Organisational Behaviour Report: Analysis of Samsung Group's Practices

This report provides an in-depth analysis of organisational behaviour within the Samsung Group, exploring key concepts such as the impact of society, politics, and power on the enterprise. It examines how culture influences employee behaviour, performance, and communication. The report delves into motivational theories, including content and process theories, and their application within Samsung to enhance employee performance and job satisfaction. Furthermore, it contrasts effective and ineffective team dynamics, highlighting the benefits of teamwork and various team types. The analysis covers leadership styles, the importance of a healthy work environment, and the role of power and politics in decision-making. The report also touches on Handy's culture typology and its relevance to Samsung's organizational structure. Overall, the report offers valuable insights into how Samsung manages its employees, fosters a positive work environment, and achieves its organizational goals through effective behavioural strategies.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Impact of Society, Politics and power of an enterprise.........................................................1
TASK 2 ...........................................................................................................................................3
P2 Content and process hypothesis of motivating and methods.................................................3
TASK 3............................................................................................................................................6
TASK 4............................................................................................................................................8
P4 Theories of institutional activeness and problems which impact execution..........................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
In an Institutional process, the way people think and behave towards the organisation and
with other employees including the authority as well , that is stated as organisational behaviour.
The reason behind this study is to analyse the lacking areas and fill them and thus improve the
efficiency of productivity (Owings and Kaplan, 2012). This affects the communication funnel of
the organisation towards outside world and with their staff members. Growth and success of an
enterprise totally depends on the management of employees at workplace so that effective
outcomes can be obtained. In this report, chosen company is Samsung Group which is one of the
largest companies of South Korea that is headquartered in Seoul. This company was established
in 1938 by Lee Byung-Chul and it mainly deals in electronics and computer software products.
In this report, influence of culture, politics and power on the behaviour will be briefed in context
to selected organisation. In addition, the way motivation can be applied to the employees in
various ways will be discussed. Apart from that, concept and philosophies of organisational
behaviour will also be highlighted here.
TASK 1
P1 Impact of Society, Politics and power of an enterprise
Workplace of an organisation can be described as the place where various people with
different mind sets come together and work on the common goal and in order to attain the same
in effective manner, behaviour towards it and to each other is said to be behavioural framework.
Culture is something which consists of the values and behaviour at workplace. These values help
to determine the performance level and learning style of an employee (Paillé and Grima, 2011).
In addition, several MNCs like Samsung focuses on creating an ethical environment which
provides the guidance towards implementation of strategies. They can be determined in
following ways:
 Role: In order to maintain the performance of an employee, culture helps managers to
decide to allocate the task according to the skills and capabilities.
 Power: It is simple to form a cultural environment if the power is in the hands on single
body who can make staff members to adjust and get flexible in the new environment.
 Task: Differentiation can be done on the basis of performance of the staff members in
the allocated tasks and thus separation can be done within employees.
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 Person: Different people comes from different places and have different culture which
they follows in an organisation environment and thus they can be classified in this
possible manner.
Apart from that, Samsung company's staff members performance relies on the work flow and
relations with the higher authority (Singh and Singh, 2010). Thus, it can be comprehended that if
the environment is healthy in an organisation, it will affect the employee's performance in
positive manner.
In an organisation, power and politics which are interrelated to each other plays a major
role as this can enable to make an effective decision. In Multinational companies, managers
sometimes use their power in both negative and positive manner so that subordinates can be
influenced. Politics can be defined as the process in which power is applied and used in an
ethical environment. This is present in the environment of Samsung as well and the purpose is
the welfare of company and its employees. This creates positive and negative effect on the
organisation and sometimes it may uphold any obstacle due to inappropriate satisfaction of an
employee and this can create political environment by getting into it for own state of benefit
(Taras, Kirkman and Steel, 2010).
The main purpose of an organisation for using Institutional politics is to extract the actual
abilities of an individual and then training the ways in which those skills can be applied. Politics
if used in appropriate manner then it can make Samsung to grow more and more. Capabilities are
considered as qualities which can be applied for the benefit of the society and organisation
benefit. It is highly significant for Samsung to use those power in politics in effective manner so
that certain goals and objectives can be achieved in effective manner. Certain elements which
can be seen as organisational culture of Samsung group and they are described below:
 Abilities: In order to avoid biased nature and partialities, knowledge and skills is the
criteria on which employees can be differentiated.
 Leadership: Essential role is being played by the leaders and managers in the context of
behavioural influence for setting up the guidelines and path on which team members
have to walk. To make subordinates work in the best possible structure, their actual
needs and wants needs to be determined and fulfilled by the managers of Samsung
group. To guide the team members in day to day operations, leaders of the company
needs to stay by their side (What is organizational behaviour?. 2017).
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 Attitude: Attitude of the manager can highly influence the decision making power of an
individual regarding any major decision. Working Environment: An individual working in an organisation needs to be make feel
that he\she is not at any risk and comfortable, so this is priority of Samsung to give what
is expected by the employees for the better productivity and profitability.
Handy Culture Typology:
Charles Handy proposed the theory of structure culture in 1999. Theory is basically
classified into four parts, such as stated below: Role Culture: Managers who are specialised and experience analyse the abilities of an
employee and thus allocates the tasks and activities so that resources which are present
can be used in optimum manner (Tierney and Farmer, 2011). This structure makes the
employees of Samsung group to feel motivated and confident and face any kind of
challenge coming in front of them. Task Culture: In order to attain certain goals and objectives, teams are designed who can
complete the work in effective manner. Teams are formed by the different individuals
with various culture so that business can gain success and this can be achieved more
easily if the contribution is done equally by every team member and share their
innovative ideas for completing tasks in effective manner.
 Individual Culture: In modern scenario, cultural staff members are considered as
important assets. In this kind of approach, an individual mainly focuses on their own
goals and objectives by de-attaching themselves form the purpose of the company and
that in turn brings out negative effect on productivity (Walumbwa Hartnell and Oke,
2010).
TASK 2
P2 Content and process hypothesis of motivating and methods
A trainer can adopt certain theories which can be helpful in improving the performance
level of an individual and skilfulness. Various theories can be utilised in order to create effective
culture environment and also analyse the overall framework of the company (Kulik and
Olekalns, 2012). Moreover, regarding improvisation of the activities are being aided with the
help of theories.
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Illustration 1: Theories of Motivation
(Source: Motivational Theories, 2017)
Two major institutional theories which can be adopt by Samsung company in order to be more
effective and they are described below:
Content Theory: They are divided into four respective parts which are described below:
 Maslow's Need Hierarchy: This is basic human tendency and hypothesis that if the
needs and wants of a person is getting fulfilled then his\her production level can
improve in effective manner. There are some basic needs which is must to be
fulfilled so that he\she can move onto second level and those needs are Air, food,
water, shelter and others. Second and important stage is getting secured in form of
living and financial supply like it can be morality, origin, home, health and
belongings (Koenig and et.al.,2011). Apart from that emotional needs which is must
to grow and prosper like love, friendship and physical needs which can appraise the
confidence and respective nature. Also this hypothesis focus on self realisation which
are creativeness, resolution of problems and spontaneous.
 Herzberg's Motivation-Hygiene Theory: By allocating responsibilities and power an
individual can feel motivated and thus it can maximise the job satisfaction. There are
various factors which can lead to negative impact and dissatisfaction like policies,
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salary, demotion, working conditions and many more. Much more elements are
present which can directly impact the job satisfaction of the employee so the
managers needs to determine those factors and make them work in positive and
effective manner (Judge and Kammeyer‐Mueller, 2012).
 Alderfer's ERG Theory: This kind of approach is mainly classified in three parts and
they are: creation needs, connection needs and growing needs. Moreover, the actual
needs and wants should be fulfilled in basic manner whereas relatedness can be
applied for getting cultural and outer honour by keeping healthy relations with family
and colleagues.
Process Theory: This kind of approach tells about implying motivation within working
environment. From this aspect, various process theories are defined below:
 Vroom's Expectancy Theory: This kind of theory states that every individual who is
working in an organisation has his\her own personal goals and objectives which needs
to be achieved. In order to satisfy them, need should be put into effort. Vroom realised
that there are various theories which is needed for the effectiveness and upliftment of
the performance level on the basis of skills, knowledge and experience (Joseph and
Newman, 2010).
 Adam's Equity Theory: In an organisation, employees should be treated equally by the
authority so that it can give advantage regarding productivity. Along with that, theory
tells about distribution of the resources in optimum manner and equal distribution as
well. By ratio of comparison, equity can be evaluated in regard to welfare.
Ways in which enhanced level of motivation within Samsung group fro attaining its
Institutional goals:
Samsung is an South Korean MNC who has attained the motivational theories for better results.
Employees can work in best shape when they have been motivated highly by their respective
managers. This also enables an organisation to train their employees into high skilled workers
who can perform efficiently. For example: Every employee has some certain needs and wants
which needs to be fulfilled by providing maximum level of satisfaction and this in turn will
enable them to work in expected manner (Johns, 2010). It can be more clear by the example of
Samsung group who provide security of job to their respective staff members.
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TASK 3
P3 Effective team as opposed to an ineffective team
For putting up all the staff members together, it is required to build up an team who is
effective and this can be done by managers who know the exact meaning of a team and the
knowledge which are focused towards the presenting of goals and objectives. Moreover,
Samsung has effective and skilled teams who can put up their best into achievement of desired
goals and objectives. In addition team has many benefits like an issue can be solved by putting
various minds into innovation of solution and futuristic issues as well. Training can be provided
to the employees who are totally dependent on the team leader and can not take decisions by
themselves. After training thy will be filled up with motivation and confidence of achieving tasks
and objectives in effective manner (Huang and et.al., 2010). Team work gives support for
making up of commitments within organisation. Various types of teams are: Department of Functional Teams: In this, team are formed with the motive of long
running and attaining goals and objectives for the long term purpose. In departmental
teams, contribution is given by every team members so that expected goals and objectives
can be achieved. Problem Solving Teams: The problem and issues which are faced by the people in
organisational environment are the duty of this team of solving out issues (Lazaroiu,
2015). Innovation is the mind set of the leaders leading this team and also enhancing set
of skills and knowledge after analysing and research. Cross Functional Teams: There are major activities in business process like launching of
new product, applying strategies and individuals. These needs to be implemented by the
employees who comes from different region to attain it (Huang and Bond, 2012). They
mainly needs an effective communication between internal and external sections.
 Virtual Teams: For attaining the task in effective manner, these type of teams inspite of
being at different locations highly depend on each other. In this, task is achieved in
efficient manner due to the free flow of communication funnel.
These types of teams are helpful in analysing futuristic demands and fulfil it in better manner.
Most popular theories of team development are described as follows:
In Bruce Tuck-men model of group there are four stages of development which are as follows:
Mourning, performing, Norming, Storming and Forming.
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Illustration 2: Team development Model
(Source: Tuck-man Model, 2017) Forming: In this step, teams needs to be calm minded, good behaviour and optimistic
towards the practical tasks. Leaders needs to be more effective and thus authorities needs
to be set up particular aims and goals for dealing with mediate and lower part of work. Storming: In this stage, team members are made to analyse the actual needs and wants in
the marketplace and thus allotting tasks and objectives to employees. Those allocated
tasks can be achieved by innovative ideas for the company (Hershcovis, 2011). Norming: There are certain policies made for particular tasks and activities which needs
to be keep track on by employees through its adoption for attaining goals and objectives.
 Performing: After analysing all the demands in marketplace along with the employee's
desires as well, particular strategies and policies are formed and applied by team member
for clearing out what and why it is necessary for doing (Haslam and et.al., 2014).
Common vision is shared by them and thus they tray to achieve it by optimum utilisation
of resources.
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TASK 4
P4 Theories of institutional activeness and problems which impact execution
Prediction and controlling of human behaviour are two elements which are directly
affected by the organisational behaviour. Managers of Samsung are highly benefited from this
kind of approach in order to analyse and make employees to grow faster and reach at high level
of production. The main motive behind the training and development of the staff members is that
their way of performing can get better and their set of skills and knowledge can be enhanced for
establishing long term relationships with the company. Marketing strategies needs to be
enhanced so that demands of the marketplace can be analysed and thus behaviour of customer
can be determined by the staff members (Griffin and Moorhead, 2011). Healthy relationship and
comfortable environment can be created by Samsung to apply organisational culture. For
attaining the mission and vision organisational behaviour can focus on optimum utilisation of
resources. Managers can adopt particular theory so that teams as well as an individual can
perform with effective productivity.
Path Goal theory: It is the blue print of particular leadership theories which can be
applied on to the situation on job within the workplace for achievement of goals. Major purpose
is to make employee productive by maximising engagement of staff members along with the
satisfaction level and empowerment. In addition, Vroom's theory is interlinked with path goal
theory which defines that an individual will give different reactions in different situations for
obtaining the desired outcomes (Levine, 2010). Leaders opt out this method as it is the best way
for fulfilling the employees requirement and day to day operations. It follows three steps which
are described below:
 Tasks and Environmental Characteristics: In this kind of approach, focus is mainly done
by leaders on identifying the external factors which will affect the performance of an
institution and thus remove those factors in order to get rid from those issues and
obstacles. It includes task description and designing, group work and authority system.
 For the enhancement in skills and knowledge and sharing information part, most of the
employees follows the leaders foot marks so that motivation and confidence along with
good relation can be established (DeChurch and Mesmer-Magnus, 2010).
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 Various learning styles can be adopted by leaders to make oneself more effective and
efficient and that could also lead team to be high performance like they can include
effective directions, support and attainment oriented leadership styles.
Obstacles affecting Individuals and Team Performance: Poor Communication: Communication is said as on word but it can be applied in two
manners. One is poor communication which will have negative impact on the team unity
and its members. Second one is good communication which will enhance the efforts of
team work. In context to developing working environment it is the foremost obstacle and
this can be removed by more and more interaction between team members who can share
the vital information to each other regarding any change in the policies as well as overall
organisation (Coccia and Rolfo, 2013). Lack of Managerial Involvement: It is highly important for the authority to maintain the
strictness and limits to the employee and this can be done by participating in corporate
activities so that ethical environment can be created.
 Attitude or Ego: Due to inappropriate behaviour which can occur due to dissatisfaction
can create negative vibes within workplace and that can directly or indirectly affect the
performance of existing and new staff members as it is threat for unity of teamwork
(Locke, 2011).
CONCLUSION
From the above report it can be comprehended that organisation must play their essential
roles so that their goals and objectives can be obtained in efficient manner. For the motivation of
staff members, various approaches and theories can be applied for the maximum job satisfaction.
Managers will get help from these kind of approaches to determine necessary data about the staff
members and team behaviour. Different factors which may affect the performance level of
organisation and those factors are power, culture and politics. These are most important tools and
techniques which should be in hands of the administration so that it can be utilised in best way
possible. Content and process theory can be considered as highly essential in order to encourage
the staff members towards its operations so that aims and objectives can be attained in effective
manner.
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REFERENCES
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