisational change in an effective and
efficient manner. They are flexible in adopting new rules and regulations. Such managers react
positively and minimize the disruption caused as a result of changes.
Hiring: Managers hire people who understands functioning of business as they take less
time in adopting work environment. It also minimises efforts of company to provide learnings to
new hired person.
A David & Co. organisation follows above motivational theories for retaining employees
and keeping them satisfied in the company. Employees are given vacations, bonuses, incentives,
road trips, medical insurance, accommodation (Elstad, Christophersen and Turmo, 2012). All
such benefits drive to an internal urge in employee to maximise organisation's profit and
winning possible rewards and awards offered by company.
TASK 3
P3 Evaluation of cooperation in an organisation
In order to ensure that the tasks assigned to individuals yield desirable outcomes, it is
imperative that top managers ensure that employees perform as per the rules and regulations in
an effective manner. This will assist in enhancing team performance as well as benefiting the
organisation to achieve goals and objectives of company.
Effective v/s ineffective team
Effective Team Ineffective Team
In this, goals are clarified and modified so that
the best possible match between individual
goals and the group's goals is achieved.
In this team, members accept imposed goals
and these goals are competitively structured so
that each member strives to outperform the
others.
In this team, there is two-way communicative,
and the open and accurate expression of both
In this team, one-way communication is there
and only ideas are expressed, feelings are
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ideas and feelings is emphasized. suppressed or ignored.
Organisation have different teams which perform various functions. Employees are more
productive when they work together. In any company individuals are grouped together to achieve
a specific task. There are following teams in A David & Co. Ltd.:-
Functional Team: The group of individuals which performs same function together are
known as functional team. It consists of subordinates working under a manager who handles
internal operations and external relationship of company with customers and suppliers.
Problem Solving Team: A problem solving team is a group of individuals who work
together in solving a particular business issue or conflict (Fagbohungbe, Akinbode and Ayodeji,
2012). This requires skilled and creative members who function to resolve problems and
providing surprising solutions to various business issues.
Project Team: Project team is organisational team in which group of individuals of
different team works together to achieve a specific task. Such teams originate for a particular
time. Members of this team belongs to different groups and functions to reach a common goal.
Team Dynamics and Team work
Team dynamics is defined as invisible forces that take place between members of team.
The relationship among members of team can have both positive and negative impact on
functioning of team. Conflicts and problems within team members is harmful for a team to
succeed in performing tasks. HR Manager of A David & Co. make sure to control team conflicts
and quarrels and ensures smooth functioning of organisation. There are several groups and team
given different operations to perform and contribute to completion of organisational task.
Tuckman's Team Development Model
Tuckman theory targets on the way a team handles tasks from initial forming of team to
the completion of task. There are several stages in formation of teams such as forming, storming,
norming, performing and adjourning (Glendon, Clarke and McKenna, 2016). By using this
model, leaders within A David & Co. ensure that the tasks are performed by the team in an
effective manner and executed within the stipulated time. In this regard, Tuckman theory is
described below:-
Forming: This is first stage of team development. Here, various individuals within A
David & Co. are introduced to the tasks as well as the other members so that they can get
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acquainted with the working in a suitable manner. These individuals are grouped together for
implementing actions within the company. Most of the time is spent in planning, knowing each
other and building relationship.
Storming: Here, in this stage, team starts to handle task given to them. Also, individuals
within the team in A David & Co. begin addressing the ideas and plans after giving ears to
views of every person within the team. Opinions of different people are not same and this results
in conflicts and collision of suggestions from different individuals which have to be handled by
leaders of A David & Co.
Norming: After moving out of storming phase, team reaches to a common plan to
achieve task in a desirable manner. Members work together by plans and rules as are suggested
by team leader of A David & Co.
Performing: This requires high level of understanding and respect among team members
so that the team within A David & Co. is able to perform the tasks in a desirable manner. Group
members focus on achieving common goals and work together to achieve the team targets in a
timely manner (Huhtala and et. al., 2013).
Adjourning: In this stage, the task comes to an end and the team is dissolved. It tends to
become a tough stage for some employees of team within A David & Co. as they start enjoying
the daily routine in which they used to perform tasks earlier. In this regards, the leader of A
David & Co. assist the employees by planning their future and guiding them the manner in which
they have to act next.
P4 Concept and philosophies of organizational behaviour
Organizational behaviour is a significant part of HR department which assists an
enterprise in understanding and influencing individual behaviour as well as setting goals and
objectives effectively. It is the basis of human resource management and development which
directed by the application of knowledge for company behaviour which has become a field of
study, development of human resource and the whole organization. It has include with field
study because of human behaviour is very important in organization. A David & Co. follow
leadership theory which increase the future growth of an organization.
Path Goal Theory
It was developed to describe the way where leaders can increase their employees to
achieve a specific target and goal in a good manner (Jansen and Samuel, 2014). In this theory
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leaders can make a strong or limited approach in the favour of an organization. These conditions
are based upon the employee's capability and motivation as well as difficulties of the job. So that
it describes the four leadership styles as discussed below:
Supportive Leadership: According to this approach, leaders are very much serious
about their team members and try to built good relationship between A David & Co. and workers
of the company. Also, it significantly reduces the stress level of their employees so that they can
perform in a feasible manner leading to accomplishment of stipulated targets.
Directive Leadership: In this style of leadership style, leader gives the guidelines to
their workers regarding their responsibilities and also distribute particular work which should be
completed in a given period of time. So that directly it increase the employees confidence level
in A David & Co..
Participated Leadership: This approach is very important when employees are
participates in organization's activities and want to share their thoughts within an organization
(Laforet, 2011).
Achievement–Oriented Leadership: According to this leadership style A David & Co.
trust on their team members and they perform at high stage within an organization.
Contemporary Barriers to Good Behaviour
A David & Co. have a different types of peoples or employees which may affect the work
level of their team in a different way:
Poor Communication: It is the way for transferring idea from one to another person.
According to this company focuses on their employee's proper communication so it can
maximize A David & Co.'s value in the present world.
Unclear Goals: These are related to top level management who provides particular goals
and target to their employees. Other wise misunderstanding can crate between A David & Co. or
their employees which can affect the industry in a negative way. So that organization should
provide correct objectives in a effective manner.
Situational Resistance
It describes the different possible forms of employees between role and task in the
company and its depending upon the A David & Co. boundaries which shows the relationship
between employees and organization across the boundaries.
Social Capital Theory
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