Organisational Behaviour Report: El Hawary, Semester 1, 2024

This report provides an in-depth analysis of organisational behaviour within the context of El Hawary, an Egyptian retailer facing challenges related to high employee turnover. The study examines how organisational culture, including power dynamics, influences individual and team behaviour. It explores various motivational theories, such as Maslow's hierarchy of needs and Vroom's expectancy theory, and their impact on achieving organisational goals. The report also differentiates between effective and ineffective teams, referencing the Tuckman model, and discusses different concepts and philosophies of organisational behaviour and leadership styles. The analysis highlights the importance of understanding and managing these factors to improve employee retention, enhance productivity, and achieve overall business success within El Hawary.

ORGANISATIONAL BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
LO1..................................................................................................................................................3
P1 How organisational culture, politics and power influence individual team behaviour and
power............................................................................................................................................3
LO2..................................................................................................................................................5
P2 How content theory and process theory of motivation impacts achievement of
organisational goal. .....................................................................................................................5
LO3..................................................................................................................................................7
P3)Makes an effective team opposed to an ineffective team.......................................................7
Tuckman model...............................................................................................................................8
LO4 ...............................................................................................................................................10
P4)Different concept and philosophies of OB and leadership style.........................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organisation behaviour is the process of analysing behaviour of employees in the firm
because it influence the working of company to great extent. Present study is based on El
Hawary which is the Egyptian retailer. It is an study of human behaviour in the El Hawary firm
setting and interface between an human behaviour and retail organisation itself. El Hawary is
facing the problem of high turnover of shop floor staff members which creats bad situation for
business. This study highlight the power, culture and political on the behaviour of other
organisation and also motivate the individual team to achieve goal(Wood, 2016). It also reveal
the understanding of cooperate effectively with other and showing the concept & philosophy of
OB in business situation. In this regard the present report has been prepared.
LO1
P1 How organisational culture, politics and power influence individual team behaviour and
power.
El Hawary s culture can be described as a belief, assumptions, values and ways of
interacting that contributes to unique, psychological and social environment of an retail
company.
Hand's four class of culture is as follows:
Power culture
According to this culture only limited people are allowed to take advantage of positional
power. Only some people have the authority and they are authorised to any necessary decision.
Power culture is an great culture, and though it some times becomes toxic. In this workers are
judged by what they achieve other than how they react in different situation. It influence team
behaviour in such a way that they have power so they some times give work load to the
employees as this reduces the work quality and de motivates them to do the work(Chumg, 2016).
Power culture influence individual behaviour as they feel that they have less value as all the
decisions are taken by some higher persons only, and employees are dissatisfied with the
working of El Hawary. Power culture also impacts the performance of El Hawary as workers are
not staying and company is facing issue of high labour turnover. As staff are leaving job
frequently hence El Hawary needs not to adopt this type of culture otherwise people may feel
burden and they will not like to work in business. currently it is having this type of culture due to
which people are leaving their job.
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Role culture
Organisation should follow role culture is based on certain rules. Power in role culture is
determined by a persons position in the organisational structure. As staff turn over is the major
problem, by implementing this culture El Hawary will be bale tomakeits workers happy which
will make them able to retain in firm for longer duration. To take an immediate decision in an
role culture is low and painful and El Hawary takes less risks(Coccia, 2015). This impact the
team behaviour that decision making is very painful and slow and when the team wants to
implement any new plan or new strategy its decision making is delayed by the management this
impact their performance. This influences the individual behaviour is such a way that they do not
deal motivate because the El Hawary not tasks any risk or deal with challenging situation. As the
company has strict set of rules and decision making is slow if affects the performance of the
company as desired decisions can be taken on time.
Task culture
Task culture is created when groups in retail firm are made to handle and specific task or
project. This type of culture allows the participants or workers of the El Hawary the chance of
equal distribution in order to accomplish the assigned task in an creative manner. this impacts
the team behaviour in such a way that they feel motivated as they are given equal responsibility
to perform an task, it reduces burden also that responsibilities are divided among members. Thus
this influence individual in such a way that employee is responsible for its own task only and not
of others which keeps them motivated(Kitchin, 2017). Task culture influence the overall
performance of the El Hawary that each task are carried out smoothly as role are divided. Thus,
work productivity of El Hawary increases.
Person culture
An firm follows person culture emphasis over the importance of employees. In this type
of culture individuals are more serious about their personal profit rather than the Organisation's
profit. This type of culture impacts the team behaviour as individuals are not serious about the
work they work only for their benefit not the individual. Teams not take any initiative to perform
the task that benefits the El Hawary they only work for themselves. Person culture impacts the
performance of the business in such a way that work progress is reduced and company may have
to suffer losses because employees so not work for El Hawary benefit(Pereira, Malik and
Froese, 2017).
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Politics
When there is politics in an the El Hawary it is very difficult to perform the day to day
task. It influence the team behaviour that people are not given credit for their work as higher
authority always gives credit to the employees with whom they have good relation. As a result
workers not work with their heart and feel less valuable in the El Hawary. Individual behaviour
is also influenced as it reduces the morale of employee and de motivates them to do work. El
Hawary politics reduces the productivity of the company as employees relation are not so good
so they do not perform day to day task very well. Thus, overall progress is reduced due to
organisational politics(Majumdar, 2018).
Power
The acquisition and maintenance of power is main socially motivating process which
occurs in a modern El Hawary. Power means that higher authority has certain powers to deal
with subordinates with different punishments when certain tasks are not performed or done on
time. But they also have reward power as they can reward the employees when good work is
done. This impacts the team behaviour as they feel motivated by the reward given thus raises
their morale. This influence individual behaviour as reward keeps them happy on work but in
other sense when they are punished they not feel good. So this impacts in both manner negative
as well as positive (Taylor, 2018. ). Power impacts overall progress of the firm as higher
authority makes the workers to do work on time, thus more output is generated within desired
time.
LO2
P2 How content theory and process theory of motivation impacts achievement of organisational
goal.
Various theories available which helps in improving the motivation level of the employee.
The theories are content theory and process theory.
Content theory: Abraham Maslow's hierarchy needs theory.
Author says that motivation is a result have the five needs of them are fulfilled theses
needs are psychological needs, safety needs, social, esteem and self actualisation.
Psychological needs
Our El Hawary takes care of psychological needs of employee such as air, water, food,
clothing etc. all thses facilities are provided to employees so that are satisfied with the job and
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work more efficiently. This assist in dealing with problem of labour turnover. Fulfilling
psychological needs helps the El Hawary in achieving gaols as employees work with full
enthusiasm(Lee and Woo, 2017). El Hawary should also take care of hygiene factor of
employees so that workers feel happy and they don’t leave their job.
Safety needs
These needs are needs which provide a person a sense of security and well being. Types
of security which are provided by the El Hawary are personal security, financial security, good
healthy and protection from accidents. Higher salary and job security is provided. This results in
this way that workers are relaxed that they will be provided safety at the time of any incident.
This reduces employee turnover, employee will not leave the company. Worker work with full
dedication and thus helps in achieving the goals of El Hawary
Social needs
These needs refers to the need of sense of belonging and acceptance. Social needs are important
ti human so that do not feel alone and depressed. Our El Hawary takes care of social needs of
the employees. For this company focus on encouraging team work, healthy relations(Elsmore,
2017). Sports tournaments are been organised in the company so that workers feel relaxed and
increase their concentration towards work. By fulfilling social needs labour turnover can be
minimised as when employees are happy they will not leave the El Hawary
Esteem needs
Esteem needs refers to the need of respect and self esteem, as self respect is more
important for any employee. Our company takes care of the esteem needs of the workers as El
Hawary offers praise and recognition when good work is done by the employees. This assist in
reducing employee turnover ratio as time to time workers are praised for their work their they
feel satisfied and thus this increases their morale. Overall productivity of the firm increases as
staff work with full dedication and performs their assign role efficiently(Larijani and Saravi-
Moghadam, 2018). By fulfilling this requirement employee can be retained by El Hawary and
staff turnover problem can be resolved.
Process theory: Vroom's expectancy theory
Vroom's theory differentiate between effort which people give in their work and final
result. This theory is related to motivation within a work environment.
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The formula used by Vroom for calculating motivational force: motivational force= expectancy
X instrumentality X valence
Expectancy
It is about what staff expect from their self efforts and the relation to efficient
performance. Our El Hawary responds to that by finding out what the factors which can motivate
the staff to deliver the best possible performance. Employees are stimulated to perform well and
work hard by offering them a reward or prises if they complete a particular task on time. When
workers are motivated they wok in company for longer duration of time which helps in dealing
with the labour turnover issue(Elsmore, 2017).
Instrumentality
Each worker has an separate identity and importance which contributes to the business
results. It is about the performance of worker being good to achieve the desired results.
Company promises to offer additional reward such as bonuses or promotion. This helps in
achieving the business goals as rewards assist the workers to work more smoothly and with full
motivation(Balmer and Burghausen, 2015).
Valence
The final result that employee achieve is valued by single individual. This value is based
on the basic needs of employees. This is a great idea for firm for finding out an individual
employee values and what are their personal needs. Some employees values money and values of
other may be different. According to that employees are rewarded which helps in raising their
morale and achieving El Hawary goal.
LO3
P3)Makes an effective team opposed to an ineffective team.
Effective team
It is the foundation of an every successful El Hawary s. It improve the quality and
facilitate an completion of project& raise efficiency and productivity(Wan, 2016) .
Ineffective team
It mainly suffer for an loack of purpose, and have an overall concept and ideas, there is
no specific goal for day to day or an personal target.
Effective Team Ineffective team
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Effective team objective an group an well
understood & accepted by all the members of
the team
Where as ineffective team, is an difficult to an
understand what is team task or what are its
objective.
There is an lot of discussion where each team
member can participate but remain pertinent to
task of an group.
Where as in ineffective team few people
dominate in the discussion. Often contributions
are source off an point(Elsmore, 2017).
Here the member of the team listen to an each
other and hear the each idea.
Here no people bother and listen to other and
ideas are ignored or over-ridden.
Most of the decision are reached through an
form of consensus, where it clear that each
member in general agreement.
Before the problem are properly examined
action are to be taken as prematurely.
Chairperson of an team do not dominate
it(Chinomona, Dhurup and Joubert, 2017).
Here the leader remain clear with an group
chairman. It always sit at head of table whether
leader may be strong or weak.
Tuckman model
Tuckman model that develop the team ability and maturity, establish relationship and leader
changes an leadership style
Forming- By using the Tuckman model the first stage is forming. Here the team has been
introduced to each and every one in the group with pleasant and politely. In starting most of
members excited to start something new & also try to know each other in team. During this they
discuss the project goal, ground rules, Individual goals, timeline and members background, skill
and interest. Here mainly focus on people rather than work. El Hawary has to form an effective
team and has to develop confidence of employees so that people can work better in team. By
this way people will work in the firm and they will not leave job so frequently.
Storming- In this stage weight and reality of complete an task in hand ave tgat hit now
everyone. Initial feeling of an excitement & need to polite is likely worn off. In this stage
personality may create problem and member become disagree over complete task, voice. The
concern as they feel some one pulling its weight. Some of the team may try to skip an storming
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stage may avoid the conflict. Avoidance create such issues until blow up. It recognise an conflict
and resolve it early. it as soon as possible(Chinomona, Dhurup and Joubert, 2017).
Norming- Here people start noticing and appreciate the team member strength. Team
start settle into an groove. Each one working and contributing as cohesive unit. Member of El
Hawary should also admire knowledge of and coding skill, web design and value to his opinion
for an anything related to tech. Where as sometime storming overlaps with norming. As arise an
new task, still the group may experience few conflict. If already deal with such disagreement
before than it can be probably easier to address.
Performing- In this stage members are motivated, confident and familiar enough with
project & their group and operate without an supervision. Everyone on same track and try to
achieve an final goal. It is the stage where all member of group in El Hawary try to reach.
Adjourning stage- This stage added by the Tuckman because once an project end, team
disbands. As member of the team have grown closely & feel as an loss that an experience get
over.
Factors for effective team development
Rewards
It is one of the most important factor that showing the member of the team that what do
they matter. For more good performance team members are need to be rewarded. It does not
mean that always need to be provide an financial rewards. Some of the example of the reward
are- skill development opportunity, structure learning opportunities, public recognition for good
work etc. If not provide reward for good work and try to rely on team are intrinsically motivated
All members are to be motivated internally but it not works in all case. Hence to develop the
effective of team always motivate by providing reward time to time.
Consequences
Showing consequences is not and drastic step for the development of the team
performance. It is a simple source of measuring the performance of member and try to provide
specific feedback or reply to the member of the team. As by providing rewards to members so
that they can understand the link of performance and outcomes. This rewarding system will
motivate employees and they will work better and will not leave El Hawary frequently. As in
many El Hawary poor performance is tolerated, level of frustration sky high. As leader fail to
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address the poor performance of the member in such El Hawary. To improve the performance it
is needed to know the performance of the member so they come to know how well their
performance is and if needed than provide training and development.
Suitable Resources
To maintain the proper remaining resources is an essential for maximise an team
effectiveness. Effective team all abouts an right things having at right people at right roles. By
having right amount of people working with correct way, minimum amount of efforts are to be
needed for good work efficiency.
Motivation
It is essential for maintaining the team performance. Lack in motivation in the El Hawary
also generally show poor performance. As unmotivated people put less effort & do “just enough”
to the job. It is not possible to expect everyone be motivated each day(Lee, Tui and Sharif,
2016). However long period of lack of motivation can reduce the performance and quality and
cause issues within team. As motivation is key for all right team components an place an factor
that prevent it team from high level performance. This will be better in minimising issue of high
staff turn over problem in El Hawary.
Learning and development
It is an critical way of improving the team effectiveness. As continuous of learning that
can help the team members for an appropriate knowledge and skill to perform. Pressure on team
can improve and maintain performance and high quality. Learning and development can improve
the efficiency & effectiveness of team. Also it is an way team to satisfy raise in demand for an
service & handle the expectation of an customer of El Hawary
LO4
P4) Different concept and philosophies of OB and leadership style.
System leadership theory
It enables the leaders in the El Hawary to create an condition, where all the level of
people work productively with their potential(Lee, Tui and Sharif, 2016). It uses an sound
principle for an human behaviour to create an model of the good leadership, system design, F El
Hawary strategy and the social process. It helps to provide leaders with tools to predict an
people behaviour in El Hawary. As it helps to build an effective system that drive the productive
behaviour and try to lead more effective on realisation of El Hawary purpose. Hence people will
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work better and they will not leave the job so soon, they will like to work in such great
atmosphere which will bring positivity among them hence will reduce staff turnover problem in
El Hawary. Where as system leadership has developed throughout the career of an management
and academic level.
Systematic approaches to the leadership attempt an dredge leadership and system theory of
literature to find an meeting point. The leader's of El Hawary determine the factorize in
leadership for an external environment and have relationship among an elements. Leaders
without followers are unable to exercise and also make ensure about conviction that provide an
system to purpose and structure. This system approaches clarify the complexity and dynamism of
environment and try to provide an framework to build an ideas. This system leadership theory
helps the El Hawary to improve the performance of the employee in the El Hawary and also
improve the behaviour of the El Hawary
Path goal theory
It is mainly based on specifying leader behaviour that fits best to employee and work
environment that order to achieve El Hawary goal.. Path goal theory provides an way to an
leader to encourage or motivate and try to support their employees for achieving the El Hawary
goal(Kim, Kim and Reid, 2017).
Leadership behaviour
According to path goal theory, leader must be focus on various kinds of leadership
behaviour . This differ as per situation & employee, Leader as long they provide support and
focus in the employee of the El Hawary. This can allow leader to work for an department goal,
and also try unite this with an El Hawary goal. Also motivation is essential component for an
leadership and play significant role in path-goal theory leadership. Where leader motivate the
employees to achieve the goals. and it helps to reduce the labour turnover of El Hawary
Leadership Style
It mainly depends on employees and situation. It is acceptable when it accepted by
workers and motivates & satisfy them . It is an task of an leader to facilitate, the coach & reward
to his employees. Path goal theorise identify four leadership style.
 Directive leadership-
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In this style, the leader must know what has to be done exactly, how perform the task & what is
deadline. By provide an employee an clear guidelines that regard to an process and tell employee
what the El Hawary is expected from them and hoe the carry the task(Kim, Kim and Reid, 2017).
As employee get an close supervision. Hence this style more likely to suit an inexperienced
workers those require an guidance on regular basis. It increase the performance of the employee
as well as raise the behaviour of the El Hawary and it reduce the turnover and employee retain at
workplace.
 Supportive leadership-
This leader pay more attention to requirements and well beings of workers being friendly
&empathetic with it. Leader of El Hawary should give respect and support the employee when it
is needed. This style is useful in situation when the employee has personal issue or when
temporarily demotivated. In such situation it motivate the employee and build the confident of
the employee.
 Achievement-oriented leadership
Here the leader sets an challenging goals. Leader expect an achievement on highest level of
the workers trust and ability to handle. Here leader compel an employee for an excellent work
and try to achieve and improvement & build confidence in ability of employees. Employee work
with full independent 7 have issue- solving capability that are suitable foe an management
style(Clay-Williams and Braithwaite, 2015). Hence leader can achieve the El Hawary goal
through the employees by motivating and improving the confident, ability among the employees.
 Participative leadership
In this style leader deems it an essential to work with employees and also include ides and
opinion of the employees. Here leader open discussion and consultation, suggestion from
employees for decision making process. This leadership style can increase the confident of the
employee and make them feel that El Hawary giving value to them. It motivate the employee to
work with more efficiency and retain the employee at El Hawary & reduce turnover.
Custodial Model Organisational Behaviour
It based on concept of providing an economic security of workers through benefits and
wages, that motivate the employee. This model mainly focus in an financial reward that aspect of
being an employed by an El Hawary. In this the employee quite become dependent on the
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