Organisational Behaviour Analysis: Motivation & Team Effectiveness

This report analyses organisational behaviour within 4Com PLC, focusing on the influence of culture, politics, and power on individual and team performance. It critically examines content and process theories of motivation, such as Vroom's expectancy theory, equity theory, and goal-setting theory, and their impact on organisational goals. The report also differentiates between effective and ineffective teams, considering the Tuckman team development model. Furthermore, it explores concepts and philosophies of organisational behaviour within the organisational context, providing insights into how these factors collectively shape employee behaviour and overall organisational success. Desklib offers this report as a study resource, alongside a wealth of past papers and solved assignments.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
TASK 2............................................................................................................................................4
Critically analyse in what way does the content and the process theory of motivation are
affecting the organisational performance which support in achieving the organisational goals.
.....................................................................................................................................................4
TASK 3............................................................................................................................................5
Explain what makes an effective team as opposed to an ineffective team.................................5
TASK 4............................................................................................................................................7
Concepts and philosophies of organisational behaviour within organisational context.............7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behavior can be defined as the study of the interaction between employers
and employees in a company. This is a very important concept used by many companies to
manage a company. So, as a leader who works together with his colleagues, he takes care of
them in the process of solving problems related to their work. This report was developed on the
basis of the 4Com PLC which is in Christchurch, UK. Providing communication services for
companies with a large number of clients (Paulus and Kenworthy, 2018). They often offer
multiple activities such as fast, connection management, and financial system and systems
management In the culture, power and political influence on the behavior of the individual and
team that are reflected in this report. In addition, there are various ideas, motivate is a process in
which content will be closed, and it will provide explanations of how this approach can help in
achieving the goals and objectives of the organization.
PART 1
TASK 1
Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
In culture, power and politics are the three most important factors in an organization.
Culture is nothing but a part of nature in which people act in accordance with their roles and
responsibilities. There should be something friendly and healthy here, so that there is no feeling
of tension in the neck when working.
Importance of cultural awanrness-
4Com Plc have developed their own culture alike every organisation. They are focused on
the goals and objectives of maintaining a strong market position. Leaders, employers and
stakeholders behave with dignity (Omar, Jayasingam and Bakar, 2019). They usually have
resolved problems organizing their activities in collaboration with their members. This builds
confidence and trust between team members because they can be more loyal to the task and
develop new strategies to achieve a specific task. Therefore, it can say that this is a culture,
which is a very good result, given that the group members are strengthened by accepting culture
for themselves.
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This is a portable device that you can see in the human resources department of 4com plc.
According to this model, there are different types of culture i, as well as the impact of
personal and global behavior and productivity, which will be described in the following
table:
The power culture:
In this type of culture, power and control over it is limited to a few hands. In other words,
this is centralised system. Decisions must be made because there are very few people who will
be involved in the decision-making process. In the context that 4com plc shares believe that if
power is in the hands of workers, it is also often limited. For an employer, these rules were
designed based on their own needs and take into account the feelings and opinions of team
members and colleagues.
Person culture
At the same time, the organization is located at the back of exercising any rights and
obligations of the employee and so must be strong, after all (Liu and et. al., 2019). By culture,
everyone should go to the official web page for financial gain, but this was not in their duties. In
this case 4com plc, there is evidence that managers need to provide benefits to their employees in
order to increase their efficiency and productivity.
Task Culture:
Companies that set up teams to achieve their goals and solve the most pressing problems.
4Com must comply for their performance, ethics, and strengths in their work, as it has proven to
be two-way. Team members are promoted when they learn that the evaluator is working on the
basis of knowledge and experience, without looking the other way.
Role culture
In this approach the roles of all employees should be defined based on their
qualifications, experience, qualifications, skills and achievements (Lin and et. al., 2020). The
employer must use the same criteria for job designation. In addition, the skills of the workforce
must be used effectively.
4Com Plc must follow the power and task culture in their workplace, because these are
two cultures that have proven very useful. All team members are motivated when they believe
that appraisal are based on knowledge and skills, regardless of any other criteria.
Hofstede's cultural dynamics model
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Individualism and collectivism
In 4 Com Plc that is, career goals should rely on the skills of employees who take the tram or co-
op organization. Therefore, if projects are created by narrating in a person who is known to be
independent of the culture.
Masculinity VS. Feminism-
However, where the store is dominated by men, and this is well known as a male culture,
various organizations struggle to find and retain qualified employees (Gilal and et. al., 2020).
Therefore, 4 Com Plc should focus on the culture of men and women, as well as on preventing
gender discrimination.
Avoidance of ambiguity
However, it has been shown that a company that has a high degree of uncertainty tends to
take a more policy-oriented approach to creating a level of uncertainty avoidance based on
ingenuity and sophistication, but easy, uncertainty avoidance reflected in an open culture.
Power level
Most of the responses were given to a person with a strong group that can have both a
positive and negative impact on the 4 Com Plc culture. Therefore, it was determined that the
organization will focus on empowerment based on the principles of engagement in our work.
Influence of power on the working of individual and team
Power factor depends on the capability on the type of work, as well as the rights and
obligations of each type. Since the power has the huge impact on the working of the individual
and team working which can be understand in the following manner (Gan and et. al., 2020).
Legimate power
Legal authority for practices that apply to employees in the best possible way. However,
in this context, workers are not very happy. The legal power authority takes into account the
legal status of each individual.
Reward Power
A reward power is source in which salaries that can be used as a reward for regulating the power
produced by department employees, for managing it, and for receiving awards and
commendations to improve the well-being of employees in the team.
Coercive Power
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However, it has been shown that the use of coercive force has a negative impact on the team and
staff. This is a way to keep employees busy, which will lead to even more unhappiness. In
addition, 4 Com Plc will use this effect as a strategy for managing high-risk and responsible
employees.
Influence of the politics on the working of individual and team in an organisation.
It is also responsible for managing the business decision-making process and is associated
with the control of managers and employees. This is an issue on the men's agenda-making
choices that do not bring harm, engaging in the implementation of their goals and objectives.
Organizational policies are perceived as informal, illegal, and / or placed with the back of the
product, in the production and development of business solutions (Franke and Foerstl, 2020). It
is used by companies to encourage employees to perform better in 4Com. The negative aspect of
the policy is the creation of changes in the organization, as well as the lack of funds, that is, the
race is a competition among employees. In a nutshell, it is a leader in providing information to
employees.
TASK 2
Critically analyse in what way does the content and the process theory of motivation are
affecting the organisational performance which support in achieving the organisational
goals.
Expectancy theory of Vroom
The theory is that the premonition was based on the individal perspective of the
employees. If there expectation are meet, it should be expected that the production of the labor
force would be larger than we expected. 4 Com Plc should embrace this idea because they allow
this idea to create better results for all their employees (Fasanmi, 2018).
Equity Theory:
It reflects an individual view of the treatment performed at the organizational level.
According to this view, employees should be considered in comparison with other similar jobs.
4Com PLCs will need to create an environment of equality so that their employees don't have a
problem being looked down on. At the same time, it is discrimination, it should not be because of
race, skin color, national origin, religion, gender, gender, age, etc. The same must be achieved,
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the barn will have an equal chance of individual rewards. This can certainly increase people's
motivation.
Goal setting theory
This approach was developed by Edwin Locke to point out the importance of motivation
in an organization. According to him, the goal of the work is to be seen as the most important
source of job creation. In fact, by setting goals beforehand, you can find out what the employee
can do to achieve success. 4Com plc needs its employees with complex tasks to achieve the goal
and start working effectively on it (Dahlgaard-Park, Reyes and Chen, 2018).This will increase
the level of motivation, and employee motivation will have a positive impact on the organization.
Productivity increases along with quality levels, and people become more focused.
It has been suggest various theological and philosophical procedures that can be used by
4com, namely: Strengthening Theory, Performance Theory, etc. All this helps to create a sense
of motivation for employees. With the employee's motivation and will strive to achieve the goals
and objectives set by choosing the appropriate method. Therefore, we can conclude that
motivation theories that help build businesses by providing them with ideas motivate employees.
PART 2
TASK 3
Explain what makes an effective team as opposed to an ineffective team.
As a team is a assocition of people who have different skills to complete a task or tasks. For team
members who will be able to work together, in order to participate in the work, and the work is
done with the same goal, and this will be part of a cohesive team member and group plans for
creating a personal project, starting with a business plan, which is a huge personal achievement.
Types of team
Functional Team - This option is enabled, managers should create a team of people to
work effectively - this is the goal of managing the sales, sales and production team.
Project team- as a team member, should be the goal of the project, should be recognized
as a project for the team, and in the process of creating a new product in 2020, and this is a new
role for 4 Com Plc and the team will focus on the main goal.
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Problem solving team- The team should be able to do this, then the problem is solved, 4
Com Plc. really have a team in all their stores that should play a role in fixing the problem, as
well as solving team management issues.
When creating an effective, it is important that 4 com Plc managers take into account the
Tuckman team development model. They proposed a model for the development of the Tuckman
team, just a few steps away from the success of the team. These are the steps that must be taken
by the team leader and the head of 4com plc.
Forming: This is the first step. Here, the roles and responsibilities of staff are unclear.
Therefore, before forming a team, the employer must assign individual tasks so that you can start
working. In this way, people started to take part in daily activities and get to know each other
better.
Storming:
When employees start working in a group, other conflicts arise because each of them had
their own ideas. Therefore, the escalation of the conflict should be handled by 4Com's
competitors, so that they can focus on fulfilling their responsibilities (Breaugh, Ritz and Alfes,
2018). At the same time, the employee tries to show off their talents, skills, and abilities while
being in the decision-making process.
Norming:
This section defines the roles and responsibilities of each participant, which should be
explained in a general way so that there are no misunderstandings. The team leader should be
responsible for resolving disputes that arise between team members. Does the same, 4com
consultants will be appreciated for what it currently does, introducing participants, presenting
their talents. Also, they will need to convince them to work properly.
Performing:
This step is not related to the deadline, which means that the entire device is ready for
operation, but with its own equipment. The head of the candidate's organization should be
rewarded to use their employees, pay attention to them and their hard work. They need to be
confident that the company's goals and objectives are ultimately achieved.
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TASK 4
Concepts and philosophies of organisational behaviour within organisational context
To understand the organizational and ethical perspectives of 4com, please contact a specific
philosophy of life. Some of them are listed below:
Path Goal theory: The model is based on rejecting leadership styles and practices that can be
aligned with the employee's work and surrounding areas. The goal is to increase over current
levels of motivation, satisfaction and empowerment of employees so that they can participate in
the implementation of the organization's goals in order to be effective. According to this point of
view, there are four types of leadership, which are defined as follows:
Achievement-
Effective behavior of Leaders in this matter is often both the goal of the team and a
challenge for them to compete for a while. If the partners ' wish is fulfilled in your time, and
offers practical training and development, this time for them, will give you the results you want
to download now.
Supportive leadership behavior:
Every person who is interested in mental health issues that occur in the workplace. They
can help manage sadness and depression by encouraging and commenting on them (Balwant,
2018). The main motto of this type of leader is to reduce the level of stress and frustration that
occurs in the workplace.
Directive leadership behaviour-
Aim towards simple tasks such as goals, aim to reduce doubts caused by re-activating the
function. Here, the consultant usually provides both planning and time spent on completing the
task, and it is expected that he will receive the results ahead of time.
Participative leadership behaviour-
Member and leader behaviors, in which case leaders use them to communicate with their
partners and as they make decisions. This is motivation for employees, because they are proud of
themselves and their key ideas in the development of the company.
4com Plc should focus on this above mention behaviour of leader in tram and the
organisation need to try to hire the right team manager to manage all employees, they should
look at all the problems, regardless of whether they are related to the organization or the
psychological level of employees.
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Social Capital theory
In social theory in regards to 4com Plc should also pay attention to the theory of social
capital. In accordance with this philosophy, the user's social relations are formed. Other
resources, such as trust, trustworthiness, ethics, commitment, and networking, are supervised by
a qualified person in the organization (Azeez and Genty, 2018). Managers are responsible for
preserving the beauty and size of a set of social relationships by promoting flexibility, versatility,
and a space for dialogue. This helps to keep in touch with the crew, and the crew tries to
maintain a good relationship with them. According to this, the confusion existing in the
workforce needs to be resolved, as immunity to negative impacts that may have an impact on the
performance of the tree, etc
. In addition, 4com plc should focus on the various performance barriers discussed in the
following sections:
 Lack of communication- In the case of a lack of communication, it has been shown that
lack of cooperation between higher authorities leads to a lower level, which leads to some
problems. This is of direct importance for the entire team, as claims to this important
information will not be taken into account. If organization doesn't communicate with the
customers you want, and they may not understand parts of it better.
 Ineffective management of team: a collection of mismanagement actions that have a
negative impact on the functioning of the organization. If employees are not allowed to
be allowed to work, then it becomes clear that the product was disrupted last time.
 Lack of training: When a company offers inappropriate training and development
opportunities for them, it can be an employee, revealing the use of inappropriate products
and services accordingly. .
Therefore, 4com plc develops training programs for both new employees and older
employees. In addition, they must ensure communication between employees, managers, and
employees so that information is shared on both sides. This will help you increase it from the
current level.
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CONCLUSION
Thus, from this report, it can conclude that organizational behavior is an important concept
that every employee of the company needs to fulfill, as managers learn to cope with employees
when implementing such a project. Various content theories, theories, theories, path-goal theory,
social capital theory, etc. this is due to the need for the employee to be covered by this task. In
addition, various obstructers are also shown to have a negative impact on the presentation of the
entire group. In addition to the same influences, authorities, culture, and politics, explained the
work of both the individual and the entire team. At the same time, it is a convenient model,
asserts that the image of various types of culture exists in the company.
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REFERENCES
Books and Journals
Azeez, R.O. and Genty, K.I., 2018. Inner life, meaningful work, conditions for community, and
organisational citizenship behaviour. Economics and Business, 32(1), pp.136-148.
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Breaugh, J., Ritz, A. and Alfes, K., 2018. Work motivation and public service motivation:
disentangling varieties of motivation and job satisfaction. Public Management
Review, 20(10), pp.1423-1443.
Dahlgaard-Park, S.M., Reyes, L. and Chen, C.K., 2018. The evolution and convergence of total
quality management and management theories. Total Quality Management & Business
Excellence, 29(9-10), pp.1108-1128.
Fasanmi, S.S., 2018. Effects of commitment, justice and empowerment on organisational
citizenship behaviour and turnover intent among Nigerian bankers. IFE PsychologIA:
An International Journal, 26(1), pp.16-44.
Franke, H. and Foerstl, K., 2020. Understanding politics in PSM teams: A cross-disciplinary
review and future research agenda. Journal of Purchasing and Supply
Management, 26(3), p.100608.
Gan, G.C., and et. al., 2020. Executive coaching effectiveness: towards sustainable business
excellence. Total Quality Management & Business Excellence, pp.1-19.
Gilal, F.G.,and et. al., 2020. Linking motivational regulation to brand passion in a moderated
model of customer gender and age: an organismic integration theory
perspective. Review of Managerial Science, 14(1), pp.87-113.
Lin, C.P., and et. al., 2020. Being excellent teams: Managing innovative climate, politics, and
team performance. Total Quality Management & Business Excellence, 31(3-4), pp.353-
372.
Liu, M.L., and et. al., 2019. Modeling knowledge sharing and team performance: The
interactions of ethical leadership and ambidexterity with politics and job
complexity. Management Decision.
Omar, S., Jayasingam, S. and Bakar, R.A., 2019. Does positive organisational behaviour and
career commitment lead to work happiness?. International Journal of Business
Excellence, 19(1), pp.44-64.
Paulus, P.B. and Kenworthy, J.B., 2018. Overview of team creativity and innovation.
Tang, K.N., 2019. Leadership styles and organizational effectiveness. In Leadership and change
management (pp. 11-25). Springer, Singapore.
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