Organisational Behaviour: Influence on Apple's Performance and Teams

This report provides an in-depth analysis of organisational behaviour within Apple Inc. It explores how organisational culture, politics, and power dynamics influence individual and team behaviours, and performance. The report examines Charles Handy's cultural types and the impact of power structures on employees. It delves into content and process theories of motivation, including Herzberg's theory and Vroom's expectancy theory, and their effects on Apple's performance. Furthermore, the report discusses the significance of emotional intelligence and soft skills in fostering effective teamwork and leadership within the company. Activity 2 includes the comparison of effective and ineffective teams, Tuckman’s team development model, and Belbin’s Nine Team Roles. The report concludes with an evaluation of the influence of organisational behaviour concepts, providing an analysis of team development theories.

BUSINESS
MANAGEMENT-
ORGANISATIONAL
BEHAVIOUR
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
Activity 1.........................................................................................................................................3
P1 Organisation culture, politics and power influence on individuals, team behaviour and
performances................................................................................................................................3
P2 Content and process theories of motivation and impact on Apple performance levels.........5
Activity-2.........................................................................................................................................9
P3 Comparison and contrast between effective team and ineffective team................................9
Tuckman’s team development model........................................................................................10
Belbin’s Nine Team Roles.........................................................................................................11
P4 Concept and philosophies of organisational behaviour........................................................13
M4 Evaluation of influence of OB concept in positive and negative way................................13
D2 Analysis of relevant team development theory....................................................................14
CONCLUSION..............................................................................................................................14
REFERENCE................................................................................................................................15
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INTRODUCTION
Organisational behaviour can be understood as one of the most important business
concept onto which efficiency and cooperation among employees working standards,
performance levels are developed with high focus towards keeping up with production targets
and quality parameters. There are various components of organisational behaviour onto which
higher goals and relevant synergy of organisation are set for longer development into business
development for higher efficiency and stronger goodwill outputs. Apple is one of the most
premium bank producing best electronic gadgets, software and various online customer services
to customers around the globe where the quality parameters are highly structured to attain long
term business profits. The report explains how company culture, politics and power influence
individuals working parameters and team behaviour performance parameters. Process and
content theories of motivation and various techniques impact on company development is also
analysed within the context of Apple along with how emotional intelligence and soft skills for
managers work as important behavioural motivation technique. In activity 2 International
Business machines corporation which is an American multinational technology company
headquartered in New York and having international market presence within 170 countries is
discussed. The report explains how effective team is opposed to an ineffective team and various
concepts and how philosophies of company behaviour within various business situations enable
to pragmatically divide all operations effectively within departments for higher quality outputs
(Seaton,Cooke. and Ding, 2016).
Activity 1
P1 Organisation culture, politics and power influence on individuals, team behaviour and
performances
(A) Organization culture can be understood as the overall working structure which is prevailing within
company business framework and how it focuses on developing employees working behavior on larger
extent. Apple organization culture is understood as one of the highest innovative working culture with
large diversity among employees are highly appreciated, regulations are encouraging to bring on new
ideas. The overall working hemisphere at Apple is working on strong advanced organization culture
which is dynamic towards changes implementation and is functionally advanced to bring on more high
technology to deliver best quality standards to all customers worldwide. Politics and power can b e
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understood as the use of authority among top management, leaders and all superior role working within
business framework and how they exercise their power on long term development (Henderson, 2019).
(B) Charles handy has identified four types of cultures within company which enable to program out high
innovation and diverse among all employees. The four types are power culture, role culture, task culture
and person culture which can be symbolized as web and it enables to control the spread like network
form centre to rest of company. Apple being one of the most high tech innovation friendly company has
been working with collaborative working culture of all employees and believes in diversity among
people and the teams are positively influenced to deliver high quality outputs. Culture influences
individuals by enabling them to showcase their talents, and in keenly developing strong working
standards onto various parameters which keep on motivating and retained for longing working
hemisphere of time.
(C) M Jaretts explains political domains onto two dimensions, where first is the level that political activity
takes place where in individuals and behaviors which can evolve with company legal behaviors .
Second dimension is the extent to which source of power which is exercised is informal or formal
where soft power is implicit, making use of relationships and hard power is mainly implicit where it
enables in making use of role authority, expertise and directives Apple superiors and top management
uses the power and politics to motivate individuals onto working completion for higher efficiency and
leaders using positive directions to keep on developing strong committed workforce. Power and politics
enables to direct individuals to look upon higher working parameters to work on new business
framework, and builds their performance levels to new heights. It impacts team behavior to be highly
influential and keep on motivating them for bringing on new working parameters at Apple, where high
diversity among workforce keeps on motivating them to develop new targets (Hilton, 2017).
(D) There are various types of power which can be divided into referent, coherent, legitimate, reward which
influences individuals and team work behaviors at APPLE. Referent power is based upon identification
with attraction and respect towards leader where the power reflects synergy to work harder as per the
motivation by leader and developing similar attitude to bring on higher quality parameters. Coercive
power is the capacity for punishments to those who do not comply with given working demands and are
guided by leader to exercise strong power and withhold any emotional support. Legitimate power stems
from authority right to require and demand compliance from a leader formal authority over various
other activities and is derived by the accepted social structure to keep on monitoring work parameters.
Reward power is based on the fact that it is in hands of leaders to control important resources and
rewards that follower wants and the actual control over financial rewards which gives extrinsic
motivation to all employees. Apple having large workforce where all leaders and employees are
working together to achieve higher quality outputs works with referent power to keep on motivating
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individuals and teams with positive power which can be seen from their working parameters (James,
2017).
(M1) Apple is one of the most innovation and advanced technology integrated company whose
goals are to focus on binging strong quality paradigms among all products and serving
customers with best services. The culture, power and politics of company has strong impact
on individuals and team behaviour where apple focuses to give high opportunities to all
employees towards directive working goals and to focus on diversity along with strong
commitment (Wilson, 2018).
P2 Content and process theories of motivation and impact on Apple performance levels
(A) Motivation is understood as one of the biggest asset onto which employees are guided to
deliver best performance standards within the company set productivity parameters and to
enlighten employees for higher quality delivery. Apple being one of the most high tech
innovation friendly company has been focusing to built strong team of all employees within
various departments and to productively enlighten high growth parameters to pertain best
rational synergy of actions (PETERSON, 2017). The motivation is considered important to be
given to al employees among all employees as they are guided towards specific work delivery
patterns onto which Apple is focused and is for gaining large productivity to gain long term
retention power among all forces of activities. Apple considers its teams of all employees as its
biggest strength onto which long term development is focused for generating higher quality
paradigms and to bring on new synergy of working strength. Motivation is important for guiding
employees with best services and resourceful training where they can also look up to new
technical advancement among all rational sources of actions which motivates and guides to
develop stronger synergy of actions. Motivation is within the core principles of apple where
entire company culture has been highly working to bring on strong diversity fundamentals and
on pertaining the synergy which evolve onto their creativity mind concepts for larger working
development onto bigger levels (McShane, Olekalns and Martin, 2018).
(B) Herzberg theory of motivation: This is one of the most innovative motivation theory where
there are dual factors onto which higher goals are based upon which job satisfaction can be
achieved for higher working networks. Apple company highly stresses towards giving high
quality factors of motivation to all employees working within departments and in encouraging
the working goals segments for higher creativity and long term working fundamentals.
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Motivating factors are job satisfaction factors where it enables employees to be satisfied within
their jobs at company and look onto higher working patterns for longer working performance and
higher creativity to develop onto various paradigms. Whereas the poor hygiene factors decreases
job satisfaction where the working departments are not clean, and technical working patterns are
not up to standard.
 Advantages: It enables to segregate all factors of motivation where all employees are given equal
working opportunities to showcase their talent which improves goodwill of company and performance
targets completion.
 Limitations: It limits various other factors of motivation and focuses only on two factors which reduces
the impact onto higher working productivity and leaders have to program out focus onto developing long
term creativity and innovation (Eva, Newman and Herbert., 2019).
(C) Vroom expectancy theory of motivation: This theory works on the parameters where the
behaviours of employees are directed and motivated by leaders to bring on maximum pleasure
and to minimise pain. Vroom theory focuses that employees performance is based on individual
factors such as personality, skills, knowledge and abilities along with range of experience. The
theory works onto 3 factors where expectancy, instrumentality and valence are focused to bring
on long term working paradigms and keep performance outcomes highly upgraded with the
extent of time (Miguel and Casado., 2016).
 Advantages: With this theory all employees are directed by leaders highly effectively to bring on strong
working performance levels from them and determine how various paradigms can be developed to
bring on long term synergy.
 Limitations: It limits the leaders role to provide detailed working paradigms and reflects the factors onto
which employees should be guided, motivated to deliver their performance standards among all
products and in customers satisfaction.
(D)Conclusion: Process theories and content theories enable in bringing out best outcomes from
employees as leaders keep stringent focus and guides employees with all working fundamentals
by leaders. Motivation works as one of the biggest asset of Apple and as a tool to keep on
guiding , motivating all employees working within company to bring out high quality standards
and a synergy of technical advancement in all their actions to bring on long term brand goodwill.
Motivation is highly important to promote business goals and to rationally bring on new synergy
of reflective working paradigms which also motivates employees and direct them for long term
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synergy and technical advancement. Apple employees are the biggest strength of company where
they are given equal diverse working opportunities to showcase their skills, training is based on
new advanced methods and also focused onto synergy of rational thinking and quick decision
making working opportunities (NARAYAN and RAMU, 2018).
(E) Emotional intelligence and soft skills: Emotional intelligence is considered to be one of the
biggest strength which enables the capability of individuals to recognise their own emotions and
to bring on strong working parameters with quick decision making abilities. Emotional
intelligence works as one of the strength where all responses are taken quickly by employees and
the working parameters are focused onto to being on gaining high synergy of technicality. Soft
skills are highly important in employees to bring on instant communication abilities among team
members, high reflective rational thinking and leadership working opportunities which guides
employees to develop their outputs at work, Soft skills prepare employees working within
company to produce best working rational synergy and relatively develop more technical
standards to bring on best outcomes.
Usefulness: The soft skills and emotional intelligence is one of the most important asset to
develop among employees at workforce which will help Apple to build strong teams which are
highly responsive to new dynamic changes. Soft skills prepare individuals for effective teams
and functional roles to bring on higher technical shifts and to built strong working parameter
upon all departments at work. Emotional intelligence also prepare individuals for higher working
determinants and to significantly promote long term leverage of higher efficiency and quick
adaptability at work force. These skills are known to be the most important asset to enable strong
conversation metrics among consumers and in gaining higher focused workforce
(Schaarschmidt, Homscheid and Kilian, 2019).
Advantages: These skills will enable apple to be more productive towards customers serving
potentialities and for building strong metrics and compatibility among employees where they can
look upon each other and also effectively take guidance from leaders.
Limitations: These skills although limit employees ability to take quick actions and hard skill
potentialities where innovation working parameters are highly reflective to bring on new synergy
of actions for higher productive working outcomes
Conclusion: Emotional intelligence and soft skills work as one of the most effective skills which
leaders look upto for developing within employees which not only keeps on developing higher
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motivation among them, but also makes their responsive synergy higher at work. Apple to build
strong directed teams of all skilled employees have to focus on pragmatically working to develop
long term working dynamics.
M2
Behavioural motivation theories discussed above motivate employees working within
company to develop long term working patterns among the workforce and in guiding them with
strong leadership to be able to construct long term retaining synergy. Apple is pone of the largest
high tech innovative company within world which has one of the largest skilled workforce,
talented and functionally active to bring on new changes which are highly dynamic with
changing aspects of world business scenario. Motivational theories influence individuals and
team onto various paradigms which enable in developing strong diversity at company and in
building high commitment towards business roles and to deliver high customer satisfaction .
There are intrinsic as well as extrinsic factors which keep on guiding employees for higher
business aspects and functional development objectives at work. Extrinsic factors are within
monetary parameters where appraisals, money incentives motivate employees. Intrinsic factors
motivate employees from internally where they seek towards more reflective outcomes and
higher working arenas to showcase their energies and productively work towards higher
outcomes (Wood, Zeffane and Osborn, 2016).
(E) Reinforcement motivation theory : This theory stresses towards the goal in building strong external
environment of company to effectively and positively motivate employees for giving higher quality
working outcomes. Reinforcement theory is highly innovative where the details and working paradigms
of business focus on developing long term business changes which motivate and builds innovation
among employees to regain stronger productivity.
Advantages: The theory enables to bring high growth in infrastructure of company and external factors
which motivate employees to build their skills on new factors which makes their retaining potentialities
higher (Sycamore, 2019).
Disadvantages: This theory limits employes productivity where internally it becomes more important to
take review on all parameters.
D1
Relationship of culture, power and motivation enables teams and in inviuduals to bring
on higher quality parameters of working strength, bring on more quality within outputs and
develop overall working strength for long term viable retaining power. Motivation theories are
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also highly important to develop leadership and employees engaging power within various
departments as they are highly motivated to look on new working arenas. Apple for working on
building high dynamic working can also work towards more training avenues and bring on
synergy where all employees are given high equality to transform their duties and personal roles
significantly to new heights, Further there can be more active discussions through video
conferencing and various other elements of communication for building strong teams and
departments within company (Wood, Zeffane, and Osborn, 2016).
Activity-2
P3 Comparison and contrast between effective team and ineffective team
Effective team is necessary for overall growth and success of organisation as it helps in
coordinating work of different individual towards accomplishment of common task. IBM is a
huge enterprise that has number of employees that work together so that company can easily
achieve its predetermined objectives (Gunasekaran and et.al., 2018). Therefore various
characteristics of effective team in application to IBM is as follows:
Characteristics of an effective team
Clear direction: Leaders of various team of IBM provide clear direction to team member so that
they can easily perform task. Clearly defining of roles and responsibilities, task that need to be
performed by particular individual contribute toward growth of enterprise. It has reduced chance
of confusion and conflict between individual and motivated individual to work hard for
completion of specific task.
Open and honest communication: Manager through providing definite organisational structure
and building strong relationship among employees has promoted open and honest
communication (Rowley, Nankervis and Salleh, 2016). Team member of IBM openly share their
feeling to each other’s thus it helps in building strong relationships and trust between members.
Strong bounding: Team member of IBM have strong bounding or interrelationship which lead
to less conflict and confusion among individual regarding task that need to be performed.
Employees have strong bounding with each others that helps in facing different challenges and
threats of company so that it can get competitive advantages.
Mutual accountability: Leaders through delegating responsibilities and authority to team
member of IBM to perform their task and take appropriate decision within time so that IBM can
grow and expand its business (Maurya and Agarwal, 2018). Therefore mutual accountability
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between team members to perform respective task helps in providing good and friendly working
environment to employees so that they can work hard.
On the other hand there are various characteristics of ineffective team in IBM that have
adversely impact on overall operation of enterprise. Manager of IBM is finding new and
innovative methods to motivate or inspire individual to enhance their performance so that
maximum outcome can be gained and firm can expand its business across nations. Therefore
different characteristics of ineffective team are as follows:
Pursue personal goals: There are some of the team members in IBM that emphasis more on
achieving personal goals rather than group goals. Thus, such individual can create chance of
conflict or hinder smooth operation of various activities therefore leader of IBM always
motivated individual to focus on group goals in order to satisfied their personal needs.
Unwilling to share: It can be stated that few individual within firm are unwilling to share their
ideas, opinion or views to others that have lead to close communication (Nuckcheddy, 2018).
So, leaders of IBM in order to promote open communication and build trust between team
encourage and motivate individual to exchange their view for growth of enterprise.
Blame and excuse: There are individual that always blame each others for their mistakes or have
a excuse that lead to build of ineffective team within IBM organisation. Therefore, leaders have
planned to provide supportive and friendly environment so that employees does not feel
pressurise to perform particular task and does not blame others. Thus, it helps in building strong
and effective team within IBM and contributes towards achievement of common goals of firm.
Tuckman’s team development model
Leaders of IBM in order to develop strong and effective team in firm have planned to use
Tuckman’s development model so that enterprise can gain competitive advantages in the market.
Therefore, there are five stages of team development in Tuckman’s development model that is
used by leaders such as:
Forming: At this stage leaders of IBM create team for completion of particular task therefore it
provides proper guidance and direction to individual to perform specific roles. Leaders provide
clear explanation about roles, responsibilities, task that need to be followed by each individual so
that objectives can be achieved (Isfahani and Rezaei, 2017). Leaders of IBM clearly state
purpose, objectives and interrelationship among employees so that they easily perform task
without any confusion and delay.
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Storming: In this stage of team development leader of IBM has resolve various issue, question
of particular individual so that they can pay high attention to enhance their performance. In
storming stage team member may have weak relation so leaders tries to provide work in a team
so that they can build strong relationship within each others. Coach leadership styles is used by
leaders of IBM at this stage so that employees can easily coordinate and cooperate with each
others.
Norming: Team member of IBM through consulting each other views, ideas decided appropriate
action that need to be performed so that task can be accomplished within limited time and cost.
Leaders through building relationship between team members engage them in fun, social
activities and enjoyment so that they can work in coordinate manner to completed particular task
(Randles and Laasch, 2016). Due to clearly assignment of roles and responsibilities among
individual or team member of IBM has resulted in better coordinate and attainment of common
goals.
Performing: At this stage team member of IBM themselves resolves various conflict and have a
shared vision to work in particular manner. Leaders of IBM through delegating responsibilities
and authority to individual for performing particular task help in quick completion of different
task (Hacker, 2017). Therefore team member are highly committed and have strong bound that
helps in growth and success of enterprise.
Adjourning: It is stage where a particular group come to end but still there is strong relationship
between individual and they find difficult in separating. Therefore, leader of IBM through
engaging employees in different team task motivates to continuously adapt to various external
changes so firm can gain competitive advantages.
Belbin’s Nine Team Roles
It included nine team roles that need to be performed by each team member for high
team performance and effectively utilisation of individual capabilities. Belbin nine team roles
state about behaviour of individual so that they can be motivated to work hard for achievements
of firm goals. Such as:
Plant: It specific about individual that have creative, innovative thinking and may generates
better solution for particular problems. Leaders of IBM select individual that are highly creative
and innovative so that best outcome can be gained from particular task.
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Monitor evaluator: It included individual that have continuous monitor and evaluates various
option and strategies so that best step can be chosen (Maheshwari and et.al., 2017). Therefore
leaders of company delegated authority to employees that have skills to effective evaluate
particular strategies of team that can contribute in growth of enterprise.
Co-ordinator: Each team have a coordinate that is responsible for arranging work of different
individual such as team leaders of IBM continuously coordinate work of individual towards
objectives of company.
Resource investigator: Individual that have good communication skills and enthusiastic to work
are known as resource investigators. Therefore individual of IBM that have specific quality or
proper knowledge about resources assigned task to avoid risk through formulating innovative
strategies.
Implementer: It states about individual that have capabilities for implementation of strategy
thus there are some individual within IBM that self interested to achieve goals of firm (Amah
and Oyetunde, 2019). So, leaders of IBM have to make less effort to motivate and inspire them
to work hard for growth of enterprise.
Completer finisher: They are actions oriented that ensure quality of performing particular task
through scrutinize errors. Leaders of IBM planned to retained individual within team that have
talent to maintain quality of work.
Team worker: It state individual that can work in team such as leader of IBM through building
strong relationship and motivating employees to work in team helps in effective coordination and
completion of task.
Shaper: Such individual are also essential for firm growth as they ensure team keep on moving
so that goals can be achieved. There are some of team member in IBM that have courage to
overcome obstacle and accept different changes of external environment.
Specialist: Another roles that need to be performed by team is that they need to be specialised in
particular area so that effective outcome of task. Few team member of IBM are highly
knowledge and experienced in particular field that helps in better performance and achievements
of goals.
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