Organisational Behaviour Report: Culture, Motivation and Performance

This report provides a comprehensive analysis of organisational behaviour, focusing on the impact of organisational culture, politics, and power on individual behaviour and team performance. It examines different cultural models, including power, role, task, and person cultures, and their influence within an organisation, using Samsung as a case study. The report then delves into the content and process theories of motivation, particularly the Vroom expectancy theory, and their impact on achieving goals and targets. Finally, it contrasts the characteristics of effective and ineffective teams, offering insights into team formulation and dynamics. The report highlights the importance of understanding these concepts for enhancing organisational performance.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Impact of organisational culture, political and power on an individual behaviour and team
performance............................................................................................................................1
TASK 2............................................................................................................................................4
P2 Content and process theory of motivation impact on effective achievement of goals and
targets.....................................................................................................................................4
TASK 3............................................................................................................................................8
P3 Formulation of an effective team as opposed to an ineffective team................................8
CONCLUSION:.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In every organization, diverse culture or different unit of the employee are working
together to achieve common objectives or goals. It is a duty of managers to divide the work
among the employees as per their competence or skills. In to the any seniors the success of the
organization relied on the business performance as well as individual behaviour. Samsung
organisation is good example to understand the importance of organizational culture, the impact
of individual behaviour and performance. The company founded by Lee Byung Chul in year
1988. All the association need to understand the value of effective teams which is always
supported in the accomplishment of targets, therefore the content and process theories play a lead
role to gain the desired results (Wong, Wong and Ngo, 2012).
TASK 1
P1: Impact of organisational culture, political and power on an individual behaviour and team
performance
Organizational culture incorporate all the expectations, knowledge, philosophy and moral
ethics or values all these hold together, and represent its self-image, inner working, behaviour
toward
In organization multiple cultures are seeing which quite related to business activities, hence the
managers or authority of an association to take into account so that they help in accomplishing of
all goals and objective in an appropriate and effective manners. The four major cultures is related
to commonly work in association, and act as positive platforms on its operations and a target
accomplishment:
Power culture: This concept focused on the power which is in the centre and highly
concentrated on less number of the person because of the consent of each and every person is
taking the place from, the centre. It is easier to swift the decision in comparison of imposing the
rules and regulations on the individual (Nyberg and et. al., 2011).
Role culture: Role culture provides the specific set of roles and tasks of each worker that
leads to reducing the confusion and redundancies and is often used in large organizations. The
role culture highlights the lots of stability, certainty, the continuity every individual have to
fellow their design of work properly.
Task Culture: Through this culture, the organization puts all the values, ethics and
behaviours into employee’s mind which create the environment so every worker tends to join
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together with others and set the common goals and objectives to achieve. Its culture in which
employees work together towards the success of mutually agreed projects. Task culture mainly
shows in teamwork and group efforts the as it allows several or more people to works as a team
hence the decisions are made quickly and ideas are put forward easily. The collaborative efforts
of a team results in achievements of common projects and tasks in an effective and efficient.
Person culture: With the proper training, expert knowledge and background experience
people believes they superior. In this culture, each group of individual lies power and in where
such personnel are the centre people the of working and association (Kazemipour and Mohd
Amin, 2012).
In Samsung organisation, the culture strength business is highly based on a large number
of innovations and effective development of employees. Through task culture, the team is
divided properly and varieties of tasks and projects are specified to all the team members. Task
culture facilitates to their team members to become more confident in their tasks and properly
finish their set of targets or objectives in productively manner. On individual this act as positive
and moral results and influences on both single person and team members’ performance. This is
the major reason of Samsung success.
Politics in workplace is including the powers and authority in human interaction
behaviour and consider as subject to assess operational limits and stable the diverse view of
interest parties. With the help of this power performance of both individual and team can be
enhancing by keep in mind the considerable changes. When authority think modification is
necessary then this process is considering. Importance modifications which are connected with
the organization are as below: Personal change: When person changes or make alteration in their attitudes, behaviour
towards the work it directly effects on the organisation activity or performances. If
company modify in plans or policies the results also shown in person attitude or work
efficiency as well as. Organizational change: It includes the modification changes in policies of business
Organizational change involved the alteration in structure which also influences the
accountability (Burnard and Bhamra, 2011).
 Decision change: Most of company changes the decisions making process when one
proposal take place and authority consider some alteration required for better results.
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In Samsung association when discrimination place in various employees as results some
of the employees received paid facility and a some of them not getting anything for same
category of facility hence the employees moral and working sprits goes down which is not good
for the business performances. To overcome such situations the authority of Samsung come
forward and make change the polices. For the success of the organisation it is essentials
employees’ attitude towards their works in positive way
Power is define as the calibre or enthusiasms of an individual to perform their task to achieve the
target goals. To take the appropriate decision it is necessary to determine the individual power or
act. The Power also shows the work of an individual to achieve the target completely. The
authority and management have to utilize the employee’s power properly. Following are some
powers are found in an association; Legitimate power: This power adopted by individual person by formal position or place
in an association (Shore and Wright, 2015). The power completely related with an
individual who is accountable for such position. Positional power show in legitimate
power. In organisation lower management reports to the senior or top management
because top management have higher power.
 Expert power: Knowledge or intelligence is power of an individual person. This power is
derived and acquires from the knowledge or expertise in a particular area or field. In an
organization such individual person considers as a highly talented person who can solve
any problems in the organization with his expert knowledge. The person who have this
expert power perform crucial tasks and are therefore deemed indispensable. Acquiring
the expert power is normally a further step to other sources of power such as legitimate
power. For instance, if an individual person who holds the expert power can get
promotion to the top management, thereby giving him legitimate power.
As this can be rightly said that the Samsung is the electronic company which have largest
operating network around the world. Culture that are controlled in the organisation in an
effective behaviour and performance of the staff as of the winning together is Samsung
international campaign in which they assist and urge people to innovate, emerge opportunities,
make intelligent risks (Unsworth, Dmitrieva and Adriasola, 2013). They perform tasks in a
smoother manner and save their time which helps them in manufacturing more ideas that could
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be used in making more goods. Its policies and other powers influence employees in diverse
manner such as responsibilities which are formed in more effective manner. When people try to
manipulate rather than persuasion, this is quite clear politics. In case of power to rule over the
workers in the organization henceforth, the employees follow the powerful person and against
the rules of the organization. Sometimes the workers feel uncomfortable to follow the leader for
this reason they leave their jobs for this reasons.
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
Positive impact of culture : Making a good working envelopment and working culture in
organisation, will help Samsung in motivating their teams to perform and complete assigned task
in better manner.
Negative impact of culture : Unethical working environment and culture of organisation,
can led the employees in Samsung to face problems related to their ethics. This also lead their
team to have members which are not honest for their job, which decrease the quality of
performance.
Positive impact of power : Help individuals and teams in Samsung to perform in very
effective manner, as this leads to give power to perform task in a manner, which is right
according to team and employees.
Negative impact of power : This lead to make conflicts between team members, as one
say that they want to adopt their suggestions and other will say that they have to adopt their one.
This all lead to decrease in performance of each and every one.
Positive impact of politics : This is the factor which help in hiding things from their
employees in Samsung, which is important to hide, so that performance of them get improved.
Negative impact of politics : This leads to creation of different groups, by which decrease
the coordination between them and create conflicts. This all decrease the performance of each
and every team.
TASK 2
P2 Content and process theory of motivation impact on effective achievement of goals and
targets
An organization is a combination of multiple operations and also have a distinct number of
workers are working in this business operations of the organization. In an organization
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workers are come from different places and have different attitude. Every worker has
different criteria and motive to do work in the organization which shows their own interest
in the work and also shows the objectives. Motivation is the most important factor which
creates the major effect on business operations through which an organization becomes
more competent to achieve major goals and objectives in an appropriate manner. The two
major motivation theories are determining in an organization which are related to the
employees performance in the organization
 Process theory
 Content theory
The Vroom model of motivation is one of the important theories of the process in which
an individual becomes capable to get influenced by different factors in a convent and effectual
manner (Fuchs and Edwards, 2012). The Herzberg and Maslow focus the relationship in between
internal desires and wants of an individual person who is working in the organization whereas
Vroom expectancy theory separates all the effort which are comes from motivation factors,
performance, and outcomes of the individual.
Vroom expectancy theory understand the behaviour or nature of the individual which provides
number of choices and individual choose best alternative which give him or her maximum
comfort and reduce the hardship or pain. Vroom model highlight that most of employees
performances totally based on personality, knowledge, experiences, abilities and skills.
According to vroom the efforts, training, motivation and performances all are interconnected .In
vroom model following variables consider:
Expectancy: Based on is the belief that if increase the efforts it definitely results in
higher performances level. I.e. if an employee’s works hard manner then it will get desirable or
positive results. Its influences by following things:
 Right amount of resources available. (e.g. natural resources, money and time)
 Right skills to accomplishment of tasks or job.
 Right quantity of supports results in completing the task in given time periods. (e.g. top
managers guidelines , or complete information on the job)
Instrumentality Clearly depend upon the belief if we execute the plans or polices in correct way
then positive results will show. Right amount of calibre show in first outcome definitely results
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in second level of outcomes. I.e. if I perform well in job then surely something positive will
come for me and following things affected:
 Correct understanding of the relationship between performance and outcomes – e.g. the
rules of the reward 'game'
 Believe in the people who will take the decisions on who gets what outcome
 Transparency of the process that determines who deserve that outcome
Valence shows the preferences of the individual which gives her or him desirable results
or positive outcomes. Every individual need to focus on achieving the outcomes if want
the positive valence for example, If money is only way to motivated the individual then
he or she not able to concentrate on other aspects like additional time.
The 3 variables are important to select the one better element and 3 variables are efforts-
performances (E>P) and performances-outcomes expectancy (P>O).
E>P expectancy: The probability shows that employee’s achievement level will lead him or her
to appropriate performance level.
P>O expectancy: In this probability focus on victorious performance provide the certain level of
results or end outcomes.
Vroom expectancy model theory depend on the perceptions- If we contribute on the
motivation of the employees it will show the positive impacts on most of the employees but it’s
not necessary every employees satisfied with motivation.
The first glimpse of expectation theory it represent the old or tradition-attitude of work
situations in which the techniques of motivation depend on the employees whether At first
glance expectancy theory would show in a traditional-attitude work situation where how
motivation depends on the employee whether they wants rewards or appraisal for performing the
excellent works or thinks if they perform the number of attempts will leads to the more rewards.
However, it is necessary for the managers to imply better techniques to get desire results. For
example, if some person recycles used plastic bottle for conserving the natural resources and
reduces the pollution (valence); and if I puts more efforts I will recycle more plastic
(expectancy); and more recycling will results in less pollution of environments.
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(Instrumentality). Thus, Vroom's expectancy theory of motivation is not deal on self-interest
towards rewards but highlight the combined approaches of association and employees to receive
the desirable outcomes in effectively and efficient manners. The Samsung Co. offers the fair
wages to all the employees plus the required liberty or freedom. Hence, most of employees have
common psychology that if we perform works better way than positive results occurred. The
Maslow model of motivation used my Samsung management in the polices for betterment of
numbers of employees. The upper managements need to understand the pyramid of hierarchy
properly and according to that implies suitable strategy. The Maslow theory provides support to
managers for achieving the targets and goals easily.
 Physiological needs: The comapny always try best to fulfil the basic physiological needs
of the employees because if the basic need of the employees is fulfils then he or she can
more concentrated towards the task or jobs. Safety need: All the laws and legal formalities imply by the governments the Samsung
co. complies all the rules & regulation so that safety environment create in the
organisation and employees think they are working in stable or safe company. Love and belongingness needs: The organisation always tries to maintain the acceptable
environments so that employee’s moral and values not goes down. Thus, the managers
keep eyes on all love and belongingness needs get achieve by business which facilitate or
supports in accomplishments of set target or goals.
 Esteem needs: the company provides equal or relational opportunities or chances to
every employee so that self-esteem will increase accordingly. In Samsun organisation
number of employees working properly because they want adopted more and more
opportunities.
 Self-actualization needs: At this level people consider about their own wishes or
demands need to achieve or not. If there any problem or variation’s arise then they work
on managing these issues and search the w ay where they get less number of variations.
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The managers of Samsung completely understand if they want to achieve the set goals then every
employees attentions or contributions is need thus employees need to receive the rewards
according to their performances. The Samsung Company choose 2 motivation strategies:
Monetary: In strategy managers used money value for motivating the employees. It includes
bonus, perks, increment in wages etc. The Human resources manager of Samsung using the
distribution of fair wages among the employees and used monetary value for reward purpose.
When employees perform well or accomplish the target in given time periods then manager offer
to him or good incentive’s values.
 Non-monetary: In these managers of HRM department provide rewards in form of
appraisal, or promotions or the intrinsic in nature. Number of non-monetary rewards used
by Samsung Co. Certificates, awards, appreciations, promotions and security.
Relationship between culture, politics, power and motivation:
There is powerful connection among four factors in a company. In Samsung, employees
are required to emerge from diverse background. There are few employees which adjust in a fast
manner but take few times. In this cut throat competition, business environment, retaining staff
in a firm is the most crucial task. This assists as employees does not feel motivated for
performing their job. If they would be converted motivated enough then in that case, employee
retention could be lowering down and commitment towards organisation could be attained.
These theories help Samsung in motivating their employees, so that they can perform
better, and also can achieve the level of job satisfaction. Good performance of employees, and
focus on completing the task will help Samsung in attaining their goals and objectives in
effective manner.
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
Different motivational theories and concepts help an organisation like Samsung to
motivate their employees and increase the level of their moral. This all help them in generating
positive energy in their body language and into their mind, so that their performance and
dedication towards their works can get improved. These all lead the employees to make positive
behaviour in organisation, so that they can complete task in effective manner.
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TASK 3
P3 Formulation of an effective team as opposed to an ineffective team
In every organisation number of employees works in different department and all the
employees have their own different culture, values, attitudes and ethics with same motive
that achieve the organisation objectives or goals. So it clearly understands the goals can
only achieve when we employees work in team not in groups because team always perform
the task for the benefits and upliftment of the organisation. The business manager
highlighted the key difference between groups and team which are as follow:
Working groups Teams
In this the main focuses towards the leaders
which work to completes of targets only.
When the requirement of leadership arises the
effective team always try to share leadership.
The group leader always accountable or
responsible for mission success or failure.
Where in team every member is take the
responsible for end results because they work
in leadership form.
Every organization have one competent team among group of team and rest other team are
incompetent for performing the work. A competent team focused on achieving the set goals or
targets and need to take all accountability for their works. The purpose of competent team is
constantly focused on conclusion to solve the issues or problems properly by considering the
ideas and thoughts of members. Same method is follow by ineffective teams but never work or
perform the task in appropriate as results they face failure in order to achieve the goals. The
Tuckman theory, well been role team model etc., is adopted by business managers for various
team working. Competent team only form when five stages of Tuckman model involved:
About the Model
Psychologist Bruce Tuckman first to person to introduce remarkable termology in year
1965 in the articles i.e. is forming, storming, norming, and performing in Developmental
Sequence in Small Groups." The famous methodology which is used by managers of the
organization to build the competent team which helps in the accomplishment of the assigned task
i.e. he used a fifth stage, "adjourning" (commonly known as “mourning").
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Forming:
This is an initial stage of build up the team all type of members are present like positive, polite,
experience, arrogant and anxious and some members not understand purpose the work of team.
Storming:
Second stage in which number for conflicts or problem arises between the members because the
working style of each member is differs from other members. Every member wants to perform
their task in their own ways which results in developing contingent problems.
Norming:
 In this stage all team members resolve their issues or problem with each other’s. The
understanding the value of team leaders and follow the plans or polices formed by leader.
The leader also understanding the nature and behaviours of members and according to
that assign the task.
.
Performing:
 In performing stage each member performs their own task to achieve the set goals in
given time durations. The leader assigns the duties or delegates the work among the
member according to member capabilities and leader can concentrate to the other
important tasks.
Adjourning:
 Number of team reach to this stage in which team adjourns due to fixed periods, any
permanent members is disbanded from the organisation due to restructuring. If any
member who work in daily routine or some member establish strong friendship bond with
other team member face difficulty in this stage.
Some of the essential advantages of team describe below
1. Better Solutions
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One of the biggest reason companies opt to choose to work in a team rather than perform the task
in individuals. To get better quality of results. and desire solution come team work for facing the
problem situations., In team different employees are members and they have different
backgrounds which provide the wining solution when any challenges arises. Moreover, team
members work together to increase the chances of the best solution.
2. Better Production
The best quality and well –designed workplace for team produced effective or positive outcomes.
Each member can acquire some accountability of each other and guide other member for r\
efficient results. By establishing individual goals which are directly connected with team goals
will create informal friendly bonds and use to motivate each other to reach the fixed goals or
objectives
3. Intra-Team Conflict
It is natural some conflicts arise between the member while performing the task. More
importance is how the team member and leader overcome these conflicts without wasting time.
In team culture it necessary to listen the views of member in way debates and through mutual
consent of every member some solution is formed to eliminates the conflicts situations.
Factors that explain that the team is effective or ineffective :-
1. Coordinator : This is the factor which shows that team is performing effectively or not. In
this, if coordinator between team members are good then it shows that team is effective
other wise it says that team is ineffective.
2. Communication : It is very important for teams of Samsung to have proper
communication, as this will help them completing their tasks in an effective manner, so
that they can save some cost of them. This help in showing that how effective the team is.
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation
Forming: Those members have capabilities to lead the team take the advantage play
dominant role because the roles and responsibilities not define between the members.
Storming: The leader of team faces high challenges to form the strong team in which all
the aspects of members consider.
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Norming: Due to any reason conflicts is arises then it solved by mutual consents. The
strong and trustworthy commitment is establish between the leaders and members.
Performing: At this stage the members can be part of team, and other member can also
join the team and who wants to leave the team can leave the job without any distribution.
Adjourning: During formation of team the Samsung used this model to make competent
team and to achieve the organisation objective in effective and efficient manners. The
major task of organization to perform the work in team and gain the more business
opportunities from the market.
P4 Concept and theories of path goal in order to achieve sales target
The concept of Path goal theory totally based on leader skills, styles and nature of
behaviours and how these factors effects on team members. The leader always maintains the
balances between the individual objective and organisation objective so that all work perform in
smooth manner. One of the major reasons for implementing the Path goal theory to generate
more profits and enhances organisation growths by proper utilising the employee’s capabilities
and skills. The Martin Evans introduces the Path goal theory and further by House.
Most of the employees of “Samsung” engaged in organisation growth and achieve the
goals fixed by the managers. It’s duties or responsibility of HRM department to always keep
close look on the performances of employees and motivate them accordingly so that employees
more focused towards organisation objective. The HRM department adopt all types training or
classes to increase work capabilities of employees.
The Samsung management using the various concept to prepare their employees so that any
problem or challenges arises they can easily handle. The Management formed the team
according to the objectives and divide the member respectively. It is a duty of every team to
accomplish the set targets or goals in effective and efficient manners. Thus, to increase the sales
following things should keep in mind:
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 There are numbers of problems arises in working of Samsung and these problem or issues
need to eliminate by executing the proper plans or by following the correct directions. By
removing all such issues and major obstacles Samsung capable to increase the sales and
generate more profits. Hence it became key points in Path goal theory concepts...
 As per the skills and experience in employees of Samsung, work have divided to them so
that target can achieve. It is necessary when duties and responsibilities are assign the
managers provide the directions or path which achieve the set goals or targets. Samsung
management and top leaders are providing the appropriate guidelines or path to every
employee in accomplish the target in given time periods.
M4 Justify and evaluate a range of concepts and philosophies in how they inform and influence
behaviour in both positive and negative ways.
Philosophies of organisational behaviour is helpful in making integration between the
assumptions and about the way things really are. This help organisation like Samsung in
explaining their employees that what the expectations were from their tasks and what actually
they have performed. This make both positive and negative impacts on them, as performing
better them expectation lead to increase their moral where as, performance bad then expectations
make decrease in moral of employees.
CONCLUSION:
From the above mentioned report this can be rightly observed that the organisation and
human resource are correlated with each other. This played an important role in each
organisation for the growth and success. This report simply has been explained about the culture,
policies, and powers which have been explained their major connection among them and these
are common in the organizational behaviour. Apart from that, this simply been said that diverse
kinds of motivation and confidence level of employees assists the organization to achieve their
targets on the time. Henceforth, this can simply have been said that defined team and group
development theories and this also explained about the philosophy of the organisational
behaviour in an efficient way.
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REFERENCES
Books and Journal:
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