Organisation Behaviour Report: Culture, Motivation, Teams at 4com plc

This report provides a comprehensive analysis of organisational behaviour principles within the context of 4com plc, a telecommunications enterprise. The report begins by examining the influence of organisational culture, power dynamics, and politics on individual and team performance. It explores different types of organisational cultures (power, role, task, and person) and recommends the adoption of a task culture for 4com plc. The report then delves into motivation theories, evaluating both content theories (Maslow's hierarchy of needs) and process theories (Vroom's expectancy theory) and their application within the company. It also analyses the characteristics of effective and ineffective teams. Finally, the report discusses the concepts and philosophies of organisational behaviour as they relate to 4com plc, covering topics such as legitimate, reward, coercive, and expert power. The report concludes by offering recommendations for 4com plc to improve its organisational performance through the strategic application of these concepts.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of organisation culture and power on individual and team performance.........1
TASK 2............................................................................................................................................4
P2 Evaluate content and process theories of motivation and motivational techniques .......4
TASK 3 ...........................................................................................................................................7
P3 Effective team as opposed to ineffective team .................................................................7
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour within an organisational. ........9
CONCLUSION..............................................................................................................................12

INTRODUCTION
Organisation behaviour is a descriptive study to understand human behaviour. It
analyse interaction between human behaviour and business and others. This study helps in
predicting behaviour of human and making it more effective and relevant for an
organisation (Bester, Stander and Van Zyl, 2015). This report is based on 4com plc, it is a
telecommunication enterprise. It provides services like Business phone system, Business
broadband & internet, Software & application and calls & lines etc. to its customers. This
report includes organisation's culture, politics and power influence on team, individual and
performance. Motivation theories and techniques for achievement of objectives. Effective
and ineffective teams, Philosophies of organisational behaviour in context to 4com plc are
mentioned in this project.
TASK 1
P1 Influence of organisation culture and power on individual and team performance
Organisational Culture: Every organisation has some unique attitudes and
attributes, which differentiate them from other businesses are termed as culture of an
organisation. It is a system that includes values, beliefs, assumptions which influence
peopleto behave in a particular manner in an organisation. Culture provides guidelines and
instructions to peoples of organisation to follow a particular path of behaviour. 4Com plc
has its own culture to conduct its business, decision making process, interaction with
customers and others etc. company believe in rewarding its employees for their better
performance. Their culture helps them in providing excellent services to its potential
customers. The following are four different kind of cultures which every company adopt
accordingly:
1. Power culture: Organisations with this culture is the one where only few people has
all control in their hand (Burrell and Morgan, 2017). These people have power to
take all decisions and have some extra advantages at workplace. If 4com plc have
this culture in their organisation, then employees have very less opportunities to
express their ideas and views with superiors. If power is distributed equally among
all employees than it will increase commitment of employees to achieve goals.

2. Role culture: In this, all employees has roles and responsibilities assigned as per
their specialisation. Organisations are highly controlled and everyone know about
his or her roles in enterprise (Carlos Pinho,2014). In case of 4com plc, this culture
will help them to have specialised functional areas. This kind of companies have
potential to become successful in stable environment.
3. Task culture: This kind of culture is adopted by companies to perform some
specific projects. 4Com plc use this culture because in this power shifts as per task
performed by team member for solving problems. This helps in bringing required
resources together and assign right people at right place to perform task.
4. Person culture: In this employees consider themselves as an important part of
organisation. Employees are more concerned for their self-interest rather than
interest of organisation. In case of 4com plc, this kind of culture organisation
suffers from employee loyalty as they are not focused towards success of business.
They just want their own success.
From above mentioned culture, 4com plc should adopt task culture because this
culture helps organisation to have specialised persons in their team. It focuses on group
power and give rewards to employees for their expert services for achieving individual or
group objectives.
Organisational Politics: It is process of interaction which includes power and
dominance. It includes various activities to influence plan of action for improvement of
individual and business interests. It refers to use of power within or outside organisation to
achieve goals. Politics can directly impact culture of company and its performance.
Business politics can be positive or negative.
In case of telecommunication organisation like 4com plc, politics can be rumours
regarding its services. Positive politics can encourage to create a political environment to
encourage employees to increase efficiency and effectiveness in their performances and to
enhance quality of work (Coccia, 2014). Negatives politics can create negative environment
and conflicts in organisation. This will lead employees towards unethical behaviour which
decreases quality of work, productivity and at last profitability of enterprise. For managing
level of politics in organisation, managers should develop clear polices to handle or resolve

problems of employees related to this issue. Managing politics in business environment will
help employees to complete their work with required standards.
Organisation Power: It is capacity of some persons to influence behaviour of others
in order to control resources. Need of power arises from the level of conflict. If level of
conflict is high, then organisation needs to practice more power and if it is low than less
power is needed to use. 4Com plc can use power to influence employees for achieving goals
and objectives. Power has ability to affect decision taken by others. In order to be a leader,
individual must have powers in their hand to influence other. It is also a function to build up
strong relationships. The following are 4 sources of power that business can use:
1. Legitimate power: It is positional power, that comes to someone from their position
in business. In 4com plc this can be exercised through the position of employees. It
is a mutual agreement, in this employees are agreeing that the person has power to
influence them. Such as top level managers gives orders to his subordinates for
completing task.
2. Reward power: It is ability of a person who have authority to provide and control
rewards to its subordinates. They allocate incentives like salaries, appraisals,
promotions etc. 4com plc can use this power to influence efficiency of employees
and motivates employees to perform their roles and responsibilities in a better and
productive way. Good reward policies can help individuals and teams to perform
well a low reward policy can demoralize them.
3. Coercive power: Abilities of person to influence others through punishment and
threats. Generally it is used for punishing others for not following orders and most of
the time it demotivate employees. 4Com plc can use this power to create
environment of fear among subordinates. This creates fear of termination in case of
not performing well. Due to this fear employee can refuse to do work.
4. Expert power: Knowledge is biggest power. This power acquired from having
immense knowledge and experience in a particular area. This power will help 4com
plc in solving problems in a innovative way. Ideas and views given by area experts
are very helpful for employees in performing their task. Employees with this power
helps others to gain knowledge.

Thus, 4com plc should use Reward and Expert power, as these two powers will help
company to influence individuals and teams to perform well in order to achieve business
goals and objectives. Reward power motivates employees to enhance workability by
awarding them and Expert power helps company to have innovative ideas to do work in a
productive and profitable manner.
TASK 2
P2 Evaluate content and process theories of motivation and motivational techniques
(Motivational Theory, 2018)
Motivation is linked with process, external and internal factors related to individual
which motivates them in order to achieve their set goals and targets. (Davies, 2016). In
context with 4Com Plc, it plays a vital role in developing and enhancing abilities and
confidence of an employee to achieve desired goals. Motivation theories are of two types:
Content and process theories.
Content theory defines the reason behind human needs change with time. It includes
Abraham Maslow and other psychologists as they explain the reason behind changing
1Illustration:1 Theory of Motivation

human needs. It explains specific factor that influence behaviour. This explanation of needs
highlights change scenario for 4Com Plc.
Maslow Theory's of needs
Physiological needs – It includes air, food, drink, shelter and sleep. These are basic
requirements of human life. In context with 4Com Plc, company is focusing on providing
basic needs to their employee in order to realize their actual requirement of life. By
providing all these basic wants, company is aim at motivating employee to perform task or
achieve goal efficiently.
Safety and security needs - Safety need refer to a person's tendency for safety and
security. It includes income, physical, environmental and emotional safety and protection.
As per 4Com Plc employee policies, safety needs includes preference for insurance policies,
deposits and job security etc (Gabriel, 2015). It will help company to know financial needs
of a person to get fair compensation and rewards.
Social needs – If both safety and physiological needs are fulfilled, then social needs
come into existence. Maslow need theory states that people belong to different social group
and they should be accepted among their social groups. In context with 4Com plc policies,
company is fulfilling social needs to manpower by providing best suitable working
environment, incentives, outdoor trip/travel to their employee's to motivate them to work
hard and achieve desired goals. It include need for love, affection, care, belongingness and
friendship. It realizes social wants or needs of a person.
Self-esteem needs - These needs are linked with respect, value and person is
appreciated by others. Maslow divided two types of esteem needs: 'Lower' and 'Higher'.
People with low self-esteem needs respect from others (Carlos Pinho, and Dibb 2014). It
includes: Self-respect, confidence, competence, achievement, power and status etc. It will
help 4Com Plc to increase confidence, achieving target and value of their people.
Self-actualization needs – Self-actualization reflects desire to grow and develop to
his/her fullest potentiality. 4Com Plc has provided various training sessions, inspirational
lessons by experts and activity based training to their employee in order to motivate them to
perform best out of their ability. Maslow described this as a “need to accomplish everything
that an individual wants, to become success in his life”. It includes: Desire for gaining more
knowledge, social service, creativity and being aesthetic.

These all needs have been explained to understand the basic wants or desire of
human life and to know how 4Com plc satisfy their employee's need and motivate and
enhance their performance and abilities to achieve desired goals. Also, company needs to
put focus on employee's expectation from a company's point of view.
Process theories of motivation
Vroom's expectancy theory
This theory plays an important role on process and content of motivation as well as
it identifies needs, equity and reinforcement theories (Goffee and Scase 2015). Victor
Vroom's expectancy theory aim to explain how people choose the best options from all the
available actions. The expectancy, instrumentality and valence factors are multiplied
together in order to to determine level of motivation. Motivation is described as a process
that regulate our choice among alternative form of voluntary behaviour. In context with
4Com Plc, this theory will help company to realize actual potential of their employee and
analyse their performance in respect of expectation, goals and reward. There are three factor
which will better explain Vroom's expectancy theory:
Expectancy – A person with some expectation believe that more effort will result in
achievement of growth and success. If person work harder, it will result in better
performance and achieving business goals and objectives. This factor helps company to
motivate and rise expectation by providing effective training and development to their
employee for effective performance and target achievement.
Instrumentality – This factor is linked with belief of person that there is a
connection between activity and goal. If all the operations are performed well, you will get
monetary appraisal (Kitchen, 2017). 4Com Plc provides fair compensation and reward to
those who perform well and efficient to achieve organized goals. In this, employee gets
grade on a basis of his/her daily performance and work, So accordingly they are rewarded
and compensated.
Valence - This is described as a degree to which a person values the reward, it will
results of success. For the valence to be positive, the person must prefer attaining an
outcome to not attaining it. This theory works on perception. As Per 4ComPlc, valuing an
effort of employee's always leads to good success and reward.

TASK 3
P3 Effective team as opposed to ineffective team
Team is a group of two or more people working together in an organisation place to
achieve common goals or objectives, In which sharing of information is done which helps in
making correct decisions so that each member of team can achieve individual goal. Every
team cannot achieve their goal and those team are known as ineffective team, these are the
team in which team member usually do not mix well with each other and they don't have
necessary skills to perform different kinds or variety of jobs. In short they suffer from lack
of purpose (Lee and Pillutla, 2016). Discovering main cause of ineffectiveness in a team
structure will helps to solve problem so that ineffective team can work in effective way.
Teams works in an organisation to improve the quality of work and to complete projects on
time, these type of team are known as effective team. They have quality of mixing of
introvert and extrovert people. They shares thought, understands common goal and are
emotional intelligent.
Belbin's theory
Belbin's theory was invented by Dr Meredith Belbin. After studying teams for many
years belbin reaches to conclusion that people in the teams assumes different team
roles,which means different teams behave and contribute with each other in a particular
way. Belbin named nine different team roles that ensure success of a team.
Action Oriented Roles
shaper(SH)
People who challenges the team to improve their work. These are social confident
people who enjoys to act according to the situation arises. In 4Com plc the trainer are the
one's who can give challenges the staff of calling executives to improve their
communication skills which communicating with foreign clients.
Implementer(IMP)
These people are consider as those who get the different things to implement. They
integrate the ideas and concepts of the different teams to make a plan. Those plan are
converted into practical actions (Lozano, and Seatter, 2015). In 4Com plc the software
designer of company can contribute in innovative ideas, which helps to preform company in
better way.

Completer-Finisher(CF)
The upper level of management who ensures that the project are completed in a great
manner. They check whether there are errors or something is been left in process, They pay
attention to each and every detail. In 4Com plc the upper level manager consider all the
tasks, they ensures the worker regarding the do's and don't in a particular task and sets the
time limit for completion of project.
People Oriented roles
Coordinator(CO)
The role of coordinator is to lead the team in traditional way and they guide teams
regarding objectives and are really good listeners,which are able to recognise every
member in a team. In 4Com plc the chairmen of an organisation is refereed as a
coordinator,hence they are the experience people having calm nature and they distributes
the tasks effectively.
Team Worker (TW)
These are the people who provides support to each other and also makes sure
whether team is working in effective way or not (Mitchell and Schmitz 2014). In 4Com
plc team leader can fill the position of team worker as they are flexible to each and every
aspect of the project and can prioritise the team in the optimised way during work.
Resource investigator(RI)
These people are those who have creative mind. They always explores the
availability of option,develops and maintain contact with new customer and employee,to
negotiate for different types of resources. In 4Com plc the team of human resource
management can plays important role in managing and making availability of resources.
Thought Oriented Roles
Plant(PL)
The creative innovator who always comes up with new and innovative ideas is a
plant . Hence the knowledge of different field are necessary to become a plant (Norton,
Zacher and Ashkanasy, 2014). In 4Com plc marketing and the research managers plays
important role of plant in company. They are know the reality of market and have the
knowledge of market trends with them.
Monitor -Evaluator(ME)

The working of plants refers to coming up with new ideas. while monitor or
evaluator are best people who analysis the new idea. They have sharp power of judgement
towards the objective. In 4Com plc superiors in company plays the role of monitor. They
chose best method available from choice and monitor them timely.
Specialist(SP)
These are the highly skilled people who have specialised knowledge in particular
field. For example medical,engineering,financial,social,political,environmental expert
(Sawang, Parker and Hine, 2016). In 4Com plc telecom experts or the person who has
knowledge of signal processing,or experts in It solution and engineering plays role of
specialist.
Difference between Effective and Ineffective team-
Basis Effective team Ineffective team
Interdependence It is used in a positive way,
goals are achieved on the basis
of group.
It is used in unconstructive
manner, goals are not achieved
in effective way.
Communication It is done from both ends
effectively.
It is ineffective,only ideas are
expressed not proper plans.
Participation It is distributed between all
the member of group.
Is not distributed and hence are
not equal participation from
each member.
Conflicts Are usually solved through
negotiation.
Are usually avoided or solved
through distributive
negotiation.
TASK 4
P4 Concepts and philosophies of organisational behaviour within an organisational.
The conception of OB is based on two key elements namely: Nature of people and
nature of organisation.

Nature of people – This factor is related with basic qualities of a person, or character
that embodies an individual because they can be unique (Tangaraja and et. al 2015). The
major factors affecting nature of people are evaluated below as:
Individual difference – It is also known as one-on-one approach but not the
statistical approach. For example, a manager would not be biased towards their employee or
not evaluate anyone on any factor apart from their work. In context with 4Com Plc,
company needs to take several decision in order to maintain accountability to work and
avoid favouritism from an organisation.
Perception - It is a defined as the ability to judge, listen and conclude someone. It
is believing in our senses. In simple words, it is an organization, identification and
interpretation of sensory information in order to represent and understand a presented
information, or an environment.
Motivated behaviour – It results from behaviour implanted or caused by some
motivation from anyone else, even group or a situation (Wilkinson and et. al., 2014). In an
organisation, there are two different types of motivated employee: Positive motivation and
negative motivation. In 4Com Plc, people needs to understand behaviour or attitude of other
employee in order to avoid any politics, guilt or enforceable action with anyone. This kind
of circumstances would lead misuse of company's management and effects decorum of a
company.
Value of a person – In this case, an employee wants to be valued and appreciated
for his/her skills and abilities followed by opportunities which help them develop
themselves. In this 4Com Plc company needs to evaluate a person on the basis of skills,
talent and task performed by him/her. Valuing a person enhances confidence and talent to
achieve well-defined goals.
Nature of organisation - It is defined as a character of the company by acting as a mirror
reflection of the company. It analyses both internal and external environment of a company
to measure any threat and misinformation which is harmful for a company (Coccia, 2014).
In context with 4Com Plc, it will explain the structure of a company or to make any
alteration to strength position of a company. There are three factor are as follow:
Social system – Every organisation follows some other one, their customer or all
their employee's. The aim is to implement policies, strategies and rules to step-up structure