Organizational Behavior Analysis Report for Greenergy: Recommendations

This report provides a comprehensive analysis of organizational behavior principles within the context of Greenergy, a British petroleum company. It begins by examining organizational culture, politics, and power dynamics, utilizing Handy's model to assess Greenergy's culture and exploring both positive and negative examples of organizational politics and power bases according to French and Raven. The report then delves into motivation theories, differentiating between content and process theories, with a focus on McClelland's theory and Locke's Goal Setting Theory, and their application within Greenergy. The report further compares effective and ineffective teams, highlighting key differences in various aspects such as leadership, communication, and conflict resolution. Finally, the report discusses the application of organizational behavior concepts and philosophies, offering recommendations for Greenergy to improve its organizational effectiveness. The report concludes with a summary of the findings and recommendations to enhance Greenergy's performance.

Organizational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Organizational culture, politics and power............................................................................1
TASK 2............................................................................................................................................3
P2: Theories of motivation...........................................................................................................3
TASK 3............................................................................................................................................6
P3: Comparison between Effective Team and an Ineffective Team............................................6
TASK 4............................................................................................................................................8
P4: Application of concepts and philosophies of Organizational Behaviour..............................8
CONCLUSION..............................................................................................................................10
REFERENECES..............................................................................................................................1

INTRODUCTION
Organizational Behaviour refers to a study and analysis of behaviour of different people
within an organization (Abdullah and Akhtar, 2016). It identifies the various types of approaches
which can be adopted by the managers so that they are able to achieve the goals and objectives
without facing problems and issues. It is diverse in nature and has several fields in which the
managers can specialize so that they are able to influence the behaviour of people in an effective
manner. By using it the management can target higher-level efficiency, effectiveness and
productivity in the company. This report is based on Greenergy. It is a British Company which
deals in petroleum products. In this assignment, focus will be made on analysis of culture,
politics and power, evaluation of motivation theories. Additionally, focus on demonstration of
understanding of cooperation and application of concepts and philosophies of organizational
behaviour will be discussed as a part of this assignment.
TASK 1
P1: Organizational culture, politics and power
Organizational culture-
It is a system of shared assumptions, values, beliefs and norms which can govern how
various people behave within an organization (Organizational Culture: Definition, Importance,
Types & Examples, 2020). It means the environment which is created in a company. For its
analysis the management can make the use of Handy's model. Its application in the context of
Greenergy is as follows-
 Power culture- In it, the control lies with very few people in the organization. It is used
when there is a requirement to take certain strong decisions by the management. In
Greenergy it can be used so that the management is able to take the appropriate decisions
as per their requirements.
 Role culture- Here, the requirement from the managers is to make sure that they identify
the different types of roles which can be played by the different people in the
organization. Greenergy's managers are required to make sure that they provide
specialized roles to the people in the company which enhances their level of efficiency,
effectiveness and productivity.
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 Task culture- This type of culture requires the management to be able to identify the
various sorts of tasks which are performed within an organization and make sure that they
are able to provide the tasks to the team members according to their capability level. This
will help the managers of Greenergy to be able to promote specialization within the firm
in an effective manner without problems and issues.
 Person culture- Here, it is believed that an organization exists just for the sake of people
who are working in it. In the context of Greenergy it is quite important so that the
management can fulfil the needs and expectations of the people who work for it.
Justification- The management of Greenergy should make the use of role culture in
which different roles are assigned to the individuals in the organization. In this way, they will
ensure that the specialization can be achieved within the company.
Impact on individual and team behaviour and performance- If a positive culture is
created within Greenergy it will positively influence it. However if a negative culture is created
in the organization then it will be negatively impacted.
Organizational politics-
These are different behaviours which are exhibited by the managers and people working
within an organization which can create an influence on their working pattern (Afshari and
Gibson, 2016). Its examples in Greenergy are as follows-
Positive example- If the employees working within Greenergy criticize each others in a
positive manner this can facilitate improvement and thus this can help in the achievement of
goals and objectives.
Negative example- If the managers of Greenergy only identify the shortcomings of the
workers without appreciating their strengths then this can impact their overall performance.
Impact on individual and team behaviour and performance- A positive impact can be
created on it if there is a prevalence of positive organizational politics. However, a negative
impact can also be created on it if there is a prevalence of negative organizational politics.
Organizational power-
It means the ability which is present in the managers to take decisions and influence the
behaviour of other people within the organization (Ahmad, 2017). In the context of Greenergy, it
can be used by the management so that they can take appropriate decisions for the organization.
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According to French and Raven, there are different bases of power. These are explained as
follows-
 Legitimate- This type of power is derived due to the legitimate position which is enjoyed
by a particular person. In Greenergy, the managers can use this power which is derived
due to their position.
 Reward- Here, power is derived and the rewards can be provided to the workers when
they are able to do good work. In the context of Greenergy, it is required that the
management uses it to be able to positive motivate the individuals to achieve the goals
and objectives.
 Expert- Here, the requirement from the managers is to make sure that they make the
right use of their expert knowledge so that they are able to use this type of power
effectively. Thus the managers of Greenergy should identify the right way of using this
power.
 Referent- This type of power is derived due to the attractiveness of a person in front of
the people who work within an organization. In the context of Greenergy, this can be
used by the management to get the required work done.
 Coercive- Here, the managers make use of coercion so that they are able to get the work
done from the workers. Greenergy's managers can make the use of it so that they can
ensure that the work is completed.
Justification- The managers of Greenergy should make the use of legitimate power
which is derived due to the position. This will enable them to give specific directions and
instructions as per the needs and requirements in an effective manner.
TASK 2
P2: Theories of motivation
Motivation refers to an inducement which is experienced by an individual to achieve
something (BIGNOTTI, 2017). In an organization, the managers are required to put their focus
on it so that they are able to ensure that the level of efficiency, effectiveness and productivity
goes up. In Greenergy, the managers make sure that they make use of it so that they can motivate
the workers to achieve goals and objectives. The following are the theories of motivation-
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Content theories- These are the theories which are used in order to identify the various
factors through which people in an organization can be motivated (Forgon, 2018). They have
been given by Maslow, Alderfer, McClelland and Herzberg. Greenergy's managers make the use
of McClelland's theory so that they are able to effectively motivate the employees to achieve the
goals and objectives.
McClelland's theory-
This theory states that there are various needs of a person which are required to be
fulfilled. If they are fulfilled, they can ensure that a person is motivated enough to concentrate on
the achievement of goals and objectives in the future time period (GAN and YUSOF, 2019).
Thus the managers of Greenergy are required to fulfil the following needs of people working in
the organization-
 Need for Power- In a firm, some of the people may have a need for power. They may
seek to identify the scope for using it to utilize their talent in a highly effective manner.
Thus in Greenergy there may be certain people who want to gain power so that they are
able to maximize their potential and contribute towards the success of the organization.
Thus the role of managers here is to provide power to those people within the company
who it thinks can use it appropriately.
 Need for Affiliation- Some people have this need. Due to this they have pleasure when
they are loved and are pained when someone rejects them. Thus for the management of
Greenergy it is required that they are able to fulfil this needs which motivates the
individuals to be able to concentrate on their task effectively.
 Need for Achievement- This need can be fulfilled if the individuals are facing
challenging goals and objectives. This helps them to channelize their potential and
abilities in an effective manner thus helping them to achieve the goals and objectives of
the organization. The managers of Greenergy should fulfil it which will help in the
success of the company in the future time period and will also lead towards the boosting
of motivation and morale.
Process theories- These theories are related with the reasons why behaviours are
initiated within the organization (Garg, 2020). In the context of Greenergy, they can be used
effectively so that the goals and objectives are achieved without problems and issues. They have
been given by Skinner, Vroom, Adams and Locke. Greenergy's managers make the use of
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Latham and Locke's Goal Setting Theory. By making its use the management will be able to
make sure that they set challenging goals for achievement and thus ensure that they are achieved
in an effective manner.
Latham and Locke's Goal Setting Theory-
This theory states that challenging goals must be set by the management for the workers
which helps in the channelization of their full potential (Gjurašić and Lončarić, 2018). This helps
in achievement of goals. In Greenergy, this theory can be applied and it will help the managers to
be able to ensure that the skills and abilities of the employees are developed in an effective
manner.
The principles of this theory are as follows-
 Clarity- There must be a clarity in the goals which have been set for the subordinates to
achieve. Thus in Greenergy the focus of management should be on setting clear goals
which can be achieved effectively and efficiently.
 Challenge- The goals which have been set in the organization for the purpose of
achievement must be challenging in nature. In the context of Greenergy, this can be quite
helpful as it can help the managers a lot.
 Commitment- It means the dedication which is put in by the employees towards the
achievement of different goals. For Greenergy, the task is to make sure that the
motivation of team members can be lifted to ensure their commitment towards various
tasks.
 Feedback- It means the review which is received on work done to achieve the goals. In
Greenergy, there is a requirement from the managers to be able to provide feedback on
the work which is being done by the managers.
 Task complexity- It is the complexity of the goals which have been set. The managers of
Greenergy should make sure that they do not make the task seem too complex for the
workers to achieve so that they can do their work effectively and efficiently.
 Self-efficiency- It means the level of efficiency which is put in by the employees to
achieve the goals. Thus, in Greenergy the managers need to set those goals which result
in increase in self-efficiency of the workers.
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 Goal commitment- It means the commitment which the team members are ready to put
to ensure that the goals can be achieved. In the context of Greenergy it is crucial that its
managers are able to work towards the achievement of goals.
TASK 3
P3: Comparison between Effective Team and an Ineffective Team
A team refers to a group of individuals who work together for the accomplishment of a
particular goal or task (Gupta, Agarwal and Khatri, 2016). There are different types of teams-
Effective Team and Ineffective Team. In Greenergy both types of teams are present. A
comparison between both of them is stated as follows-
Basis Effective Team Ineffective Team
Meaning An effective team is the one
which aims for the
accomplishment of its goals
and objectives by displaying
mutual understanding and
cooperation.
An ineffective team is the one
in which the members do not
display mutual understanding
and cooperation and do not
focus on the achievement of
goals and objectives.
Cooperation and
Coordination
In an effective team there is a
good cooperation and
coordination between the
members.
In an ineffective team the
members do not cooperate and
coordinate in an effective
manner which creates an
impact on teamwork.
Achievement of goals In an effective team the
members concentrate on the
achievement of goals.
In an ineffective team the
members do not concentrate on
the accomplishment of goals.
Scenario- I work as Team Leader in Greenergy. I have to manage different types of
individuals within a team and thus I need to segregate different roles for them in which they can
specialize. For this purpose, I make the use of Belbin's model. This helps me in identifying the
different roles which can be played by individuals in the team.
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The explanation of this theory is as follows-
Belbin's team roles-
This theory is used to identify the various types of roles which are there within a team
(Karim and Noor, 2017). By making its use the managers are able to make sure that that they are
able to bring more efficiency and effectiveness in the teams. The management of Greenergy can
make the use of this theory so that they are able to identify the various roles in a team in an
effective manner. The roles which are present in a team are as follows-
The Monitor Evaluator- These are those people within a team who assesses the
situation in an effective manner and then proceeds to take the decisions. In the context of
Greenergy, there is a requirement of presence of these people within the team.
The Specialist- These people are expert in a specific field and thus they are required to
be present in the team. For Greenergy, it is required that these people are present within its
teams.
The Plant- These people think creatively to develop the ideas for the team. In Greenergy,
there is a requirement to ensure their presence within the teams.
The Shaper- These are dynamic individuals who believe in pushing themselves to get
the desired results. In Greenergy, they are required so that the managers can achieve the desired
results.
The Implementer- These individuals focus on the implementation of different types of
plans which are created within the team (Malbaši´ , Mas-Machuca and Marimon, 2018).
Greenergy's teams require them so that plans can be implemented appropriately.
The Completer- The role of these people in the teams is to ensure that the work done by
their team members is of high-quality (Navarro, Rueff-Lopes and Rico, 2020). Thus, In
Greenergy this will help the teams to be able to achieve the goals and objectives.
The Coordinator- These people are needed to coordinate the teams effectively. In the
context of Greenergy, it is crucial for the teams to have such a member.
The Team Worker- These individuals play their part with perfection in the team by
helping the other members and ensuring full cooperation and coordination with them. In the
teams of Greenergy the presence of such individuals is desired.
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The Resource Investigator- Teams should have these individuals so that they can
identify the opportunities required in an effective manner. For Greenergy, it is quite essential to
have such people in the teams.
Thus, I think that this theory is quite useful in order to segregate people into roles so that
they can raise their overall efficiency and effectiveness level.
TASK 4
P4: Application of concepts and philosophies of Organizational Behaviour
Scenario- In Greenergy Ltd., the team members are not cooperating and coordinating in
an effective manner. This is affecting the team performance and thus creating a conflict- like
situation in the company. In this scenario the company will needs to apply Path-Goal theory to
help the team stay motivated and achieve goals of company effectively.
Path- Goal Theory-
This theory states that leaders adjusts their leadership styles based on the qualities of
followers and the type of tasks that has to be completed (Yavuz, 2020). It aims at increasing the
motivation and job satisfaction of the followers of leader by adding importance to followers
needs, while also making the objectives clear to them. The situation mentioned above can be
solved when the combination of achievement-oriented and supportive leadership style can be
adopted by the leader of Greenergy Ltd. In the following way the leader can implement these
leadership styles-
 Employee's Characteristics- The features like locus of control, experience, satisfaction
level, perceived ability, anxiety, etc., all this characteristics are found in the employee's of
an organisation for which leader needs to adopt different styles accordingly. In case of
Greenergy Ltd the employee's are not cooperating and coordinating with each other, the
reason for which can be satisfaction level of employee's or the anxiety level. These
factors may differ depending from person to person.
 Environmental Characteristics and Tasks- The obstacles like design of task, formal
authority system, working in group can be difficult for employee's and to over-come this
the leader needs to step in and support the employee's to select the path on which they
can work.
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 Selection of Leadership style- Looking at the employee's characteristics and
environmental characteristics the leader need to adopt the style which suits the best
according to the situation (Rana and Quttainah, 2020). In case of Greenergy Ltd situation
the leader can use the combination of achievement- oriented style and supportive
leadership style. With use of supportive leadership style the leader can create a friendly
environment in the work place which will help employee's not only communicate with
the leader but with each other also. While with the help of achievement-oriented style the
leader can make tasks which are challenging and needs to have team work so that each
and every employee has to communicate with each other to complete the task.
Situational leadership theory-
According to it, there is no fixed approach which is adopted by the leaders to be able to
deal with a particular situation (Zientara and Zamojska, 2018). Thus it becomes the
responsibility of the leaders to identify the best approach which they can adopt in order to
effectively lead the people in the organization. As Greenergy's team members are not
cooperating and coordinating with each other this is leading towards conflicts. The leaders of the
organization are required to ensure that they analyse the situation closely and thus take an
appropriate decision. Greenergy's leaders can identify the potential cause of lack of cooperation
and coordination between the team members. They should assign specific tasks to each member
to ensure specialization. Thus in this way they can make sure that teams work in a better manner
to attain the various goals and objectives of the organization in the future time period. Therefore
it is required from the leaders to help the team members understand each other so that
cooperation and coordination can be ensured which will reduce the chances of creation of a
conflict-like situation.
As Team Leader, it is my duty to identify and solve the various problems which are faced
by various team members. Thus, I need to use my leadership skills so that I am able to ensure
cooperation and coordination between the team members. Thus by making the use of these
theories, I will be able to ensure cooperation and coordination between the team members. This
will help the teams to avoid a conflict-like situation and they will be able to achieve the various
goals and objectives in the future.
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CONCLUSION
The above project concludes that organisational behaviour is analysis of group
performance and individual performance and activities within an organisation. This analysis is
done to analyse the human behaviour in a work environment and its determination on job
structure, communication, performance, motivation, etc. Along with this it also focuses on the
analysis of organisational culture, politics and power on the individual and team behaviour and
performance. The process of motivation and motivational techniques which enables effective
achievement of goals with the view point of Greenergy Ltd. Apart from this the report has
comparison of effective team with ineffective team and the application of Path-Goal theory to
resolve the conflicts between the employee's for not cooperating and coordinating with each
other.
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