Organisational Behaviour: Effective Teams in Business Context Report

This report delves into the realm of organizational behavior, specifically focusing on the characteristics that define effective and ineffective teams within a business context. The analysis highlights the importance of cooperation, proper communication, and clear job roles in fostering team success, while identifying factors such as lack of trust, vague role definitions, and lack of commitment as detrimental to team performance. The report applies these concepts to a real-world business scenario by using Tesco as a case study, illustrating how organizational behavior principles impact employee engagement and organizational structure. The conclusion emphasizes the influence of organizational culture and environment on employee behavior and overall organizational productivity.

Organisational Behaviour

TABLE OF CONTENT
 INTRODUCTION
 P3 Explain what makes an effective team as opposed to an ineffective
team.
 P4 Apply concepts and philosophies of organisational behaviour within
an organisational context and given business situation.
 CONCLUSION
 REFERENCES

INTRODUCTION
Organisation behaviour refers to the study of individual or group
behaviour of human which affects the organisational structures,
performance, culture, leadership, motivation and etc. It is the study in
which how an individual conduct his behaviour within the organisation
is analysed and evaluated. For reference purpose this report has taken
an example of a company, Tesco. Tesco is a British multinational
company which deals in groceries and general merchandise. It is a retail
company which was established in 1919 in England, UK.

P3 Explain what makes an effective team as
opposed to an ineffective team.
An ineffective team will be:
 Lacking of openness and trust: The members of ineffective team will not
be so open among each other. And as they are not open their will be lack of
trust between them. The members of the team will not develop bond also
they will be feel comfortable in each other company. This will hinder the
effectiveness in the team.
 Vague role definition: The role or job description if not clear to the team
may cause the ineffectiveness. If the members are not clear about the task
they need to perform thenthis would result into confusion and vague
direction. This will cause inefficiency into the team (Hauser, 2014).

 Lack of commitment: If the employees or the team members are lacking in
the commitment then the team motive can hardly be achieved. Commitment
towards the job or job role is the main factor which makes a team effective
but if the commitment is not present into the team then team will not be a
successful one.
 No progress or resolving issues: Issues occurs in every group or team and
to resolve it with mere politeness and patience is the duty of a team leader.
If the issues and problems are not solving with the time it will result into
conflicts, confusion and misunderstanding among the members. This can
stop the team in the attainment of its predefined goal and objective.

An effective team will be:
 Cooperative: Cooperation is the major factor which keeps a team going.
Cooperation among the members is very much useful for the attainment of
objective. A team can attain its goal when there is cooperation among the
members (Ludwig and Frazier, 2012). Cooperation would lead to trust and
commitment among the members.
 Proper communication: Proper communication helps any organisation or
team in reducing any barriers. With communication the team members can
openly put their ideas and shares their view and problem among each other.
This helps a team in tracking the problem so that they can come up with its
solution. This helps in making a team effective.

 Clear job roles: In the team, the job roles of the members are very much
clear. By clearing the roles every member would know about the task and
the work his team leader has expected from him. Accordingly the member
will perform his work. This helps a team very much in making itself very
much effective.

P4 Apply concepts and philosophies of
organisational behaviour within an
organisational context and given business
situation. Organisational behaviour concept is into the boom in modern businesses.
The major focus is given on the organisation behaviour and the factors
which affects the behaviour of an organisation. The company’s focus upon
the environmental factors which can hinders their company’s behaviour
(Morgeson and et. al., 2013).

 It deals in understanding the human beings and their needs and expectations
form the organisation. By analysing of this an organisation then develops the
structure accordingly (Nahavandi and et. al., 2013). The philosophy also
undertakes the job security along with the healthy and safe environment to the
employees. Getting known about the expectations of the employees regarding
their expectation of organisational culture, informal groups play a major role in
this. The organisational behaviour also undertakes the behaviour of human
being as an individual, in group and at interpersonal level.
 The company Tesco, gave an ample amount of time into setting its
organisational culture and environment in such a way that it gets good response
from the behaviour of its employees. The organisation with the time and trend
changes its structure which helps in making a good organisational behaviour
(Nelson and Quick, 2013)

 Tesco too understands the need to undertake organisational behaviour for that it
randomly takes feedbacks from its employees about any sort of difficulty or
problem they might are facing while working. The company also welcomes the
suggestions from its employees about any changes they might feel to change or
implement. Tesco has followed the structure where communication is open at
all the levels. Also they employee opinions are involved before taking any
major or minor decisions. This encourages the employees and they feel quite
motivated about being considered as a part of decision making of the company.
They feel important part and happily put their opinions and views on the table.
The Tesco has flat structure; it means that the communication and the hierarchy
which a company follows are very small. Taller the hierarchy, the long would
the communication system of an organisation. Therefore, the companies put
emphasis on organisational behaviour more.

CONCLUSION
 From this report, it can be conclude that the organisational behaviour refers
to the study of human behaviour into an organisation. The attitude and
behaviour a human has of an organisation affects the productivity of the
organisation. Also organisational culture and environment plays an
important role in determining the organisational behaviour. The
organisational culture, politics and power effect on the behaviour of
employees.

REFERENCES
 Ludwig, T.D. and Frazier, C.B., 2012. Employee engagement and
organizational behavior management. Journal of Organizational Behavior
Management. 32(1). pp.75-82.
 Morgeson, F.P., and et. Al., 2013. Extending corporate social responsibility
research to the human resource management and organizational behavior
domains: A look to the future. Personnel Psychology. 66(4). pp.805-824.
 Nahavandi, A., and et. al., 2013. Organizational behavior. Sage Publications.
 Nelson, D.L. and Quick, J.C., 2013. Organizational behavior: Science, the
real world, and you. Cengage learning.