David Game College: Organisational Behaviour Report (HNC)

This report delves into the complexities of organisational behaviour, examining different team types and their characteristics, including an analysis of hard and soft skills. It explores Belbin's model, illustrating its utility in understanding individual behaviours within teams. The report then investigates effective team factors and their application in achieving organisational goals and objectives, with a focus on leadership theories like the path-goal theory. It covers various leadership styles such as participative, directive, and laissez-faire, and how they impact employee motivation and performance. The report also examines the influence of organisational culture, politics, and power on individual and team behaviour and performance. The analysis highlights the importance of clear goals, purpose, and effective communication in building successful teams. It also emphasizes the role of employee characteristics, task environments, and appropriate leadership styles in fostering a productive work environment. The report concludes by underscoring the significance of employee motivation, participative leadership, and a focus on employee needs in driving organisational success.

Organisational
Behaviour

Contents
TASK 2............................................................................................................................................3
Different types of team and its analyse according to hard and soft skill................................3
Belbin’s model and it’s utilisation for understand behaviour of individuals.........................4
Effective team factors and its use for accomplish of organisational goals and objectives with
develop of effective teams......................................................................................................4
REFERENCES................................................................................................................................7

TASK 2
Different types of team and its analyse according to hard and soft skill
Teams are defined as a group of people or individuals who undertakes different skill that
is required for assigning task. All teams plays a different role in organisation that is used to
achieve long term goals. It is because that with the help of teams work is done for a better
coordination. It is divided into two different parts that is effective and ineffective.
Effective team leads organisation to achieve their goals and objective in effective
manner. Member of effective team manage each task in different methods. This results
individuals are able to get better results for success of organisation. Characteristics of effective
team are mention as follow:
Establish company's goal- Effective teams are generated by management so its performance is
directly linked with the goals of organisation. It is because teams are able to generate and
manage their task in accurate manner.
Clear purpose- Elite develops the clear and direct purpose of organisation, it determines that all
the motives of the organisation is fulfilled. Their are various task will also be achieved by
dividing their task as per management results.
Ineffective teams faces too many challenges such as lack of communication and focus,
poor management and many more. Some of them are mention as follow:
Errors and negativity- The organisation faces too many challenges due to ineffective task, as it
decreases the negativity and demotivation among employee's of individual. Elite members
introduce those products that is used to remove the errors from team.
Job distribution- If the overall members are ineffective of team than it is difficult for
management to complete their task appropriately, due to the improper work distribution among
employee's.
The Belbin model of team is introduced in the organisation that leads the management of
Elite to perform their work in effective manner (Suciu, Mortan and LAZĂR, 2013).

Belbin’s model and it’s utilisation for understand behaviour of individuals
Belbin model of team- The Belbin model of team defines as the role and tendency to
behave and contribute in proper way. It also leads management to achieve high success by
understanding long term success for organisation. Some roles of Belbin model is as follow: Action oriented roles– Roles related with action enhances the performance of team and
implement new ideas to perform their work before the deadlines of work. The action related
with management leads organisation to shape their roles and actions in a proper way. So self
discipline is one of the method or technique that is learned from action oriented roles. People oriented roles- More number of individuals are able to perform their work that is
used to gather ideas and individuals together. This helps the management to inter-relate
various ideas in the context of organisational goals. Like better coordination between teams,
resource investigator etc. assist management to accomplish their goals in short periods.
 Cerebral roles- It is used to analyse different option and to provide technical expertise to all
individuals and managers, so it leads organisation to generate experts for the work. Elite
managers increase their work skills by considering the teams to perform their work in order
to monitor and evaluate their work with positive factor.
Effective team factors and its use for accomplish of organisational goals and objectives with
develop of effective teams
Path goal theory of leadership- The path goal theory is based on analysing specific
leadership style and behaviour that is followed by organisation and its employee's. It is also
essential for management to undertake path goal theory because it leads management to increase
employee's motivation and satisfaction level to get maximum benefits from organisation
resources (Vance, Siponen and Pahnila, 2012).
The path goal theory leads management to understand and know the activities and
characteristics of employee's. This helps the organisation to analyse the skills and capabilities of
employee's. With the implement of this theory, management of Elite organisation leads
management to get better results by making effective decisions for organisation and its
employee's. Path goal theory also helps the management to promote motivation among
employee's by using participative leadership style that leads management for understanding
opinion from the perspective of work-force.
Classification of path goal theory-

Characteristics of Employees- This help the employee's for performing their work
according to the skills and capabilities as per the need and requirements of management.
Manager of Elite organisation motivated their employee's by providing right guidance to
employee's. On the other side, organisation also follow all needs and demands of individuals that
leads management to motivate whole work-force.
Task and environmental characteristics- This focuses to identify all issue that are
faced by employee's at their workplace (Atherton, 2015). To overcome from various issue
management focuses on characteristics of individuals and market conditions. So the employee's
performance is not negatively impacted and organisational goals are also achieved.
Leadership styles- Leadership style leads the individual, leaders and manager to guide and
monitor all individual and employee's of organisation. On the other side, various style are also
used to guide the employee's of the Elite. Some of them are mention as below:
 Participative style- The participative style leads the individual to perform their work
effectively as well as to motivate and influence them to include them in teamwork. This
results employee's are able to drawn better results from the operations and functions of
Elite. This results the overall performance and productivity of individuals is increased.
This is also considered as the positive style for leadership that is boosting self confidence
for the employee's. Along with this it is also used by management to enhance the sense of
belongingness between the organisation and its employee's. Workforce of the employee's
are one of the most crucial part for Elite because it leads organisation to achieve desired
results. Therefore, with follow of participative style management considers all those
aspects that leads management to perform its work in short intervals.
 Directive style- Under this style an effective leader generates decision as per their own
basis and does not consider the interference from employee's and other stakeholders. It is
recognised as the negative leadership which is impacting on the employee's and
demotivating employee's to perform their work because the decisions are made by
organisation without considering their work and opinions. It also results that the turnover
as well as the absenteeism rate of the employee's will be increased. Due to which
productivity of the organisation is also impacted. In order to deal with the situation of less
sustainability among employee's management of Elite introduce new style of leadership
which also consider behaviour of employee's.

 Laissez faire leadership- In the present scenario, with the impact of new leadership style
it is essential for management to accomplish their work. This results by managing the
individuals with laissez fair leadership, it is easy for organisation to complete their work
by ensuring long term results for employee's (Antonakis and House, 2013). So to focus
on the overall performance of a company management is able to increase or enhance its
growth opportunities that is used to implement better leadership style in the premises of
organisation. Employee's of Elite magazine are providing all essential information about
the business. Therefore, it works as positive factor for management because more
employee's are engaged in organisation to perform different work as well as managing
their work.
In the last, there are various task are completed by employee's to perform their work. Due
to which it is easy for management to perform their work as well as enhancing their skill. Along
with this Elite also consider various methods for satisfying the needs of employee's. This results
it is easy for management to overcome from employee's related issue such as absenteeism, less
productive operations etc. Further, the guidance of leaders also increases better results and
performance of employee's by organising training programmes, workshops and seminars.

REFERENCES
Books and Journal
Rowold, J., 2014. Instrumental leadership: Extending the transformational-transactional
leadership paradigm. German Journal of Human Resource Management. 28(3). pp.367-
390.
Suciu, L. E., Mortan, M. and LAZĂR, L., 2013. Vroom's expectancy theory. An empirical study:
Civil servant's performance appraisal influencing expectancy. Transylvanian Review of
Administrative Sciences. 9(39). pp.180-200.
Ghoddousi, SL and et. al., 2014. Mapping site-based construction workers' motivation:
Expectancy theory approach. Australasian Journal of Construction Economics and
Building, The.14(1). p.60.
Dolan, J. and et. al., 2017. Women and politics: Paths to power and political influence. Rowman
& Littlefield.
El-Maghrabi, M.H., and et. al., 2018. Sustainable development goals diagnostics: an application
of network theory and complexity measures to set country priorities. The World Bank.
Kiatkawsin, K. and Han, H., 2017. Young travelers' intention to behave pro-environmentally:
Merging the value-belief-norm theory and the expectancy theory. Tourism
Management. 59. pp.76-88.