Organizational Behavior Report: Impact of Behavior on 1Spatial PLC

This report provides an analysis of organizational behavior within 1Spatial PLC, an IT firm. It examines the influence of culture, power, and politics on employee behavior, highlighting how these factors affect individual and team dynamics. The report delves into motivational theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and their application in motivating employees. It also explores the expectancy theory and discusses effective motivational techniques, such as appreciation and challenging tasks. Finally, the report differentiates between effective and ineffective teams, emphasizing the importance of team dynamics in achieving organizational goals. The report uses the context of 1Spatial to illustrate these concepts, providing practical insights into managing employee behavior and fostering a productive work environment. The study emphasizes the importance of understanding employee behavior and how it relates to the company's success.

Organizational Behaviour

INTRODUCTION
OB is concept of interaction between human behaviour and organisation. It defines that
the way people can behave and interact with groups and business. It can be classified into 3
major categories: Individual (micro-level), Groups and teams (meso-level), how organisation
behave (macro-level). It is a systematic study of knowledge about how individuals and groups
can act within organisation (Liu, Li, and et.al., 2018). Organisation is basis of human resource
management and development. In this report, how employee behaviour affect the organisation is
described and theories of motivation helps organisation to motivate employees by rewarding. It
also describes the difference between effective and ineffective team. The concept of organisation
philosophies also discussed. The organisation for this report is 1Spatial which is IT firm.
Task 1
P1- The influence of culture, politics and power in an organisational
In an organisation power and politics is considered as major aspects. It plays a vital role
in company i.e. how make decisions. Politics and Power influences the behaviour of individuals,
group and organisation in problem solving in company. (Koganti, and et.al., 2015).
These elements can directly effect of organisation culture, power and politics. In
organisation culture, power and politics determines growth of company and also for the stability
and continual success of company (Gomez-Marin, Stephens, and Brown, 2016). Power and
Politics are two main components either cause of failure and success of the company. Company
and its leadership totally depend on power and politics. These power and politics includes, time,
money, resources, and authority. Politics is concerned with cultures into organisation, managerial
positions, personal values and personal structure and Power is built by social responsibility,
behaviour of organisation culture and management teams. Power is a medium of organisation
through which many conflicts between individual, team or itself organisation are solved.
In 1Spatial plc, organisational behaviour is essential to be effective in all different level
of company. Behaviour of employees depend on how the workplace culture is. Any change in
culture will influence employee in negative or positive way (Basu, 2017). Culture and behaviour
are related to each other. Politics and Power play huge role in 1Spatial plc business from
decision making to how their employees interact with another. The combination of culture,
politics and power have spilled over into workplace. In today's business environment 1Spatial

plc have to worry about not just completing task but also about culture that can influence day by
day operations. The amount of power and politics have in workplace can directly affect the
culture as well as 1Spatial performance in market. 1Spatial uses which gives idea to company for
better performance:1. Reward Power: In this type of power, compliance based on ability to distribute rewards
that other view as valuable. Rewards can be in form of salary, bonuses, incentives,
recognition and promotions.2. Coercive Power: It is opposite side of reward power. In this, ability to punish someone
means to force doing something against his wish. Although, it is a negative power but
sometimes is often used to keep the peace in organisation. This includes verbal abuse,
lack of support, and disciplinary actions.3. Referent Power: Referent power is based on interpersonal attraction. It is when people
want to be like you, your attributes and trades.4. Expert Power: Expert power is based on knowledge and skills. When a person in group
has strong knowledge and skill that someone requires then the manager has expert power.
This is very common power in company.
5. Legitimate Power: Legitimate power is based on rank and role in firm. It is high due to
their position.
Culture of organisation is a set of assumptions, beliefs, values which determine how
people behave in organisation (Chumg, and et.al., 2015). 1Spatial maintains unique culture
which provides guidelines and boundaries for behaviour of employees in company. Due to better
culture in 1spatial employees are able to perform roles and responsibilities in proper manner. For
influencing employees power plays an important role. Power may use for both rewarding and
punishing. In 1Saptial management increase in pay and rewarding to high the morale of
employee for more hard work. Using right power may result in high performance for
productivity in organisation. In 1Spsatial power is used to influence the performance of
employee. Politics is important part of any company, because organisation made up of different
interest. Manager of 1spatial can take help of external sources for achieving the company goals
and targets. This will benefit the organisation politically.

M1- The culture, politics and power can influence individual and team behaviour
In any organisation the top management have power to control all operations of company.
This may lead to misusing of power which may affect the company. Leadership of organisation
totally depends on Power. It is built by social responsibility, behaviour of organisation and
management teams (Tangaraja, and et.al., 2015). Due to unequal distribution of power in
management the operations of 1spatial may get affected. It may influence employees to work for
long hours due to this their behaviour is affected. This may result in conflicts between employees
and management.
TASK 2
P2- Evaluation of Content and Process theory of Motivation and motivational techniques
Motivating individuals and team plays a significant role to any organisation for achieving
goals and objectives. For achieving goals and high performance, each leader needs to motivate
employees by motivational strategies to create and maintain spirit of enthusiasm among
individuals and team (Fayolle, and et.al., 2018).
Content theory is also known as need theories because basically they try to determine
what are the 'needs' for motivation. Whereas Process theory determine more issues relating to
process work, such as degree of effort, continuation of effort, modification of effort etc. For
motivating employees there are two theories:
Maslow's Hierarchy of Needs

Maslow's theory describes a five-tier model of human needs represented as hierarchical
levels within pyramids. The levels of pyramids from bottom to upwards needs are: Physiological
and safety needs are: Physiological, safety, belongingness and love, esteem and self-
actualization.
The first four level of Maslow's theory are referred to as deficiency needs (D-needs) and
top level is growth or being needs (B-needs). The deficiency needs arise due to economic
condition. They are the basic needs required for survival. The motivation to fulfil such needs will
become longer and stronger. In such condition individual and team must satisfy lower level of
needs before moving to higher level (Magin, and et.al., 2015). Physical Needs: These are the basic natural human needs for survival of the fittest for
example water, food, sleep, clothing, shelter, etc. These are the natural requirement for
every human being. Maslow's considered this is basic need and most important need for
any person and it should be met first. Safety Need: Once a physiological need is satisfied then their safety needs take
precedence. During natural disaster, family violence, childhood abuse etc. People may
Illustration 1: Maslow's Hierarchy of Needs
(Source: Saul McLeod, 2018)

suffer from many situations like stress, depression, post- traumatic stress disorder etc.
These can be avoided by giving security from elements, law, stability, order, freedom
from fear. Social Need: Afterwards the basic requirements (physiological & safety) the third level
of human need is social need which is social requirement. For example- friendly
relationship, trust, mental attitude, giving and return affection and love. Esteem Need: According to Maslow theory of needs, it is divided into two parts: (i)
Esteem for oneself (dignity, achievement, ) and (ii) desire of reputation and respect from
others (status, prestige). Esteem requirements are all human needs to feel respected which
is self-respect and self-esteem.
 Self-actualization: “A desire to become the most one can be”, realizing one's full
potential, self-fulfilment, seeking personal growth and peak experiences. This term is
used for one's desire and personal growth.
Herzberg's Theory of Motivation
According to theory of Herzberg, there are some factors that create difference between
satisfaction and dissatisfaction. These factors can vary according to organisational culture.
Illustration 2: Leadership styles & motivational theories
(Source: ALISAJJAD, 2018)

Herzberg divided factors in two types:
Hygiene Factors: These are the factors which are important for being motivated at work station
(Tangaraja, and et.al., 2015). Hygiene factors are also called as maintenance factors.
Hygiene factor may also further classified into:
 Pay- The structure of salary should be appropriate and reasonable. It is important that it
must be equal to everyone as per company policy.
 Company and Administrative Policies- The policy should be clear-cut and clean; not too
complicated. In these suitable working time, attire, breaks, leaves etc.
 Fringe Benefits: The organisation should give health benefits, health care plans,
beneficial plan for family, employee programmes etc.
 Physical working condition- This means physical environment of industry that it should
be clean and hygienic. The systems and work equipment should be updated and well
maintained.
 Status- The status of employee's with company should be well-known and retained. Job
status providing by company should be meaningful work for all positions.
 Job Security- The company should provide job security to employees.
Motivational Factors: According to theory, the hygiene factor are not motivating factors. The
motivational factor that provides positive attitude towards the work to employees are called
satisfiers (Fayolle, and et.al., 2018). By these factors performance of employees increased. These
factors motivate employees for performing the job and they are rewarded for good performance.
Motivational factors include:
Recognition- Appreciation is the key element for employees for their great work. Employees
should appreciated for their good work and better performance by recognition by superiors.
 Sense of Achievement- This is a very powerful motivator. Providing opportunities for
achievement can motivate workers, improve self satisfaction and high productivity by
setting goals for project. This factor depends on job.
 Growth and Promotional Opportunities: To motivate employees in organisation there
must be some opportunities to perform better.
 Responsibility: Supervisors or higher authorities should give some responsibilities to
workers and showing trust to them. They must responsible for work.

Expectancy Theory
It is also known as VIE theory i.e. valence, instrumentality and expectancy. This is motivation
process theory because it emphasis individual perceptual experience of environment and
subsequent interaction arising as a consequence of personal expectations (Tangaraja, and et.al.,
2015). In this theory VIE stands for:
Valence (Reward)- Goals and objective
Expectancy (Performance)- the efforts required to complete task.
Instrumentality (Belief)- the belief of reward received once.
M2- how behaviour is influenced through motivational theories
Effective ways to motivate Employees:
1. Appreciation: Always show sincere gratitude for unique ideas and contribution to
employees of company. Being appreciated is one of the greatest need of any worker,
appreciation works more than money.
2. Communication: Without communication build up new ideas, concerns cannot possible.
Always try to communicate with each and every individual or communication between
teams will discover a hundred of new ways if organizing activities more successfully.
3. Give Challenging Task: If workers doing constantly same task every idea they can't
grow. By giving new task and challenges will help on developing new skills.
4. Encourage: Encouraging to new creativity and innovative ideas boost up the
performance of employees. Give them freedom to find their own unique way of solving
problem and face new challenges.
Every organisation needs to motivate people for high performance. In 1saptial wants to
automate and streamline the process to reduce cost and effective position to maintain the value of
their geospatial data. For this 1saptial needs the concept of motivational theories to workplace.
The company practices often motivational theories in order to best utilize a company human
resource (Chumg, and et.al., 2015). The benefit of this is if an individual is motivated he/she puts
more effort in their work in order to achieve goals. This encourages other team members to work
effectively. Due to this the team behaviour is influenced. On the other hand, it can create
conflicts among team members. The team members encourage by motivation and this result in

innovative ideas and creativity which boost the performance of employee's. Whereas high
motivation also leads to overconfidence which means when employees praise or rewarded
continuously they become lethargic.
TASK 2
P3: Effective Team as opposed to an Ineffective Team
Teams have an important and significant role play for a company. For growth and
development of any organisation, it is necessary that operations are performed effectively (Mu,
and et.al., 2016). The group or team members must have having compelling purpose, clear
understanding, team focus, etc. Therefore, lacking of these factors makes team ineffective, that
result on low performance.
Effective team encourages discussion point on which they disagree for change. Effective
Team have some positive light such as:
 Open Discussion- Individuals or members can participate or contribute in discussion and
have healthy conflict for disagreement. Members listen and learn from other groups.
 Less Dissatisfaction- Employee's can take final decision by persuasive other workers by
logical rather than crude argument that can result in dissatisfaction.
 Focus on Goal- Pursuing goal is main target of members, nothing matters whoever
leading it,
The organisational performance and productivity can affect by ineffective team. Poor
performance at workplace are clear sign of ineffective team. Ineffective Team have negative
lights such as-
 Lack of objectives and tensed atmosphere- Tensions are sometimes held due to
destructive conflicts, lack of communication, clashes of personality with members not
listening or learning by other team members.
 Discussion making through crude voting, but to win around minority who vote against
the idea; avoidance of assessing and discussing its progress and performance.
Effective Team VS Ineffective Team:
Basis Effective team Ineffective team
Underlying Goals The task and challenges are The task and challenges are

easily understood by team
members for achieving the
target goals.
difficult to understand by team
members or what is objective
or goals
Member Contribution People participate or
contribute with lot of
discussion for task, but remain
pertinent to task of the group.
Members are tended to
dominate the discussion, often
their contribution are way off
the point.
Listening People listen to each other
ideas very carefully and
understand it. Every idea is
given a hearing.
Ideas are ignored and over
hidden. Members are not
listening to each other ideas.
Conflict Resolution In teams there are
disagreements and groups are
cosy and shows no sign of
conflict.
Disagreement not dealt with
group effectively. It may lead
suppressed by supervisor,
resulting open warfare,
resolved generally by voting.
Decision Making Decision are reached on result
by mutual understanding and
clarity.
Actions are taken for result.
Decision making ability is very
low so action taken untimely
before real issues are analysed
M3- Team and group development theories to support the development of dynamic cooperation.
Tuckman's Teamwork Theory
Tuckman's model is significant because in this team grows through various clearly
defined stages on how to form a team.. This theory illustrated on graph which show relationship
between group and task. According to Tuckman, “Performing” position is reached when groups
developed relation with each other and focus on their task (Liu, Li, and et.al., 2018).
Phases of Tuckman's theory: