Organizational Behaviour Report: Company A, UK - OB Analysis

This report provides an in-depth analysis of organizational behavior (OB), focusing on the impact of culture, politics, and power dynamics within a UK-based fruit and vegetable wholesaler, "A David & Co Limited." The report explores different organizational cultures, including power, role, task, and person cultures, and their influence on employee behavior. It also examines the importance of cultural awareness and cross-cultural communication, referencing Hofstede's cultural dimension theory. Furthermore, the report evaluates the roles of power and politics in decision-making processes and their effects on employee behavior. The core of the report centers on motivation, differentiating between extrinsic and intrinsic motivation. It delves into motivational content theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, analyzing how these theories can be applied to improve employee satisfaction and performance. Finally, the report touches upon process theories of motivation, specifically Vroom's Expectancy Theory, to explain how employees make choices in the workplace and how motivation can be enhanced through effective management strategies.

ORGANIZATIONAL
BEHAVIOUR

INTRODUCTION
Organizational behaviour (OB) is a process of studying ways in which people interact
with each other in an organization. This is generally applied to increase their efficiency of
business. It can be applied to evaluate overall management of the workers. It is a study of both
members working and the organization as well. Organizational behaviour theories are used for
the organization to maximize their output from individual group members. The main purpose of
organizational behaviour is to increase organizational theory which can helps them to develop a
better business in the market. It is the basic concept of human resource (HR) and the
organizational development. This report will focus on the OB of company “A David & Co
Limited” is a wholesaler of fruits and vegetables in United Kingdom. It has a wide range of
seasonal and freshly produce vegetables and fruits. Along with this it also delivers dairy and
bakery products like Milk, Cream, Yogurt, Mayonnaise, Butter, Egg, breads and buns, etc. A
range of quality frozen bread, pastries and fruit is also available. This report will study influence
of culture, politics and power on the behaviour of members working in their organization and to
evaluate theories of motivation and motivational techniques which can help to enable the
effective achievement of goals in company.
LO 1
P1. Influence of culture, politics and power on organizational behaviour in Hospitality Industry
Organizational culture is defined as, values and beliefs which help the organization to
govern people on how to behave in the firm. These values have a very strong influence on the
employees working in their organization and helps in social and psychological environment of
the company. On the basis of Charles Handy’s model, there are four different kinds of culture i.e.
Power, Role, Task and Person which are explained as below:
 Power Culture: This culture is defined as the power which is held by only few
individuals who has a great influence throughout the organization. They are the one who
has special powers at their workplace. They are the most important employee in the
organization who has the authority to take all the major and important decisions for the
company. These individuals further delegate responsibilities to different employees
working there. Employees are basically analyzed on the basis of what they have achieved
in the organization rather than how they are doing their work. A power culture is usually
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a very strong aspect in the context of organizational behavior, so it has to be done
properly by the organization (Dipboye, 2016).
 Task Culture: Team culture is formed when there are teams to perform different
functions or tasks in the organization. In these situations, employee's who have common
interests come together to build a team. There are approx four to five members included
in every team in the organization to perform their tasks. Having suitable skills,
personalities and leadership qualities, working in any team will be productive and
creative for the organization. Every team member or employee working in the team has
to give equally in the given work and complete their tasks in an effective way.
 Role Culture: In role culture, every employee or member working in the organization
has given their respective roles and responsibilities according to their specialization in the
work, their educational qualification and interest to get the desired results from that task
or work. They are highly controlled and managed. Importance of the role culture in an
organization is calculated by its role in the organizational structure. In a culture,
employees decide the best they can do and are willing to accept the challenge.
 Person Culture: In person culture, employees feels that they are prior and unique than
their organization. In this culture, they are more concerned about themselves only rather
than the firm in which they are working in. Employees came to work just for earning
money. They show loyalty towards their management only. They never decides in the
favor of the organization they are forking for. (Gelfand, and et.al., 2017).
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The importance of cultural awareness in organization
Cultural awareness in the organization is a tool used for communication between their
employees working in company as it helps to develop the ability to become aware of cultural
values, beliefs and perceptions in the workforce station. It helps to have some perspective and
understanding of the organization's working. Understanding these cultures will also help the
organization to resolve and prevent racial and ethnic divisions. Hofstede's cultural dimension
theory is a tool which is used to evaluate the cross-cultural communication of employees in
organization. This model will help to understand the cultural differences among people. This
cultural awareness in the organization can be used by them to provide a scenario of other
cultures, for example, what behavior they should adapt to treat other country's employees etc.
(Miner, 2015).
Effect of power and politics in organizational behaviour in hospitality businesses
In any firm or organization, factors like, power and politics plays an important role in
making decisions for employees as well as for the company. The impact of power depends on
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Illustration 1: Handy's 4 Organizational Culture
Source : (Understanding Organizational Development and quality
Culture, 2015)

their employee's behavior, whether they are taking it as a positive or negative to affect other
employees in the workplace. Whereas politics in the organization can have a direct influence the
power of the employees and can determine their overall culture of workplace as productive or
not. Positive power in an organization helps their staff members to make them strong to their
own decisions in the organization, by giving them difficult work to perform and appointing
employees who can strongly supervise other employees in the organization. It helps to build
confidence in them and motivate them to work hard. To increase the productivity, they should
develop or create a political culture for their employees to understand their work. Establishing
these clear policies will make it easier for the employees to spend more time on producing
quality work for the organization (Greenberg, 2014).
LO 2
P2. Evaluating Theories of Motivation and Motivational Techniques
Motivation is a tool in the organization which encourages the employees to achieve
desired objectives. It is very important for the organization to have employees which are
motivated and dedicated towards their work. There are two types of motivation i.e. extrinsic and
intrinsic. It is very important to understand the employee's nature and type of motivation that
should be given to them in order to work effectively in organization. These will enable the
employees to better categorize or differentiate their team members and apply appropriate type of
motivation.
 Extrinsic Motivation: When employee's motivational strength is coming from outside, it
is known as extrinsic motivation. The most well-known and debated motivation is
money. It contributes a lot to encourage employees to work more. These occur to perform
work or engage in an activity to earn a reward from the organization. Various factors can
help in activating extrinsic motivation in their employee can be done through by giving
employee of the month award in the organization, giving them additional bonuses,
organized activities, etc. (D'Souza, and Gurin, 2016).
 Intrinsic Motivation: When employee's motivational strength is coming from himself, it
is known as Intrinsic Motivation. From this, employees have a desire to perform different
tasks which they believe they can perform very easily and effectively. Some factors
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which can help to encourage this motivation are curiosity, acceptance, social interaction
with people, etc.
Motivational Content Theories
They are also known as Needs Theories, because they are linked with determining 'what'
factors motivates the employees. In this theory, employees or staff members tries to identify
what are their 'needs' and relate these motivation theories to fulfill their requirements. There are
various content theories known, for example: Maslow's Hierarchy of Needs: This is the most famous theory used of motivation in the
organization. Maslow suggested that motivation is the result of any person's attempt to
fulfilling their five basic desire which are physiological, safety, social, esteem and self-
actualization. These needs enable to build an internal pressure on their mind which can
influence their overall behavior. There are various methods which can help them to
motivate employees through management style, for examples,
1. Physiological Needs: These are the most important needs which should be given to them,
for example, air, water, food and sleep. If these are not satisfied properly then their
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Illustration 2: Intrinsic and Extrinsic Motivation
Source : (The power of intrinsic motivation, 2017)

motivational level will decrease with time. Organization can provide lunch breaks, rest
breaks and wages at the workforce place.
2. Safety Needs: These needs have to be fulfilled by the organization by giving medical
insurance to their employees, job security and financial stability, etc. If employees will
feel safe, then they will give more attention towards their work. Organization should
provide a safe environment to work.
3. Social Needs: For interacting with other employees working in organization they require
social needs to perform. It can include various factors such as need for belonging, friends
and attention from the workplace. Organization should create a sense of community in
their employees through team-based projects and social events (Motivation theories,
2014).
4. Esteem Needs: These needs are also important for the overall behavior of their
employees. Based on their requirements, it is classified as internal or external needs of
the employee. Internal needs are those which are related to self-esteem like self-respect
and achievements in the organization. Whereas, in external needs, social status and
recognition are there. For example: reputation, attention, etc. Organization should
recognize the achievements of their employees to make them happy and satisfied.
5. Self-Actualization: It is a process which helps the person to self-realize their capabilities
and power. According to Maslow theory, very small amount of the population achieve
the level of self-actualization. After understanding the capabilities, new opportunities
grows for the employees. Organization should provide their employees different
challenges to understand their capabilities.
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Illustration 3: Maslow's Hierarchy of Needs
Source : (Content Theories of Motivation, 2017)

 Herzberg Theory: Psychologist Frederick Herzberg, proposed this theory for motivation
employees working in any organization. Also known as Two Factor Theory of
Motivation. It helps to explain the motivation and performance of their employees
working in an organization using hygiene and motivation factors. According to this
theory, employee's job satisfaction in the organization depends majorly on two aspects
i.e. factors for satisfaction (motivators/satisfiers) and dissatisfaction (hygiene factors/
dissatisfiers).
Herzberg's Hygiene and Motivational Factors:
Factors for satisfaction (Motivators or Satisfiers): There are various factors which are
included in this, such as,
 Working conditions of the employees,
 Policies and administrative practices of the organization,
 Salary and benefits of their staff members
 Supervision of the work in organization,
 Providing job security &
 Personal life.
Factors for Dissatisfaction (Hygiene factors or dissatisfiers): Factors which are included in
these factors are as follows:
 Responsibility of their work,
 Achievement,
 Overall growth of the employee and organization &
 Job challenge.
A David & Co Limited organization needs to work on their management system to
provide their employees a better environment to work. Organization should provide a proper
hygiene factors to avoid their dissatisfaction in the workplace, they should also provide them
facilities in their work to make the satisfied with their jobs in the organization (Alshmemri,
Shahwan-Akl and Maude, 2017). Organization should have sufficient challenge to utilize the
ability and qualities of their employee. Employees with increased level of ability should have
given high levels of responsibility.
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Process Theories of Motivation
Process-based theories consider motivation as a rational process in the organization. In
these theories, individuals understand their working environment, and develop thoughts and
feelings as well as react in certain ways to the situation. Process theories explains the thought
processes of individuals who shows motivated behavior (Lazaroiu, 2015). Vroom's Expectancy Theory: This theory helps to determine or explain how employees
choose their options from the available actions in the organization. Vroom defines
motivation as a process which helps to govern or manages the choices among alternative
forms of voluntary behavior of their employees in an organization. This theory has three
factors in it like:
1. Expectancy: This is the factor in which employee believes that more efforts will help in
gaining better results and success. If they work hard, they will improve their work
efficiency in the organization.
2. Instrumentality: In this factor, employees believe that there is a connection in between
their activities and goals for example, if they perform well in the organization, they will
get a better reward (Types of Motivation, 2016).
3. Valence: In this factor, the degree to which an employee values their reward is calculated
which helps them to get good results.
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Illustration 4: Herzberg's Two Factor Theory
Source : (Herzberg's Two Factor Theory, 2016)

There are various factors which can be helpful for “A David & Co Limited” company to
implement their management system to increase the work efficiency of their employees by
motivating them. Some techniques which can be used by the organization are as follows:
 Creating a positive work environment for them to work,
 Setting goals for them to achieve,
 Recognizing their achievements,
 Providing them incentives for their work &
 They should provide professional enrichment to their employees, etc.
LO 3
P3. Explaining building of an effective team for the organization
Working in a team helps the organization to work effectively. It brings creativity in their
work which help in the betterment of organization. Teamwork also helps to increase their shared
knowledge at workplace and encourages them to learn new skills and techniques which can be
used by their organization to implement. It also teaches conflict resolution skills to their
employees. There are various models which help to build an effective team for the organization
like:
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Illustration 5: Vroom's Theory
Source : (Vroom's Expectancy Theory, 2018)

 Tuckman's Team Development Model: It was first proposed by Bruce Tuckman. He
suggested some phases which are the most important in building an effective team. These
phases are as follows:
1. Forming Stage: At this stage, team members meet and learns about their opportunities
and challenges in the organization. They should be positive and polite in order to achieve
their goals or objectives. Team members are usually showed their best behavior in the
organization and very focused on themselves. Employees or members tries to become
work oriented with the given tasks as well as to each employee working there.
2. Storming Stage: At this stage, the team members start building trust for each other and
sort themselves. In this, employees push their limits to work. When the group members
starts to working together, they learn about individual’s working styles and pattern.
Differences in personality and thoughts which arises in the team should be resolved
before they team can progress to next stage (Natvig, and Stark, 2016).
3. Norming Stage: In this stage, employees start resolving their differences with other
members. They start appreciating their colleague's working style and respect others work.
It helps them to socialize with others. They start to develop a commitment which is very
strong for the team to achieve their goals and increase progress for the organization.
4. Performing Stage: This is the final stage of Vroom's model where all team members or
employees become more competent and autonomous and are able to take decision for the
organization which are beneficial for them without any guidance of their leaders or
managers. Team will make most of the necessary decisions by themselves only which is
good for them.
5. Adjourning Stage: This stage involves the completing of all tasks given to their
employees. It also helps them to allow flexibility in their team roles. It also assists in the
timing and selection of new members for the team which enable them to create future
leadership opportunities for the organization (Klotz, and Neubaum, 2016).
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For “A David & Co Limited” company, this model can be beneficial to implement as
there are members that are working as a team in the organization who will get benefit from this
model to understand their team members. It will help them to understand their co-workers more.
LO 4
P4. Philosophies and Concepts of Organizational Behaviour in Hospitality Industry
Organizational Behaviour (OB) is a concept or tool which revolves around the nature or
behaviour of their employees and organizations. There are some philosophical concepts in
organizational behaviour. The principle factor of OB is mainly based on two key elements:
 Behaviour of the employees and
 Behaviour of the organizations
Behaviour of People: It is a concept which is based on qualities of their employees working in
the organization. There are some major factors which affects nature of the employee. For
example:
1. Individual Difference: Every individual working in the organization is different from
others. For example, manager of “A David & Co Limited” organization should not be
biased towards any employee in the team. He should treat everyone equally working in
the organization (Konopaske, Ivancevich, and Matteson, 2016).
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Illustration 6: Tuckman's Team Development Model
Source : (Team Building and the Tuckman Model, 2014)

2. Perception: It is an ability of the person to observe, listen and conclude something.
Every member interprets things differently according to their understanding. For
example: 2 employees working in the same organization have different opinions on the
working management system. This can be solved by organization by listening to all the
suggestions given by their employees.3. Motivated Behaviour: It is the behaviour of their employee which helps them to be
motivated from their co-workers in the organization. There are usually two different
types of employees found in the organization, Positive motivation Behaviour: These are those employees who encourage others to
become motivated and perform their duties with more responsibilities.
 Negative motivation Behaviour: In this, they demotivate their co-workers in the
organization by saying negative things to them, for example, If they don’t complete their
work in time, they will be removed from the office, etc. (Miner, 2015).
4. The Value of the Person: Organization should value the employees who are working
there in order to increase work efficiency and giving them opportunities which can help
them to develop their personalities.5. Human Dignity: Organization should treat their employees respectfully. They have to
maintain their dignity at the workplace. It is most important for the employee to feel
respectful in the work environment.
Nature of the Organization: In this factor, it helps to state the motive of organization. It
also helps to understand various opportunities which are available in global market for them
(Tanner, 2017). Nature of organization can be understood by various concepts like:
1. Mutuality of Interest: Mutual understanding in between employee and organization is
very important to be maintained. It will help them to achieve their respective objectives
or goals for the organization. It can be very helpful for both of them to increase the sales
and services of the company in order to increase their overall profitability.
2. Ethics: These are moral principles of the employees and of their organization as well. It
should be followed properly in order to work in an ethical way which can help them
achieve their target. Organization should establish code of ethics training reward for
notable ethical behaviour of the employees who are working there.
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 Social System: It refers to the behaviour of their organization with other firms, their
customers, etc. Social system are of two types i.e. Formal Social System: In this system, it includes firms, different organization and people
gathered for meeting and conferencing is considered as formal social system (Pinder,
2014).
 Informal Social system: It includes people like friends which enjoy and party together.
There is a huge scope in organizational behaviour (OB) as it can help to govern or
influence the operations of an organization.
CONCLUSION
From the above report, it can be understood that organizational behaviour (OB) is very
crucial for “A David & Co Limited” to be followed in management system to increase their work
efficiency. This will help them to evaluate the influence of culture, politics and power on
behaviour of their employees towards organization. It also discussed about different motivational
theories which can be helpful for the organization to implement in their management system,
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Illustration 7: Organizational Behaviour
Source : (Organizational Behaviour, 2016)

such as Maslow's theory which concludes different needs which the organization should provide
to their employees and Herzberg theory and Vroom's Expectancy theory which can help them to
keep their employees motivated. It also demonstrated Tuckman’s Team Development model
which can help them to build a strong team which can help to improve the work efficiency in the
organization and the impact of development stages on individual working there. It also discussed
about the concepts organizational behaviour which helps them to understand their employees
behaviour towards their co workers and their organization as well.
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REFERENCES
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behavior.
Gelfand, M. J. and et.al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied Psychology.
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Greenberg, J., 2014. Behavior in Organizations: Global Edition.
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Konopaske, R., Ivancevich, J. M. and Matteson, M. T., 2016. Organizational behavior and
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Lazaroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
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Miner, J. B., 2015. Motivation-Hygiene Theory: Frederick Herzberg. In Organizational
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