Organizational Behavior Report: MSD Lighting Ltd, UK Analysis

This report provides an in-depth analysis of organizational behavior, focusing on the case of MSD Lighting Ltd., a UK-based manufacturing company. The report is divided into two parts, with the first part examining organizational culture, politics, and power, and the second part focusing on motivation theories and team dynamics. The report explores various models of organizational culture, including Handy’s model, and discusses the impact of organizational politics and power on individual and team behavior. It also delves into different theories of motivation, such as Maslow’s hierarchy of needs and Vroom’s expectancy theory, and evaluates their practical application within the organization. Furthermore, the report examines different types of teams and team development theories, including the relevance of team development theories that influence behavior at the workplace. The report concludes with an evaluation of the relationship between culture, politics, and power, and how these factors influence the overall success and efficiency of the organization, providing insights into how MSD Lighting Ltd. can enhance its organizational behavior practices.

Organizational
Behavior

Table of Contents
INTRODUCTION......................................................................................................................................3
PART 1.......................................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1: Organizational Culture, Politics and Power................................................................................3
M1: Critical analysis of culture, politics and power...........................................................................5
TASK 2.......................................................................................................................................................6
P2: Theories of motivation...................................................................................................................6
M2: Critical evaluation of theories of motivation...............................................................................8
D1: Critical evaluation of relationship between culture, politics and power..................................8
PART 2.......................................................................................................................................................9
TASK 3.......................................................................................................................................................9
P3: Types of teams...............................................................................................................................9
M3. Examine the relevant team development theories for dynamic co-operation.....................12
TASK 4.....................................................................................................................................................12
P4. Elaborate philosophies of organizational behavior in accordance with business situation12
M4. Analyse the concept of OB that impact positively and negatively........................................13
D2. Evaluate the relevance of team development theories that influence behavior at
workplace.............................................................................................................................................14
CONCLUSION........................................................................................................................................14
REFERENCES........................................................................................................................................15

INTRODUCTION
Organizational Behavior is a study through which it is analyzed how the people interact
within an organization. It understands the different types of behaviors which are exhibited by
teams in various situations in a company. Thus it is an important field of study for the managers.
They need to understand it and implement its right techniques which will result in creation of
more efficiency and effectiveness within the enterprise (Becker and et.al., 2016). This will lead
to more profits and thus the organization is likely to see sustainable success in the future time
period. Thus the management has to analyze the right techniques which are required to be
used. For this report, MSD Lighting Ltd. has been chosen which a manufacturing company in
U.K. is dealing in street lights and other related products. In this project, a detailed analysis will
be made on the influence of culture, politics and power, evaluation of motivation of individuals
and teams, demonstration of understanding of cooperation. Additionally, application of concepts
and philosophies of organizational behavior will also be discussed in a particular situation in
business.
PART 1
TASK 1
P1: Organizational Culture, Politics and Power
Organizational Culture-
Organizational Culture is a system which is followed in an organization which determines
the behavior of different individuals and team members. In MSD Lighting Ltd., the managers
need to aim to have a positive culture so that it can increase the productivity.
Handy’s model of organizational culture-
 Power- In it, the power is concentrated at the top and there is significantly less role of
subordinates in taking important decisions. MSD Lighting Ltd. can adopt it which will
lead to concentration of power. For example- The managers of company may take all
decisions themselves without consulting subordinates (Biswas and Mazumder, 2017).
 Role- In it, power is there with managers but different types of roles are also
determined which help a lot in taking of right decisions. MSD Lighting Ltd. can adopt it

so that it can lead towards development of roles. For example- Assigning of different
roles within a company.
 Task- In it, the power lies with the managers but there are also tasks assigned to the
subordinates according to their capabilities. MSD Lighting Ltd. can adopt it so that it is
able to assign different tasks to the subordinates to increase the overall efficiency,
effectiveness and productivity. For example- The Company can assign tasks according
to capabilities to workers.
 Person- In it, the company exists just for the sake of its employees. The managers
have power but the workers are also allowed to be a part of the decision-making
process. MSD Lighting Ltd. can adopt this culture so that they are able to get the
required efficiency and effectiveness in the organization. For example- The Company
can involve the employees in decision-making process (Chatman and O’Reilly, 2016).
Adoption of culture and its impact- MSD Lighting Ltd. should adopt Task culture because it is
a manufacturing company and therefore should assign tasks to the subordinates according to
their capabilities. This will create a positive impact on individual and team behavior and
performance.
Organizational politics-
Organizational politics refers to the behaviors which are exhibited by workers as well as
managers in a company which can influence the working pattern. In MSD Lighting Ltd., it takes
place and can impact individual and team behavior and performance.
Examples of organizational politics-
Positive example- In MSD Lighting Ltd., the workers compete with each other to make
sure that they can achieve higher efficiency, effectiveness and productivity.
Negative example- In MSD Lighting Ltd., the managers give a negative review of the
performance of an employee even for a small mistake made.
Impact- MSD Lighting Ltd.’s managers should follow a practice of positive organizational
politics because it leads to creation of a positive atmosphere in the organization which is
beneficial for its future.
Organizational power-

Organizational power refers to the abilities which the managers have to direct, control
and give instructions to their subordinates in order to get the work done from them (Chen, Chen
and Sheldon, 2016). The managers in MSD Lighting Ltd. have power to get the work done
according to their needs and requirements.
French and Raven’s bases of power-
There are various bases of power. These are explained as follows-
 Legitimate- In it, the power is held due to a legitimate position. For example- A manager
directing a subordinate.
 Reward- In it, the power is held to give rewards to employees if they work effectively and
efficiently. For example- A manager giving bonus to workers for good production.
 Expert- In it, the power is there because of some kind of expertise held by a person. For
example- A manager who specializes in a particular field can give instructions to
subordinates.
 Referent- In it, the managers can give instructions due to the charisma enjoyed by them.
For example- A manager who is popular among subordinates can give instructions to
them for getting the work done (Devece, Palacios-Marqués and Alguacil, 2016).
 Coercive- In it, the managers can get the work done from the subordinates by
threatening them. For example- A manager can threaten the subordinates and can get
the work done from them by using power with coercion.
Impact- In MSD Lighting Ltd., the managers should use a right base of power so that
they are able to motivate the workers to work better and contribute towards the
company. They can use reward base for rewarding workers for the good work done by
them. Thus the use of right base of power can result in positive impact on individual and
team behavior and performance.
M1: Critical analysis of culture, politics and power
The culture, politics and power in an organization can lead towards an influence in the
decision-making as well as impact on individual and team behavior and performance. MSD
Lighting Ltd.’s managers are required to aim for having a positive culture. They should set
examples of positive organizational politics (Duan and et.al., 2017). They should also use the
right base of power so as to get the required work done. In this way, they can make sure that

they are able to be efficient as well as effective in their approach so that the level of productivity
rises within the company.
TASK 2
P2: Theories of motivation
Motivation in the context of an organization refers to various types of ways which can be
used by the managers to boost up their productivity level. It is used by management of MSD
Lighting Ltd. to get the work done. It is of two types-
Extrinsic motivation- Extrinsic motivation is derived through various types of external
factors which drive the performance of the employees. For example- Incentives and Bonuses for
better performance (Gelfand and et.al., 2017).
Intrinsic motivation- Intrinsic motivation is derived without the desire for any type of
specific reward. For example- The employees working better for their own satisfaction.
Theories of motivation-
Content Theories- Content Theories of motivation are used to judge the factors which
actually motivate the workers. The different types of content theories are given by Maslow,
Herzberg and Alderfer. MSD Lighting Ltd. uses Maslow’s theory of motivation.
Process Theories- Process Theories of motivation are used to determine the reasons
of initiation of behaviors. The different types of process theories are given by Vroom, Adams,
Latham and Locke. MSD Lighting Ltd. makes use of Vroom’s expectancy theory.
Maslow’s hierarchy of needs-
Maslow’s hierarchy of needs is a theory which divides the needs according to various
levels (Maslow’s Hierarchy of Needs, 2020). The explanation of this theory in the context of
MSD Lighting Ltd. is as follows-

Physiological needs- These needs are related with the basic requirements of all human
beings. MSD Lighting Ltd.’s managers should fulfill them because they are very basic in nature.
For example- They can provide the right hygienic environment for the employees to work in.
Safety needs- These needs are related with the safety requirements of the workers. The
managers of MSD Lighting Ltd. should aim to fulfill them so that they are able to get the best out
of workers (Johns, 2017). For example- They can provide the medical facility to the employees
which they can avail if they fall sick.
Belongingness and love needs- These needs are related with the affection which the
employees need in the organization. The managers of MSD Lighting Ltd. should aim to fulfill
them so as to ensure that the motivation level of the workers increases. For example- They
should form relationships with the employees.
Esteem needs- These needs are related with an employee’s sense of achievement. The
management of MSD Lighting Ltd. needs to make sure that these needs are fulfilled so that the

work is done according to requirements. For example- They can give challenging tasks to
subordinates which can lead towards creation of a feeling of accomplishment in them.
Self-actualization needs- These needs are related with the sense of achievement of full
potential. The managers of MSD Lighting Ltd. should focus on them to make sure that the
efficiency, effectiveness and productivity level of the workers is maintained. For example- They
can give tasks to subordinates which help them in realizing their full potential.
Vroom’s expectancy motivation theory-
Vroom’s expectancy theory makes an assumption that the origination of behavior is due
to choice among alternatives. The variables which are used in this theory are as follows-
Expectancy- Expectancy means that with an increase in effort the performance will also
increase. Thus the managers of MSD Lighting Ltd. can focus on increasing the efforts for
increase in performance (Joo and Jo, 2017).
Instrumentality- Instrumentality means that if there is good performance then a valued
outcome can be achieved. Therefore the managers of MSD Lighting Ltd. can focus on
increasing the performance for achieving the desired output.
Valence- Valence refers to the importance which is placed for a particular outcome.
MSD Lighting Ltd.’s managers are required to tell the subordinates about the importance of
achieving certain outcomes.
M2: Critical evaluation of theories of motivation
The theories of motivation can be applied effectively and efficiently by the organization.
This can help in getting the required work done. The managers of MSD Lighting Ltd. can apply
them in the right manner so that they can boost up the level of motivation of the workers. This
will lead towards achievement of higher efficiency and effectiveness.
D1: Critical evaluation of relationship between culture, politics and power
There is a relationship which is shared between organizational culture, politics and
power. In MSD Lighting Ltd., development of a positive organizational culture can lead towards
positive politics. This can help in use of right base of power (Kim, Eisenberger and Baik, 2016).
Thus the managers should ensure all this which would make sure that the management is able
to achieve the goals and objectives which are set for the short-term and long-term in the future

time period. Thus this will ensure that the organization achieve sustainable success in the future
time period which will ensure that the profits are maximized.
PART 2
TASK 3
P3: Types of teams
There are different types of teams which work in an organization. These teams are given
different types of goals and objectives to be achieved. The types of teams in an organization are
as follows-
Functional teams- These teams are related with the various types of functions within an
organization. In MSD Lighting Ltd. these teams are assigned tasks according to the functions in
the company (Ng and Lucianetti, 2016).
Problem-solving teams- These teams are formed for finding out the problems in the
organization and taking the right approach for solving them. In MSD Lighting Ltd., they are
formed to resolve problems and issues.
Project teams- These teams are formed for the purpose of a particular project only and
are dissolved after the goals and objectives of that specific project have been achieved. In MSD
Lighting Ltd., these teams are formed for the different types of projects which the firm receives.
Difference between effective and ineffective team-
The difference between an effective and ineffective team is as follows-
Basis Effective team Ineffective team
Goals The managers of MSD
Lighting Limited are favorable
as their effective team is
capable in achieving goals
and objective within particular
duration.
The managers of MSD
Lighting Limited are
unfavorable as their workers
lack in performing actions
effectively that creates issue
for company to sustain in
global market (Pearce, 2017).
Cooperation The effective group of The ineffective group of

individual co-operates with
one another to complete the
target efficiently that leads
company to compete with
rivalries.
individual plays affects the
stability of business by not
performing their actions with
high level of efforts.
Coordination It mostly co-ordinate through
delegation of works in
accordance with capability of
workers for performing actions
to achieve specified target.
It lacks in co-ordination that
creates negative impact for
company increasing high level
of conflicts, jealousy and
partiality.
Team Development:- The team development refers as process through which a large
group of individuals perform actions collectively to achieve one specified objective. Managers of
MSD Lightings Limited focus on team development that leads workers to segregate their task in
accordance with specialization and complete their task effectively. This creates opportunity to
restrict errors by providing training and development skills to workers for improving their skills,
knowledge and behavior.
Tuckman Model:- This approach is introduced by Dr. Bruce Tuckman in 1965. It is
described as the ability of managers to develop team with maturity, establish relationships with
change in leadership styles (Piras and et.al., 2017). It is most important for company to
recognize there are various stages which are required in preparing an effective team that is
capable in achieving vision and mission of business. Managers of MSD Lighting Limited
implement this for encouraging team to perform actions as quickly as possible. This is beneficial
for company to sustain in global market by developing its competitive strategies that create
threats for its rivalries.
 Forming:- The managers of MSD Lighting Limited emphasize leaders to analyse the
goal that has to be accomplished I future and prepare a plan or strategy to complete it
with their leadership style. It further aims to identify various leadership styles that have to
be adopted for encouraging workers to give their best efforts for achieving target.
 Storming:- Managers of MSD Lighting Limited further directs leader to explain the
reason for developing an effective with their target that has to be achieved collectively by
building good employee relations to collaborate with one another.

 Norming:- MSD Lighting Limited managers guides leaders to select group of individuals
as per the target and delegate their roles and responsibilities that have to be
accomplished in accordance with their capabilities.
 Performing:- The managers of MSD Lighting Limited further emphasize leaders to
analyse and monitor the actions of workers that have been done in company will lead to
achieve success or not. If, not than the leader is required to change its leadership style
for making the task done effectively in order to sustain in global market by meeting the
requirements of customers through supplying them qualitative products (Schaerer and
et.al., 2018).
 Adjourning:- Managers of MSD Lighting Limited guides leader to segregate the
effective team into their previous roles by discriminating them as per their task been
accomplished. This stage takes place mostly after the goal has achieved and the
company has maximized its revenue and profitability ratios.
Hard Skills:- It refers as the process which includes writing, reading, logical and
computer operating skills of an individual that leads to perform task with various measurements.
Managers of MSD Lighting Limited implement this as to complete their task with involvement of
hard skills that leads to achieve success efficiently.
 Conflict resolution:- MSD Lighting Limited managers focus on solving conflicts of its
workers as it may adversely impact the employee relations that might delay in
accomplishment of goals and objectives.
 Problem Solving:- The managers of MSD Lighting Limited provide training and
development programs to its workers that leads them to solve errors through innovative
idea for restricting negative impact of company.
Soft Skills:- The soft skills consists of good employee relations through their speaking,
respecting beliefs, ethos, norms and values of one another. Managers of MSD Lighting Limited
implement this to ascertain strength by building collaboration with managers, leaders and
workers to achieve goal effectively (Shin, Yuan and Zhou, 2017).
 Communication:- MSD Lighting Limited managers are beneficial as they develop good
speaking skills among its workers by sharing their views and information through verbal
and non-verbal communication skills.

 Co-operation:- The managers of MSD Lighting Limited aim to develop co-operation and
co-ordination that leads workers to perform their task with collaboration, engagement
and involvement for completing target at specified time.
M3. Examine the relevant team development theories for dynamic co-operation
The team development theory for dynamic co-operation has been explained on the basis
of Tuckman model. This describes the strategy adopted by managers in building and
discriminating effective team for particular task accomplishment that leads to ascertain success
certain time (Van Knippenberg and Hogg, 2018).
TASK 4
P4. Elaborate philosophies of organizational behavior in accordance with
business situation
Unclear responsibility:- Managers of MSD Lighting Limited mostly face the challenge
of leaders for not clearly describing the roles and responsibilities to its workers. This creates
lack in collaborations as workers are not able to understand that what company is expecting
them to do. It further lacks in analysing the effective manner that has to be selected for
performing their task to achieve individual and organizational goals.
Not enough resources:- The managers of MSD Lighting Limited are adversely affected
for scarce resources available in global market. It creates negative impact for business that
lacks in accomplishment of success efficiently.
Path Goal Theory:- This theory was introduced by great philosopher named Robert
House graduated from Ohio state University in 1971. Managers of MSD Lighting Limited
implement this model as to analyse the reasons for delay in achieving goals and further taking
necessary measures to improve it.
 Directive:- The managers of MSD Lighting Limited directs leaders to analyse the errors
that affects the stability of business. It further instructs leaders to develop good relations
among workers through taking strict actions for conflicts (Wang and et.al., 2019). The
leaders are bound to delegate clear roles and responsibilities for its workers in order to
ascertain success efficiently.
 Supportive:- MSD Lighting Limited managers supports leaders to effective utilize these
scarce resources that creates opportunity for business to sustain in global market. It