Organisational Behaviour Report: MG414 Module, June 2022 Submission

This report provides a detailed analysis of organisational behaviour, focusing on motivation and organisational culture within the context of a hotel. It begins with an executive summary and introduction, then delves into the core concepts of motivation, exploring various theories such as Maslow's Hierarchy of Needs and the Equity Theory, along with practical ways to motivate employees through reward systems, trust, and career advancement. The report then examines organisational culture, defining its impact on individual and team behaviours, and discussing different cultural types like power culture and role culture. The report also covers the significance of artifacts, symbols, values, assumptions, and communication within the organisation. The report concludes with a summary of the key findings and their implications for enhancing workplace productivity and employee satisfaction. The report is based on the provided assignment brief for the MG414 Organisational Behaviour module.

Organisational
Behaviour

Table of Contents
Executive Summary.........................................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Motivation........................................................................................................................................4
Theories of motivation...........................................................................................................4
Ways of motivating employees within workplace.................................................................6
Organisational Culture.....................................................................................................................7
Culture:.................................................................................................................................7
Power Culture:........................................................................................................................8
Role Culture:..........................................................................................................................8
Task Culture:..........................................................................................................................9
Person Culture:.......................................................................................................................9
Power:....................................................................................................................................9
Politics:..................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

Executive Summary
This report covers different aspects that are associated with the organisational behaviour and
having a great significance within the workplace. These aspects include motivation as well as
organisational culture that play a major role within a business in enhancing the level of its
productivity, profitability and efficiency. Along with it, the different prospects of organisational
culture will also be discussed within this portfolio with their importance within the organisation.

INTRODUCTION
The process of organisational behaviour is concerned with how human resources within
an organisation interact with one another. This process helps an organisation] in gaining the
understandings regarding itself and the people involved in it and thus, improve the interpersonal
relationship among them. The study of organisational behaviour provides the insights on how the
manpower within the workplace can behave and perform (Balwant, 2018). Within this report,
Try and Taste Hotel is taken into consideration as an organisation for demonstrating different
aspects of this report and it is a hotel within the United Kingdom in hospitality industry. This
report includes influence of organisational culture on behaviour of individual and team.
Moreover, it also includes the concept of motivation and ways to motivate the employees of
hotel by using theories. Furthermore, there will be a description on the concepts and philosophies
of organisational behaviour within the organisational context.
MAIN BODY
Motivation
Motivation is the process of inspiring, stimulating and encouraging human resources
within an organisation so that they can do harder work towards accomplishment of business
objectives and goals. It is considered as one of the key aspect of the organisation which provide
assistance in enhancing and improving the level of the performance of its human resource in a
positive way (Bharadwaj, 2021). The mangers and leaders within Try and Taste adopt different
types of motivational theories as well as practices in order to motivate the employees of the
hotel. With the help of this, they can be able to develop the favourable working conditions within
the organisation and these theories are discussed as under:
Theories of motivation
There are different theories of motivation and some of these include Maslow's hierarchy
of needs, The equity theory, etc. which helps the managers or leaders of Try and Taste to provide
motivation to its human resources within the workplace ion order to more hard work for the
purpose of accomplishing the objectives and goals of the organisation.
Maslow's Hierarchy of Needs is a motivational theory containing five kinds of human
requirements which are represented in a pyramid within a hierarchical order. Primary objective

of this theory is to fulfil basic needs of employees before move on to the higher and advanced
needs. Different needs of this motivational theory are described as below:
 Physiological Needs: These are the basic needs which are required to be fulfil primarily
by them managers of hotel for their workforce. These are the vital needs for survival and
include food, shelter, cloth. Such needs are fulfilled by the administrators of Try and
Taste as they provide food, cloth and shelter to their employees by which they get
motivated and do harder work towards organisational targets.
 Security and Safety Needs: It is second level of Maslow's Hierarchy of needs and states
security and safety requirements in the form of financial security, health and wealth,
safety against injury and accident, etc (Cross and Carbery, 2022). Managers of hotel give
financial security to its employees so that they don't feel insecure during such cases. By
fulfilling these needs, manpower of Try and Taste will get motivated and will attain goals
and objectives of hotel effectively.
 Social or belonging Needs: It refers to emotional needs of the human resources and
contains feelings of affection or belongingness. The different social needs are social
groups, friendships, family, religious organisations, etc. Administrators of respective
hotel must fulfil such needs of their manpower through maintaining interpersonal
relationships among them. It motivates the workforce and encourages them to perform
better for achieving objectives of organisation.
 Self-Esteem Needs: This type of need includes self-respect and appreciation after
satisfying all the previous needs. Within this need, there is dignity, achievement, status,
religion, independence, prestige and many others (Enyioko, 2021). Supervisors of Try
and Taste maintain reputation and status of their employees by announcing their
achievements in front of all people working in the organisation in order to make them
feel motivated as well as encouraged.
 Self-Actualisation Needs: It is the last need within Maslow's hierarchy which states the
needs for attaining individual's potential. It includes education, self-fulfilment, skills
development, personal growth, potentiality, peak experiences, etc. Managers of
respective hotel give training to their human resources for entire development in order to
achieve targets of organisation conveniently and effectively.

The Equity Theory is another motivational theory which was developed by John Stacey
Adams in which the personnel states that human resources within the workplace should be
treated in a fair and an effective way as it will motive them to do harder work towards treating
with other people in the same manner. In relation to Try and Taste, the supervisors of the hotel
provide equal opportunities to the manpower towards enhancing the level of their motivation.
This kind of motivational theory is on the basis of ratio of inputs of contribution that is made by
an employee and outcome which is the result of the contribution. The underlying belief is that
individual who perceives themselves either under over rewarded or rewarded for their best
efforts in the process of motivating its employees (Jacobs and Goodman, 2018). By giving
financial benefits like incentives, bonuses, salary increment, the human resources of Try and
Taste get motivated and provide maximum outputs in order to stay competitive within the
workplace.
Ways of motivating employees within workplace
There are different ways of motivating the employees of an organisation and some of
these ways are discussed as under in context to Try and Taste:
 Reward System: The workforce within the respective hotel can easily get motivated if
the managers of organisation give fair amount of incentives and salary to its employees.
The administrators within the respective business utilise different kinds of rewards
systems or incentives in order to motivate the manpower and to enhance their
productivity. The reward systems can be come in various ways and these include travel
perks, bonuses, paid time off or vouchers.
 Trust: It is a two-way street and human resources of the hotel want to determine that
their managers are looking out for their best and effective interests or not which helps
them in getting promoted towards success (Khaola and Rambe, 2020). Leaders also want
to know that they can trust their subordinates or not for doing the work effectively. This
is up to the line manager to ensure that the trust is developed within the staff of the
organisation and to be able to inform effectively with each person and promotes
favourable bonds.
 Career Advancement: The manpower within the hotel are more willing to do work if
they have a sense that the respective hotel is offering a career advancement opportunity to
its employees through which they can develop their personalities. As a manager or leader,

it can sustain this motivation strategy by ensuring that there are opportunities along with
avenues for members of teams in order to foster within their roles. They can also provide
assistance in the job training or their further qualifications.
Organisational Culture
Culture:
It is defined as a set of ethics, meditation as well as social behaviours within the society.
There is a cultural difference because of the geographical boundaries and in a specific culture,
language, color, social laws, eating habits, art and music play a significant role. Different people
have their own different culture and through this, people communicate with each other and
evolve a population within the identical background.
Organisational culture based on the customs, location of an organisation and
surroundings created (Lacroux, 2021). It mainly generates customs for the human resources of
the organisation in order to gain competitive advantages within the workplace. This
organisational culture is required to be followed by the employees of the organisation who are
working there. Besides all these, the significance of the organisational culture in order to
implement various types of activities or business operations of the workplace is very much
crucial.
 Individual behaviours are the ways in which a single person behaves or reacts at its
place of work and can be said to a combination of the reactions to the intrinsic and
extrinsic motivations. The behaviour and responses of an individual within any of the
situations whether they are acting in group or in isolation gas an impact on the business.
If such types of behaviours are favourable then it could result in enhanced performance.
 Group or team behaviours is considered as a situation within organisational behaviour
in which people of a business interact in a large or small groups. It can be occur when
two or more individuals having common objectives come altogether within a group and
behave in same way (Luthufi and et.al., 2021). Organisations like Try and Taste gain
from the members of cohesive group as they communicate effectively and better and also
share ideologies as well as respect opinions of the fellow manpower. It all makes an
environment of cooperation leading into advantages to organisations in form of extended
productivity along with lowered employee turnover.

 Organisational behaviour impact the organisational culture in such a way that it affects
the outcomes, performance, commitment, ethical behaviour, self-confidence of the
employees. Organisational culture is one core factor of the success of organisation as it
impacts working behaviour of human resources.
Artifacts and symbols: The nearness for the symbols for the purpose of affirmating a business
has for a long-term while been normal. Therefore, the issues of the various structures, strategy
and plans of the organisation are great in number (Miao and et.al., 2020). Nevertheless, the Logo
of Try and Taste is the most profitable segment in order to separate an affiliation nowadays.
Values: The goals and the qualities that are concerned with the authority or an organisation are
reflected here and the system of the organisation along with the rationality gets distributed
through which the customers of the hotel get attracted towards it. Hence, a large number of
principles and restrained issues are crucial.
Assumptions: Organisational culture also has a key that is hidden suspicion and which cannot be
comprehended by the individual customers as well as the employees of the hotel. Master
authorities of the respective organisation are viable within such issues and also take multiparty
choices on such backgrounds.
Communication: It is the process of sharing or exchanging the ideas, thoughts, emotions and
opinions which are done through the aspect of talking, writing, behaviour and signaling, etc.
There is a minimum of two parties or two people in order to conduct the process of
communication. The organisational culture improves the effectiveness of the organisation with a
focus on the communication.
Power Culture:
Within the organisation, the power resides within the few hands of the individuals which
impact all the activities of the workplace (Montminy, Russell and Holley, 2021). In this culture,
there are some of the rules and regulations which decide regarding upcoming events. In context
to Try and Taste, the managers of hotel not consider this kind of culture as much effective as it
does not give opportunities to the manpower in order to showcase the level of their innovation
and creativity.
Role Culture:
Organisation with this culture depends on the regulations and rules which are greatly
controlled in such a manner that each person knows regarding their roles and responsibilities.

The power in such culture will get determined through designation of a person within the
organisational structure. By acquiring this kind of culture, the hotel can be able to assign the
responsibilities and the roles to a person through acknowledging their abilities as well as skills
appropriately.
Task Culture:
It is a kind of culture where there is a concentration on the particular project or tasks.
Within the task culture, individuals are called upon to work on the project or task and when they
are needed, sharing or exchanging the opinions and ideas throughout the functions (Punnettand
Senaji, 2022). This type of culture encourages the common vision at the workplace and also
empowers the human resources of the organisation for providing more willingly to the business
in which they are working. It enhances teamwork and plays a significant role in accomplishing
the targets that are set by the manpower of the hotel.
Person Culture:
There are certain businesses where the workforce feel that they are more vital rather than
the hotel and such kind of organisation follow a culture which is known as person culture.
Within this culture, individuals are more concerned regarding their own instead of the
organisation. Within this type of culture, the concentration for every person is on the individual
and it exists where there is no common objectives or goals.
Power:
In context to organisational behaviour, power is considered as an ability to impact the
behaviour of other people in order to meet organisational objectives. Power is often visible to
other people within the workplace and is considered as an interpersonal relationship in which one
individual or a group has an ability to cause other person or group in order to take an action
which it would not have taken otherwise (Rashid and Barron, 2022). Power within the workplace
is to ensure commitment and compliance of manpower within the organisation. This also
provides assistance in avoiding the resistance among the human resources making sure that they
coexist within the harmony that results in enhanced productivity.
Politics:
Within organisational behaviour, the politics include making use of social networking as
well as power within the business for the purpose of accomplishing changes that gives

advantages to the hotel or an individual. Organisational politics are considered as self-serving
behaviours which are used by the manpower of an organisation in order to extend the level of
chances of generating favourable results within the workplace. Politics in an organisation is
significant as it provides an understanding of the informal processes of the cooperation and
conflicts within the workplace and their influence on performance of business as a whole.
Organisational Culture shapes the way in which the manpower of an organisation get
interact with their workplace. A strong, healthy and favourable culture of an organisation
encourages the human resources for staying motivated as well as loyal to the management
(Vaughan, 2019). In addition to it, the organisational culture also fosters healthy relationships
among the workforce of business and goes a long way in the process of fostering healthy as well
as strong competition within the workplace. The aspect of organisational culture goes a long way
in the process of the creation of brand value of the business (Wang and et.al., 2021). Another
important role that culture plays throughout the organisation is to develop an emotional
attachment to the enterprise. It cultivates a sense of belongingness as well as commitment
towards the business and builds a sense of unity within the workplace.
CONCLUSION
From above explanation of the report, it has been concluded that the concept of
organisational behaviour facilitates in enhancing the level of understanding of aspects. It can
motivate workforce, enhance performance of employees and provide assistance to business in
developing a strong as well as trusting relationship with human resources. Within this portfolio,
there have been discussion on the concept of motivation which inspire employees of organisation
to do harder work. Along with it, there has been also an explanation on organisational culture
and its related various prospects such as power, politics, culture, etc. which facilitates
organisation in gaining competitive advantages.

REFERENCES
Books and Journals
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