Organisational Behaviour Report: AM Holdings Ltd Analysis

This report provides an in-depth analysis of organisational behaviour, focusing on the key elements of culture, power, and politics within the context of AM (Holdings) Limited. It examines the impact of these factors on team and individual performance. The report delves into various organisational behaviour theories, including content and process theories of motivation such as Maslow's Hierarchy of Needs, ERG theory, McClelland's theory, Herzberg's Two Factor Theory, Vroom's Expectancy, Locke's goal setting, and Equity theory, critically evaluating their influence. Furthermore, the report explores the application of these concepts in a business setting, with a specific focus on how they affect the management of teams. The analysis includes a critical assessment of the relationships between culture, politics, power, and motivation. The report highlights how these elements influence employee behaviour and overall organisational effectiveness.

ORGANISATIONAL BEHAVIOUR
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INTRODUCTION
Organizational behaviour is the research of attachement btween human behaviour and
organization. The main goal of this concept is to revitalize organisational theory and develop
better concept in company. It is the study of both group and individual performances and
activities within firm. Objectives of this concept is to increase productivity, develop good team
and understand to create good leaders (Miner, 2015).
The present study based on AM (Holdings) Limited operates as holding company.
Organization serves packaging products in multimedia markets etc. This company is rebranded
from FMS Foli group.
In order to gain information on impact of culture, politics and power. It will also analysis
content and process thoeries of motivation as well as its methds for effectual accomplishment of
organisational aims. It will also apply concept of organizational behaviour in business situation.
Furthermore, it will explain Tuckman's theory for effective managing team.
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P 1. Impact of culture, power and politics
Organization Culture: It is defined as fundamental values, assumption and modes of
communication that contribute to unique and social environment of AM holding Ltd. Culture
involves expectation, experience, beliefs which guide member behaviour and is expressed in
self-image and interactions with outside world. Firms is focused on that organizational culture
successful and flourish. With the help of organization culture, it is to give high employee
motivation, good behaviour and better performance in workplace (Luthans, Luthans and Luthans,
2015).
Here various kinds of culture like power, role, person and task. These kinds of culture
effect on individual and team performance.
Power culture: Power is held by few persons who are influences culture of organization
is known as power culture. There are some regulations in power culture. The effect of this
culture is quick decision-making. There are most important people who are major decision maker
in organization. For example, if company follows power culture, so that it impact on employees'
motivation, work performance and behaviour of team in workplace.
Role culture: This culture is based on rules within organization. Everyone is taking all
responsibilities and roles in company. Power of this culture is discovered by individual's role in
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the structure of firm. The outcome of role culture is that decision making is painfully slow
(Alvesson and Sveningsson, 2015). For instance, if organization follows role culture, so that it
effects positively on individual performance, increasing team behaviour in company.
Person culture: An individual is expressed as unique and superior with other person
within culture of company. In order to that, this culture influence effectiveness of team and
individual behaviour. For example, if company follows person culture that positively impact on
single person motivation, working quality and team behaviour in the workplace.
Task culture: In this culture, person is to give task and projects. Task culture determined
and development of team dynamic. With the help of accurate mixture of abilities, personalities
and leadership. It is defined issues in productive of projects. For instance, if company follow task
culture that positively effects on team development.
Politics and power: These are major aspect of organization. These are affected on team and
individual's behaviour and performance in AM holding Ltd. Power and politics play large role in
company and regulate to make decision and communicating of workers with one another. Impact
of power and politics depends on employees' behaviour and performance of team and individual
(Naranjo-Valencia and et.al., 2016). It is directly affect who has power and decide overall culture
of organization for support productivity. It refers to structure and procedure which is used by
authority and power to affect definition of goals and direction of AM holding Ltd. Due to some
reasons, organisational politics is widespread.
 Competition for power is first cause of politics. It evolves as people want to gain power
for their work satisfaction.
 Second reason is authority. They follow it for individual judgement and develop
organizational politics.
 Third cause is uncertainty of politics in company. It develops when duty and authority is
not clear in firm.
 Another reason is that promotion. Behaviour of politics also happen when workers
reaches his congestion factor in his talent and ability.
There are many organization politics such as; personal, decisional and structural. These
changes and differences effects on team and individual behaviours within company. These types
of power and politics also affects organization’s productivity (Naseer and et.al., 2016). here
various forms of ability like practiced, rewards, denotative, powerful as well as legitimate
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powerfulness in company. In the authorized ability, an individual holds quality because of his\
her positions. Due to knowledge and expertise, workers grip expert power in firm. Coercive
ability is held by person who uses their ability for threatening other employees. A person who is
held referent power for building relationship with co-workers. Rewards ability who is held power
of rewards in company.
But some time these reasons are negatively affecting on team as well as individual
performance and behaviour in the organization. The impacts of politics on effectiveness
managing team at workplace. It leads lower performance on many attributes such as satisfaction
and seriousness from positions(Meisler and Vigoda-Gadot, 2014). In same, outcomes of
organizational politics such as raised level of stress, neglect behaviour and aggressiveness tends.
Self-promoting and conscious effects on decision and control positive process of team member.
Team coherence is a procedure of political behaviour which affects positively on organization.
This create ineffective team dynamic by antagonistic team member and forming union. It
effected on interest, behaviour and self-influence of project person.
It is mode of knowing interest and adapting competitive within AM holding Ltd. Both
elements are concept of interaction between different departments in firm. Power is determined
ability, control things and values of others (Naseer and et.al., 2016). For example, if single
person is held power and wrong use of it, so that it negatively impact on employee performance
and their motivation. Therefore, it also directly impact on team behaviour.
M 1 Critically analyses influences of culture, power and politics
Organization culture, power and politics influences n team and individual performances
as well as behaviour. In critically evaluation, power culture of organization which negatively
influence on performance and behaviour in team work, because an individual is held power. In
contrast, team unity is helping for effectiveness of team and individual which impact positively
on organization.
LO 2
P2. Content and process concepts of motivation and its methods
Content theory: These theories are the earliest theories of motivation. Content theories are the
largest approaches which impacts on management practices and policies within work
environment. There are various theories includes such as Maslow's Hierarchy of Needs, theory X
and Y, ERG theory, McClelland approach and Herzberg's two factor concept.
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Maslow's Theory: Abraham Maslow developed this theory. It is often shown in shape of
pyramid of basic needs and complex wants. There are many needs included in this theory such as
physiology, welfare and certainity, socio-culture, self-respect and self-attainment wants(Ocasio,
2017). Physiological wants includes primary requirements for human like air, water and shelter
Safety and security requries involves sources of income, health and safety, protection etc. Social
wnats joint love, belongingness and integration into social groups. Self-esteem is also known as
self-respect. Esteem means being valued, respected and appreciated by others. It is based on
respect from other. For example, if A M holding co.follow Maslow thoery, so that it incresaing
working of performance of employees in the workplace.
ERG Theory: Alderfer is developing ERG theory. ERG stand for existence, connection
and development. Physiological and safety necessarily consist existence needs. Social wants and
external factors of esteem requirement are included in relatedness necessity. Growth needs
includes self-development, personal growth and improvement (Kras, Portillo and Taxman,
2017). It includes Maslow's self-actualization requirement and internal factors of esteem. This
theory is very flexible and observing behaviour in widely. ERG theory defines a model of
progressive needs. For example, company follows ERG theory, so that it is increasing self
growth and improving performance of employees.
McClelland Theory: There are three motivators involved such as achievement, affiliation
and power. This theory is different from Maslow's and Alderfer's which directs on appreciated
active needs instead of creating or developing requirements. Achievement motivation describes
that fulfil needs and increase ability or command. It refers to individual's need for significant
occurrence, mastering of ability, power and high standards. Affiliation motivation describes a
requirement for emotion, belongingness as well as connection. During stressful conditions
individual needs more affiliation. Power motivation is also known as authority motivation
(Gunnell and et.al., 2014). For instance, if company follows McClelland theory that increasing
high standards in performance of employees in the workplace.
Herzberg's Two Factor Theory: This theory includes two factors that is hygiene and
motivating. Hygiene components are included supervision, salary, interpersonal relationship and
company policies. In this factor, there is high level of dissatisfaction and low level of satisfaction
of motivation. Motivating elements are involved achievement, improvement and responsibility,
so that it helps to increase high level of satisfaction and decrease low level of dissatisfaction of
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motivation. For example, if company follows Herzberg factor theory, so that it is negatively
impact on employees' performance in terms of interpersonal relationship and conflicts in
workplace.
Process Theory: This theory is concerned with thoughts procedures that influences behaviour. It
includes Vroom's expectancy, Locke's goal setting, equity theory etc. These elements are
determined degree, continuation and modification of efforts.
Vroom's Expectancy: This theory combines requirement, assets and support theories.
The objective is described action that select by people. It defines motivation process which
regulates select between alternate shape of self-imposed behaviour. In this theory, there are three
elements are included such as expectancy, instrumentality and valence. Expectancy includes an
individual's values efforts on result in success and hard work for better performance.
Instrumentality involves ideas and thoughts which are connecting with activity and goals of AM
holding Ltd. Valences considers values of rewards which is result of success (Nuttin, 2014). For
example, if company follow this theory, employees are getting ideas and thoughts for hard
working performance in the workplace.
Equity Theory: This theory refers worker constantly assesses their level of efforts for
rewards in organization. There are many factors such as reduce efforts, quantity and quit the
situation which exist inequity Reported to this concept, person comparison their share with
activity, costs and welfare.
Locke's goal setting Theory: This theory is combinative theory of motivation and similar
to expectation concept. The following guideline used in setting of goals such as set challenges,
specific, measurable and committed goal (Crowston and Fagnot, 2018). This theory is useful
which can be applied in many fields. The approach of goal setting has been integrated in figure
of incentives programs as well as management by objectives methods.
Implication of Motivational Theory:
Maslow's Hierarchy Needs: This theory effects management and leadership. Implication
of this theory that is minimum pay necessary and working condition that promote for survival
Company situations includes safe working conditions, fair and sensible regulations, job security
etc. These factors are included in social needs.
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Vroom's Expectancy: This theory evaluate that employees believes that putting in more
efforts in better job performance, leads to rewards such as raising salary and benefits in firm
Manager is engaged in training to improve their capabilities (Lloyd and Mertens, 2018).
Herzberg's Two Factor Theory: Implication of this theory ensures acceptability of
hygiene factors to avoid employee’s dissatisfaction. The purpose of this theory is to maximize
employee's expertise and competencies in organization. This theory stresses upon job
enrichment, because this helps to accelerate employee’s motivation.
M 2 Critically evaluate influence of motivational theories, concepts and models
Motivation theory impacts on employees' behaviour and performance in the organization.
Maslow's theory helps to fulfil needs of workers impact positively on behaviour. In critical
analysis, Herzberg theory refers to dissatisfaction level in hygiene factors which negatively
impact on behaviours and performances of workers. In order to that, expectancy approach helps
to satisfy with personal goals which impact positively on behaviour of employees.
D 1 Critically measure relation among culture, politics, power and motivation
Organization culture, politics, power and motivation affects team and organization
success. Role culture and Maslow's need motivation theory impacts positively on team and
organization. In the critical analysis, power culture and bad politics impacts negatively on team
and company.
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P 3. Factors formed of ineffective team
Kind of organizational team:
Company develop grouping to bring jointly unit of peoples with additive ability as well
as involvement to activity towards individual goals. There are many types of teams working in
the AM holding Ltd.
Problem Solving Team: This team is an impermanent, cross functional group of person
who comes from various division and feature duty and ability. Priority of problems resolution
group that permanent solution for specific difficulty (Purvis, Zagenczyk andMcCray, 2015).
Functional Team: These team members performs particular company functions and
includes members from various levels of hierarchy. It is combined of managers and their
subordinates for some specific functional areas.
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Virtual Team: This team member communicates online through conferencing and
collaboration technologies. Practical application allows people to participate in company’s
activities regardless of their geographic location.
Self-managed Team: This team consists of single person who work together for common
purposes without supervision of any leader. Self-managed team member’s focuses on their
target. All members take their own responsibilities and no leaders are appointed (Cameron and
Green, 2015).
Factors affecting on team effectiveness:
Size of team: If team size large, so that it creates different issues such as
miscommunication, interpersonal conflicts etc. These elements are formed ineffective team. As
compare to, if team size is small, so that it creates effective interpersonal relationship,
communication etc.
Lack of coordination: If team members are not coordinating properly, so that it effects
on task completion. This directly affects on team effectiveness and forms ineffective team.
Lack of communication: If team member does not communicate with each other, so that
it id directly effects on effectiveness of team and formed ineffective team.
Team Dynamic and Team:
Team and Group: Team is collection of person who are sharing communal team aim as
well as amount of difficult objectives. A Unit is grouping of single those invest their respective
activities. Without any goals and objective, company is not building team. The goals must be
challenging and specific in AM holding Ltd., so that all team members may contribute to success
of team.
Basis Group Team
Focus Group focuses on achievement
of individual goals.
As compare to group, team
emphasis on achieving team
goals.
Work product Group produces individual's
work products.
As opposed to group, team
produces collective work
products.
Members Group members are Besides that group, team
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independent. members are interdependent.
Process Process of group is to discuss
problems, decide and delegate
tasks to individual.
Procedure of team is to discuss
difficulty, decided and
collectively do the process
Tuckman Team Development Model:
This model is formed by Bruce Tuckman for development of group. This model is useful
for facing challenges, tackle problems and plan work. This model helps for effectiveness of team
. There are four stages included in this model such as:
Forming: It is first stage in which team members are highly depended on leaders'
guidance and direction. Roles and responsibilities of single person are unclear. Leaders make
efforts to clarify all doubts of their team members.
Storming: It is second stage in which leaders and members build their relationship. Team
members starts to address tasks and suggesting ideas. Unit needs to be focused on its goals to
deflect distractions by relation and affective problems.
Norming: In this stage, duty and obligation are broad as well as accepted through team
member. Big decisions are made by group agreements. All members' giving commitment for
strong unity. Social activities are also includes in team work.
Performing: In this stage, team is more strategically aware. All members are sharing
vision and taking guidance from the leaders. Squad has high degree of self-direction. There is
focus on achieving goals. Members attend relationship, style and process for better work and
achieving goals. (Tuckman Team Development Model. 2018).
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Belbin's Typology of effective team:
This typology is defining different roles of team members in organization. This
classification is used in effectiveness of team in AM holding Ltd.
Group Person: Group Person are rarely represented as companionable instead of gentle
as well as mostly delicate. They are concerned about capability to conform promptly in various
conditions as well as various person. The primary attempt of group workers is assists single
member to accomplish and keep group affectivity.
Resources Investigators: These persons are frequently represented as extrospective,
ardent as well as odd. They adapted at investigate fresh possibilities as well as processing
interaction. These are often unstrained attribute with powerful wondering awareness. The main
efforts of resources investigator are to increase that sources are acquirable and to evolve outside
connection which is helpful for task unit.
Implementer: These people are working as applicable, organized, allegiant as well as
stand pat. The primary sharing of implementer is to bend theoretic concept as well as broad
program in applicative systematic (Belbin's Team Roles. 2016).
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Illustration 1: Tuckman Team Development Model
Source: (Tuckman Team Development Model, 2018)

Monitor Evaluator: These persons are working seriously and wisely. They are enjoying
of analysis difficulties and evaluating ideas. The primary attempt of monitor evaluator is to
measure practicability and applicable values of thought and proposal.
Shaper: These are frequently represented as forceful, outbound and impulsive. Shapers
are extremely actuated people with batch of tense force and powerful want to accomplish. The
main contribution of shapers is to provide form as well as kind to team's acts towards
accomplishment of task outcomes.
M 3 Team and group development theories
Tuckman's theory helps team development and support to dynamic corporation. This
theory assists increased relationship between leaders and team members in AM holding Ltd. On
the other side, Belbin's team role theory assists to describe different roles for team members in
organization. This concept helps to create effectiveness of team.
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Illustration 2: Belbin's Team Roles
Source: (Belbin's Team Roles. 2016)