Organisational Behaviour Report: British Airways Case Study Analysis

This report delves into the complexities of organizational behaviour, examining how power dynamics, cultural influences, and organizational politics impact both team and individual performance. It explores various motivational theories, including content and process theories, and their application in achieving organizational goals. The report analyzes the factors that contribute to effective versus ineffective teams, considering team development theories and the influence of technology, particularly virtual teams. A key aspect of the report is the discussion of the Belbin team role theory. The report also includes a case study of British Airways, illustrating the practical application of these concepts within a real-world organizational context. The report covers various topics such as organizational culture, organizational politics, motivation, team dynamics, and leadership. The report also includes the impact of technology on organizational teams, specifically virtual teams. The report concludes by summarizing the key findings and their implications for organizational success.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
ESSAY.............................................................................................................................................1
LO 1.................................................................................................................................................1
P 1 Ways in which organization’s power, culture and politics influence team and individual
behaviour and performance.........................................................................................................1
M 1 Critical analysis of ways in which organization’s power, culture and politics influence
team and individual behaviour and performance.........................................................................2
LO 2.................................................................................................................................................2
P 2 Ways in which process and content theory of motivation enable effective achievement of
goal within an organization.........................................................................................................2
M 2 Critical evaluation of ways in which behavioural motivational theories, concepts and
models can influence behaviour of others...................................................................................4
REPORT..........................................................................................................................................4
INTRODUCTION...........................................................................................................................4
LO 3.................................................................................................................................................4
P 3 Factor that make an effective team as compared to ineffective team....................................4
M 3 Analysis of group and team development theories in order to support development of
dynamic cooperation....................................................................................................................5
LO 4.................................................................................................................................................6
P 4 Philosophies and concept of organizational behaviour within organizational context.........6
CONCLUSION................................................................................................................................7
REREFENCES................................................................................................................................8

ESSAY
LO 1
P 1 Ways in which organization’s power, culture and politics influence team and individual
behaviour and performance
Organizational culture can be defined as system which has development of share along
with beliefs and values that further helps in governing organizational behaviour to extreme
extent (Gelfand and et al., 2017). There are various kinds of cultural models such as handy
model of power culture can help in analysing impact of company’s profitability till an extent that
makes organization more effective in order to station various levels of issues that are being faced
that helps in increasing productivity of the organization. There are various kinds of
organizational culture:
Power culture: in this type of culture power is handled by only few individuals which can
influence overall productivity level of organization
Task culture: In this type of culture teams within organization are developed in order to meet
particular problems as it is considered as one of the most important things.
Person culture: In this type of culture people see themselves as unique personally and superior
then firm.
Organizational politics can be defined as a kind of irrational behaviour of employees within an
organization that can further affect overall productivity of the business. Organizational politics
mostly have negative influence on teams and individual behaviour as in this individual mostly
concentrate on criticizing other and pulling leg of other employees (Tasselli, Kilduffand Landis,
2018).
There are different kinds of power within an organization that helps in influencing individuals as
well as team members of the organization. Power within an organization is mostly present at
higher designation within an organization that can influence team and individual behaviour and
performance. There are different sources through which power can be obtained by an individual
within an organization. Some of the most sources of power are: formal power which is gained by
the designation of the individual. Expert power that can influence knowledge and expertise of an
individual. Referent power which is based upon identification of a person who has desirable
source and personality trait. Reward power is a source for management that comes in form of
appraisals, praise, promotions and many more.
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These power, organizational culture and politics influences team and individual behaviour
and performance in variety of manner (Kim, Ployhartand Gibson, 2018). It helps an organization
in controlling, managing and collaborating different organizational attributes together as well as
affects their productivity as well.
M 1 Critical analysis of ways in which organization’s power, culture and politics influence team
and individual behaviour and performance
Cultural awareness is understanding difference between people their attitude, behaviour
and values. There are various kinds of theories that can help in understanding these cultural
differences in a proper manner. One of the theories is Hofstede’s dimensions of culture theory.
Hofstede’s dimensions of culture theory is a kind of framework for cross cultural communication
that helps in explaining effect of societies culture on the values of its members. It consists of four
main dimensions: individualism, uncertainty avoidance, power distance and masculinity
femininity. As advancement in technology is taking place, globalization is also risking. It is
further influencing organizational culture in many different ways. In order to expand their
business organizations are focusing on expanding their business in different nations because of
which they face change in organizational culture that further influences individual and
performance.
LO 2
P 2 Ways in which process and content theory of motivation enable effective achievement of
goal within an organization
Motivation can be defined as desire and drive to something. It is a process of stimulating
people’s action’s in order to accomplish their goals. It helps in enhancing overall performance of
team and individuals in order to achieve significant goals and objectives (Gagné, Deci and Ryan,
2018). Motivation plays a vital role within organizations as it helps the companies to motivate
their employees in order to enhance their performance by reviewing their performance and
providing them appraisals and through various other intrinsic and extrinsic factors. Intrinsic
motivational factors are those factors when someone loves to do something interestingly.
Whereas extrinsic motivational factors are those factors in which an employee does something
for external rewards in order to avoid negative consequences. There are various kinds of
motivational theories are mainly divided into two categories: content theories and process
theories. Content theories focuses on exploring different kinds of factors that helps in motivating
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people in order to seek and fulfil their needs and requirements. Many organizations use content
theories in order to fulfil needs and requirements of their staff members. Maslow’s hierarchy of
needs, Herzberg theory and Alderfer motivational theories are some of the most commonly used
content motivational theories (Chen, Chenand Sheldon, 2016). Whereas process theories are
those theories that are based on the idea that must explain how an entity changes or develops
within an organization. It helps organizations to explore ways in which behaviour or employees’
changes or are motivated in order to achieve desired goals and objectives. Some of the most
common process theories are: Vroom’s theory, Adams theory and many more. Adoption of these
theories helps an organization to achieve their desired goals and objectives in a positive and
enhanced manner.
Content theory
Maslow’s need of hierarchy is one of the most commonly used content theories. This
theory consists of five levels that often shape motivation styles within an organization. In order
to motivate employees an organization is required to focusing needs and requirements of their
employees as per the need hierarchy which is as follows:
Psychological needs: provision of salary to employees so that they can fulfil their basic needs
such as food, shelter etc.
Safety needs: Fulfilment of basic safety needs such as: job security, freedom to take decisions
and many more.
Social needs: Development of feeling of belongingness within an organization i.e. accepted by
each and every person within an organization.
Self-esteem needs: Employees should be assigned important task and should be appreciated for
achieving desired results (Heinitz, and et al., 2018).
Self-Actualization: Work that involves creativity, progress, innovation, long term goals should be
provided to the employees.
Fulfilment of these needs of employees helps the management of the organization to
enhance overall performance of their employees and achieve desired goals.
Process theory
Vroom Expectancy theory focuses on enhancing behaviour in terms of product that are
already for priority. With the help of this theory management and leaders of an organization can
enhance satisfaction level of employees and ca minimize dis-satisfaction level of employees. As
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per this theory individual factors that enhance an employees overall performance are knowledge,
personality, skills, ability and experience.
M 2 Critical evaluation of ways in which behavioural motivational theories, concepts and models
can influence behaviour of others
Emotional intelligence can be defined as an ability to manage and understand emotions of
one’s own and of others. People with high degree of emotional intelligence knows what their
emotions mean and ways in which these emotions can affect people. Emotional intelligence is
one of the most important soft skill which is required by managers in order to manage their team
members (Podsakoff, MacKenzie and Podsakoff, eds., 2018). It also helps in developing strong
relationship between managers and their team members. Emotional intelligence is a kind of
behavioural psychology that helps in understanding one’s own as well as others emotions.
Operant condition is one of the most commonly used application of behavioural psychology by
the managers in which behaviour of employees is either rewarded or punished.
REPORT
INTRODUCTION
Organizational behaviour can be defined as human behaviour study within an
organizational setting. This assignment plays a vital role in analysing employees’ behaviour,
their performance and ways in which an effective team can be developed. This assignment will
lay emphasis on British Airways which is a flag career airline of UK whose headquarter is on
London. This report will focus on effective team as compared to ineffective team philosophies of
organisational behaviour within an organization.
LO 3
P 3 Factor that make an effective team as compared to ineffective team
There are four main types of teams within an organization: virtual team, project team,
self-managed team and operational team. Each type of team has their own benefits and risks.
Project team: Project team are group of employees who work together on a shared foal. These
types of teams work collaboratively, measurably and in a specific manner (Castille, Buckner and
Thoroughgood, 2018). Some of the main benefits of these type of teams are: complete a task
with greater work, can handle wide range of projects. Some these teams have their own
disadvantages as well such as: if management is not effective then it can be proven quite
challenging, diversity among team members can create conflicts.
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Self-managed team: Employees of self-managed teams are of same organization, work together
in order to achieve a common goal. Some of the main benefits of these type of teams are:
improves employee’s motivation, team members can manage their own time and can handle task
when it suits them. Some these teams have their own disadvantages as well such as: training cost
and time are high due to broader scope of duties.
Virtual team: Members of this team are located at different physical locations but have tools
through which they can collaborate together (Arvey, Liand Wang, 2016). Some of the main
benefits of these type of teams are: helps in saving resources of the organization, increases
chances of project completion within time. Some these teams have their own disadvantages are:
increases installation and management of tools that are used by members of virtual team.
Operational team: These team support other types of teams. these teams are formed to ensure
that all the back-office processes go smoothly. Some of the main benefits of these type of teams
are: these teams help in handling all kinds of operations in a smooth manner. Some these teams
have their own disadvantages are: non-performance of these teams can affect functioning of
whole organization.
With the help of this theory an effective team can be developed. Other than this there are
various kinds of technologies that impact organizational team in many different ways. It helps in
maintaining and establishing communication between different teams and team members. In this
Virtual teams plays a vital role (Neck, Houghton and Murray, 2018). Virtual teams within an
organization helps in development and networking between team members.
M 3 Analysis of group and team development theories in order to support development of
dynamic cooperation
There are various kinds of theories that can help in development of effective teams. One of the
most commonly used theory that can help in development of effective team is Belbin team
role theory.
Belbin Team role theory says that there are nine types of roles that are required to be present
within a team. These roles together help in achieving desired goals and objectives. One
individual can perform more than one role as well. Nine roles that are required to be present
within an effective team are as follows:
Plants: They are quite creative and good solving any kind of problem in unconventional ways.
Resource Investigators: They focus on bringing ideas that can be used by the team.
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Monitor Evaluators: provides a logical eye to the team and whenever required makes impartial
judgement and weighs opinion of team members.
Co-Ordinator: Focuses on teams’ objectives, draws out team members and delegate work
appropriately.
Shapers: provides necessary drive to the team in order to ensure that team keeps moving
(Devece, Palacios-Marqués and Alguacil, 2016).
Implementers: Need to plan a workable strategy in order to be carried out in an effective manner.
Team Workers: Identify work required to be done and complete it on the behalf of the team.
Completer-Finishers: they are mostly used at the end of the task in order to reduce errors and
maintain standards of quality.
Specialists: focuses on bringing in-depth key area knowledge to the team.
In order to develop an effective team Tuckman’s team development model can be used. This
model consists of four main stages:
Forming: At this stage team members are highly dependent upon the team leader for directions
and guidance. At this stage roles and responsibilities of the team members are unclear. Leader
ask lots of questions from the team members in order to define team’s purpose, objectives and
relationship.
Storming: At this stage team members try to establish relationship with other team members. At
this stage leaders try to clarify their teams’ purpose and their main goal to other team members
(Blader, Patil and Packer, 2017).
Norming: At this stage roles and responsibilities of the team members are clearly accepted by
them.
Performance: At this stage team embers are strategically aware about what is required to be
done by them. At this stage decisions are taken by the team members on the basis of the criteria’s
that are set by the team leader in order to achieve desired goals and objectives.
LO 4
P 4 Philosophies and concept of organizational behaviour within organizational context
Path goal theory: it is a kind of theory which is based upon specific leader’s behaviour or style
that fits best to the working environment and with the employees in order to achieve their desired
goal and objectives. Main goal of this theory is to enhance motivation of employee’s, satisfaction
and empowerment in order to enhance their performance and make them productive employees
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of the organization. Organizations focuses on using recognitions and rewards in order to boost
morale of their employees (Blader, Patil and Packer, 2017). This helps organizations in achieving
both short term and long-term goals. This theory mainly focuses on enhancing abilities and skills
of employees in order to increase and enhance productivity of their employees.
Social capital theory: this theory focuses on social relationship development so that overall
work quality can be improved. For this organization can make use of effective communication in
order to analyse needs and helps in building strong bond between employees. With the help of
this theory employee turnover can be reduced and organization’s objectives can be achieved
easily.
Employee empowerment: Employees within British Airways should be encouraged and
involved with the technologies in order to achieve better results by providing empowerment to
employee’s sense of belongingness.
Employee dignity: If work of workers within British Airways is not treated with dignity and
respect then it can affect employee’s dignity and can also affect relationship of employees with
the organization (Podsakoff, MacKenzie and Podsakoff, eds., 2018). Employees should also be
provided with good working conditions with all the facilities and they should also be encouraged
in order to participate within decision making as well.
CONCLUSION
From the above assignment it has been summarized that there are different kinds of teams
working within an organization. Each team has its own advantages and disadvantages. It is
important for organizations to use and implement effective team development theories in order to
develop effective team rather than a non-effective team. It has been analysed that there are
various kinds of philosophies and concepts of organizational behaviour that helps in building and
effective relationship between organizations and employees.
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REREFENCES
Books and Journals
Arvey, R.D., Li, W.D. and Wang, N., 2016. Genetics and organizational behavior. Annual
Review of Organizational Psychology and Organizational Behavior. 3. pp.167-190.
Blader, S.L., Patil, S. and Packer, D.J., 2017. Organizational identification and workplace
behavior: More than meets the eye. Research in organizational behaviour. 37. pp.19-34.
Castille, C.M., Buckner, J.E. and Thoroughgood, C.N., 2018. Prosocial citizens without a moral
compass? Examining the relationship between Machiavellianism and unethical pro-
organizational behavior. Journal of Business Ethics. 149(4). pp.919-930.
Chen, M., Chen, C.C. and Sheldon, O.J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology. 101(8). p.1082.
Devece, C., Palacios-Marqués, D. and Alguacil, M.P., 2016. Organizational commitment and its
effects on organizational citizenship behavior in a high-unemployment
environment. Journal of Business Research. 69(5). pp.1857-1861.
Gagné, M., Deci, E.L. and Ryan, R.M., 2018. Self-determination theory applied to work
motivation and organizational behavior.
Gelfand, M.J., and et al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied
Psychology. 102(3). p.514.
Heinitz, K., and et al., 2018. Positive organizational behavior: Longitudinal effects on subjective
well-being. PloS one.
Kim, P.H., Ployhart, R.E. and Gibson, C.B., 2018. Editors’ Comments: Is Organizational
Behavior Overtheorized?. Academy of Management Review. 43(4). pp.541-545.
Neck, C.P., Houghton, J.D. and Murray, E.L., 2018. Organizational Behavior: A Skill-building
Approach. SAGE Publications.
Podsakoff, P.M., MacKenzie, S.B. and Podsakoff, N.P. eds., 2018. The Oxford handbook of
organizational citizenship behavior. Oxford University Press.
Tasselli, S., Kilduff, M. and Landis, B., 2018. Personality change: Implications for
organizational behavior. Academy of Management Annals. 12(2). pp.467-493.
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