A David & Co: Organisational Behaviour Report on Employee Motivation

This report provides an analysis of organisational behaviour within A David & Company Limited, a UK-based food and beverages company. It examines the impact of organisational culture, politics, and power on individual and team behaviour and performance. The report explores Handy's typology of organisational culture, detailing power, role, task, and person cultures. It further investigates different types of power, including coercive, reward, legitimate, referent, expert, and informational power, and their effects on employees. Additionally, the report discusses Chanlat's characteristics of political behaviour and its influence. The second part of the report focuses on motivational theories, including content and process theories, such as Maslow's hierarchy of needs and ERG theory, and their application in achieving organisational goals. The report aims to provide insights into how managers can motivate employees and improve their performance within the organisation.

Organisational
Behaviour

INTRODUCTION
Organisational behaviour can be described as the analysis of human behaviour within the
workplace. It can be termed as the study of the performance of a individual or a group activity
which is commenced by them in an organisation. It is also considered to influence the behaviour
of a person within the working place with various set of actions. This report is based on A David
& company limited which is based in UK and commence its business operation in the food and
beverages sector. The report will define the influences in the business operation from the culture,
politics and power and the different motivational theories that is used by the managers to
motivate the employees to improve their performance for the benefit of the organisation. Further,
the report will consist the Concept and philosophies.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
The organisational culture consists of policies, vision, mission and rules that are
formulated by the managers of the organisation to aid the employees to achieve the desired
objectives effectively and in proper manner. This helps in increasing the productivity of the
employees and eventually the task performed by them will be efficient and successful. On the
other hand, the power and political factors in the organisation affects the performance of the
employees and reduce the productivity of the organisation. To manage these influences the HR
manager of A David & company Limited is required to construct a appropriate organisational
culture which will assist in improving the performance level of the workers. The HR manager
can adopt the Handy's typology theory which will lead in implementation of the suitable
organisational culture. The theory of organisational culture is described as follows:
Power culture: It is the state when a particular person in the organisation is authorised
with a power to make decisions according to the requirement of the business environment for
positive growth of the organisation. The person can formulate quick actions without concerning
the working staff. In A David & co., the power is enjoyed by the manager. The decisions taken
by them can effect the employee or a team in a way that they can leave the organisation. The
power culture can demotivate the employees who work at lower position in the organisation and
will not be able to work according to their choices. (Ekwoaba,2014).

Role culture: This culture defines the role and responsibilities of the workers in the
organisation as per the skills and capabilities they possess. It helps in increasing the productivity
of the staff and helps in gaining the desired objectives of the firm effectively. The HR is required
to communicate the roles and duties to the individual and teams of A David & co., properly to
gain the maximum positive outcome.
Task culture: This culture influences the behaviour of an individual and team and
motivates them to work effectively to accomplish the given task. The HR manager is required to
evaluate the performance of the workers according to the assigned task. This culture focuses on
improving the productivity of the individual and team to achieve the desired objective in a given
period of time.
Person culture: This culture focuses on providing opportunities to the employees to
showcase their skills and capabilities which will result in motivating them towards the
organisation goals and helps in generating their views and suggestions which will maximise the
success ratio of the company.
Influence of power on group and person
Power is considered to be a ability in a individual or a group of people who can influence
others to work in a desired manner within the organisation. The HR manager is required to use
some power to influence the performance of the employees and these different types of power is
described below:
Coercive power: This power helps the managers of the organisation to force the
employees to complete their task in certain period of time. The A David & co., is not required to
follow the coercive power as it will lead in increasing the dissatisfaction level of the workers and
the formulated groups and will have a negative impact on the business operations (Sidorova,
2011).
Reward power: This power is used to motivate the workers to increase their working
efficiency and it can be commenced by the managers by providing rewards to the groups and
individual for their good work. It will build the good working atmosphere in A David & co., and
will improve the relations between the staff and the managers.
Legitimate power: It is related with the strong leadership and is exercised at the time of
any vacant position in the organisation. In the A David & co., this power is only authorised to the
board of directors who have the power to assign this duty to any of the employee in the

organisation to continue the stability in the business operations. This power can influence the
individual or a group in negative manner as they are required to work according to the assigned
person directions.
Referent power: This power is considered as a ability of an individual to influence other
workers in the organisation and to construct loyalty within them. It can be states as power of
respect as, this power is assigned to a employee who has a effective track of records. In the A
David & co., organisation the manager and leaders have the ability to influence the workers
effectively and it will result in creating positive impact on the individual as well as group
because they will be directed by the authorised person.
Expert power: This power is attained by a individual who has the specific and adequate
amount of knowledge and skills in a specified area of the organisation. In A David & Co., this
power is functioned by the managers who are capable enough in handling the uncertain situations
and make proper judgement to bring out maximum output from employees. This will ensure
employees that they have been guided by experts and will help them to work with more
enthusiasm.
Informational power: This power is assigned to a person who understands the
obligations towards the organisation and who are able in securing confidential informations of
the company. In A David & Co., this power is exercised by the CEO of the organisation as, they
will enhance the performance of the organisation and will increase the effeciency of the
employees as well (Ushioda, 2009).
Chanlat's characteristics of political behaviour: It has categorised the political behaviour in
the organisation in three types which are:
 Decisional characteristic: In this the HR manager has to take decisions to select the
suitable candidate for the job in the recruitment process.
 Personal characteristic: In this the employee is required to perform the assigned duties
with the help of their political behaviour and power.
 Structural characteristic: It provides the help to the managers in constructing a
appropriate structure within the organisation to formulate the decision in effective
manner.

In A David & Co., these characteristics can result in positive and negative changes
depending on the situations. The individual and the group is required to perform their task on the
basis of politics conducted on the daily basis in the organisation.
Impact of power, culture and politics on individual and team behaviour and performance
Individual behaviour and
performance
Team behaviour and
performance
Power Mangers who posses power
needs to assign proper work in
order to avoid dissatisfaction
among the employees. Which
will effect their performance.
If manger will use unnecessary
power then it will effect the
employees performance level.
Due to this team performance
will also get effected
automatically.
Culture If authority is provided to a
person who is incapable of
handling it and with that
authority he create a change in
organisational structure. It will
cause dissatisfaction among
employees and will also effect
their performance.
Due to the changes in working
style of organisation. It might
effect the individuals and
teams in a negative manner.
Politics When employees are
associated with certain politics
. They might not work on the
given task with full focus.
When individual are involved
in unwanted activities related
to organisational politics. It
will reduce their as well as

Which will effect their overall
performance.
team performance.
TASK 2
P2: Motivational theories for achieving organisational goals
Motivation plays a very essential role in influencing the working behaviour of the
employees in effective manner. As, the A David & co., is restricted to a limited market and want
to expand their business to a wide market is only possible when the employees gives their
maximum output for the achievement of the organisational goals. To accomplish this manager is
required to encourage the workforce with the help of different approaches and theories that are as
follows:
Content theory: This theory helps in determining the changes in demands and requirements of
the people over a period time. It helps the managers of A David & co., to examine these
influencing factors that directs the impact on the working behaviour of the workers. It consists of
some motivational theories which are as follows:
Maslow's hierarchy of needs
This theory has categorized the needs of the human in five parts accompanying with a
structure that is directed from lower level to upper level. This theory also helps in examining the
change in human behaviour in relation with time and requirements. It is defined as follows:
Psychological needs: These needs are considered as the basic needs of the individual and
without them the livelihood of the people is impossible. The needs are food, water, shelter,
clothes and all the basic amenities. The manager of A David & co., is required to fulfil these
needs of the employees for retaining them for the longer period of time to gain the maximum
output from them in achieving the organisational objectives (Han, 2015).
Safety needs: These needs are related with the safety and security a individual requires
from its working environment and wants a risk free atmosphere to work, job security and for

their family members. The company is required to take care of these needs effectively to
motivate their employees to work with full of their capabilities and focus.
Social needs: These needs of individuals want motivation from the superiors and the
feeling of affection in the organisation. For this the HR manager of the organisation is required
to make effective communication channels to motivate the employees to perform in productive
manner.
Esteem needs: These needs are related with the recognition, respect and
acknowledgement from the people in the organisation. The manager of A David & co., is
required to acknowledge the good performance and to give them rewards and compensation for
keeping them motivated towards the organisation objectives.
Self-actualization: These needs are the desires of the individual to identify their own
strengths and capabilities that will allow them to increase their performance level and it can be
done by engaging themselves in the challenging programs and by evaluating their own
performances to grow effectively.
ERG Theory: This is the extension of maslow's need hierarchy. It has categorised needs
into three different categories elaborated below:-
 Existence needs involved all material and physiological desire such as food, water and air
 Relatedness needs involves social and external esteem such as relationship with
significant other like family and friends.
 Growth needs which includes internal esteem and self actualization. Which impels a
person to make creative or productive effects on himself and the environment.
For A David & co., Maslow hiearachy theory is more suitable as it help company in
identifying the actual needs and preferences of employees working within an organisation which
brings motivation among them that results in increasing their work commitment with company
for longer period of time.
Process theory: The process theory helps in analysing the psychological and behavioural
process and it also evaluates the needs of the individual that affects the performance level. To
accomplish this the manager of A David & co., is required to introduce some theories to motivate
and to influence their employees and to provide required training programmes to increase their
efficiency and to improve their skills. This will result in effective functioning of the organisation.
The process theory includes vroom's expectancy theory that is explained below:

Vroom's expectancy theory: This theory is categorized in three parts which are
expectancy, instrumentality and valence which are used by the managers of A David & co., to
analysing the needs and requirements of the employees to achieve the organisation goals in
desired time.
 Expectancy: The manager is required to provide appropriate training to the employees to
keep them motivated and to increase their efficiency to gain the desired output.
 Instrumentality: The HR manager of A David and co., is required to give rewards to the
employees for their good work and to keep them motivated towards the common goals.
 Valence: These are the needs in which employees place value of their performance over
the rewards so, the manager is required to fulfil all these demands and make the business
operations effective (Wilkinson, 2016).
Equity Theory: In this theory employees asses their efforts in comparison to fellow
workers effort in terms of rewards. If they figure there is a difference between their and their
fellow workers effort. They will endeavour to bring about equality of effort for everyone. A
David and company limited managers needs to ensure that employees are being take care
properly and are being awarded on a fair and equitable basis. In order to motivate them to work
more efficiently.
For A David & Co., Equity theory is more suitable to adopt as it assist company in
maintaining healthy work environment within an organisation which results in increasing their
productivity and profitability. Maintaining equality among employees while appreciating the
employees will encourage the employees to engage in more business activities which increases
the chances of achieving business objectives of A David & co..
TASK 3
P3: State what makes a team more effective as opposed to an ineffective team
The workforce is the most crucial part for any organisation and the performance of the
workers determine the success of the company in the market. So, organisation is required to
consists with the effective and competent workforce in its organisational structure with adequate
knowledge and skills. To commence the business operation effectively managers of the
organisation formulates different team s to achieve the desired objective effectively. The A

David & co., consists of effective teams with professional members in it to carry out the work in
the productive manner. Team work is very crucial in the organisation as, it increases the
performance level of the workers and eradicates problems related to lack of communication
within the organisation. The differences between the effective and ineffective team are as
follows:
Effective team Ineffective team
The effective team consist of people with
proper skills and dedicated towards the
organisational goals and objectives in effective
manner.
Ineffective team fails in contributing towards
the desired objectives due to lack of skills and
guidance by the leaders.
It includes the better commitment towards the
colleagues and better communication level
within the organisation that will help in sharing
each other ideas effectively.
These teams follow the direction and are not
able to communicate their ideas effectively that
leads to reduce the productivity of the
employees.
Effective team assist its team members to
accomplish its individual goals along with the
team and organisation goals.
Ineffective team only concentrates on attaining
team goals disregarding the inevitably of their
team members.
Tuckman and Jensen's model of team: Tuckman theory is the team development model which
works in order to initiate the whole process of constructing a expert and skilled team (Kumar,
2018). That will lead in managing work coordination among team members, increasing trust and
loyalty, cooperation and monitoring their performance, it includes five parts i.e., . forming,
storming, norming, performing and adjourning. In context of A David & co., this model will
apply in the following form:
 Forming: In this stage of model employees of A David & co., will be introduced for the
first time to their roles and responsibilities and to the their working culture. They are
motivated to understand and perform better, even the employees feel excited as well as
anxious for their initial tasks.

 Storming: At this stage pressure is given to the employees working in the company, they
start getting competitive about their work and about their position. A David & co., put
employees in difficult situations so that they can learn to deal in team.
 Norming: After the storming phase is over employees of A David & co., learn how to
deal in a team. Till this stage company make them understand how to work in a team and
they create a environment of belongingness among them, employees start knowing each
other. Friendship and kind of trust is created among the team members.
 Performing: Till this stage company fill their employees with more maturity that they
can even resolve their conflicts among themselves and given projects can be completed
according to the expectation of the company.
 Adjourning: This is the last stage of the model in which company separate the
employees from the team which creates the sadness & stress among the them. In this
level employees are allowed to work personally on their own without team.
From the above model it can be concluded that it plays an very important role in
development and management of teams in the company. By use of the above model, employees
will become more supportive and it will help the firm to get competitive advantage through
achievement of overall organisational goals.
TASK 4
P4: Philosophies and concepts of organisational behaviour
Path Goal Theory of Leadership: This theory was presented by the House Mitchell in
the year 1974 with a aim of helping the organisation to achieve its organisation goals and
objectives in set period of time. The theory helps the organisation to determine the different
styles of leadership that will help in bringing positive output from the workers. This theory is
based on the vroom expectancy theory which states the performance of the employees is based
on the expectation with the given outcome. With the help of this theory A David & co., will
focus on the characteristics of the employees and the characteristics of the business environment
as well (Kian, 2013). This theory can also be called as the team development theory and the
manager of the organisation will use this theory to motivate the employees. The theory is divided
in three parts which are as follows:

 Identifying employees characteristics and environment: The manager of the
organisation is required to analyse the characteristic of the working force and the working
environment. The managers is required to provide the better working environment to
increase the efficiency of the employees. The manager is liable to provide proper aid to
the workforce in defining the organisation objectives. The leader of A David & co., is
required to determine the difficulties that are faced by the employees during performing
the task and should make required efforts to eradicate these problems effectively so, that
the desired goal and objectives can be accomplished within certain period of time.
 Motivational factors: The theory next focuses on the different factors which helps the
employees to get motivated to achieve the desired objectives in particular period of time.
The leader of A David co., is required to determine the factors that will motivate the
employees and will bring efficiencies in the performances of the employees and will lead
the organisation towards success.
 Problems in effective performance: There are various situation which are responsible to
influence the performances of the employees which includes lack of communication, lack
of skills, poor leadership, etc. these are the major problems that impact the performance
in negative manner. The leader of the A David & co., is required to eradicate these
problems effectively and need to develop proper communication channel and to introduce
different training programmes to develop the skills of the employees effectively.
Leadership styles: The leadership styles are the characteristic or a certain procedure that leaders
adopt to carry their functions in effective manner and to achieve the desired objectives for an
organisation. These styles can be described as follows:
 Directive: The directive leadership style allows the leader to act according to his own
rules and regulations and the leader is not liable to take recommendations of the
employees at the time of decision making and it leads in creating dissatisfaction among
the employees which sometimes leads in increasing staff turnover rate.
 Participative: This leadership style directs the leaders to relate the ideas of workers in
their decision making procedure to increase the effectiveness of the organisation
decisions. This will also lead in increasing the motivation level of the employees and will
increase their efficiency of performing the task to attain the organisation goal s
effectively. This leadership style will also reduce the staff turn over rate.