BTEC HND in Business: Organisational Behaviour Report - Farmfoods

This report provides a comprehensive analysis of organisational behaviour within Farmfoods, a UK-based supermarket chain. The report begins by defining organisational behaviour and its relevance, followed by an examination of how organisational culture, politics, and power influence individual and team behaviour and performance. It then delves into motivation theories, including content and process theories, and their application in ensuring goal accomplishment. The report further explores the characteristics of effective versus ineffective teams, discussing various team types and their roles. Finally, it applies different concepts and philosophies of organisational behaviour to the context of Farmfoods, concluding with insights on how these factors impact the organisation's overall performance and structure.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysis define that how culture of organisation, politics, power impact behaviour and
performance of individual team...................................................................................................1
TASK 2............................................................................................................................................3
P2 Evaluating the content and various motivation theories and motivational techniques that
ensures accomplishment of goals in the organisation..................................................................3
P3 Explanation of reasons that makes effective team as opposed to an ineffective team...........5
TASK 4............................................................................................................................................7
P4 Application of different concepts and philosophies of organisational behaviour in the
organisation..................................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour can be defined as concern of understanding, predicting and
controlling human behaviour within organisation. The managers of company study and apply
knowledge for people as individuals and groups by whom actions in organisation are performed.
Such analysis explains complex human factors in organisation and identifies cause and effect
relationship in their behaviours (Ahmad and Zafar, 2018). The company selected for this project
report is Farmfoods operates end-to-end in United Kingdom with three hundred stores. The
company mainly deals in frozen foods and has be running as supermarket chain. In recent times
it has developed huge range of grocery items that is mix of branded and its own brand products.
The topic focused in this report includes analysis of influence of some factors on the behaviour
of people in organisation. It has the evaluation of motivating individuals and teams for achieving
goals. In addition to this understanding of cooperation effectiveness effects others in company
and some concepts and philosophies of organisational behaviour is also concerned.
TASK 1
P1 Analysis define that how culture of organisation, politics, power impact behaviour and
performance of individual team.
Culture means different characteristics and knowledge of group of people, broadly
segmented by religion, belief, caste, social behaviour, taste and music have believe in. But the
concept of organisation's culture has different viewpoints. Organisational culture is defined as
values, belief, behaviours and various ways of interaction that contribute to unique social and
psychological working environment. (Al-Syaidh, 2016). For classification of different culture in
organisation Handy's model can be applied. Charles Handy developed a leading authority for
organisational culture which defines four different kinds of culture which are explained as
follows:
Power culture- Farmfoods company can have power culture in which power would be
held by few individuals who can easily influence spreads throughout the company. There are few
rules and regulations in such cultured organisations. With this culture employees are generally
judged by their achievements rather than what process they follow to do their tasks.
Role culture- With the help of such culture, Farmfoods can have control over people with
knowledge about the tasks and activities they are responsible for. Such culture employees may
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have clear delegated authorities as the structure of company would be highly defined. The power
in role culture would derive person’s position in the work process and organisation.
Task culture- If Farmfoods follows task culture, then the manager has to form teams in
company for addressing specific problems or progress projects would be handled by specific
teams. The power in such kind of culture may derive expertise as long as requirements of
expertise (Boufounou and Avd, 2016). Apart from this team can develop its own style of doing
the tasks which can make their work process easy and companies goals can be achieved
effectively.
Person culture- If this culture is implemented by Farmfoods, the individuals can see
themselves as unique and have feeling of being superior in the company. People culture simply
exists so the employees in company make them work with full knowledge and effectiveness. The
company can really have collection of individuals who can work for goals and objectives of
company.
However Farmfoods can use the combination of Role culture and Task culture so that the
people in company can have clarity of their work and they have proper recognition in company.
But the people in company can be affected with the behaviours in workplace, as there are many
people who fall in from different work cultures. This is why managers of company needs to
ensure that its employees have knowledge of the cultural differences in workplace so the
business goals are not affected.
Apart from organisational culture, organisational behaviour is influenced by the politics
and power. This can be discussed as follows:
Influence of politics- Organisational politics can be referred as self-interest and the goals
of people in organisation which have no concern about its impact on the goals and objectives of
company (Clark, Robertson and Young, 2019). It is basically related to self- serving behaviour of
people and interactions which includes authority and power. The influential tactics and activities
which are taken to retain personal control within workplace. In many cases, employees use
organisational politics as weapon for misusing their powers and gaining extreme popularity or
mainly for tarnishing image of others in company.
Influence of power- The viewpoint of power based on organisational concept can be
defined as the capacity of person which influences the behaviour of another person which makes
them act accordingly. So, power exists as ability of influencing people with dependent
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relationship in company. This can derive ultimate meaning of power on the two strong bases
which are Informal power and Formal power. The power which comes from unique
characteristics of an individual can be stated as informal power. Such power is most effective as
personal skills, knowledge and traits get influenced from personal power. While the use of power
which is established because of higher position in company can be refereed as Formal power.
Informal individual power can be sourced from experts, referent and charismatic powers while
formal power can be sourced from legitimated, rewards and coercive power of individual in
company (Ferraz, 2018). The enterprise uses the different ways by which individuals can
translate power bases into specific actions. Such influential tactics are lawfulness, logical
persuasion, inspirational appeals, conference, exchange, individual appeals, ingratiation, work
load and alignment.
TASK 2
P2 Evaluating the content and various motivation theories and motivational techniques that
ensures accomplishment of goals in the organisation.
Motivation is process of stimulating employees to work and take actions which would
ultimately accomplish goals of company. This works in goal-setting in psychological factors that
motivates and influence the behaviour of people in terms of desire of money, success, job
sanctification and team work. There are different motivational techniques which can be used by
Farm foods such as extrinsic and intrinsic motivation. In extrinsic motivation, the activities
performed by employees is motived by the expectation of external rewards which they would get
in return of their work (Grau, Back and Mejia-Aguilar, 2017). The goal of such motivation is
focus over the outcome and not the satisfaction of basic psychological needs of person. This may
involve external gains like money, fame in company, power or avoidance of consequences.
On the other side, if company uses intrinsic motivation technique employees can be
motivated to do activities because of there internal rewards. This can happen because they feel its
fun, enjoyable and satisfying for them to work in such place. The goals of intrinsic motivation
comes from inside feelings of employees and also fulfil basic psychological needs for authority,
belongingness from the company.
For understanding the concept of motivation and motivational theories managers of
frequently study and write about topics in the science of organisation which is considered of
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importance of areas of study in field of behaviour in company. With change in time, major
theoretical streams in research of motivation as been classification into two major groups which
are as follows:
Content theories- These theories of motivation directs factors which are internal to
individuals which energized and directs the behaviours. In other words, these theories focuses on
internal behaviour that influence them to act or moving towards the fulfilling their needs.
(Kalshoven, van Dijk and Boon, 2016). The content theories which can be implemented by
Farmfoods for motivation are- Maslow's hierarchy of needs- Abraham Maslow discovered this theory of hierarchy of
needs, suggesting the individual needs and wants exist in hierarhy that include
physiological, safety, self- esteem and self growth. Individual who are not satisfied
motivates behaviour of employees, lwer level needs such as physiolgical and safety needs
can be satisfied before upper level needs like self confidence, self belief, belongingness
could be motivated.
 Alderfer's ERG theory- This theory consist of Three types of core needs which are E for
Existence, R for Relatedness and G for Growth. Existence needs concern with basic
requirement of individual which include physiological needs such as food, water, shelter
and safety needs like healthcare and employement. Relatedness refers to needs of
importance of social behaviours and intaractio of individual with others like family,
friends. Growth means internal desire of individual of personal development. This needs
concern with fulfilling the self- actualisation and self esteem.
Process theories- Such theories have focus on the consciousness of human decision
process which explain the motivation level of employees (Kalshoven, van Dijk and Boon, 2016).
Process theories have main concern over determining an individuals behaviour like energizing,
directing and maintaining specifically which have willingness and self-directed human cognitive
process. The process theories which can be used by Farmfoods are as follows:
 Vroom's expectancy theory- This theory refers that individual can bee motivtoed by the
value of reward related by the action they did, they believe that they receive that and trust
that ability to achieve that objectives through hard work. It consist of three functions
Valence, Expectancy and Instrumentality. Valence means how much they give
importance to rewards. Expectancy means believing in the fact that they achieve their
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targets if they put extra effort to them. Instrumentality means how much they expect that
results will appear actually with desired outcomes.
 Goal-setting theory – This theory believe thet motivation is come from appreciation and
rewards an individual received for accomplishment of goals. It focuses on giving
motivation through recognition and rewards that encourage them to wok more harder and
giving their best in their workplaces. This enhance the productivity and efficiency of
employees and organisation both. Goals must be specifiv, clear and challenging that will
help the employees to work more focused and determination.
P3 Explanation of reasons that makes effective team as opposed to an ineffective team.
Organisational team consist of ways to form different teams to accomplish a common
goal. They are responsible for growth of company as they plan, organise and implement the
necessary targets which help the company to achieve their goals.
 Functional Team – This team in organisation all members from different departments
gather together to take productive decision for the company. In farm food team will be
able to give proper suggestion and feedback to the organisation as it includes all member
of other department.
 Problem solving Team – They form temporary basis to resolve specific problem in the
company. In Farm food this team helps to overcome the problem if company is facing
any issues (Khalil, 2017). It enhance the efficiency and internal processes of organisation.
 Project Team – This team involves different members of departments and experts from
external company come together to complete schedule project. Farm food form this team
to accomplish crucial projects it will assist them to complete the project as they has
experts from other company.
For understanding the reasons which makes effective teams, knowing its meaning is
important for that. The following is the explanation for the same:
Effective Team- They are important part of any organisation as they helps in achieving
set goals and objective of company. They are group of people who come together to achieve a
desired result for a common purpose. Companies without effective team often face struggle in
their productivity and team work. If Farm food has effective team they can improve their quality
in work, increase their efficiency, helps to achieve company's objective effectively and enhance
working environment in the organisation (Khripko, 2016).
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Ineffective Team- This team forms when group of people who gather for common
purpose are not behaving in proper manner that leads to conflict, distrust, lack of
communication, disorganisation and lacking unity. If Farm Food has ineffective team than it will
create unhealthy and disrespectful environment in the organisation that will impact company's
growth and progress. The difference between these terms are explained as follows:
Basis Effective team Ineffective Team
Goals Accomplishment It will be easier to
communicate the goals and
objective and it will be
accepted by members.
It will be difficult to convince
the objective of team to the
members due to lack of trust
and communication.
Decision Making It will be easy to make any
decision as every member
satisfied (Lin and Cheng,
2017).
It is hard to take take any
decision as some member can
raise objection.
Self evaluation It does not require much
evaluation as member
accomplish their task on time.
It requires time to time
evaluation of members as they
tend to avoid discussion and
communication.
Productivity They are efficient to complete
the task as they are well
dedicated and believe in team
work.
They used to make excuses
while doing any task which
leads to unproductivity.
The manager has observed that the terms in company are effective what their members do
not have some clarification of work. For this purpose Tuckman's team development model can
be used by managers of team and the impact of development stages on the individual
development can be seen (Murray and Antonakis, 2019). With the following discussion the
model can be understood properly:
Tuckman's model refers to team development that include ability, maturity and
establishment of relationship and changes in different leadership style. With the help of directing
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style, the activities can be moved with coaching, participating and finishing tasks with
delegation. At last the team may have successor leader and the former leader can go ahead for
the development of new team.
The model can be overviewed with the help of the following stages:
Forming- At this stage the team is assembled and the tasks are allocated according to the
specialization of their work. The team members have to attain and behave independently with the
goodwill they may have and they do not know each other very will. All this makes the situation
more difficult and have trust issues amongst the team (Ng, Lam and Feldman, 2016). The
manager spends time in planning, collecting information and creating bond amongst people.
Storming- The team starts doing tasks which with suggesting ideas at this stage. Ideas
are different and may compete the ascendancy and the phase which is badly managed which
might be disgusting for some members. The relationship between the team members would be
effect badly or broken in this stage which many never be recovers. While extreme cases the team
members can become stuck in this phase. When the team has focus on consensus they can make
the decisional plans which can be less effective for completing the task for the team. All this may
carry the setting of problems. It is important that team must have strong facilitative leadership
style at that level.
Norming- When the team goes out from the storming phase, the members next enters in
norming phase. This may tend in making actions towards the working practices of teams and
agrees on the rules and different values the team operate on. In same situations the team begins
to have believe on the team members (Nguyen, 2017). The leaders here can take step back from
the team as the members of team have greater responsibilities. The risk at this stage can be that
teams may lose either as their creative edge or drive can bring them on this stage.
TASK 4
P4 Application of different concepts and philosophies of organisational behaviour in the
organisation.
For better functioning and working in Farmfoods the leaders have to follow different
concepts and philosophies of good behaviour in company. The model which is used by the
managers for improving team performance and productivity is explained as follows:
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Path goal model is based on simplifying the style of leader's or the best suited of the
employees and working environment to achieve the goals of company. The aims can increase the
motivation level of employees, empowerment and satisfaction level which would increase
productivity of members of company (Singh and Singh, 2019). This theory is based on actions of
certain that are based on expectation levels that actions would be followed for getting outcomes
and attract the outcome of individuals. It can be best for leaders to have thoughts of process and
specific behaviours which fits best o needs of employees and working environment. The theory
involves determination of employees and environmental characteristics, selection of leadership
styles and focus over the motivational factors which would help the employees succeed in
company. The factors are discussed as follows:
 Employee Characteristics- This step conducts dependency on their necessities, that
include structural level they need, sense of connectivity, capacity level. For instance, if a
pioneer provide more structure they want, he needs, he turns out to be less inspired. In
this way, a pioneer must comprehend his representatives with the goal that they realize
how to best spur them. Tasks and Environmental Characteristics- This is an exceptional focus point of path
hypothesis. At the point when an obstruction comes out to be excessively solid, the
pioneer must advance in and help the worker pick a way to work around it (Zhang, He,
Huang and Xie, 2020). A portion of the more problems undertaking attributes that
frequently happen include:
Designing tasks - The undertaking configuration may need the help of the pioneer. For
example, if the assignment is uncertain, the pioneer might need to give it more structure
or an amazingly problems errand that might require the pioneer's help.
Formal Authority System - Depends on the errand authority, the pioneer might set
specific objectives and/or give the worker a few or the entirety of the control. Leader Behaviour- These autonomous factors of the objective way hypothesis are
pioneer conduct - the pioneer changes his conduct style to the attributes of the
representative and the undertaking so the worker's inspiration is to dominate in his
objective. The four paths kinds of leader can conduct are:
Rule: The leader educates her devotees about what is forecasted from them, for example,
directing them, how to play assignment, and plan and organize work. It is best when
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individuals were unsure about undertaking or when there is a great offer of vulnerability
in climate.
Strong: The leader make turn out pleasant for representatives by indicating worry for
them and by being inviting and receptive. It is best in situation where undertakings and
connections are actually or mental testing.
Participative: The leader talks with his devotees prior to settling on a choice on the most
proficient method to continue. It is best when employees were very much prepared and
engaged in their work.
Accomplishment: The leader define testing objectives for her employees or subordinate,
anticipates that them must perform at the most optimum level, and shows trust in their
capability to meet this result. It is best in proficient workplaces, for example, specialized,
logical; or execution conditions, for example, deals.
As noted before, the free factors of Path-Goal Theory are the leaders conducting, hence the
way objective hypothesis accepts that individuals are adaptable in nature that they can alter their
conduct or style, contingent on the situation. This matches with the examining that while nature
(qualities) may be our inner guide.
CONCLUSION
From this project report it can be concluded that organisational behaviour consists of
many factors which must be considered by manager of company. The behaviour within company
can be influenced by the culture, politics and power in an enterprise. For this purpose Handy's
culture model is implemented which helps in selection of culture which can be effective for
employees. Company needs to motivate employees for achieving goals of for which various
content based and process based theories can be used by managers. Apart from this
organisational behaviour consists of some development models like Tuckman's and Belbins
typology for managing effective teams.
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REFERENCES
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