Organisational Behaviour Report: Spatial plc - Motivation, Teams

This report provides a comprehensive overview of organisational behaviour, focusing on the influence of culture, politics, and power on individual and team performance within the context of Spatial plc. It delves into motivational theories, particularly Maslow's Hierarchy of Needs, and their application in achieving organisational goals. The report also evaluates the dynamics of effective versus ineffective teams and explores the concepts and philosophies of organisational behaviour in a business setting. It includes an evaluation of the relationship between culture, politics, and power, as well as an assessment of the relevance of team development theories, providing valuable insights into managing and improving organisational effectiveness. The report concludes with a discussion of the practical implications of these concepts for businesses, such as Spatial plc.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
LO1 Influence of culture, politics and power on the behaviour of others in an organisation 3
D1 Evaluation of relationship between culture, politics and power ......................................5
TASK 2............................................................................................................................................6
LO2 Motivate individuals and team to achieve goals............................................................6
TASK 3............................................................................................................................................9
LO3 Evaluation about the cooperation with others................................................................9
TASK 4..........................................................................................................................................11
LO4 Concepts and philosophies of organisational behaviour in business...........................11
D2 Evaluation of Relevance of Team Development Theories ............................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisation behaviour is the study that how the people communicate within the groups.
This study is doing for the purpose of making the business more efficient and effective. so, the
main purpose of study the organisation behaviour is to manage the workers of the organisation
by applying the various approach. Organisational behaviour theories mainly used to manage the
workers for the purpose of maximise the output from different departments(Moore and et. al.,
2012). Spatial plc, Is a software company who is providing software solutions and a global
leader in managing geospatial data.
In this project report going to describe about organisation culture, politics and power
which influence individual and team performance, motivational theories, how effective team
opposed to ineffective team and the concepts of organisational behaviour within the organisation.
TASK1
P1 Influence of culture, politics and power on the behaviour of others in an organisation
Organisation culture defines that how the employees are going to complete the tasks and
interact with each other. The organisation culture includes various things like, values, beliefs,
rituals and symbols which effects the working style of the employees in the organisation.
Corporate culture joins the all employees in the organisation and provides them a direction top
accomplish the organisational objectives. The biggest challenge in the organisation is that to
exchange the organisation with the changes in the culture and motivate the employees to accept
the changes (Osland and Turner, 2011).
Organisational politics means the informal, unofficial and efforts from behind to sell the
ideas which are going to influence the organisation, increase the power or to achieve the
objectives of the organisation.
Organisation power refers to the possession of the authority over others. Power is used to
lead the organisations which results in positive and negative outcomes in the organisation. All
these things, organisation culture, politics and power affects the overall performance of the
individuals and the organisation also. It includes both positive and negative effect on individual
and the organisation.

Some of the effects of the organisational culture, politics and power on the individual
and the organisational performance mentioned below: Organisational culture: It includes that how employees complete the task and
communicate with each other. In culture we consider the rituals, beliefs, values and
symbols. The organisation is the group of people where the different kinds of employee
are working belonging to the different cultures. For every employee it is not necessary to
adjust in the new culture than this will affect the such individuals performance. Whole
organisation is the depends upon the communication between the departments.
Sometimes, person belongs from different culture who does not know the regional
language cause difficulties in understanding the business operations and if the individuals
performance in not better it effects the working of the whole organisation(Pinder, 2014).
Vice versa, If the culture of the organisation suits the employee than it increases the focus
of the employee in the organisation and they start enjoying their work. If the individuals
performance increases the the performance of the whole organisation is also increases.
 Organisation politics:
-Decrease overall productivity: Politics lower the output of the individual and the also affects the
overall productivity of the organisation. It is commonly said that the employees who are playing
politics in the organisation pays less attention on the work. They are more interested in leg
pulling. They are spending most of the time in criticising their co workers. Because of that the
employees not give attention to the organisation targets and they are failed to achieve them
which affects the overall organisations profit.
- Affects concentration: The persons who are interested in playing the politics are more interested
in spoiling other persons image in front of their superiors. This will effect their overall
concentration in the organisation (Sinclaire, 2011).
-Spoils the Ambience: Politics leads the negative environment in the organisation because
everyone is busy in manipulating the things. It spoils the relationships amongst the employees.
- Changes the Attitude of the employees: Politics in the organisation changes the overall attitude
of the employees. Even the employee who is serious and responsible also loses the interest in the
work. Internal politics not allows the employees to give their 100 percent. Sometimes they not
allows to grow people who is working very hard affects their performance.

-Demotivated employees: By using politics the employees who are not working takes the good
image in the eyes of the management and the employees who is actually working hard fights for
their position. All these things demotivate the employees in organisation. Once the employee is
demotivated then does not take mush interest in the working affects the whole organisations
working .
- Increases Stress: The trust of the employees finished because of the politics in the organisation
and they are not share any problems with them which increases the stress of the employees.
Because of the politics the workers don't have the friends and working for 8 to 9 hours
continuously without talking increases the stress of the employees.
 Wrong information: Employees who are playing politics in the organisation manipulate
the information and sometimes hide the information which affects the working adversely
because of the non availability of the information. This also has one more negative effect
is that the person who is responsible for that work penalised for the non performance but
in actual the fault is of another employee. This will affects the individual and the overall
organisations performance(del Mar Alonso-Almeida and Rodríguez-Antón, 2011).
M1.
Spatial plc. Is big organisation has business activities in many countries required to
manage cultural difference in company otherwise it effects the performance of employees and
results in increase the operation cost. It is duty of management to remove politics from
workplace otherwise it demotivate other employees to work hard. Organisational power has the
influence that it effects decision making power of employees.
D1 Evaluation of relationship between culture, politics and power
Politics, culture and power exist that play a wide role in the evolving relations of internal
organisation and determining the behaviour and performance of worker. In Unilever, firm
believes that consumers holds the power of an organisation and it is required to provide them
justice in respect of their capital. The culture which exists within an enterprise acts as the basic
of worker behaviour, thus, the duty of employee or manager of company is to maintain more
better and effective environment of company . The company have an international image in the
competitive industry and they have unique image of culture which make them different from
other organisations. The politics of company also managed through satisfying consumers as well
as employee of company. Here are some of suggestion for Spatial for execration:

1. firm should now imitate targeting undiscovered trade and try utilizing fresh ways to
perform work.
2. Concentration should also be developing global market.
3. Care of public standards for entire its services is also needed
4. Workers should be aware with firm's plans to know what employee have to accomplish.
TASK 2
P2 Motivate individuals and team to achieve goals
Maslow's Hierarchy of needs
Motivational theories of the Maslow helps in studying the the behaviour of the employees
that how they are get motivated in the the organisation. Maslow categorises the whole concept of
motivation in different kind of needs. These needs are arranged from lower to higher or we call
can also from basic to luxury. Once the lower need of the employee is fulfilled then they are
going towards the next need which motivates them more in the organisation to work harder.
Five types of needs which motivate the employees are self actualization, esteem, love/belonging,
safety, physiological. The Maslow's hierarchy of needs is described below: Physiological needs: Physiological needs are the basic needs of the employees. If the
employee is working in any organisation the basic requirement of the employee is that the
basic necessities are fulfilled which are food, water, shelter, clothing and sleep(Suppiah
and Singh Sandhu, 2011). It is like that the organisation provide reasonable working time
and provide necessary intervals for rest and to eat food. It is also duty of the organisation
to provide housing facility to the employees who are working in the organisation. These
are the basic needs of the employees which they want to be completed by the
organisation. If these basic or lower order needs are satisfied then they shift towards the
higher order of needs and the fulfilment of those needs goes to more motivate the
employee. Safety needs: Safety needs are related to safety of the employees in the organisation. It is
the duty of the organisation that they provide the safe environment to the employees in
the organisation. If the workers working on the machines then they have to take all

measures regarding the safety of the workers. It is the duty of the company to provide the
sense of security and well being. They have to provide the personal security, good health,
protection from accidents, safety from harms and their adverse effects. In any
organisation manager is the responsible for providing the safe working conditions, secure
compensation and the most important job security. Social needs: It is also called love and belonging needs. It refers to the need of feel the
belonging and acceptance in the organisation. Social needs are very important for the
workers so they don't feel alone, isolated and depressed in the company. It is the duty of
the manger in the organisation that each employee in the company should know each
other, encourage their work, always available for others work and to supervise &
promoting a good work life balance(LA, 2013). Social needs are like of to be socialise in
the company with other employees this will helps in making the concentration in the
company. If the social needs of the employees are fulfilled they never feel depressed and
feel enthusiastic in their work. If this second order need is fulfilled then it motivates
more to the worker and then goes towards the fulfilment of another needs which motivate
them more. Esteem needs: It is the need for self esteem and self respect of the worker. Self respect is
more important then the admiration from others and getting respect from others. Manager
has the duty to praise the employee if he performs well in the organisation and offers
them the promotions and the new responsibilities which reflect that they are the valued
employees of the organisation. If the worker feels that the mangers have confidence on
them and they are the valued employee of the organisation motivates them to work harder
and to maintain their respect in the organisation. Employees always love to be praised on
the work by their managers and to get the extra remuneration for that. One more major
factor is also that the mangers should provide the works to the employees as per their
qualifications in the organisation so they don't feel disrespected(Walsham, 2012).
 Self-actualization needs: It is the need of the employee to reach his or her full potential. It
is the need that employee should perform those work which they are capable to do
according to there qualifications. If the employee is working good in the organisation
then it is the need that they hold the position of the executive level. It is the duty of the
manager is to provide the challenging work, inviting employees to participate in decision

making and to provide them flexibility and autonomy in their jobs. This is the highst level
of need which motivate the employee in the organisation. This is the need of getting work
as per their performances and their achievements.
M2.
Effective implementation of the motivational theories also affects the behaviour of other
employees. If the needs of the employee in organisation fulfils the performance if the employee
automatically increase this results in higher responsibilities and power. This will also affects the
others behaviour and development the skills to improve their performance for their personal and
professional development.
Advantages and Disadvantages of Motivational Theory
Advantages Disadvantages
This helps in build positive attitude among the
employees of company and improve their
performance.
This process of improvement of performance
of employees is very time consuming.
This helps in development of leadership skills
among the employees of company
To motivate the employees in company is
sometimes difficult and costly for them which
increase the operational cost of operations.
Motivational theories helps in maintain the
employee relation among the employees and
improve the coordination among them
Wastage of important resources of companies
and difficult to understand the preferences of
employees which motivate them in company.
TASK 3
P3 Evaluation about the cooperation with others
Effective team: Effective team means a team which has capacity to accomplish the
organisational goals on time which are administrated by the authorised personnels in the
organisation. Any team becomes effective only when they have supportive to each other and

having the good communication between them. In effective team roles and duties are properly
defined to the each individual so that they not get confused about their work. All these things
makes the team better coordinated towards the achievement of their goals(Frølich, N.,
Kalpazidou Schmidt and Rosa, 2010).
Ineffective team: It is the team where there is a lack of communication in between the
individuals. They always try to put down the other employee and having the lack of support. A
team always fail to perform if the duties are not properly distributed to them. This makes the
situation of confusion between the employees that what they have to do. Ineffective team affects
the overall performance of the organisation. Clear unity of purpose: That the objectives should be clearly defined to the each
individual so they have to be clear about the facts that for what purpose company is
established. They always do free discussion of the objectives until members support them
fully. There is also a need to distribute the duties to the each individual which they have
to perform in the organisation. Self-conscious about own operations: The group has take full time to discuss the process
that how they function to achieve its objectives. The group has make their minds clear
and accept the mutually agreed approaches for accomplishing their objectives. If they
face any problem then they discuss it openly and make the solutions to remove these
problems. So it is the situation where employees take self initiative to perform the
functions. Set clear and demanding performance goals: To make the team effective it is necessary
to set the goals of the company clearly. The team performs well only when they are not
confused about the company goals. The company also need to set the goals which
demanding because it makes the situation of completion in the company and everybody
gives their 100 percent to achieve the goals and feels enthusiastic (Kalpazidou Schmidt
and Rosa, 2010.). The atmosphere tends to be informal, comfortable and relaxed: It is always necessary that
the atmosphere of the company is comfortable and relaxed. Employees are not bound by
the unnecessary rules. Also the gesture of the employees working there should be
informal. It is necessary for making effective team

 Free to express their ideas and feelings: Any organisation makes effective only when
they takes the views of their workers. Workers are the assets of the company and they
actually know about the real situations in the company so they can give the realistic
views ( Coccia and Cadario, 2014). Disagreement considered as good: conflicts in the views of the employees is good in
respect that they give more emphasis on the key points of the project and to think on the
every point suggested by the each employee. Decisions made on the basis of general agreement: A good team is that which takes all
there employees with us. So in that case the decisions are not made only on the basis of
simple majority but with the general agreement. The team has to convince to all
employees who are disagree with their decisions.
 Each individual carries his or her own weight: A good team is that where each individual
performs there part of the functions effectively. A good organisation never make with the
effort of one individual it is always necessary to to perform by the each employee in the
organisation for the success of the company.
Belbin's team roles model
It includes action oriented roles, people oriented roles, thought oriented roles. All these roles are
defined below:
Action oriented roles:
 Shaper: It includes those peoples which gives challenge the team to improve. They see
the obstacles as challenges and push the employees to improve their performance.
 Implementer: This includes those people whom are responsible to implement the ideas
in organisation.
 Complete finisher: It includes those persons which are responsible to complete the
project thoroughly. They have the responsibility to ensure that there is no error and
omission in projects.
People oriented roles
 Coordinator: It includes the person who are responsible to coordinate the activities of
employees of company to achieve the organisational targets.
 Team worker: This includes those persons which provides the support to team members.

 Resource investigator: These persons are responsible to provide the resources to
company and the different resources available to company
Thought oriented roles
 Plant: This includes those comes with new ideas and approaches
 Monitor Evaluator: This includes those persons which are responsible to analyse and
evaluate the ideas of other people.
 Specialist: It includes those persons which have special knowledge that is need to
perform the work.
Advantages and disadvantages of effective and ineffective team
Advantages of Effective team Disadvantages of Ineffective team
This motives the other teams of organisations
and helps in better communication between the
teams
This increases the time and cost of company
because of their more wastage and
miscommunication between the teams
This develops the leadership skills among
employees of team members
Company is required to provide training to
employees which high cost of company and
increases the operating cost
It helps in save the time and cost of company
and helps in effective accomplishment of the
objectives.
It damages the image of company in market
and lowers down the performance of company.
M3
Belbin theory is used to development of team. This helps in making more effective team
which helps in effective completion of the organisational objectives. This theory consist three
parts action oriented, people oriented and thought oriented. All these helps in effective
development of team and improve the performance of employee's.

TASK 4
P4 Concepts and philosophies of organisational behaviour in business
The concept of organisation behaviour is based on two key elements:
- Nature of people
- Nature of the organisation
Nature of People: Nature of people is the basic qualities of a person, or character that
they possess. At organizational level, there are some major factors which affects the nature of
people are: Individual difference: That manger should not biased to any employee and treat the all
employees equal. Manger judge the employ only on the basis of the work not on any
other criteria (Shah and Ghulam Sarwar Shah, 2010).
 Perception: Unique ability to observe, listen and conclude something.
 Whole person: This includes that whole person is employed not only his skills and and
abilities. Skills of person comes from the background and knowledge. So, the personal
life of person cannot be separated from their work life. So, all the activities have great
effect on the organisational activities and their abilities to achievement of organisational
objectives.
Nature of the organisation: Nature of the organisation is understand by its social
system, mutual interest and the work ethics:
 Social system: Every organisation socializes with other firms, their customers, with outer
world and all of its employees. It helps them to understand about the other companies
strategies also (Tsai and Wu, 2010). There are two types of system which are described
below:
Formal: Formal group is made by employees of company which are working together and
belong to the same club are called formal social system. Such group have to follow the
instructions of top management.
Informal: This includes about the group of friends, persons socializing with other person freely,
enjoying, partying and chilling etc.