Organisational Behaviour Analysis: Deloitte Company Report

This report provides a comprehensive analysis of organisational behaviour, focusing on the multinational professional services network Deloitte. The introduction defines organisational behaviour and its significance in understanding employee interactions and management techniques. The report explores how organisational culture, politics, and power influence individual and team behaviour and performance within Deloitte. It evaluates content and process theories of motivation, including Maslow's Hierarchy of Needs, and motivational techniques to achieve organisational goals. The report also examines the characteristics of effective and ineffective teams, applying concepts and philosophies of organisational behaviour within the context of Deloitte. The analysis covers power dynamics, political influences, and cultural aspects like power and task cultures. The report also discusses various motivational theories and their application within Deloitte, along with the identification of key elements for building effective teams. Finally, the report applies the concepts and philosophies of organisational behaviour in the context of a given business situation at Deloitte, aiming to improve performance, productivity, and employee satisfaction.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................4
P1 Analyse how an organisation’s culture, politics and power influence individual and
team behaviour and performance.......................................................................................4
P2: Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisation context.........................................7
P3 Explain what makes an effective team as opposed to an ineffective team...............10
P4 Apply concepts and philosophies of organisational behaviour within an
organisational context and given business situation........................................................12
References:.....................................................................................................................................14

INTRODUCTION
Organisational behaviour is the term which can be defined as the behaviour of the workers
within the company. This reflects how individuals with each other behaves and interacts inside
the enterprise. This shows the administration work nature and human nature within the working
environment. To satisfy and gratify the staff workers the management of the firm applied various
types of techniques and methods inside the corporation (Nuckcheddy, 2018). This will help in
improving the workers their performance but also helps in enhancing the sales and profit of the
firm. This project is based on Deloitte, this company is a multinational professional services
network. This enterprise was founded in year 1845 by William Welch Deloitte and its
headquarters are in England, London. The organisation provides the services in more than 150
territories and countries all over the world (Renjen, 2019). Deloitte is to be considered as large
four accounting company and which has one of the biggest networks of the professional services
all over the world by number of professional and revenue. This project will analyse how politics,
power, culture influences the performance of people. This project will also cover the theories of
motivational techniques and motivation of the chosen company and will also discuss about what
makes an effective team as opposed to an ineffective team and at the end the different types of
philosophies and concepts of the company behaviour in related to the company.

TASK
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisational behaviour is generally the application of knowledge and study of the human’s
behaviour which is directly related to the various components of the company. This examines
and measures the nature of management for company’s workers within the company. There are
various types of internal and external factors which affects the different activities of the company
as per person or also may comprises of power, culture and politics (Olutoye and Asikhia, 2022).
The culture factor of management can be defined as the value, knowledge and content within the
management. Power factor can be defined as the leading activities that can be controlled by the
upper authorities of the company to manage their people. Politics factor of management can be
defined as environment of the organisation that might be affected via negative individual or who
don’t perform their task in precise way. The Deloitte has the biggest vocation service network all
over the world and in relation to the chosen organisation the analysing of culture, politics and
power has been discussed beneath:
Power- This analysis the strength of the person which has managed and controlled from the
different group of individuals. Although, the power that is represented by the company
comprises of various types of responsibilities and duties within the management and this will be
followed by all the members of the team. In Deloitte, the staff members and the managers of the
organisation are responsible to perform all the tasks of the organisation in very efficient manner.
This eventually helps to achieve all the objectives of the firm in very precise way and within the
set time limit. The upper authorities and higher executives of the Deloitte company develops
some obligation and some duties in order to control the members of the team, that results
improvement in their efficiency in work. A controller can be used by different types of forms
that can be discussed beneath:
 Legitimate Power- This is generally the formal authority that is given to the person
within the corporation because this comes from job and position. This power is also
called as the positional power that is basically handled by a particular position inside the
company by the individual.
 Reward Power- This power reflects the controller and manager of the organisation that
gives appraisals and incentives to their workers which is based on their quality of work

and performance. The manager of the enterprise Deloitte provides the fascinating towards
the person who performance of work is extraordinary inside the management.
 Referent Power- This can also be known as organized religion of attributes. This power
can be defined as the nature, behaviour and development of the controller that influences
the behaviour of different individuals via their performance. This enhances the adequate
way that will help to attain the objectives of management.
 Informational Power- This power describes that, the controlled has all the data and
information about the performance of the person. This will help to execute all the plans in
very efficient way in order to achieve all the goals and objectives. The information that is
possessed by the controller which will help to direct the various policies and strategies
which is related to decision making and competitor.
 Expert Power: - Expert power is essentially the capacity for a worker, regardless of
seniority, to demonstrate competence in a circumstance(Larijani and Saravi-Moghadam,
2018). For this kind of power, the controller needs to possess strong management skills
and competencies. For a controller, power is regarded as a crucial component that they
use to run their department and carry out administrative tasks. The reinforcing power is
used by the Deloitte company's managers and employees. In this, the upper executive
managers of the organisation offer a group of people various incentives and rewards for
doing best in management.
Politics: - This has relation to the activities that are performed by the non-active workers within
the company. The people which are basically do not perform their working task in a precise way
and affects the enterprise’s objectives, do misconducted in the management. Various types of
sections that can be comprises in management politics that can be summarised as weeds, woods,
rocks and high-level ground. The group of people were impressed from various types of methods
if there is existence of various types of politics of the organisation inside the task. Weed
comprises of person’s communication and power equipment. High ground is being represented
as the combination of various task and policies with different management structural method.
Rocks depends on the action of people. Woods are basically the activities and programmes
which do not have special routines.
Performance and Productivity is decreased- A group of individuals reserved themselves by
performing implied programme and task that do not concentrate on the nature of work inside the

management. This leads to activities’ performance that shows the diminution of performance of
management of workers.
Demotivation among Workers- The group of people who are highly intimidated and that
assumes the things inside the workplace, get critically dispirited. In the way to the people, they
can’t focus on the task which is assigned within the management. This develops troubles and
issues in the task which is directly affects the worker’s performance.
Workplace ambience is spoiled- This step develops the various types of sitruation that will lead
towards the positive and negative environment within the company. This will result into reducing
in the ratio of members of group and the corporation.
The company's management needs to promote employee work satisfaction in order to increase
productivity and prevent these types of activities from affecting the management in order to
avoid internal politics. Additionally, the management and the team can manage clarity as another
factor that helps to reduce politics.
Culture: - This component shows the step by which organisational structural culture is adopted
by the managerial section which operates positive and negative way in the management. This
also reflects that the performance of the group of people which has direct dependency upon the
cultural of the operations of management. Whether there is negative or positive working
environment inside the management, the workers of the enterprise work with proper productivity
in order to achieve structural of management in which limit is set of time (Subramanian,
Maddulety and et,al., 2020). In context to the company Deloitte, the various types of culture that
are adopted by the members of staff or managers of the organisation that has been discussed
beneath:
Power culture: This component states that there are various types of adjustments and concepts
that are already present inside the management. There are for the group of individuals who
followed the programme and task works towards to achieve the profit margin of the company.
The owner of the organisation determined the effectiveness and efficiency in the making of
decision for all the people within the firm. With the help of this structural value of the company
Deloitte in making of decision becomes more efficient and effective.
Task Culture: - This type of cultural represent those people of group which performs their
activities and tasks in very effective way so that company run in very progressive manner. This

can be considered as the most crucial theory that will directly relates to the different sections
within the management.
P2: Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisation context
Motivation term can be defined as the procedure that helps to maintain the goal- oriented
behaviour in the working environment of the organisation. This not only helps to improve the
employee’s performance inside the company but also helps to achieve all the objective and goals
of the enterprise in very effective way. The essential motive behind adapting these theories has to
understand how the workers of the organisation has been motivated. The theories will be divided
into two categories that is discussed beneath:
Content Theories: - These theories are also called the needs of motivation theories that helps to
influence the behaviour of the workers via paying to focus on the internal elements. The theories
will comprise the main focus on the answer of “what motivates the human being”. The list of
content theories is ERG theory, Maslow’s need Hierarchy Theory, Herzberg’s Two Factor
Theory, Porter Theory, McClelland Theory of Need and Lawler Theory. Some of these are
explained beneath:
Maslow's Need Hierarchy Theory: - This theory was founded by Cronje and Smith and
introduced in year 1992. This theory is based on the real facts that can be explained the
essentialness of the person needs. The need of person is shown in pyramid’s shape that includes
social, psychological, basic, physical and biological needs(Paais and Pattiruhu, 2020). This
theory can be stated that person can only be motivated via all the needs that has been satisfied:
◦ Physiological need: This step includes the basic needs of the person that needs to
be fulfilled for the survival of the life. This element can be food, water, air and
cloth etc.
◦ Safety Need: The second stage of this model in which the security and safety
needs of the individual needs will be fulfilled. This stage includes the finance,
health, job and many more. The management of the company Deloitte provides
full assurance and security to their firm’s workers which motivate them towards
the success and increased profit of the company by giving them home loans,
health insurance and many more.

◦ Social Needs: At this step human becomes the social animal, they need family,
loved once and friends in order to overcome their loneliness. In company Deloitte,
the management of the firm develop various types of groups inside the
management like club parties, sports team and other more engaging activities
group.
◦ Self Esteem: After fulfilling these three needs, human always focuses on the
desire to have ego and self-confidence. Human being needs to live their life with
respect and full of confidence. In Deloitte company the management of firm give
promotion to their workers on precise time by their performance which maintain
their ego and respect.
◦ Self-Actualization: This need has direct relation to the workers under which the
workers work to gain full realization and self-fulfilment so that they can perform
all the duties and assigned task in very effective way.
Herzberg's Theory: The theory contains two factor which is helpful for the manager how to
keep employees motivated within the company which helps to improve their performance. The
two factors will be discussed beneath:
 Hygiene factors: These effects all those factors which do not give long term satisfaction
to the workers of the organisation but this very crucial to present all the factors inside the
premises of workplace and if these factors are not present then workers of the
organisation will feel demotivated(Besley and Persson, 2022). This factor includes salary
of workers, health care policy and working environment etc. Job satisfaction and Hygiene
factors are directly proportional to one another.
◦ Motivating Factors: - These factor’s presence is in front of the workers are not
compulsory but these factors play very crucial role in influencing the workers to
boost up their working efficiency. This includes growth, respect and promotion etc.
this also state the improvement in these factors that results in enhancing the job
satisfaction.
Process Theories: -These theories aid in the analysis of a person's psychological and
behavioural processes, which aid in encouraging employees to fulfil all of the company's goals.
Changes have been made within the organisation to improve performance with the aid of this

notion. This includes the setting theory of Locke, the expectation theory of Vroom, the equity
theory of Adam, and the reinforcement theory of Skinner. Few of them are explained beneath:
 Skinner's Reinforcement Theory: - The theory was presented in year 1930 by BF
Skinner. This theory of Skinner’s Reinforcement is the manager’s behaviour towards its
workers is that the only way of completing work task with high productivity. This theory
focuses on been paid on the internal values of the workers. In every company, the
managers has to keep a good relation with workers by giving respect to them, understand
the feelings internally and treat them positively inside the company, so the employees
carries out the work tasks with more productivity. Although, if the workers of the
organisation do not carry out potential task then there is a duty of manager to explain the
workers their mistake very politely, this results in employees work with enhanced
productivity.
According to Victor Vroom's definition of this theory, various elements that affect
employees' productivity are assessed. This includes aptitude, competencies, information, and
personality. It has been shown that if a firm's employees are continuously encouraged and the
management of the company provides them with a healthy and happy work environment, this
leads to an improvement in the employees' skills and talents, which in turn helps them
increase productivity.
Vroom's Expectancy Theory: - this theory is defined by Victor Vroom in which they evaluate
some factors on which the productivity of the employees is depend. This comprises of ability,
skills, knowledge and personality(Hattie, Kang and et,al., 2020). It has been observed that if the
employees of the company have been motivated on continuous basis and the management of the
company provide them healthy and happy working environment then this result in enhancing
their skills and abilities which help them in improving their productivity. Some factor of worker
motivation has been discussed beneath: -
◦ Valence: - If the organisation’s manager decides to motivate the firm’s workers, then
they had to understand their desires and wants and the way there will meet them. To
do this, the manager considers the time-off, promotions and reward systems etc.
◦ Expectancy: - This factor, the organisation’s manager communicates the reality and
expectations of the company to their workers and this helps to achieve these
managers provides proper and right training to workers.

◦ Instrumentality: - This factor influences the managers of the firm efficiently
communicate all the target to their workers and also promise them to give rewards
for developing the feeling of motivation within them. This is the manager's
responsibility to deliver on promises by offering rewards.
P3 Explain what makes an effective team as opposed to an ineffective team.
Workers of the organisation has been considered as the firm’s backbone and success and behind
the increasing profit margin of the corporation, their productivity plays a crucial role. The
management of the company Deloitte has developed teams with the system of the company
which helps to utilize all the resources in very efficient way and also brings the talent which will
have its contribution in the profit increasing and success of the company.
Components of an efficient team includes the clear purpose that is mission, goals, task of
team and vision(Jones, 2019). The workers of the organisation feel comfortable, informal and
relaxed which will give assistance in removing signs of boredom and tension. This will also help
to encourage the members of team to participates. Another component of an efficient team is to
open communication among all the workers.
Tuckman Model of team development
This is very crucial for the organisation Deloitte from which they learn about the work in
very efficient way which falls under the development team. A team development model is been
developed by Bruce Tuckman; he is a psychologist. The stages of this model are been discussed
beneath:
 Forming: - This stage is been developed for each and all the members of the team that
show their behaviour(Pathak and Srivastava, 2020). The member’s introduction has been
done with one another and allocate the task accordingly. In this stage the member of team
has to behave self-sufficiently.
 Storming: - This can be considered as one of the tough stage of this model. In this, all
the members of the team are busy in gaining and building the trust for one another. The
goals will be divided into team members and small parts that focuses on their goals.
Although with this, all the team members will develop task which are related to their
skills which helps them to remove conflicts within the management.
 Norming: - Been the team move out via the storming stage, then they will enter into the
norming stage. This is generally a change or move towards the harmonious working

practices in that teams agree to rule through which they operate. During this step team
will develop trust themselves and also to accept the contribution of each and every
member of the team. To evaluate the productivity and team procedure this can be
considered as the precise and proper time.
 Performing: - After the phase of norming, the performing phase will come. This
procedure will be made for the members of the team in order to achieve the goals of the
company. Members of the team efficiently work on their working skills which will help
workers to complete the task with more enhanced productivity. Although with this, for
the development of the team as they work continuously(Ye,Tan and et,al., 2022). By
doing this process the team sets the path to achieve and attain the objectives of the firm.
 Adjourning: This will be the last stage of team development procedure in which the task
will be completed by all the members of the team and afterwards, they wind up the team.
Difference between effective and ineffective team
Basis Effective Team Ineffective Team
Atmosphere This has led to the
development of a great
atmosphere in the workplace.
This creates an atmosphere of
full of boredom and tension.
Clarity The objectives and task of the
organisation will be clearly
explained to each and every
member of the team (Taylor
and Asmundson, 2021).
Objective and task are not
clearly explained within the
members of team.
Decisions All decisions in the group are
made based on consensus and
recommendations.
In which, all decisions are
made by the majority and these
decisions are not accepted by
the minority.
Expression of ideas Ideas will be expressed in a
free basis and very open.
The ideas which will be taken
by the workers is hidden by
them because fear criticism.
Discussion All members of team of the In this, decision is taken by the

organisation take participation
in the discussions.
one or two members and they
do not involve any members of
the team.
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation.
All the philosophies and concepts of organisational behaviour are overall based on the essence of
Organization and employees. The nature of the individual while working within the organization
is been considered the qualities that are possessed by a person. The motivated behavior,
individual difference and perception etc. are few of the factor that affects the nature of the
individual (Khaola and Rambe, 2020). If the company needs to achieve their company’s goals
then the manager of the organization has to focus on the consistent motivation to the workers and
the entire workforce is managed.
Business Condition
Due to the outbreak of COVID 19, network lockdowns have been imposed worldwide.
Therefore, the enterprise must assign work from home to their employees. This results in
with no physical interaction with managers and employees. The organisation Deloitte had to
deal with many communication problems that led to chaos and turmoil within the company.
Different philosophies and concepts that will be applied via mangers to resolve this
condition which will be discussed beneath:
Situational theory: - In this theory, the leaders and managers of the organisation use the flexible
and dynamic approach according to the situation of the market(Uslu, 2019). In Deloitte’s case,
this is very crucial for the managers of the corporation to adopt new path of motivating and
communicating, so the firm’s workers perform task in very effective way from lockdown and
home not affect the employee’s productivity.
Characteristics of situational leadership theory: -
Flexibility: This will be counted as necessary feature of this theory as managers has to adapt
according to the situation of the market.
Problem solving: These skills must be possessed of solving problem via managers of the
company Deloitte as this theory precisely states the focus on solving issues and problems
that are based on the various situations.