HND Business (RQF) Unit 12: Organizational Behavior Analysis

This report analyzes organizational behavior within the context of Google LLC, exploring how culture, politics, and power influence individual and team behavior and performance. It delves into various motivation theories, including Maslow's hierarchy of needs, McClelland's theory, Skinner's reinforcement theory, and Vroom's expectancy theory, evaluating their application in achieving organizational goals. The report critically examines the relationships between culture, politics, power, and motivation, offering recommendations for team and organizational success. Furthermore, it differentiates between effective and ineffective teams, applying concepts of organizational behavior such as path-goal theory, social capital theory, and contingency theory to a given business situation. The report also evaluates the relevance of team development theories and philosophies in improving workplace performance and productivity, providing a comprehensive overview of organizational behavior principles and their practical implications.

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Qualification
HND in Business (RQF)
Center Name Center Registration No
ABChorizon BTEC
Student name Student Registration No
Assessor name Unit No/Name
Unit 12– Organizational Behavior
Assignment number and title
Credit Value
Understanding and Implementing Organizational Behavior Theories
and Concepts in the Organizational Context
Issue date Submission date Submitted on
09/02/2020 30/09/2020 30/09/2020
Student signature: Date
Contents
Page 1 of 26

Introduction................................................................................................................................ 4
Analyzing culture, politics and power influence individual and team behavior and performance
in Google, LLC............................................................................................................................ 5
Critically analyzing how the culture, politics and power of an organization can influence
individual and team behavior and performance in Google, LLC.................................................8
Maslow’s hierarchy of needs:.................................................................................................. 9
McClelland’s Theory........................................................................................................... 10
Skinner’s Reinforcement Theory........................................................................................ 11
Vroom’s Expectancy Theory.............................................................................................. 11
Evaluating how content and process theories of motivation and motivational techniques
enable effective achievement of goals in in Google, LLC.........................................................12
Critically evaluating the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed providing justified recommendations................15
Explaining what makes an effective team as opposed to an ineffective team.........................16
Action oriented roles............................................................................................................. 16
People Oriented Roles........................................................................................................... 16
Thought oriented roles.......................................................................................................... 17
Applying concepts and philosophies of organizational behavior within Google, LLC context
and given business situation, and Evaluating how concepts and philosophies of OB inform
and influence behavior within a given business situation.....................................................19
1-Path goal theory of leadership........................................................................................... 19
2- Social capital theory.......................................................................................................... 19
3-Contingency theory............................................................................................................ 19
Nature of people................................................................................................................ 20
Individual differences –...................................................................................................... 20
Motivated behavior............................................................................................................ 20
Nature of the organization –............................................................................................... 20
Social system –.................................................................................................................. 21
Ethics................................................................................................................................. 21
Critically analyzing and evaluate the relevance of team development theories, concepts and
philosophies that influence behavior in the workplace to improve business performance and
productivity.............................................................................................................................. 23
Conclusion................................................................................................................................ 24
References............................................................................................................................... 25
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Introduction
In business organizations organizational culture is becoming a common term. It describes organizational
dynamics, attitudes, principles and interactions. It is found that as individuals in an organization obtain
positive organizational culture, people prefer to act in a similar way and thus aspire to pursue organizational
success when they are attached to the organizations.
Organizational culture also has driven to help meet organizational objectives and goals .
In the discussion below, the impact of community, power and politics on people's actions, along with
theories of motivation, are discussed and the successful team working, and organizational behavior
principles and ideologies are addressed. Google, LLC, a US-based corporation, is an American multinational
technology company specializing in Internet-related services and products, including online advertising
applications, search engines, apps, cloud computing and hardware.
Figure 1: Google logo
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Analyzing culture, politics and power influence individual and team
behavior and performance in Google, LLC
When formed as a group, each company is distinguished by individual activities as well as community of
individuals. In fact, human behavior is dynamic, and each person is different from each other. Human nature
is an important factor of corporate performance since it is the individuals who conduct the work of an
enterprise for their performance. Regarding the actions of individuals and teams, it is seen that tradition,
authority and politics are the main factors that control human action at person or community level.
Organizational culture is a common idea that describes organizational nature, attitudes, principles and
experiences.
When formed in a society, each organization is distinguished by the actions of individuals as well as groups
of individuals. In nature, human behavior is complex and each person is different from each other. Human
behavior is an essential factor in organizational performance, since it is the individuals who do the work in
an organization for their performance. As far as individual and team activity is concerned, it is seen that
community, power and politics are the major factors that affect human behavior at individual or group level.
Organizational culture is a common term that describes the organization’s psychology, attitudes, values and
experiences. It is shown that when people in an organization are given a positive organizational culture,
people appear to act in a positive way and therefore seek to achieve organizational excellence when they are
attached to organizations. In Google, LLC, where a healthy organizational culture is given, this can be seen .
The Business has a customer-driven culture in which all the people involved in the organization are making
a real effort to increase customer loyalty, hire the right people and have adequate training. The company is
complex and so it's always searching for ways to improve their way of working. It has also been noted that
the Organization uses appropriate communication strategies to gather, gather and communicate the
information needed to carry out business operations and provide workers with a productive work culture.
Good corporate culture continually nourishes individual behavior. However, (Kitchin, 2017)has criticized
the fact that organizational culture has a detrimental impact on the actions of individuals and teams. Internal
competition occurs in the organization to achieve market competition, influencing the actions of individuals
and teams as each person and team is perceived to be a competitor.
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Through this thought, the organization's success is negatively impacted and hence, organizational culture
often plays a negative role in influencing the results by influencing the behaviors of the leader as well as the
team.
The positive atmosphere created by the Corporation influences an individual's behavior, because of which
organizational interests outweigh individual interests. It is therefore recommended that the organization
inculcate positive working cultures that can contribute to positive team actions in which the community of
individuals work together by recognizing the point of view of each other, which in turn influences the
success of the entire team.
It is shown that Google, LLC's organizational culture has been adequately successful in shaping the success
of the team, which is characterized by both individual and group behaviors. The company's customer-driven
culture helped to strengthen the value to consumers that is made possible by successful teamwork that
enhanced efficiency .
Politics is another important factor, apart from organizational culture, that influences the behavior of a
person as well as a team, which in turn affects organizational efficiency. One such company is Google, LLC,
where workers who do not work hard use dirty politics to protect their jobs. Politics here implies the
individuals' irrational actions in an organization in order to achieve benefits outside their influence. That
contributes to a negative atmosphere. Regarding Google, LLC, it is seen that the company has a broad
organization of many workers and the responsibility for its smooth running goes down the line of
management. However, at each stage, there are many workers who are more interested in spoiling the
reputation of individuals in front of others .
By indulging in dirty politics, the Company's workers ruin the office ambience, which in turn affects the
relationship between all workers. Employee negativity results in the negative actions of people involved in
politics who are either the origin of politics or the victims. Individuals have a callous attitude towards each
other that hampers their contact. They act differently to their peers and colleagues and there prevails a
feeling of resentment and rage. Team conduct is often influenced by the fact that a lot of information is
manipulated and not transferred in the desired manner. Because of which community acts in a negative way,
supervisors get a wrong picture.
The work of Google, LLCs as a team inspired all this. It is therefore shown that both individual and team
actions are influenced by the organization's prevailing policies. (Pettigrew, 2014) criticized the above
argument, however, arguing that it is politics that helps workers develop in their careers as politics teaches
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them how to work in business and how to be more competitive, which in turn influences both behavior and
results.
Power is another factor affecting the actions of individuals and teams, which in turn affects the efficiency of
the company. As far as power is concerned, it is seen that the more power a person or team has, the more
impact it has on the organization. It is seen in the background of Google, LLC that high-powered workers,
especially senior managers, have a high degree of pursuit of power that allows them to regulate their own
environment . Employee behavior is improved when the whole team is led by a strong leader.
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Critically analyzing how the culture, politics and power of an organization
can influence individual and team behavior and performance in Google,
LLC
The culture, politics and power associated with an organization often influence the actions and performance
of individuals and teams . In an organization that is focused on the role, mission, power and person involved
within the organization's precincts, four kinds of cultures are prevalent. The atmosphere within the company,
commonly argued, helps to create diversity and builds up many thoughts that were not accessible before. It
also improves the company's ability to engage with various types of individuals and to consider these
individuals' general tastes and interests within a market. However, an increase in cultural diversity also
increases some problems for the organization, particularly that are related to the religion and the traditional
cultures of the employees. An organization and its employees about the differences in culture, which occur
in organization, need some understanding. There are six dimensions or aspects of culture, according to
Professor Geert Hofstede 's culture theory, and Hofstede identified culture as a proper organized
programming of the human mind, thus differentiating a certain group of people from another group.
Globalization and technological advancement have helped to develop companies and have helped
individuals to contribute to the company. It is also seen, according to , that control has been limited to the
decisions of managers and supervisors, and thus these individuals are only responsible for taking the
company's key decisions and not the minor or secondary ones. It is therefore difficult for managers and
subordinates to introduce new ideas and developments into the activities whenever needed, and these
individuals would have to contact the superiors for any organizational changes. These individuals struggle to
do their job properly without these rights and will not bring about improvements that are needed at those
points. Politics in an organization has detrimental consequences, when people are involved in mudslinging
and non-cooperating with others, thus tarnishing the organization's efficiency and good image. The effect of
power impacts people and the organization's overall efficiency. Power motivates workers positively when
utilized, and it destroys the brand name and the workplace environment when used negatively. Two types of
motivation theories are commonly accessible, i.e. process theories and substance theories (Buchanan, D.A.
and Huczynski, A.A., 2019)، . The theories of content describe the details of what motivates or boosts a
person in an organization, while process theories are concerned with how driven human behavior is. Both
theories of motivation have an immense influence on management's practice and strategy. The material
theories are often referred to as the theories of needs, as the individual's particular requirements are clarified.
Maslow’s Hierarchy of Needs, Herzberg 's Hygiene Theory and many others are some of the key material
theories. Skinner's Reinforcement theory, Equity theory and several others are the major method theories.
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All issues surrounding the motivations and lack of motivations of individuals cannot be clarified and
clarified by a single motivation theory. Each of these theories of motivation serves as the basis for the
development of motivational techniques. Google, LLC strives to provide its workers with the best working
climate and different possibilities for their skills and value to grow.
Maslow’s hierarchy of needs:
Each person has a hierarchy of requirements which differs at various levels. The theory states that before the
fulfillment of the current demands, a person does not feel a greater requirement. With each level consisting
of a certain class of individual requirements, this principle is presented and clarified through a pyramid
diagram. The theory of Maslow consists of five levels of criteria that need to be met and the company is
driven to fulfill the next level in the hierarchy as soon as a specific level is met. Google, LLC meets and
fulfills all the individual criteria; it can be said. By supplying them with better wages and benefits, the
company meets the individuals' psychological requirements. A secure source of revenue, health and well-
being are included in the protection needs. If the physiological requirements are well met, the safety needs
are the next requirements (Springer, Boston, MA, 2011).
The business provides its staff with numerous medical benefits and accommodation. Google, LLC's workers
act as a team and it is the organization's duty to ensure that the workforce has a pleasant and safe atmosphere
(Einstein 2016)، . To provide them with rewards and promotions, the company conducts an appraisal of
individual results. The five different stages, such as deficiency requirements and growth requirements, have
been divided into two sub-parts. To ensure the creation of growth needs in the individual, the most basic
level of deficiency requirements must be met by the organization.
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Figure 2 : Maslow’s Hierarchy of needs
McClelland’s Theory– This theory notes the three driving variables that are relatively based on the need’s
theory of Maslow. The motivating factors rely on the culture in various ways and are permanent.
Achievement, affiliation and power are the three motivating factors. The first motivator refers to the need for
excellence to be accomplished and demonstrated. It relates to the requirements of a person for mastering
skills and values and performance. The drivers of internal action affect this need. The low sense of
motivation for achieving goals concludes that people want the chance of failure to be minimized (Royle,
M.T. and Hall, A.T.,, 2012). Individuals with a strong desire for performance desire input on their
successes and pursue obstacles and high levels of freedom.
It is crucial for an organization's employees to have the motivator for achievement in order to have the best
efforts needed in the workplace to ensure that desired objectives are achieved. The second motivator relates
to the need to have affection, belonging and connection. During the second motivator, the individuals
involved have a clear need for friendships and interaction. In order to ensure effective contact, Google, LLC
stresses that working people develop a sense of association with the other workers. In the achievement of
priorities and goals, good communication plays a major role. The Third Motivator Authority refers to the
desire to monitor or influence the work of other workers. In their concepts and ideas, there is a clear need to
lead and to succeed. Overall, this theory states that there is a strong requirement for accomplishment that
develops an individual into the best leader (Dittman, K.C. and Bunton, T.E. 2012)، .
Motivation theories of the process are as follows:
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Skinner’s Reinforcement Theory – Reinforcement Theory notes that behavior is normally affected or
shaped by effects and acts such as praise, rewards and assessment. For example, if a Google, LLC employee
receives constructive and encouraging feedback for the tasks performed, this affirmation promotes and
motivates the behavior 's success to recur (Skinner, B.F., 2014)، . If the expectation is not clearly clarified
by a leader, the positive reinforcement advances the action closer to expectations. Positive reinforcement
produces the expected reinforcement of the necessary behavior. Positive reinforcement is a great motivating
strategy, according to the reinforcement principle, which aims to convey to workers the advantages of
achieving their goals and objectives. On a partial or weekly reinforcement schedule, Google, LLC
introduces the reinforcement in the workplace, usually when the incentive is not given for every response
and behavior. This theory is used in different incentive theories and the incentives must fulfill the criteria
and desires of any individual employee.
Vroom’s Expectancy Theory – The theory of expectancy focuses on the motivation mechanism and
material and combines the criteria and equity. The purpose of this theory is to clarify how the person
chooses from the actions that are available. Motivation develops from the assumption that actions will have
their desired consequences, according to the interpretation of this theory. Three factors such as anticipation,
instrumentality and valence decide the motivation to engage a person in an action (Parijat, P. and Bagga,
S, 2014).
Based on self-efficacy and unique self-rated capabilities, the expectation factor assessment is established.
The second factor refers to the assumption of the person that an established relation exists between the
action and the objectives stated. The assessment of this variable is based on the reliability and efficacy of
labeling. Valence refers to the degree to which the recognition or reward, the product of accomplishment, is
valued by an individual. Motivation, according to Vroom 's understanding, is equal to the multiplication of
the three variables. If all the variables are zero in effort, then it is normal for the outcome of motivation to be
equal to zero as well.
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Figure 3 :Vroom’s Expectancy theory
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Evaluating how content and process theories of motivation and motivational
techniques enable effective achievement of goals in in Google, LLC.
Motivation is a primary determinant of an organization's accomplishment of goals. In order to achieve
organizational objectives, individuals and departments within an organization are empowered. Two forms of
theories-content theory and process theory-describe the motivation in an organization. The Motivation
Theory of Content is about understanding why human needs shift over time. In these theories, which are the
internal influences, the basic factors that influence the actions of motivation are elucidated. McGregor's
Theory X and Theory Y are common theories of content that offer a greater understanding of motivation .
Theory X argues that workers do not do their work in a company because they hate it and want to escape
their work. As they do not wish to take responsibility and lack ambition, they are forced to work in an
organization. Theory Y, on the other hand, entirely contradicts theory X. It is a positive theory, as per
Theory Y, in which workers are innovative and self-employed. This is a fantastic motivating theory, as it is
becoming popular in modern day organizations. The basic feature of this theory is self-empowered teams.
Given Google, LLC, it is shown that the motivational abilities and characteristics of the company can be
matched with Theory Y in which workers are driven to perform better. In many clothing and luxury food
items, the company deals with high levels of imagination and innovation. Human resources are one of the
most significant assets for the company, as they guide the organization to develop new goods and services
that are a result of employee creativity and innovation. Most workers are self-motivated in Google, LLC,
and value accountability . As they are perceived to be an integral part of the organization, they are inspired
to perform well.
Through its highly motivated employees who aim to perform well for the company by supplying it with
great ideas and innovation in relation to product and service offerings, Google, LLC's ambitions and
ambitions to create a global brand have been made possible. However, in this business, some characteristics
of theory X have also been recognized as some of the employees do not take their responsibilities effectively
despite providing motivation. They hate their job and are thus unable to steer organizations towards
achieving their objectives .
Considering the other style of theory that is process theories of motivation, it is shown that, unlike content
theories, these theories discuss factors that decide the degree, the adjustment and the continuity of effort.
The Porter-Lawler Model, an integrated approach that incorporates all elements of all motivation theories, is
one of the most common motivation mechanism theories. It is a complex model which explains that success
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by perceptions of position and abilities leads to job satisfaction (Miner 2015)، This theory's three elements
are effort, efficiency, and satisfaction; Effort is the amount of energy an employee exerts, success is the
primary function of individual efforts, and satisfaction is the primary function of success. In the sense of
Google, LLC, since employees are given values and incentives, it is shown that the perception of effort-
reward probabilities among employees is high. In Google, LLC 's motivation culture included effort-
performance-reward-satisfaction in which workers were encouraged to perform better and in turn helped to
improve their performance based on which they were rewarded.
(Miner 2015)، criticized motivation, however, arguing that organizational goals and objectives are often
accomplished by other variables. Financial and organizational considerations, in addition to motivation, are
equally critical in helping the company achieve its goals and objectives. The degree of success a company
can achieve in each period of time is determined by the financial and business operations. This was counter-
criticized by (Miner 2015)، who claimed that the major factor responsible for achieving organizational goals
as if the workers were not driven to perform well an organization could not succeed despite large amounts of
financial resources and strategic operations.
In addition to motivation behavioral theories, motivation strategies often play an important role in shaping
other people's behavior that helps accomplish objectives and goals. To break out of the lethargy loop and get
excited for fundamental tasks, Google, LLC strictly followed the regular activity plan. The operations are
identified and rated from 0-5, and the worker can refocus on simple pleasures and mastery .
However, this method of motivation is not as successful as it relies upon an individual's behavior.
After considering Google, LLC 's motivational theories and strategies, it was found that the Company uses
successful motivating methods and models to keep the workers motivated to aim for organizational success.
However, the Organization will improve its efficacy by increasing the number of Incentive and Recognition
programs at a quarterly basis. The Company's workers should be paid quarterly to keep them motivated.
In addition, it is recommended that the Company have some space for daily breaks to refresh the staff, which
in turn allows them to achieve strength and fitness in order to meet targets. In addition, frequent and positive
input strategies are needed to help achieve organizational productivity when workers function in their areas
of service.
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Critically evaluating how to influence the behavior of others through the
effective application of behavioral motivational theories, concepts and
models.
In an organization, motivation can be divided into two forms, namely extrinsic and intrinsic motivation
(Blau, 2017). Intrinsic motivation makes an individual work with pleasure, whereas extrinsic motivation
aggressively makes an individual work to escape punishment. Motivational behavioral ideas, principles and
models have an impact on others' behavior. Any of the motivational theories used to figure out how other
habits are affected are the Equity theory based on J. Stacy Adams' work, Expectancy theory by Vroom,
Encouragement theory and the goal-setting theory. According to the principle of equality, workers are
expected to earn a wage according to the amount of hard work they do. Employees should be handled fairly
in a company so that they do not feel unwelcome. The theory of anticipation generates an expectation or
hope among workers that they will be remembered and rewarded for their work. The reinforcement theory
and the theory of goal setting also have a positive impact on people. The philosophy of motivation in an
organization helps to improve an organization's human capital and lets the organization prosper.
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Critically evaluating the relationship between culture, politics, power and
motivation that enables teams and organizations to succeed providing
justified recommendations.
Mankind has struggled through the ages when it was necessary to balance between culture, politics, power
and motivation. Organizational culture, politics, power and encouragement have an effect on the day-to-day
operation of the company and help create a perfect environment (Senge, 2014). When positively executed,
power encourages the workers to perform well, which in turn uplifts the organization's positive name. The
teams within an organization should be understood and unified so that each person has a feeling of being a
part of the organization. To encourage other people to work, an organization needs to have a proper culture
in place. For example, if a manager interacts appropriately with his employees and does not participate in
any policy within the organization, then the organization is bound to succeed.
A successful team or community has several common features that contribute to enhancing the team 's
growth and development, which in turn contributes to higher levels of success by improving the
organization's overall performance, including product development and service quality. Google, LLC has
used the mechanism that drives customer satisfaction levels and, as a result, consumer expectations are
growing. The participants will concentrate on their primary objectives of addressing the problems and
disputes when a community works well together. Nevertheless, the team results are badly graded and judged
if there are unresolved disputes and disagreements between the members. The future capacities of an
efficient team are limitless, and the overall efficiency of the company can be improved.
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Explaining what makes an effective team as opposed to an ineffective team.
Cooperation between team members is the most important factor necessary for efficient and seamless
conduct of business. Workplace co-operation inculcates employee dedication to open communication.
Workplace teamwork is strongly distinguished by an efficient or unsuccessful team. It has been noted that
mere team presence does not benefit organizations. To accomplish goals and objectives a team needs to be
successful. A team will become successful where there is an open dialogue in which participants will share
their viewpoints openly in an association, use situational leadership style and listen to each other's views and
opinions .
An inefficient team is completely at odds with an efficient team when participants of those teams are not
speaking to each other, secret meetings are taking place in the company and authoritarian leadership style is
practiced. Effective team decision-making is distinguished by a type of consensus in which common
agreement is reached by each participant, while decisions are usually made quickly in unsuccessful teams
before the real problems are addressed.
In comparison, task responsibilities are playing a major part in making the teams successful or not. This can
be grasped with the aid of Meredith Belbin's Team Growth Theory. According to this hypothesis, there are a
total of zero team positions influencing team cohesion, which in turn affects behavior. The following roles
are:
Action oriented roles
Shaper- He is the one that pushes the extroverts and creative team to improve.
Implementer- He gets the other stuff done by translating the ideas into acts.
Complete-Finisher- He guarantees there are no mistakes or oversights in project execution.
People Oriented Roles
Coordinator- The coordinator is the one who serves as the representative of the traditional team that leads
the squad.
Team worker- He is the one who offers assistance and makes sure whether team operates efficiently or not .
Resource Investigator- He is the creative and ambitious person who analyses the alternatives available and
negotiates money
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Thought oriented roles
He is the innovative pioneer who brings fresh ideas and methods, however in communications he is not so
strong.
Monitor-Evaluator- He is the consultant appraising the proposals. He is of a shrewd and analytical
disposition in assessing pros and cons before deciding and making decisions.
Specialist- Specialists are those certain individuals who have advanced experience and expertise to carry out
a specific task.
In the context of this hypothesis, it has been found that Google, LLC also applies this paradigm of
identifying team functions within the enterprise of various teams. The explanation behind efficient
departmental teamwork and collaboration is the effective team role played by various workers in an
enterprise that improved team performance. As for teams, it is shown that efficacy depends on the positions
performed in an enterprise by multiple persons.
Another big theoretical paradigm adopted by Google, LLC is the Tuckman model suggested by Bruce
Tuckman, a common tool for creating successful teams . According to Tuckman theory there are 4 stages.
These are Developing, Storming, Standardizing, Conducting.
Formation is the basic stage of team growth in which the rest of the members of the team are optimistic and
respectful and the leaders are dominant. The next step is a whirlwind in which people are driven against the
frontiers. The members of the team question each other's authority which results in disputes between them.
Norming is the third step of people solving their disputes and knowing their colleagues' views and abilities.
The final step is to function in which collective goals are accomplished successfully by hard work.
With respect to Google, LLC, it is seen that to some degree the company has adopted the philosophy of
Tuckman. The people essentially carried out the development stage as the Organization wanted to launch a
new line of food items. In the Organization, the overall team between various departments worked very well
which strengthened teamwork. In the first step itself, the employees demonstrated excellent communication
skills which helped the organization execute its functions smoothly.
However, high degree of disputes emerged when new selection of food items is launched at the second step
that is standardizing. Conflicts took a long time to settle and influenced the whole team's productivity in
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some way. Considering the other two levels, it is evident that Google, LLC have done well in managing all
departments including new food selection. Different people display various activities at all these levels
which are responsible for influencing team function and team growth. It is found that successful team results
in transparent dialogue that fosters healthy and constructive actions within the organization's staff, while an
unsuccessful team promotes negative behavior among the workers that hinder their capacity to accomplish
objectives.
With consideration to both theories, it is found that despite the utility of the theories in evaluating team
efficacy and ineffectiveness, everywhere these theories fail in having thorough knowledge of the team
functioning as only the theoretical field is addressed.
Analyzing relevant team and group development theories to support the
development of cooperation within effective teams.
Teamwork is a significant component of a successful organization. A team is composed of two or more
individuals who collaborate to accomplish a shared purpose in a supportive manner. Functional teams,
virtual teams, and cross-functional teams are different kinds of teams. A community is different from a team
since it includes several people who work together in an organization to accomplish a shared goal. A single
person heads a squad, while more than one head consists of a team (Fayol 2016)، . The members of the
community are autonomous in nature, while the members of the team do not need to rely on others. Six
phases must be followed by group growth. Community development takes place in four steps, such as
developing, storming, norming, and performing or adjourning, according to Tuckman's Development Model.
The members of the community are autonomous in nature, while the members of the team do not need to
rely on others. Six phases must be followed by group growth. Community development takes place in four
steps, such as developing, storming, norming, and performing or adjourning, according to Tuckman's
Development Model. By taking the views of all the people involved inside a team, teams with high
productivity make decisions. Thus, the right team operates on each other's ideas and by trusting the skill and
qualifications of each other to establish dynamic collaboration in the organization.
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Applying concepts and philosophies of organizational behavior within
Google, LLC context and given business situation, and Evaluating how
concepts and philosophies of OB inform and influence behavior within a
given business situation.
1-Path goal theory of leadership
The principle of the path-goal will be used as it defines the style and actions of the leader, which is vital for
understanding the work environment and will help the company's employees to achieve the goal. It will also
help to improve the incentive for empowerment and employee satisfaction, which will positively impact
productivity. Fundamentally, in of organization there are a few principles and it depends on the essence of
the organization as well as the kinds of individuals who work in it and those with which the business deals.
This is the part of people's thoughts and experiences that are dealing with various facets of the business and
it works the same way for Google, LLC, and at different periods of time the company's stakeholders which
have different ideas. Organizations such as marital status, income, personality requirements, gender, age, and
experience are affected by a huge diversity and democratic variables.
2- Social capital theory
The theory of social capital was developed to consider the involvement of the stakeholders within the
company and has helped in a variety of ways to affect their lives. This theory will therefore help businesses
understand the ideas and perceptions of employees within the business and tend to understand the aspects of
networks, reciprocity, involvement, and proactively. It is important for the company's managers and leaders
to consider their requirements and inspire them to achieve the company's common goal (Sosa, L.V. and
McGrath, B., 2013)، . Motivation is one of the factors that can influence the company's success and it is
important for the company's managers and leaders to provide workers with resources so that they can cope
with them.
3-Contingency theory
There are essentially three contingency plans that are most widely used. The scholars have broken these
contingency plans according to their strategies, and these techniques help the organizations cope with
complicated circumstances. During the time of an emergency, the main purpose of the contingency plan is to
provide the company with a secure and healthy environment. The three most common contingency strategies
are leadership contingency theory, management contingency theory, and situational approach contingency
theory. It is important for the company to be excited so that the company's managers and leaders can provide
resources for the workers and enable them to provide their ideas for the company's development. In order for
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employees to feel valued in the organization in which they work, it is crucial for the company to treat
everybody in the organization fairly and consider the feelings of these employees.
Because of the various sequence of different levels of people, Google, LLC's organizational structure is
hierarchical, and the level above manages each level relatively. The level above is responsible for
monitoring and assessing the various other levels. Some fundamental principles of organizational behavior
are not precise, but these principles still direct the organization's development (Burrell & Morgan, 2017).
In organizational behavior, there are some kinds of conceptual principles. The idea is usually based on the
following two key components:
Nature of people – The essential attributes or characteristics that personify an individual are the essence of
an individual. Some of the key factors that influence the disposition of individuals are explained below:
Individual differences – This refers to each individual employee 's managerial approach, i.e. a one-on-one
approach. These variables state that each person in his or her own way is different from others. Psychology
is the root of the notion of human differences. For instance: A Google, LLC departmental manager claims
that a specific employee is spoiling the atmosphere by too much contact with his various other employees.
The worker feels that the best way to make new friends and work calmly is by contact. This example
concludes that both the boss and the employee have different views and opinions on the same thing.
Motivated behavior – It refers to the behavior produced or implanted by a person, community or high-
skilled leaders' motivation. A person needs to perform better in the organization in order to satisfy the
numerous requirements. To enrich the quality and efficiency of the job, certain motives are necessary. There
are typically two kinds of motivation within an organization: positive motivation and negative motivation.
The first form, i.e. positive reinforcement, encourages individual workers by improving their actions or by
providing them with special incentives and rewards to accomplish a particular mission and goal. Negative
motivation refers to pressuring people to alter their actions or make them improve. Employees need to be
driven to deliver the best outcomes that ensure the achievement of organizational priorities and targets
(Suppiah, V. and Sandhu, M.S., 2011)، .
Nature of the organization – The organization's existence notes the company's motive. Google, LLC's
main goal is to provide reliable and reliable customer service by providing goods and services of high
quality at a reasonable cost. The identity of Google, LLC is characterized by the culture and architecture of
its different stores.
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Social system – In order to acquire information about their own social positions and status, Google, LLC
socializes with other firms, their future customers and the outside world. Their organizational behavior is
normally impacted by their efficient teams and individual drives as well. The Social Structure is a formal
and informal structure of two forms. The group or team formed by people performing together in an
organization is a structured social structure. An informal social system refers to a group of individuals
composed of participants who openly and chillingly socialize with others. Because of his high-skilled
workers and brand reputation, Google, LLC follows a structured social structure.
Ethics – The moral values of a person, team, and organization are referred to as ethics. Ethical treatment is
mandatory in order to attract and maintain desirable workers, and certain moral standards and values need to
be developed. Many SMEs and organizations are setting up a rewards code for ethics training for proper and
successful ethical conduct. Google, LLC maintains an evaluated report which follows up on joint success
with its different suppliers (Furnham 2012)،
. Google, LLC's "Sourcing with Dignity" core principle includes the firm 's dedication to sustainably
providing its numerous main products to set standards.
There are numerous management theories that seek to maximize the mutual efforts of employees. The
organizational activity is called the joint effort of the workers and the course of the effort. There are,
however, three hypotheses relating to the organizational actions that multinational corporations use. These
ideas are the empirical management theory of Taylor, the hierarchical approach of Weber, and the
management concepts of Fayol.
The theory of scientific management helps to evaluate and synthesize workflows within the organization,
which helps to increase economic efficiency among stakeholders, especially workers, and to concentrate on
the organization's labor productivity. It also helps to apply technical methods to better execute the above
activities, and this theory is renowned for using process and management engineering, which helps to
improve the company's overall efficiency and productivity (Buchanan, D.A. and Huczynski, A.A., ،
2019). This theory was founded by Frederick Winslow Taylor and this individual focuses on many aspects,
such as workers' perspective, market economics, trade unions, employment, planned economics, and labor
reactions. With the aid of this theory, scientific leadership is used to assess and research the job in the most
successful way by dealing with the 'rule of thumb' understanding the popular experience and meaning of the
people and scientific methods are used. It helps to assign employees to jobs and matches the work based on
the employees' motivation and skill. The organization would also have to reflect on the output of the
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employees according to the theory and supervise or advise them to make their job more successful
(Furnham 2012)، .
In 1947, Weber introduced the Weber bureaucratic method, which centered on a wider section that
considered the organization and based on the idea of structured organization and values. There are five
concepts of formal organization, according to the theory, which begins with the first element of the structure.
According to this theory, the organizational structure is very important and should be organized among
employees in accordance with hierarchy and dominance and should define roles and authority in accordance
with their position .Discipline is also an important aspect of the organization as it allows to differentiate the
activities on a practical basis and to distinguish them according to the discipline for which the actions should
be supervised by a distinguish chain of command and a group of executives. Predictability and consistency
are also an important part of the organization and allow organizations to function in compliance with
specially specified processes and methods consisting of a certain set of rules and regulations based on the
organization's current conditions. Rationality is also important because it deals with the recruitment and
selection of individuals and, according to the theory, during the recruitment processes, there should be no
impartiality .
Finally, democracy is also responsible for adding power and accountability to the workforce, and that is why
designations should be granted to these individuals and not accepted by individuals.
The 14 management principles of Fayol are related to 14 principles divided into authority, division of labor,
discipline, unity of leadership, unity of command, remuneration, subordination of individual interests to the
general interest, scalar chain, centralization, order, fairness, continuity of workers tenure, Esprit de Corps,
and initiatives.
Organizational behavior is based on a few underlying principles that are related to the existence of
individuals and how organizations function. There are some forms of philosophical behavior that have a
positive and negative effect on OB. Every person is different and has likes and dislikes of his or her own.
Therefore, an organization should properly utilize each individual. The concept or interpretation of an
individual varies from each other for a specific subject or item, and this depends on the past experiences,
surroundings and other demographic factors of each individual. An employee who is a person also has a
private life which he or she is also concerned about. This can impact the individual's concentration and that
can decrease the quality of his or her work in the organization. A person wants to treat him or herself well
and does not want to get into a system where he or she appears to be working only for money.
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Critically analyzing and evaluate the relevance of team development
theories, concepts and philosophies that influence behavior in the workplace
to improve business performance and productivity
The teamwork theory of The Tuckman is based on four work stages and involves the four stages called
creating, storming, norming, and performing. Formation is the initial process in which team members find
their place in the team and figure out the task of engaging with each other. Storming is a second step in
which the team members begin to realize their importance and see themselves as part of the team. This is
where individuals will challenge each other and propose improvements in the style of work, and the
emphasis on the task is usually increased. Norming is the third position where the members of the team
come together to work towards a primary purpose and explain the questions and ways to do the job .
In order to obtain expertise regarding their social positions and standing, Google, LLC socializes with other
businesses. Typically, their organizational behavior is shaped by the use of their productive teams and
individual drives. The ethical ideas of a person, a team and an employer are referred to as ethics. Ethical
solution is mandatory to attract and retain precious workers, and it is important to set a few moral standards
and values. The Code of Ethics Education praise for proper and successful moral conduct is being developed
by some of the SMEs and companies .
The Path goal theory is a leadership theory, developed by Americans Robert J. House and Terence R.
Mitchell in the 1970s. It is believed that a leader respects his workers in the above-mentioned principle and
compensates for their mistakes or ineffective jobs. The elements of this particular theory, which involves
duties, correlate with that of leadership in circumstances. The leaders offer guidance to the workers in order
to achieve their goals (Northouse, 2018). Some tools are included in the social capital theory, which
promotes concerted social action. Leaders ought to be versatile enough to get the most rewards from their
workers in terms of hard work, according to the path target principle.
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Conclusion
The organizational behavior area can be both exciting and complicated. Various definitions and variables
influence the mentioned experiences, and these variables offer several opportunities to increase personal and
organizational performance when accumulated together. In this "Organizational Behavior" report with
reference to the "Google, LLC" organization, an outline of organizational behavior has been created. The
thesis explored how society, politics and power affect people's behaviors. In order to explain how they
enable the achievement of goals and objectives; the various content and process theories of motivation have
been analyzed. The main subjects of motivation, behavior, interpersonal communication and many more are
organizational behavior. The various principles and principles of organizational behavior were applied to the
organization in this study.
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Figure 1: Google logo................................................................................................................. 3
Figure 2 : Maslow’s Hierarchy of needs...................................................................................... 9
Figure 3 :Vroom’s Expectancy theory...................................................................................... 11
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