Hewlett-Packard Case Study: Organizational Behavior and Team Dynamics

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ORGANIZATIONAL BEHAVIOUR
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
P1 Critically analyze how HP’s culture, politics, and power would or have influenced the
behavior of individuals or teams in the organization (M1).........................................................4
P2 Evaluate how Maslow’s or Herzberg’s Content Theory and Vroom’s process theory of
motivational techniques enable effective achievement of goals in HP.......................................6
M2 Critically evaluate how to influence the behavior of others through the effective
applications of behavioral motivational theories, concepts and models......................................8
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed, providing justified recommendations...................9
Task 2.............................................................................................................................................10
P3 Explain what makes an effective team as opposed (compared) to the ineffective team in an
organization...............................................................................................................................10
M3 Analyze relevant team and group development theories to support the development of
dynamic cooperation..................................................................................................................12
P4 Apply concepts and philosophies of organizational behavior within an organizational
context and a given business situation.......................................................................................13
M4 apply concepts and philosophies of organizational behavior inform and influence behavior
in both a positive and negative way...........................................................................................15
D2 Critically analyze and evaluate the relevance of team development theories in context of
organizational behavior concepts and philosophies that influence behavior in the workplace. 16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18
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Introduction
In this assessment, there is a description of Hewlett-Packard’s culture, politics, and power for
accomplishing their mission, vision, objectives, and products. There is also an in-depth analysis
of the behavior of teams and individuals in the organization. This concept is apprehensive with
the influence of structure, groups and their behaviors. Here in this report, there will be a
discussion on “Hewlett-Packard” company that is a multinational information technology
company that was founded in 1939 by David Packard and William R. Hewlett. It deals with
software and computer services. The goal of the study is to evaluate the philosophies and
concepts of organizational behavior and to influence their behavior in a negative and positive
way. There will be described briefly theories of team development regarding organizational
behavior.
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Task 1
P1 Critically analyze how HP’s culture, politics, and power would or have
influenced the behavior of individuals or teams in the organization (M1)
HP (Hewlett-Packard) is an American multinational information technology company that deals
with software, hardware, and relative business services. HP consists of PCs and other enterprise,
computing devices, storage devices, software printers, industry standards servers, networking
products, plotters, imaging products, and scanners etc. this company also produces LaserJet
printers, handheld calculators, first distributed data processing system commercially and
architecture of parallel instruction computing architecture explicitly. It was founded in 1939 by
William R. Hewlett and David Packard. They started it in the garage and now has the head
quarter in Palo Alto, California. HP declared that it will get split its Printer and PC businesses
from the segment selling enterprise services and products as Hewlett-Packard enterprise and HP,
Inc (Tasselli, et. al., 2018).
The vision of the HP is to develop the technology that makes life even better for everyone, every
community and every organization across the world. Their mission is to earn the loyalty and
respect from the customer by offering the highest value and quality constantly. They get enough
profit for creating value and finance growth for achieving corporate objectives and for the
shareholders. Objectives of HP Company are profit, customer loyalty, employee’s commitment,
marketing leadership etc. HP is dedicated to offering value and good quality for achieving the
trust and respect from customers. Because consumers look for products with high quality and
value always and they also compare the various company’s product for finding a suitable
product. So HP is consistently offering value and good products.
Organization’s culture- HP’s organization culture is also known as “The H-P way”.
Organization’s employees with the management together are predictable to follow a term “don’t
be evil” within the context of “The H-P way”. The H-P way is flexible in all the operations
supposedly and in all the information from the business organization. But there is insecurity of
the information that can being out and can spread to the whole world. It depends on those who
have this power of information to keep it as a secret (Organ, 2018).
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Power and politics- By the evolution of the Modern Corporation and culture with a professional
way of running the business is the most contributing factors for the power and politics in the HP.
No power people and centers with vested interests in the most managed firms and professionally
run. The reason for this politics and power in HP is recorded history and human nature and it
will be favor of those who have the power. This is like interplay of forces within company
wherein the senior leadership and top management and it tries often it by their methods which is
used for promotions as c level and CEOs (Gagné, 2018).
Impact of power, politics and culture on the organization and stakeholders and employees and
other people are main loser in these power games. This is because of thinking that people on top
post always bicker and do fight and demoralized work that concludes lackadaisical and attrition
performance. Additionally, employees are stuck between the rivalry and being sacrificed. In
every organization, whenever a power struggle happens in the company, employees and middle
level persons always suffer mostly. If organization’s culture is helpful and good then employees
will work harder and smoothly. But if that is negative then there will be contradictory situation.
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P2 Evaluate how Maslow’s or Herzberg’s Content Theory and Vroom’s process
theory of motivational techniques enable effective achievement of goals in HP
Content theory describes the reason of changing the needs of human with time. This theory
consists the work of Abraham Maslow, David McCelland and etc. Here will be define the two
main theories of motivation named Maslow’s hierarchy of needs theory and Herzberg two-factor
theory and how it applied to the HP for enabling the effective accomplishment of goals by
motivating them through methods-
Maslow’s hierarchy of needs theory- Psychologist Abraham Maslow developed the five basic
needs in 1943 and described a pyramid that shows these needs. This framework that is based on
needs has become a model for both workplace management and personal empowerment and
generate the concept that a person’s basis needs should be fulfilled before the unselfish goals can
be gained and pursued. Many companies including HP executes this theory idea with various
success levels. Maslow’s physiological needs analyzed the core physiological requirements to
stand human life like water, air, sleep, and food. Workers need healthy air to breathe for
performing their jobs and water for the system hydration, satisfactory time to rest, nourishment
to fuel the bodies and convalesce among shifts, additionally regularly break scheduling. As per
the “Dan Romaniak” who is communications manager from HP Company tells that HP
implements to retain the employees and motivates them through benefits and competitive
salaries but with perks like time off from work flexibly are example of social, ego and
physiological needs. They offer membership privileges and company cars at country clubs
(Klotz, et. al., 2018).
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Figure 1: Maslow’s hierarchy of needs theory
Sources: (McLeod, 2018)
Herzberg two-factor theory- There are two factors in this theory that are hygiene or extri9nsic
factors and motivator or intrinsic factors.
Extrinsic factor- These are on the basis of business needs for avoiding work unpleasantness.
These factors considered as insufficient by employees then it leads to work dissatisfaction for
example hygiene factors are administration quality of interpersonal relation quality of working
conditions feelings of job security and company policy (Stewart, et. al., 2019).
Intrinsic factor- These are on the basis of need of individual for personal growth in the HP
Company. Because of this it leads to job satisfaction. These are effective for achieving average
effort and performance. It also include advancement gaining recognition through status
opportunity and simulating work sense and responsibility challenging of personal achievement
and job for personal growth.
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Figure 2: Herzberg two-factor theory
Sources: (lumenlearning, 2019)
Vroom’s process theory- This theory undertakes that behavior results from person’s choices
between the alternatives that has purpose of maximizing the pleasure and reducing the pain in
the HP Company. It is realized by Vroom that performance of an employee is depended on
individual elements like skills, personality, experience, abilities and knowledge etc. It also
describes the performance, efforts and motivation are reason for person’s motivation. He uses
the elements like instrumentality, expectancy and valence for this (Mitchell, 2018).
Figure 3: Vroom’s process theory
Sources: (REDMOND, 2016)
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M2 Critically evaluate how to influence the behavior of others through the effective
applications of behavioral motivational theories, concepts and models
Motivational has a crucial role in driving the employees for accomplishing the goals, extend the
nation dreams and organizational goals. There are many motivation theories available and that
leads to influence or relation the results of job satisfaction of employees. There are mainly three
categories of theory that are- process theories, content theories and contemporary theories. These
theories consist of Herzberg’s motivator-hygiene (or two-factor) theory, Relatedness and Growth
theory, Maslow’s hierarchy of needs, McClelland’s needs theory and Alderfer’s Existence.
Process theories describes what motivation is and how it used for satisfaction and these type of
theories consist of Porter-Lawler’s model and vroom’s expectancy theory. Motivation’s
contemporary theories include control, equity and agency theory and reinforcement, goal setting
and theory of job design (Van Dick, et. al., 2018).
Rewards work as a main factor of the motivation that can encourage retention in the company
also and the social exchange and wider employment relationship are important. Whole idea of
motivation for providing the employees with nice working condition, job security, belonging and
loyalty to company and workforce for some challenges. For every employee, there can be
motivational factors outside like rewards and inside factors like need to be better.
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D1 Critically evaluate the relationship between culture, politics, power and
motivation that enables teams and organizations to succeed, providing justified
recommendations
Organizational culture with the power and politics refers to the value and beliefs that exist in the
company for a long time and staff beliefs and work foreseen value that will affect the behavior
and attitudes. Administrators adjust their behavior of leadership usually to complete the
organization’s mission and this could affect the job satisfaction of the employees. It also enables
the staff for working and establish the relationship between the leadership behavior,
organizational culture and employees’ job satisfaction. Culture of organization are important and
correlated with job satisfaction and leadership behavior. Therefore it is necessary to establish a
good relation between the employee and leader (Subramony, et. al., 2018).
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Task 2
P3 Explain what makes an effective team as opposed (compared) to the ineffective
team in an organization
An effective team is an important part of every organization which is providing a solution for
every problem and developed new technology for the organization. A team is a group of
members which are may be good or bad. If the team members are good and experienced then
create an effective team otherwise it is a type of ineffective team.
 Team: Basically, the team is a group of people who organized organization work together
cooperatively and interdependently for achieving a specific goal. In a hotel, a team is based
on each department and this is called a department team. The team is based on short term and
long term for interaction. The work of a team produces quality work for increasing efficiency
of the organization.
 Virtual team: A virtual team is a type of geographical team and it is also called a remote
team. This team is work on different geographic location and related to the technology of
communication. Communication technologies are such as sending emails, voice, and FAX.
Geographically team is allowing the organization to retain efficient persons regardless of any
location (Maduka et al, 2018).
The benefit of the virtual team:
 Experienced employees are located at any place in the country.
 Team workers provide improve technology for use.
 A virtual team is producing high productivity and reduce travel time.
 Global work time for employees is 24 days in a month and 8 hours per day.
An effective team is necessary for achieving the goal of the organization at a specific time. An
effective team is discussed on every issue like health issue and other environmental issues. The
ineffective team is not working together and it is difficult to say that they work together or not
(Mockaitis et al, 2018).
An effective team is a group of persons who are experienced in the individual field and provide
efficient work for achieving a goal. For example of organization Harvard Packard, they are
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achieving their success with the help of an effective team. Clear and efficient communication of
each team member made work efficient. They are made a SWAT team which handles all
emergency tasks in the organization. The member of the specially trained team is known what
solution is used in the right place. By the help of the specially trained team, they achieved their
goals easily and developed a successful business. An effective team has the following characters:
Clear objective: the team of an organization understands the objective of the organization and
try to achieve that (Bowers, 2018).
Good communication: meeting of team members is effective and they communicate with each
member of the team.
Support and trust: team members support each other and encourage the idea of every member.
Regular review: Team of HP is regularly review their own work and try to improve their work
for better performance.
Points which make an ineffective team:
Autocratic: It means only one person is taken decision for work and other members are
following him. Coordination between the team is less and they are not helping to other of the
team.
Short term Result: This type of teamwork is provided a short time benefit but the organization
needed future profit for the business.
Less effective Decision: Ineffective team takes less effective action for the problem.
Ineffective Labour division is also a reason for failure in the organization.
The effective team is providing growth for any organization and achieve gaol at a specific time
while the ineffective team is not working properly and produces less effective work (Miao, et.
al., 2018).
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