Organisational Behaviour Report: Motivational Techniques and Teams

This report on organisational behaviour examines the influence of culture, power, and politics on individual and team performance within A David & Co Limited. It applies Handy's model to analyze organizational culture and discusses content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, alongside motivational techniques like rewards and training. The report also differentiates between effective and ineffective teams, applying Tuckman's model to team development. The analysis provides a comprehensive overview of organizational behaviour principles and their practical application in a business context, focusing on enhancing employee performance and achieving organizational goals.

ORGANISATIONAL
BEHAVIOUR

Table of Contents

INTRODUCTION
Organisation behaviour is defined as the study of individual and group. Organisation
behaviour is very effective in controlling the behaviour of the of human in the organisation.
Study of organisation behaviour is related to individual and group of people working together in
the organisation. Present report is based on A David & Co Limited which provide production
and distribution of fruits. This present report is effective in understanding the influence of
power, politics and culture on the behaviour and performance of the individual and team. In this
motivational techniques are discussed which are effective in achieving the organisation goals
and philosophies of organisation. At last, analysis of effective team and group individual
theories has been done (Pinder, 2014).
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TASK 1
In this organisation behaviour culture is define as the term in which assumptions, values,
and the way of interacting and this is effective in interacting with client and with the
stakeholder. Organisation use power and politics present in the organisation for achieving the
changes and benefit from the organisation.
P1. Analysing an organisations culture, power and politics which influence individual and teams
performance
Culture: In this organisation culture is defined as the assumptions and values and the
way of interaction with outside the world and the future expectations. As a HR of A David & Co
Limited for understanding the culture influence of individual and team behaviour and
performance can be understand by the handy's model which is explained below:
Handy's four classes of culture:
Handy model consist 4 culture in which it focuses on the interaction with human being.
In this it is for predicting the long term behaviour rather than short term forecasting. These 4
variables are explained below:
Power culture: In organisation power culture consist of few rules and regulations. If A
David & Co Limited apply this culture in their organisation then this respond quickly to events
and they are continue dependent on success on the ability of people.

Power culture affect team and individual performance in which work or task are done
according to power holder and also according to their expectation. In this if the power holder of
A David & Co Limited get the culture in a right way then the its result is satisfied which is
effective in achieving the goals of the organisation(Miner, 2015)
. In this power holder has power of decision taking then its create dissatisfaction in the mind of
employee.
Role culture: This organisation is based on the rules. In this the task are assign
according to role of employee in the organization. This role culture is highly controlled with the
organisation and the known for the role and responsibility. In this people have clearly delegated
the authority within a highly defined structure. Power derives from the person’s position.
This role culture affect the performance of individual and team in the organisation. If HR
of A David & Co Limited use this culture in there organisation then this culture offer the
security and the opportunities. In the employee are work according to their role which they in
the organisation. Organisation assign work to individual according their role in the organization.
Task culture: In this task culture is defined as the term in which focus is on getting the
job done and the culture(DuBrin, 2013) . In this the team is formed for solving the problem in the
organisation. In this the power is drives from expertise in long team is required expertise and
there is no single power source.
This culture affects the performance of the individual and the group. In this team work
effectively solve the problem and according to the role work is assign to the team. Team,
member have the power to take effective decision in term of solving the problem. In this
individual has its space and freedom in which they can perform their specific task. This culture
is not appropriate culture for the all circumstances.
Person culture:. In this there is certain organisation in which employed feel more
important in the organisation. In this employee are only focus on their work not on the goals of
the organization. Person culture is define as the culture which is always there to solve the
problem of the individual which is face by individual in the organisation. In person culture
has the power of to rid someone in the organisation.
Power culture affect the performance of individual and group in which individual work
effectively and individual work is increase but there is decreasing term in team performance. In
this on individual there is high impact on the organisation.

In this if A David & Co Limited adopted any of the culture the from the four culture
role culture is the best culture for the organisation(Nahavandi, and et. el.,2013) The role culture is
effective and good because in this responsibility and work given according to there role which
help in perform well in the organisation. This model is effective in perform well by the
employee according to their role.
TASK2
P2. Content and process theory of motivation and motivational techniques effective in
achievement in the goal of the organisation.
Motivation is define as the term in which encourage employee in the organisation to
perform well in the organisation and generate more productivity in the organisation. A David &
Co Limited should also involve motivational factors to improve the perform of individual. In
this HR should apply content and process theory which is very effective in understand
motivation factor in A David & Co Limited and this explain below:
Content theory: In order to understand content theory this is effective in explain the
changes in human needs with the reason behind changing the need. Ma-slows need hierarchy
theory is effective in understand content theory which explained below:
MASLOW'S need hierarchy theory:
This theory suggested that every individual has complex set of their needs at the any
particular time. In this theory it is suggested the the human being have 5 type of needs in which
physiological need is the strongest need. This five type of needs is explain below:
Psychological needs: In this an individual is behave in an particular manner to their
basic need. In this the basic needs include food, shelter and clothing. This needs dominated the
individual till its not satisfied(Moore, and et. el., 2012). Human being hence motivated toward
work in that direction. In A David & Co Limited HR manager should provide genuine salary to
their employees so that they get motivated.
Safety and hierarchy needs: In this once the psychological need is satisfied then their
is safety need is rises. In this every employee is concern about their safety and also their wants
to be free from physical danger. In this HR of A David & Co Limited take care of the safety
term of the employee. In organisation there is various type dangerous process which can harm
the health of the employee.

Social needs: In this once the safety need is satisfied then social need is arises in which
employee wants to belong some social group. This social group include love, affection and
friendship. In this HR of A David & Co Limited create the good environment in the
organisation which maintain motivation for the employee.
Esteem need or ego need: In this after the satisfaction of social needs there is arises of
esteem needs. In this individual wants self recognition and appreciation for their work. In this
HR of A David & Co Limited considered employees self respect , self confidence this give
employee sense of self worth and ego sanctification .
Self actualization: In this after the satisfy the esteem ego need then arises of sef actual
need. In this considered as the supreme one wants to achieve in life. In this employee set it high
goals and achieve them and again set the goals and achieve them.
Process theory of motivation:
This theory is motivating the employee who are working in the organisation. This theory
is effective in understand changing need and changing behaviour in border to achieve
organisation goals. This can be understand by the vroom expectancy theory.
Expectancy: In this an employee is thinking that the more effort it gives the more result
come in the success. In this employee are motivated that if they work harder then it lead to the
success.
Instrument: This theory is believed that if an employee is perform well then then the
effective a outcome will come. This included maintain clear understanding the performance
and outcomes.
Valence: In this employee should value the reward which given by the organisation. In
this when the employee get rewarded then it motivated the employee and should value the
reward.
Motivational techniques:
HR of A David & Co Limited should use some motivational techniques for employee
which help in encourage employee to performance well in the organization. In this various
motivational techniques is are explained below:
Reward: reward system are considered as the effective system o recognize the employee
for achieving the goals and objectives (Borkowski, N. 2015). In this organisation can provide
reward which is define as the genuine way of appreciation.

Train and motive : In this HR of A David & Co Limited provide training to their
employee this motivate employee to perform well in the organisation. This lead to the higher
productivity and achieving the goal of the organisation.
TASK 3
P3. Effective team as oppose to ineffective team
In this team is define as the term in which group of employee work together for
achieving to goal of the organisation. In this team is define as the set of activity to take part in
that. In this team can be divided as effective team and ineffective team.
 Effective team : This is made up with two or more who are working together for
achieving the goal of the organisation. Effective team are the team which is lead to
increase the employee motivation and business productivity.
Characteristics of effective team:
Open communication : Effective team are the team where effective communication is
present. In this all member who are in the team share their ideas point of view and discuss all
new ideas.
Creativity: In effective team they have some effective idea which increase the
productivity of the organisation. In this effective team is focus on original thinking and produce
new and unique approaches for problem which organisation faces.
 Ineffective teams: This are the team which is not focus on the team work. In this sharing
new ideas and creativity create error and negativity. In this team member are not
focused on their goals.
Characteristics of ineffective team:
Inequality in membership: In this member not carry their equal status within the group.
In this in team when one person speak very much and share their point of views or opinions and
rest of the person can not share their ideas then this create inequality in membership(Brickley, J
and Zimmerman J 2015.)
Team focus : Team are work ineffective because some time team has to suffer from
the lack of purpose in this there is no any specific idea and day to day goal which create
confusion in focus. In this member of the team can begin to feel bored and team losses its
interest.

Tuckman Model:
This model was found by Dr. Bruce Tuckman in the year 1965. This model lays
emphasis on the way a team is handling a task and the measures which taken in order to
complete the desired task. It is also known by the name of team development theories as its main
focus is on completion of task under any situation with the help of a team. David and Co. Ltd is
making the use of Tuckman model in completion of goals of an organisation. This model helps
both leaders as well as team members which together helps in improving the performance of the
team. Four stages of Tuckman model are stated below:
 Forming: Such type of stage involves the formation of a team. After the team formation,
task is allocated to each team. This stage helps the member in knowing each other. This
involves high dependency of the leaders of David and Co. Ltd. as they have to assign
roles and responsibilities to their employees(Brickley, J and Zimmerman J 2015.)This stage
sometimes can be very discouraging as a lot of time is spent in making a plan, collecting
of the information and making bond between the employees of the company.
 Storming: In such type of stage every individual gives the ideas about successful
completion of task. The manager and leaders of David and Ltd. Co. must look after
whether the ideas are properly managed or not. They must ensure that every member is
clear about their responsibilities and task. Some of the difficulties are faced during the
work but the main focus of whole team is on achieving the goal of an organisation.
 Norming: This is the next stage after storming. Here the team members are so focused
toward their goal. In such a phase every members started trusting each other as they
knew that task cannot be completed with a single person. In this step employees are very
clear about their rules and regulations. Here in this stage, unit is very strong between the
team members. For any big decision every members are involved where as in the case of
any smaller decision, the work is delegated to the individual. The working style choose
by the organisation totally depends on the employees of the team. The leader of David
and Co Ltd. must encourage team members to build a healthy relation in order to
perform the task properly.
 Performing: This is the final stage of Tuckman model. The team is very much clear
about the work which they are performing. Here is this stage , there is no involvement of
leader of David and Co. Ltd as team members have a clear vision of performing the task.

The leader is only involve in delegating the task. They are not require to give any
instruction to any individual of the team. The main focus is on over achieving of the goal
within the desired time limit. Conflicts usually arise in the work but with the positive
nature they are able to cope with the difficult situation. Every member of team help each
other in attaining the goal of an organisation.
 Adjuring : This stage is the last stage in team achieve its goal and objective. In this
team is disband and et back to their work (Miner, J. B.2015).
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.
The philosophy of organisational behaviour in context to the business situation is
explained below:
 Path goal theory: It is considered as one of the most effective style of leadership. It is
based on specifying a leaders behaviour and pushing forward in order to achieve a goal
for an organisation. There main motive is increasing the employees motivation and
satisfaction which enables them to be a part of an organisation. This theory will help
David and Ltd. Co. to know about the nature of their employees so that they can
motivate and encourage them to achieve the best decision of the company. It makes an
involvement of leaders in different situation and the way by which they can use skills in
achieving of the goals(Nelson, and Quick, 2013). There are various elements which are
associated with Path goal theory and that are discussed below:
 Directive leadership: This type of leadership states that leaders always know to perform
the task and with whom task is to be completed in a given duration of time. So here the
leaders of David and Co. Ltd provide complete direction to their employees on how to
work. This style is mostly appropriate when the company is having inexperienced
employees. In order to get the work complete they are provided with effective training
courses. Thus they get complete supervision which helps them to work in an appropriate
manner.

 Supportive leadership: In such type of leadership, leaders has a main focus on the
needs and well being of the employees. Here the nature of leader is very friendly and
they always support their employees whenever required. This style is used by the leader
of David and Co. Ltd in building a effective relationship with employees. This style is
most useful when employees are facing several problem(Vasu, et. el., 2017) They tries to
resolve the issues which are faced by the employees at workplace.
 Participative leadership: Here the leaders knew that it is very important to work
together with the employees in order to know the view and ideas of every employee.
With team work goals can be easily achieved with in the time. The leader of David and
Co. Ltd involves every individual person to participate in the decision making process.
The decision making process used here is democratic in which every employees has a
right to give their view in the decision. This style suits the most when employees are
knowledgeable as well as creative. For increasing there knowledge training is provided
to them on the regular basis.
 Achievement - oriented leadership: This type of leadership involves setting of
challenging goals by the employees. Here the leader of David and Co. Ltd forces the
employees to work highest to their abilities in order to achieve the desired goals.(De
Vries, 2013).This type of leadership style suits the employees who are not dependent upon
the others.

CONCLUSION
From the above mention repost it has been concluded that organisation behaviour is very
effective in controlling the behaviour of the human being. Organisation culture is way of
interaction with client and stakeholder. This culture influence the behaviours and performance of
individual. Power culture effect the performance of individual in which task done according to
the power holder. It is very important for organisation to motivate its employee organisation
motivate employee with effective theory of content and process theory. In organisation it is very
important that team should be work effectively because it generate more profit in the
organization. In this in order to improve team effective and productivity organisation use path
goal theory.

REFERENCES
Books and Journals