Organisational Behaviour Report: AM Holdings & Team Performance

This report provides an in-depth analysis of organisational behaviour within A M (Holdings) Ltd, a packaging and foil supplier. The report explores the influence of organisational culture, power dynamics, and political factors on individual and team performance. It examines Handy's model of organisational culture, highlighting task, person, role, and power cultures, and their impact on employee behaviour. The report also delves into the effects of power, including reward, legitimate, and coercive powers, and the role of politics in achieving strategic goals. Furthermore, the report investigates content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory, and their application in motivating employees. The analysis covers the relationship between culture, power, politics, and motivation in fostering organisational success and explores the characteristics of effective and ineffective teams, along with theories of team and group development. The report concludes with a discussion of key concepts and philosophies of organisational behaviour, providing insights into how these elements contribute to overall organisational performance.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
P1.influence of organisation's culture, power and politics on individual and team performance
and behaviour..............................................................................................................................1
M1. Critical analysis of influence of culture, power and politics on individual and team in the
organisation.................................................................................................................................3
D1. relationship between culture, power , politics and motivation that helps organisation and
team to succeed...........................................................................................................................3
P2.content and process theories of motivation and techniques of motivation............................4
M2. motivational theories nad concept that influence the behaviour of others..........................6
P3. effective team opposed to ineffective team.........................................................................6
M3. theory of team and group development...............................................................................8
P4. Concept and philosophies of organisational behaviour........................................................8
D2. Significance of team development theory and concepts and philosophies..........................9
CONCLUSION..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational behaviour is directly relates to the prediction, control and understanding of
human behaviour in the entity. It assesses the performance of both organisation and individual.
The present study is based on A M (holdings) Ltd that supplies packaging products based on
polyester and confectionery foil and also serves pharmaceutical and multimedia markets.
Furthermore, the report covers the influence of culture, power and politics on individual and
team and motivational theories(Barbaranelli and et.al., 2018). It also includes the factors that
makes a team effective and ineffective and various concepts and philosophies of organisational
behaviour.
TASK
P1.influence of organisation's culture, power and politics on individual and team performance
and behaviour
INFLUENCE OF CULTURE
Organisational culture refers to the values, beliefs, assumptions, behaviours and
experiences that contributes to the psychological and social environment of the company. It is a
system that facilitates shared attitude and belief that build an organisation and directs the
behaviour of its employees. Organisation culture brings unity and coordination among the
employees so that each member can contribute the best to their potential. It enhances the brand
image of the business and leads to healthy competition at the workplace. The culture provides a
common platform to all the employees so that organisational goals can be achieved effectively
and efficiently.
Handy's model defines various organisational culture -
 Task culture- In this type of culture, A M (holding) Ltd. forms teams to redress the
particular problems and to perform the specific project. The team should be such that the
members are skilled, knowledgeable, specialisation and experienced so that task could be
completed effectively.
 Person culture- an organisation is the association of people that works towards the
common direction to achieve the common goal. In this culture employees give more
importance to themselves rather than the company. A M (Holdings) Ltd does follow this
culture because it has its own bye laws and cannot function as a voluntary organisation.
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 Role culture- A M (holdings) Ltd adopts this culture where everyone at workplace
knows their roles and responsibilities and tall organisational structure is followed in the
business(Olivier-Pijpers and et.al., 2018).
 Power culture- In this culture power is held with only few people in the company and
they decide about all the tasks and duties that are to be performed by the employees. The
workers are judged on the basis of their achievement and not on the basis of their
performance. A M (holdings) Ltd. Does not follow this culture because it creates
negativity in the working of the members.
Organisational culture induces the behaviour of the team and individual as power culture helps in
making quick decisions so that problems can be resolved quickly and best alternatives can be
developed while it creates a burden on the members as they need to follow the instructions as
given by their superiors and they can not perform as per their capabilities.
INFLUENCE OF POWER-
power in relation to company means the ability to induce the people working in the
enterprise. It is attached with the top level management, executives and superior who has the
capacity to act as a leaders and can direct and instruct the subordinates to perform the task as
assigned by them to reach the ultimate goal of the business. A M (holdings) Ltd. Uses different
powers like-
reward power- where the managers has authority to control the rewards for the employees and
they boost the morale of the workers by providing them bonuses, increase in salary and
promotions.
Legitimate powers- The company also uses legitimate power in which the managers has the
right to delegate the responsibilities and duties to the employees.
Power influences the team members and individual by increasing the morale of the people
through rewarding and appreciating them so that smooth functioning takes place with efficiency
in A M (holdings) Ltd(Opoku and Arthur, 2018). On the other hand the coercive power leads to
frustration among the employees as deadlines are set by the manager of the company to complete
the task within that time frame.
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INFLUENCE OF POLITICS-
politics acts as a destructive element in the corporate but sometimes effective politics can lead to
achieve the strategic goals of the business so A M (holdings) Ltd uses politics on their workers
for getting timely completion of the task. It affects both individual and organisation as-
Individual- politics give rise to conflicts that can spoil the relationships among the employees
due to any issues like favouritism and discrimination as per status and it affects the person which
may lead to strike in the work environment.
Organisation- inappropriate behaviour of the employees can lead to negativity in the work
environment and affects the objective of the firm.
M1. Critical analysis of influence of culture, power and politics on individual and team in the
organisation
Organisational culture induces the behaviour of the team and individual as power culture
helps in making quick decisions so that problems can be resolved quickly and best alternatives
can be developed while it creates a burden on the members as they need to follow the
instructions as given by their superiors and they can not perform as per their capabilities.
Power influences the team members and individual by increasing the morale of the
people through rewarding and appreciating them so that smooth functioning takes place with
efficiency in A M (holdings) Ltd(Burnes and et. al., 2018). On the other hand the coercive
power leads to frustration among the employees as deadlines are set by the manager of the
company to complete the task within that time frame.
Politics in the work environment helps in achieving the strategic goals of the company
but it sometimes it negatively affects the personal factors of the individual like morale, values
and beliefs of the individual and impacts the team as it creates stress and pressure among the
members of the group.
D1. relationship between culture, power , politics and motivation that helps organisation and
team to succeed
If A M (holdings) Ltd follows task culture and role culture effectively then the operations
will be carried out as per the assigned task and no ambiguity will exist in the minds of the
workers relating to the authority and the work and due to that the managers can use the reward
power efficiently as per the performance of the employees and in linked to politics the goals are
achieved on time. Such positive culture, power and politics enables A M (holdings) Ltd in
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building motivation among the members so that coordination and healthy relations among the
team increases that leads to success and growth of the organisation.
P2.content and process theories of motivation and techniques of motivation
Content theory of Motivation
Maslow theory of motivation
This theory of motivation consist of five basic needs of human being. It depicted a
hierarchical needs from top to bottom of pyramid. From the bottom the needs are : Physiological
needs, safety needs, Social needs, Esteem needs and Self-actualisation needs. The lowest level
of the pyramid consist of basic needs while the most complex needs are at the top of the
pyramid(Larijani and Saravi-Moghadam, 2018).
 Physiological Needs: The basic need of the human being is physiological needs which
includes food, water, shelter, clothing etc. As in the company the manager have to
provide good working conditions, rational working hours and the necessary breaks for
refreshment in between office timings to the employees so as to motivate them to do
work. These needs are dominant of all needs.
 Safety Needs: If the physiological needs are fulfilled new needs will appear, known as
safety needs. It provides sense of security and well-being. By providing safe working
conditions, insurance ensure job security to the employee through which employee gets
motivated to do work
 Social Needs: These needs include sense of belonging and love. These needs are
important for every employee in the company because they do not feel alone and
depressed. In the company each of the employee known each other, doing work in team
so that there is sense of belonging between the employees through which company can
achieve its objectives easily.
 Esteem Needs: Esteem needs include being valued, respected and appreciated by others.
As every employee in the company should get respect from other employees and get
appreciation of doing good work. If an employee does not get respect then the employee
may suffer may low esteem and not able to do productive work and the company can't
able to achieve its objective.
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 Self-actualization Needs: it describes person's need to reach at the full potential level.
People like opportunities , want to do some creative tasks. As in the company manager
can assign challenging work, inviting employees to participate in the decision making
helps company to achieve its objective.
AM holdings is required to fulfil these basic needs of its valuable employees. By
this way enterprise will be able to encourage people and would be able to retain them in the firm
for longer duration. This is beneficial for company to make employees loyal and enhance their
productivity as well.
Herzberg theory of motivation
This theory of motivation consist of two factor Hygiene factors and Motivating factors.
Hygiene factors includes salary, working conditions, work environment, safety & security. If
hygiene factors are not there in the company then the employees work less and poor hygiene
factor decrease employee job satisfaction.
Motivating factors includes increasing job satisfaction, motivate employees to work. If an
employee is doing good work then an employee is given praise in return of it. Am Holdings is
required to enhance job satisfaction of its staff and have to praise them for their hard work. This
would be helpful in raising their efficiency and making them loyal towards brand. This is
beneficial in order to achieve goal of business unit to great extent.
Process theory of motivation
Expectancy theory of motivation
The expectancy theory of motivation explains the behavioural process why individual
choose one behavioural option over the other. This theory explains that individuals can be
motivated towards goals if they believe that there is a positive correlation between efforts &
performance(Jacobs and Goodman, 2018).
This theory consist of three variables
 Expectancy : Expectancy refers to one's effort(E) will result in attainment of desired
performance goals. It can be said that more efforts can lead to better performance. In the
company if an employee is giving efforts to the work then performance will be
automatically good.
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 Instrumentality: Instrumentality means person receive a reward if the performance is met
with expectation. It can be said that performance will lead to outcome. If an employee is
performing good and met with the expectation then it will be receive reward of it.
 Valence: Valence means if the outcome is good then the position of an employee may
shift to higher post. If employees are performing good then there will be good outcome
and this leads to promotion of an employee to higher position.
M2. motivational theories nad concept that influence the behaviour of others
AM holdings is required to fulfil these basic needs of its valuable employees. By this way
enterprise will be able to encourage people and would be able to retain them in the firm for
longer duration. This is beneficial for company to make employees loyal and enhance their
productivity as well.
AM holding implements this motivational technique and continuously observe
performance of all workers. On the bases of their working efficiency entity gives them
promotion and incentives. This thing motivates people and they like to work in
organisation for longer duration.
P3. effective team opposed to ineffective team
Team means a group of people come together to achieve a common goal and works
towards a common direction. A team can be effective and ineffective where an effective team
means the team that increase the efficiency and productivity so that projects can be completed on
time with improved quality while an ineffective team means where there is lack of unity and the
projects are not completed till the deadline which leads to delay in goal achievement. Different
types of teams are present in A M (holdings) Ltd-
operational team- this team deals with the processes and ensure smooth functioning in the
office. They have their projects and function as per the set roles and responsibilities. They
support the other teams at the work place.
Problem solving team- It is build for redressing the specific problems and to take suitable
decisions regarding any issue arises in the company(Kitchin, 2017).
Virtual team- under this team the employees working at different locations are involved and
works on the basis of communication and cooperation.
FACTORS THAT CREATE AN EFFECTIVE AND INEFFECTIVE TEAM-
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Communication- better communication in the team leads to completion of task as per the set
standards and group members are well clear about their work and performance that makes an
effective team for A M (holdings) Ltd. On the other hand, if there is a lack of communication or
unclear communication will create ambiguity in the minds of the staff and they could not
perform as per stated which lead to an ineffective team(Bellini and et. al. 2019).
Team size- A M (holdings) Ltd has 5-6 members in each team so that they could function with
cooperation and coordination and in an organised manner which resulted as an effective team
while if the size of the team is not adequate that is too large or too small then the problem of
assignment of task arises and the target are not achievable and because of that the team becomes
ineffective.
Leadership- In an effective team the superior does not dominate the subordinates and they do
not show the power of leadership so that the workers will work with the best to their potential. If
the leader dominates or act as a leader even if he is weak then the workers will not listen to him
and will not work as per his directions which makes an ineffective team for A M (holdings) Ltd.
Contribution- the company invites its member for any suggestions and motivate them to
participate in the discussion about the task so that they can contribute more and more towards the
achievement of organisational goal which builds an effective team for A M (holdings) Ltd. When
the team members are not participated for the discussion then a feeling of demotivation generates
among them and they will not be able to contribute to their best which resulted as an ineffective
team.
Decision Making- decisions reached with consensus makes an effective team as general
agreement leads to efficient working among the members so that objectives of A M (holdings)
Ltd get achieved without any gap(Chumg and et.al., 2016). If there is any disagreement between
the group members then the zeal of working among them lowers down and the team will be
counted as ineffective.
Self-evaluation- for making an effective team self evaluation is very important so in such team
members are concerned about their performance and time to time review their work that it is
going as per the standards or not so that goals are achieved as per the standards. If the group
avoids or ignores the self evaluation and reviewing then the objectives cannot be achieved as per
the standards set and there will exist a huge gap between the actual and standard performance
which forms an ineffective team for the company.
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M3. theory of team and group development
Team development is essential for every organisation as it ensures organized working in
the corporate world so A M (holdings) Ltd uses Tuckman theory for developing an effective
team.
Tuckman theory of team development includes five stages that are-
Forming- It is a team building stage where the team members are unknown about the objectives
and are dependent on the leaders for the guidance. For creating a good team it is necessary that
the leader of A M (holdings) Ltd trusts the members and directs them about his expectations so
that the team works accordingly.
Storming- At this stage the members gain trust among each other. They raise voice for their
opinion which may result in conflict. Some team members hesitate to share their views and
perspectives because they are afraid of getting out from the team so the leader plays a guiding
role and motivates the members to share their ideas freely and openly. For moving forward to the
next stage it is important that the members resolve the conflicts on their own.
Norming- It relates with the task oriented stage. The team leaders of A M (holdings) Ltd can
assign the tasks with liberty so that the members can perform the task independently. At this
stage the group members are comfortable and open towards each other's ideas and high
cooperation regarding the rules and methods is present so that efficiency increases and conflicts
are not taken personally.
Performing- Under this stage the team performs energetically and all the group members are
aware and clear about the expectations and goals of A M (holdings) Ltd and works in the
common direction(Coccia, 2015). They function outstanding and has the capability to make
decisions by themselves without any guidance from the leader.
Adjourning- finally the team reaches this stage when the task get completed and the team gets
dissolved. The team leader organize the farewell party for the group members and rewarding
them for their performance.
P4. Concept and philosophies of organisational behaviour
CONCEPTS-
System theory: This concept treats organisation as the system than can be of two types open
system and closed system where an open system is one that interacts with the environment
through the inputs and outputs while closed system is one that does not interact with its
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environment. A M (holdings) Ltd follows open system as it connects with the external
surroundings.
Path- goal theory: the leaders of the company chooses specific behaviour for their employees
that are in accordance with the needs of the employees and suitable to the work surroundings so
that the leaders helps the workers in functioning of day to day operations and achievement of
goal through the path.
PHILOSOPHIES-
Autocratic: In this philosophy the powers are in the hand of managers. The managers of A M
(holdings) Ltd have right to give orders and the subordinates obey their orders
obediently(Sendjaya and et.al., 2019).
Custodial: this approach brings satisfaction among the employees as they are rewarded with the
security and other benefits so that the needs of the workers are met by the company.
Supportive: A M (holdings) Ltd adopts this philosophy as the managers assist the employees in
attainment of day to day working activities so that tasks can be accomplished successfully and an
opportunity to grow for an individual arises.
D2. Significance of team development theory and concepts and philosophies
Team development theory facilitates improved creativity and innovation in the
organisation. It also brings quality of decision making and better control and work discipline
among the members so that commitments to the task are achieved for A M (holdings) Ltd. The
concepts and theories enables the business in smooth running of operations and a feeling of
belongingness can be reached between the employees and the enterprise so that the workers
retain for the long term and the company becomes more stable in today's changing environment
and can make tomorrow's world better(Karatepe and et.al., 2019).
CONCLUSION
The above report summarises that organisational behaviour provides a road map to the lives of
the people in the organisation and builds better relations through work culture, reward power and
healthy politics. It improves the goodwill of the company and is multidisciplinary in relation to
different techniques and theories are applied to evaluate the performance of the employees. It
also helps in predicting the behaviour of others and enhance the productivity, effectiveness and
efficiency.
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REFERENCES
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pp.141-158.
Chumg, H.F. and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
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Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
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Opoku, F.K. and Arthur, D.D., 2018. Perceived organisational politics, political behaviour and
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