Organizational Behavior: Weeks 6-11 Assignment Analysis

This document provides a comprehensive analysis of key concepts in organizational behavior. The assignment explores employee motivation, examining how companies in the UK incentivize their workforce through various methods such as offering free meals, paid daycare, and recognizing employee contributions. It then delves into the elements of successful teamwork, emphasizing the importance of team size, consistent membership, clear goals, competent members, and effective communication. The assignment also differentiates between trait and behavioral theories of leadership, outlining how organizations can select and develop effective leaders by focusing on adaptability, communication, and relationship-building skills. Furthermore, it addresses power and politics in organizations, discussing delegation strategies and the importance of executive oversight. Finally, the assignment covers organizational changes, differentiating between sustaining and disruptive innovations, and providing examples of each, highlighting their impact on market dynamics and product development.

Running head: organizational behavior
Organizational behavior
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Running head: organizational behavior
Week 6-Motivation
Motivation can be defined as the reason one holds to do a certain task allocated to them, or
behave in a particular manner (Reeve, 2014). For the success of an organization, motivation of
the workers has to be factor for consideration in decisions making. Most of the United Kingdom
companies consider workers motivation as a key factor in the attainment of their goals.
The United Kingdom best work places give a great attention to workers’ motivation. They
include; Foundation SP, Amoria Bond, impact international, Saleforce UK, softcatPLc etc. These
companies motivate their customers by offering free meals, paid day care services, recognizing
their employees, assigning responsibilities to their workers, paying their workers good salary,
giving their workers enough time off and giving a first priority to workers safety at the work
place (Olafsen et al., 2015).
On the list of the best places to work in UK lies Baringa partiers which offers good remuneration
for their workers. Adecco considers workers feel recognized by giving them responsibilities.
Workers in these companies do their best so as to improve the company’s performance in the
highly competitive market. Some companies have considered motivation as their traditional
practice.
Week 7- group behavior and team work.
1. Elements of a successful team and their effects to team performance.
A successful team should be small and be constituted of consistent members. These elements are
necessary for effective team work. They facilitate the effectiveness of a team. A team with
consistent membership usually performs better than that which lacks consistency in its
membership.
2. Conditions necessary for effective team.
The following conditions are necessary for effective team;
 The team should have a clear motive and a clear goal.
 The system should have laid down frameworks to motivate its workers.

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 The team should be composed of members who are competent in both technical skills and
interpersonal skills.
 The team should have effective communication so as to prevent information breakdown
which may lead to misunderstanding and quarrels.
3. How to avoid team challenges
For the team to avoid the problems identified, I would unsure there is a clear and non-interrupted
channel of communication that creates a healthy community. This will facilitates the flow of
information in an organization. Creating trust among the members of a group should be key. This
can be done by acting as the trust, showing the initial enthusiastic and being predicable.
The group can be broken into individual accountability by assigning different roles to individual
members of the team.
Week 8-leadership
Difference between trait and behavioral theories of leadership
Trait theory argues that individuals possess certain characteristics that are attractive to other
people that make them good leaders. It holds that leaders are born while behavioral theory argues
that leaders have one or several different ways in which they stand distinct (Dinh et al., 2014).
These theories are valid in various accounts i.e. most leaders possess distinct traits that make
them stand out and run the organizations responsibility.
How can organization select and develop effective leader?
Success in an organization takes hard work, effective team leadership and a good discipline
(Dinh et al., 2014). Most organizations use the following leadership success traits.
 Adaptability.
A leader who is able to adapt fast to a situation will also be able to lead the team
members to adopt fast too.

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 Communication.
A leader with good communication skills is able to give instructions and listen to the
employees’ plea.
 Ability to build relation
Employees should have unweaving trust on their leader so as to exceed the employers’
expectation on their performance.
 Ability to develop and develop others
A leader should be willing to learn from others and nature the employees talent.
Week 9-power and politics
‘Delegate power or keep it close’
1. How to prioritize the projects to delegate
Samantha Park should identify the task of high priority and avoid delegating it due to the
sensitivity of the decisions made to the organization.
2. Samantha Park can deal with the concern by building trust in those whom he hires, this
will help in the motivation of the employee and improve their performance.
3. The executive should not control project so as to maintain their position in authority.
They have the right and the responsibility to overlook and the important decisions since
they are held accountable of the organizations’ functions (Camm, 2013).
4. The top leadership should never delegate the following tasks in an organization.
 Any decision that affects the entire organization.
 The overall responsibility of an organization
 Praise and discipline of the employees.
Week 11-organisational changes

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Sustaining innovations
These are innovations that improve the existing products rather than creating a new product
(Christensen, and Raynor, 2013). Examples of sustaining innovations include;
 Steel company begun by producing low cost low quality products but with the prevailing
improvement in technology, the company has improved its products with time hence
producing products such as rebar and sheet steel.
 Pfizer is the world largest pharmaceutical company by revenues. The company was found
in 1849, it has augmented its research by building its brads, pipeline, and profits through
major acquisitions.
 Nokia, an electronics producing company started by producing low quality phones. But
with the improvement in technology it has produced high quality phones which are
relevant to the prevailing market status.
Disruptive innovations
These are innovations that help a company in creating new products that completely change the
market (Nagy, Schuessler, and Dubinsky, 2016). Examples of disruptive innovations include;
 When Apple Company introduced iPad in the market, the company created a new market
and attracted many customers worldwide to their new product other than software’s they
used to produce.
 Bosch company, a U.S.A based company founded in 1889 is transforming itself into
service providing company whose brands can be used in fast-changing industries.
 Gaming Superstar NVidia established its foothold in automobiles by building the user
interface connected cars. But they have recently developed software that autonomous car
operates in.
The innovations are beneficial and they lead to high quality goods and services. People can
now access high quality commodities with ease.
References
Camm, T.W., 2013. Power and politics in organizations.

Running head: organizational behavior
Christensen, C. and Raynor, M., 2013. The innovator's solution: Creating and sustaining
successful growth. Harvard Business Review Press.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership
theory and research in the new millennium: Current theoretical trends and changing perspectives.
The Leadership Quarterly, 25(1), pp.36-62.
Nagy, D., Schuessler, J. and Dubinsky, A., 2016. Defining and identifying disruptive
innovations. Industrial Marketing Management, 57, pp.119-126.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of
pay, managerial need support, and justice in a self‐determination theory model of intrinsic work
motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.