Organisational Behaviour: Cultures, Motivation, and Goals

This report on organisational behaviour delves into the intricate relationship between organisational culture, power dynamics, and employee motivation. It begins by analysing the influence of culture, politics, and power on individual behaviour within an organisation. The report then evaluates various motivational theories, including content and process theories such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, Vroom's Expectancy Theory, and Locke's Goal Setting Theory, to determine how these theories can be applied to effectively motivate individuals and teams towards achieving organisational goals. The report also covers the importance of teamwork and cooperation in achieving these goals. Overall, the report aims to demonstrate a comprehensive understanding of organisational behaviour principles and their practical application in a business context, offering valuable insights for fostering a productive and harmonious work environment.

Organisational Behaviour
Title:
Organisational Cultures
and Workforces
Motivation

Table of Content
Introduction
Analyse the influence of culture, politics and power on the behaviour of others in an organisational
Evaluate how to motivate individuals and teams to achieve goal
Demonstrate an understanding of how to cooperate effectively with others
Apply concepts and philosophies of organisational behaviour to a given business
Conclusion
References

Introduction
The organizational behaviour is a way in which a person studies how to interact when in
group, its main aim is make people aware about the behaviour of the individual within the boundary
of an organization. The major attempt for the organization behaviour is to make the business work
and operate in a more effectively and successful manner. The basic work of the organization
behaviour is to do research related to the improvement in the working performance of an individual,
developing new innovations for the organization. There is also a study for increasing the satisfaction
in the job and even encouraging leadership among the employees of the organization. The
organisational behaviour depends on the people in the team, the structure of the organization and
even on the technology used by the organisation and lastly the external environment. This report
emphasis and studies about the influence of culture, power and politics on the behaviour in the
organisation and how to motivate employees in the organisation to achieve the goal even how to
cooperate with other team members. (Anderman,., 2020.)
TASK 1
Influence of culture, politics and power on the behaviour of others in an
organisational
Organizational Cultural Influence: To have a leading organization, this is a must have
influence within the organization. There are set of beliefs that are kept in the mindsets of the
employees in the organization and are supported with strategy and structure. There should be a good
working culture in the organization for the employees to work and when the culture of the
organization is up to the mark than they employees know how to deal with any kind of situation and
react according to the guidelines of the top authorities.(Brinsfield,, 2020) The employees even work
while keeping in mind that employee will be rewarded for the task performed which demonstrates
the value of the organisation. The basic of the culture influence is to have a comfortable working
environment with in the organization.
There are certain qualities of a great organizational culture:

 Alignment- It happens when the company's objectives and the motive of the employees are
working hand in hand and in same direction. There is an alignment within the organization
to build their vision, purpose and the targeted goals.
 Trust- It is vital to any organization, this can build or destroy the organization. The trust
among the employees and the employers play an important role in the overall development
of the organization, this is know as the culture of trust.
 Teamwork- this is one the most crucial quality in the organizational culture, as it involves in
the growth of the organization. The communication among the employees of the
organization plays a important role, the inter working relationships of the employees and
every individual supports each other.
Organization politics influence: it refers to the in house planning, self interest and agenda of a
particular employee in the organization and without concerning about the impact of the same on the
organizations goal and objective. This is used to influence the group to work according for the
betterment of the organizational growth. The organizational politics will create a negative
environment in the organization and will even decrease the level of its productivity. (Bang, H. and
Midelfart, ., 2021)
There are few reasons for organizational politics:
 Do not want to work hard- there are certain people in the organization who do not want to
work so they create in house politics and influence others also to not to work or they make
the others to do their part of work as well.
 Cannot adjust to change- having changes in the organization is common, and there are few
people in the company that do not listen or support the changes so they tend to influence the
other employees in the organization.
 Manipulation: this is when someone in the organization wants to manipulate the others in
the organization by spreading incorrect information in the organization.

Organizational power influences: it is the ability to influence the other employees and make them
do the work accordingly. In this the seniors have the power to assign the task to the juniors and then
the task is performed accordingly. This has both negative and positive impact in the organization,
positive as the work is assigned by the seniors and asked to work accordingly and negative impact
as the person might misuse the power provided and guide the employees in the wrong direction.
TASK 2
Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organization
Motivation is a state of desires that are initially required to fulfil and act in the manner to
achieve the targeted goals, the needs, values, aspirations and ambitions that are important for
operating the business and achieving goals. Motivation is a will to do something which is beneficial
for the organization, it is even required to motivate the employees to accomplish the achievable
task. Motivation has two major types of theories that are content and process theories, in which the
content theories deal with as what the employees want to accomplish the task and in the process
theories the psychological and behavioural process is kept in view which affects the growth of the
organization and individual.(Suryaningtyas, et.al., 2019)
Content theory
Content theory focuses on the “what” , in this the major attention is on as to which or what
thing motivates the employees to work on desired goal. It gets easy to motivate after understanding
the wants and needs of the employees. There are four major theories that lie under the content
theory which are:
1)Maslow Hierarchy of Needs (1950s)
Abraham Maslow proposed the theory, keeping in mind the larger group of humans psychological
needs and not of an individual.
 Physiological needs: it is the bottom of the pyramid, in this the basic needs required for
survival by the employees are mentioned such as food, air, water and shelter. These are
required for the basic movement on the human mind and body.
 Safety and security needs: Once all the basic needs for the working of the body are
satisfied than comes the requirement of safety and security, it might be in respect to personal
and professional security, health safety and individual well being. Once after receiving all
basic need safety becomes the top most requirement as to stay safe along with all the

physiological needs. (Espasandín, et.al., 2020.)
 Social needs: there is a requirement to have personal and social of every individual, apart
from the professional life. Every individual has their own family and friends with whom
they are super comfortable and feel sense of belongingness and acceptance among them.
 Esteem needs: this states that all the human beings like to be desired and be recognised for
the task they have excelled in. It is the human nature to be valued and validated by other
members, it even includes self-esteem in which the individual gives regard and acceptance
to oneself.
 Self actualization needs: it is the top of the pyramid, by this time the individual reaches
the full potential and they get the capability of achieving different task. It happens after
completing the particular goal and challenge and becomes self confident.
Maslow Hierarchy of Needs
2) Herzberg's two factor theory(1950's) -
Psychologist Frederick Herzberg was the founder of the theory, in this theory the founder studied
the effect of attitude on the motivation, by just asking the people about their feeling for the jobs
they are doing whether good or bad.(Upadhyay,., 2020.) There are two factors described in the
theory that are
 Hygiene factor- these are major factors that tangible in nature and have power to make the

individual dissatisfied but their presence alone will never make people satisfied at
workplace. These factors include such as working conditions, salary , status , relationships,
company policies.
 Motivational factor- These factors have power to make the moderately satisfied employees
to highly satisfie4d in the business organisation but it will not impact if hygiene factors are
not in place in the organisation. The example of motivating factors are empowerment ,
achievement,responsibility,advancementandgrowth .
3) McClelland's Theory of Needs (1960s) -
Psychologist David McClelland's , proposed the theory in which he divides the needs of the
employees in three categories that are achievement , affiliation and power. The employees who are
achievement motivates are fully focused on working at a task that is moderate difficulty in which
they need to work hard for it. (Luthans., 2021.)Th e employees are that affiliation motivated desire
to create a social relationship with other members of the team and do not make a effective manager
as they worry about the feelings of the other. The power motivated employees are the one's who like
to influence other co workers and even like to teach the others and help out the other employees
when they require a help in a task.

4) Alderfer's ERG Theory of Needs (1960s)-
This theory was developed by an American psychologist name Clayton Paul Alderfer, according to
him there are three main needs that are ERG which stands for Existence, Relatedness and Growth.
He built the theory of Maslow's into his own theory. According to his theory,
Existence means the basic needs required by the human being for living like food, water, air, etc.
and even the requirement of the safety and security in life.
Relatedness is the need to maintain a interpersonal relationship among the employees , the needs
are based on the social interaction with people around like family, friends, other employees.
Growth it is the need for the personal development, the desire for growing in the field of their
interest. Building the ability related to self esteem, self confidence and achievement. (Martinko.,
2018)
Process theory of motivation -
This focus of the process theory of motivation is to find “how” to motivate the employee. By
understanding how the employee can be motivated becomes easy to work with an employee and
excel in the area of interest. There are four theory's that deal with the process theory of motivation,
the theories are:
1)Skinner's Reinforcement Theory (1930s)-
This theory was proposed by B.F. Skinner, according to him the theory the behaviour of any
individual gets shaped along with the consequences of that behaviour. And any behaviour which is
related to the consequences of behaviour is called the operant behaviour. This theory's main aim is
built relationship between the operant behaviour and with its consequences.

2)Vroom's Expectancy Theory(1960s)-
This was stated by Victor Vroom, a Yale business professor and according to him
motivation is the output of the choices that are made by the people that can reduce the pain and
increase the pleasure. He also emphasized that the goals of the individual may differ but if
motivated to act together it will be increaser to achieve the common goal. There must be a good
relationship among the employees to work effortlessly on a task and achieve the targeted goal.
(Breaugh,., 2018)
3) Locke's Goal Setting Theory (1960s)-
The theory was proposed by Edwin Locke, according to him the goals are linked with the
performance. Having a specific, and valid goal will contribute in having a better performance. The
goals should be achievable, realistic and even challenging as when the task is successfully achieved
the employee could be proud and be confident about the same. This theory main aim is to gain
confidence by accomplishing a task and even for the performance in the up coming goals.
4) Adam's Equity Theory (1960s)-
It was proposed by the psychologist John Stacey Adams , according him there should be a
fair treatment with the employees to motivate as if the employees are treated fair the management ,
the employees will treat each other fairly. There should be a equal contribution of the employees in
accomplish a goal. Even the reward given should be equal with no discrimination with the
employees. It encourages employees to work harder on the task.
Task 3
Explain what makes an effective team as opposed to an ineffective team:
A team is a group of people who work directly and indirectly towards a particular goal, to
achieve the set target in the time span with common objective. Working in a team teaches a lot
about, how to work with group of people in large , work according to the leader of the team and
keep all the team members in one line .In general there are three types of team that are process
improvement team, which aim on making changes and developing new specific skills which
improve the team, work groups or natural teams, in this there is a particular responsibility
process that work together in a environment and lastly self- managed teams, these teams are
which work on daily basic work and have power to make decisions for various issues related to
safety, maintenance and many more.
Difference between efficient and ineffective team:

Basic Effective team Ineffective team
Meaning It is team which stays focus on the
task and mission, the team members
work together. The team successfully
achieve the goal.
It is a team which does not stay focus on
the task, and does give their 100% for
achieving the goal which leads them to a
failure in achieving the goal.
Resource
Investigator
The members of such a team are fully
energetic and always ready to work
to accomplish the get goal
The members of this team in particular
are not at all energetic and not willing to
work. They are lose interest in the task.
Monitor
Evaluator
These teams are self evaluator, they
check their own mistakes and reduce
the happening of the mistakes.
This team does not believe in evaluating,
they continue doing the same mistake and
cause trouble to the organization.
There have been certain scientists and psychologists that are working on the models and theories for
understanding and developing a successful and even a effective team. Few of the approaches and
models for the same are:
1. Tuckman's FSNPA model: this model was issued out by Bruce Tuckman in 1965, in this
the stages of group development is published. And the stages are stated as Forming in this
the team establishes some rules and they are treated as strangers as the members are new to
each other, Storming the members start interacting with each other but still do not get fully
comfortable, they are not willing to take the commands of the leader, Norming by this stage
people start realizing themselves as a team and work more effortlessly, Performing there is
trust among the team members and lastly the team achieves the task and recognize the affect
of the other employees this stage is known as the Adjourning.
2. GRPI model: Rubin, Plovnick and Fry developed the model which mainly focus on the
effectiveness. In this GRPI model, G stand for GOALS, R for ROLES , P for PROCESS and
I represents INTERPERSONAL RELATIONSHIP. This model is usually used for the
formation of team and even for solving problems. It involves transparency, clear view point
of the goals and to specified roles.
3. The T7 Model of team effectiveness: This model was proposed by Michael Lombardo and
Robert Eichinger. In this the seven factors are mentioned with effective team, in which five
are the internal factors and two are the external factors.
The internal factors of team effectiveness are:
Thrust- it is a factor which states the team to have a common goal to achieve.

Trust- there should be confidence among the team members
Talent- all the members should have the required skills and experience to achieve the goal
Teaming Skills- there should be an excellent team work within the members
Task Skills- there should be the capacity within the members to execute the given task
The external team effectiveness factors are:
Team- leader fit- the leader of the should be capable to satisfy the needs of the team members.
team support from the organisation-the policy of the company should be in favour of the success
of the team.
Task 4
Concepts and philosophies of organizational behavioural within an
organizational
The term organizational behaviour is defined by many psychologists like according to Keith
Davis,it is about having knowledge and information as to how the members act in the team. And it
something which is made by the humans for the profit of the human beings itself. The behaviours
are applicable to all forms of organization be it school, office, business, etc. There must be basic
few elements in the organizational behaviour that include the behaviour of the humans in the
organisation, to have a knowledge about the general behaviour and the effects that can be used to
improve the effectiveness of the organization. (Hattie., 2020.)
Concept of the organizational behaviour:
The concepts are based on the behaviour of the individual in the organization, there are few
fundamental concepts which are:
1. Individual differences- every individual have their own characteristics, and is a different
identity having their own intelligence level, capability to think and act in a particular
situation. That's why the individual holds more power than a group.
2. A whole person – the hiring of the individual is not done just on the basic of the ability but
also the liking and disliking of an individual, their family background and that is the reason
the working environment of the organization should be up to the mark.
3. Caused Behaviour- the manager should keep a close eye on the behaviour of the employees
and mark or point the employee if there is a change in the behaviour, acting differently with
other co employees in the team.
4. Human dignity- each and every member of the organization deserves to be treated well and
equally and the employees require to be appreciated for the task they have achieved and
boost them up for future task.

5. Organisations are social systems -the organization are ruled by the social and
psychological laws, there are both type of social system within the organization that is
formal and informal system. There is an interdependency of the every part of the system
with each other.
6. Mutuality of interest- all the members of the organization should have a common interest
and mutual interest, the affect put by the employees should be in one direction, which leads
to a quick completion of the task.
7. Holistic Concept- it is a concept in which all the above mentioned concepts are combined
together and form a new concept. In this the relationship between all the members and the
organization is marked important to accomplish the task. (Heckhausen,., 2018.)
Philosophies of organizational Behaviour :
There are in total of four broad type of philosophies that are ;
1. Autocratic- in this the control of the organization is in hand of one particular person, all the
decisions related to the organizations are made by the same person. It is said to be the leader
and hardly takes any inputs from the other members.
2. Custodial- it is the security related to the financial status of the person, the salary of the
employees and the benefits are said to give boost and motivation in the employees.
3. Collegial- it is the dividing of the authority among the members equally of the organization
and even the atmosphere within the organization motives the employees to work in a team to
accomplish the goal.
4. Supportive- the leader of the team should be full supportive and lead the team with full
enthusiasm and motives the employees in the best possible manner. The leader pushes team
members ahead to give opportunity to all the employees.
Conclusion:
From the above report it is concluded that the organizational behavioural plays a crucial role
in the development of the organization. There is an influence of power, culture and the politics in
the development of the organization in respect of individual and as team performance. There is inter
relation between the politics, culture and power within the organization, all the characters work
parallel top each other. There were theories and models proposed by the psychologist keeping in
mind the view of the organization Maslow Hierarchy of Needs , Herzberg's two factor theory,
Tuckman's FSNPA model , GRPI model and many more. The motive of all the theories is to have a
effectiveness in the behaviour of the organization.

References
Books and Journals
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