Organizational Behaviour: HP and Mega Solutions

This project analyzes the significance of organizational behaviour in two companies, Hewlett-Packard and Mega Solutions. It explores how culture, politics, and power influence individual and team performance. The report evaluates content and process theories of motivation, discusses effective and ineffective teams, and examines various organizational philosophies. The findings highlight the importance of understanding interpersonal relationships and maintaining a healthy work environment to enhance productivity and employee satisfaction.

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Unit 12: Organizational Behaviour
Project Title Organizational Behaviour: Hewlett- Packard and Mega Solution
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Influence of organisation's culture, politics and power on individual, team behaviour and
performance............................................................................................................................1
M1 Organisation's culture, politics and power influences individual, team behaviour and
performance............................................................................................................................4
P2 Evaluation of content and process theories of motivation................................................4
M2 Effective application of behavioural motivational theories, concepts and models..........7
D1 Relationship between culture, politics, power and motivation.........................................7
TASK 2............................................................................................................................................7
P3 An effective team and ineffective team.............................................................................7
M3 Theories to support the development of dynamic cooperation......................................10
P4 Philosophies of organisational behaviour......................................................................11
M4 Concepts and philosophies of organisation behaviour inform and influence behaviour12
D2 Relevance of team development theories.......................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
While working in an organisation, it is necessary to understand each other's behaviour
and maintain a healthy working environment, for which it is needed to adopt and understand
significance of organisation behaviour. It helps in understanding interpersonal relationship that
employees share with each other and with their higher or lower subordinates (Thomson and Van
Niekerk, 2012). In this project, the importance of organisation behaviour will be analysed in
context with two different companies that is Hewlett- Packard which is a multinational
information technology company that develop and provides a wide variety of hardware and
software related services. Whereas other company is Mega solutions which is a multinational
company that manufacturers and supply computer software. However, this report focuses on the
significance and appropriateness of organisation's behaviour as well as different theories to make
organisation's environment more effective. Apart from this this project flashes different team
development theories to increase productively of company.
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TASK 1
Hewlett Packard Company Overview
Hewlett Packard (HP) is a company that was established in …..by…….
HP business scope is technology, their first product was a printer; since them HP kept improving
and developing its business strategy and products accordingly to be one of the main producer of
technology today with global presence. HP have different products, such as printers, laptops,
Tablets, PCs Desktops and more.
Critical Analysis of The Impact of HP Culture, Politics and Power on Individual, Team
Behaviour and Performance
Employees behaviours, whether as an individual or team, plays a vital role for HP company to
effectively achieve its objectives. Achievements of the organization goal fully dependable on the
team members and their behaviour. An effective individual and team behaviour leads the
company towards the increase in the level of growth in the form of revenue generation. If
changes take place in organization culture, politics and power, then it has a great influence on the
working performance and the team behaviours of the employees.
HP Culture and Its Impact on Individual and Team
Organization's culture refers to the beliefs, values and different approaches of interacting with
each one in a company. In a HP company if there take place any sudden changes in the
organization culture, it has a great impact on the behaviours of the team members. Changes like
the change in company rules and regulation, change in the vision of the company, changes in the
language habit, beliefs and assumptions (Wood and et. al., 2012). According to Haydn's, culture
are of four types:
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Person culture- In a organization, person culture do exist it is collection of workers who
work for the organisation, and think themselves as a unique employee among others in a
company. For example the Service department of the HP company believe that there is no one
except them who have the capability of servicing , if there arises any machinery problems. Such
culture have a negative effect on the relationship of employees and the organization.
Task culture- In a company task culture exist when the employees are addressed to some
progress projects and some specific problems. Task culture play a important role for the HP
company, as in this all the members of the company have to perform the particular task by
working in a team. Thus it will aid in improvement of individuals behaviours and increase in the
performance level of the company.
Role culture- In this type of culture roles are assigned to each one handling them with
their responsibility and task as per their position. For example; manager of HP company plays its
own role like managing overall organization working environment. Similarly, each members of
the company plays their role for the benefit of the company. As a result, the relationship of each
one with each other’s within the organization get improved, and it will increase the performance
level of the company.
Power culture- It refers to the power which lies with only few of them within the
organization and their influences are spread throughout the whole organization. For example, the
assistant manager of HP company has the power to easily influence, motivate and encourage
their subordinates in achieving the target goals of the company. Hence, the practice of power
culture in the company have a positive impact on the individual’s behaviours as they get
encouraged to work for the company and indirectly it will also lead to increase in working
performance level of the organization.
The HP approach is known as “The HP Way”, which is based on the established shared values of
the organization; which is founded on:
 “Passion for customers: We put our customers first in everything we do.
 Trust and respect for individuals: We work together to create a culture of inclusion
built on trust, respect and dignity for all.
 Achievement and contribution: We strive for excellence in all we do; each person's
contribution is critical to our success.
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 Results through teamwork: We effectively collaborate, always looking for more
efficient ways to serve our customers.
 Speed and agility: We are resourceful and adaptable, and we achieve results faster than
our competitors.
 Meaningful innovation: We are the technology company that invents the useful and the
significant.
 Uncompromising integrity: We are open, honest and direct in our dealings”1
The critical analysis of the HP approach shows that the company built its culture on recognition
of the vital role of its employees, here we find David Packard sating “It is necessary that people
work together in unison toward common objectives and avoid working at cross purposes at all
levels if the ultimate in efficiency and achievement is to be obtained”. In fact, the stated in line
with the adopted approach of the company “The best possible company management is one that
combines a sense of corporate greatness and destiny with empathy for and fidelity to the average
employee” and “Set out to build a company and make a contribution, not an empire and a
fortune”; which is motivating approach as per Vroom theory of Motivation, employees need to be
recognised as human being cared about rather than doers only. Accordingly, employees will be
motivated in the way that their performance will be high and so the job quality leading to job
satisfaction.
Furthermore, HP opened the door for innovation as its approach here is “Happiness and success
comes not from wealth but in the freedom to be yourself” as well as “Never be afraid of
abandoning one idea, no matter how much time you’ve invested, if a better one comes along”.
The impact of this approach is quite positive; it is motivating, as all motivational theories agreed
on one main rule “increase pleasure and reduce pain”. In the same context, this approach opens
the door for the employees to think differently and be innovative, as a motivating factor HP will
invest in the good innovative idea. This in return will push the employee to develop themselves in
different directions and levels, and hence, improvement in the quality of work leading to high
performance culture throughout the organization, as it is a motivating behaviour that will spread
across all employees.
1 http://www.hp.com/hpinfo/abouthp/values-objectives.html
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However, such approach should be accompanied with the right management style to ensure the
end result, by directing, mentoring, coaching, training and controlling the development of ideas;
otherwise, if an employee works quite hard on the development of an idea and the outcome is
negative, the employee will be demotivated and hence this will set-up negative impact on the
behaviours of the other employee. It will put them off trying.
Organization politics: It refer to the culture where unjustifiable behaviour of employees
takes place in a organization in order to get those benefits which are not under their control.
Organization politics has a tremendous impact on team behaviour and their performance, like
there are some workers in HP company who doesn't prefer to do hard work, they usually depend
on nasty politics behaviour. So such practices create negative impact on the working
performance of individual and their behaviours. There are several effects of politics on HP
organization like:
Overall productivity decreases- Politics tends to decrease the level of output and the
person who tries to play a politics in a company do less of work. For example; a HP company
give rewards to the high position holder, so in that case low position holder will feel insecurity
and they will prefer to less of work for the company. Thus it will result in the form of failure in
achieving their goal and indirectly productivity decreases (Shah and Ghulam Sarwar Shah,
2010).
Spoils Ambience- Practice of politics by the members of HP company lead to the
negative working environment. Additionally, the relationship of each individual get break down.
This it will have a great impact on the team behaviour, as they will stop trusting each other and
as result organizational performance level will tend to decrease.
Changes in the attitude of workers- The efficient employees even lose their interest
due to the political environment, as result it lead to changes in the employees attitude. If the
perception of each worker changes about each other within the company, thus such changes in
attitude of worker will impact on the team behaviour and lead to decrease in organization
performance level.
Increase stress- Employees in a organization fails to trust each one, when such politics
practice are being adopted in order to get work done from others. This type of politic practice
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create stress in a individual which indirect effect the team behaviour in the form of break down
performance of the Hewlett Packard company.
Organization power: HP company consist a number of subordinates and their superiors,
each performs their own duties and responsibilities aside which they exercise more and less
degree power. There are mainly four types of power which the individuals exercise within the
organization and it has a great influence on team behaviours and their performance.
Legitimate power- It also refers to as positional power. Such power are assigned
according to the position the individual hold in the company. If the position of one of the team
member disappears then the subordinate will stop following you because they were respecting
the position that a individual hold not the person. So legitimate power can influence in a greater
way to the team performance and their behaviours.
Expert power- This power has a positive influence on the team members, as individual
who have such powers are known for solving critical problems. If among the team members one
of the exercise such power then it will result in greater benefit in the form of increasing
efficiency and productivity for the company.
Referent power- This type of power proves to beneficial for the HP company, as such
type of power is essential for the growth of the company. This power arises through personnel
connection that a individual have with high power holder in the organization. (Sailer, 2010).
Coercive power- Excise of Coercive power in a HP company result in negative impact
on the team behaviour and their performance. If the subordinate uses such power to influence
other to do work by the way of punishments, threats then it may lead to turnover of employees.
Reward power- This type of power can influence the HP organization team behaviour
and their working performance in two ways. If the company uses this power in order to motivate
and encourage workers to do more and more of work for the organization, then it will have
positive influence in the working performance of the individuals. Similarly If this power is
applied keeping in context favouritism factors, then it may lead to demoralize the individuals
working performance and the team behaviour.
M1 Organisation's culture, politics and power influences individual, team behaviour and
performance
Work culture, politics and power in a company largely impact its organisational behavior
and performance. The work cultures such as person, task, role and power culture influences its
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because it act as control system, social glue and sense-making factor which resulted in effective
employee's well-being as well individual and team performances as their performance and
organisational growth. Politics in organisation, impacts its team performance and results into
lowering down its overall productivity. Bad political situation in business environment spoils HP
company's working atmosphere by increasing stress that will bring change in attitude of
employees. Similarly power also impact business operations as well as individual or team
behaviour in such a way that it directly influences company's productivity and performance.
Organisation's culture, politics and power can create positive or negative impact on a business
(Robbin Happiness and success comes not from wealth but in the freedom to be yourself.s and
et. al., 2013). If it is applied and maintained equally for all employees at HP it will positively
influence productivity of a company, where as bad culture, politics and power of HP will
resulted into low motivation among employees and high turnover rate among them.
P2 Evaluation of content and process theories of motivation
Motivation is an important function for organization to improve workers performance at
workplace. It refers to encouraging and to providing guidance to employees so that they they feel
motivated towards the company goals and objectives. Hewlett Packard company mainly focus on
two basic theory of motivation; content and process theory.
Content theory: This theory mainly signifies what are workers needs like Maslow theory.
Maslow theory: This theory was developed by Abraham Maslow in 1940s. It is the one
which focuses on the needs of the employees working in company. The HR manager should look
after their workers and ensure that all of the needs are getting fulfilled. This may aid in
improving workers motivation towards the allotted task and goals (Suppiah and Singh Sandhu,
2011). They categorised the needs into five categories which are as follows:
Psychological needs: This include the basic needs which are essential for individuals to
survive in the world. Food, shelter, cloth, water and sleep all these are basic needs. Its the
responsibility of HR manager of the HP company to take into consideration their basic needs and
accordingly set their salary so that they can motivate them, in order to accomplish company
objectives.
Safety and security needs: Every employees in a HP company needs a secure source of
income, health safety and personal security. So its the duty of HR manger of HP company to full
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fill their safety and security needs like safety of income, health and family insurance,so that they
feel safe in the company and get motivated to work for the company. Thus this will aid in
revenue generation and will result in the form of success for the company
(Source: Maslow Theory, 2018)
Love and Belongingness needs: This needs also plays an important role in itself. Every
employees working in a HP company want to interact with the social groups and want to feel the
part of the company. Thus it is important duty of HR mangers to make them feel that all are just
like a family members specially to the one who feel lonely and depressed in order motivate them
to get work done. It will result in achievements of the organization objectives and goals. (Rao,
2010).
Esteem needs: This need is divided into two parts; lower esteem needs and higher esteem
needs. Lower esteem needs refers to need of respect from others. Every workers in a
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Illustration 1: Maslow Theory. 2018

organization must give and receive a respect from each others. On the other hand, higher esteem
needs which means the need of self respect. It the responsibility of the HP company to ensure
that they doesn't hurt self respect of the employees in a company. If they get proper working and
friendly environment it will motivate the employees to work for the company This will aid in
fulfilling the objectives of the company in the form of revenue generation.
Self-actualization needs: Every workers working in organization, need grow and develop
their capabilities to the fullest potential. The HR manger of the HP company must give their
employees the opportunities to take their own decision by giving them the challenging task so
that they can know where they stand in the company. This it will help the employees of the
company in the overall self development and growth to full potential level. It will indirectly
helps in the development of the company and as a result this factors will motivate the employees
in achieving the objectives of the company. (Mester and et. al., 2018).
 Benefits of Using the Theory
Theory of Maslow's is appreciated for various reasons. It helps managers in acknowledging
different methods which can be used to encourage workforce. Moreover it is a theory which can
be easily understood.
 Limitations of The Theory
Though this have various reasons to be appreciated, they do have many limitations. One of major
issue is that it has deficiency of direct effect and cause relationship among behaviour and need.
Another issue can be that many a times there are chances when a person himself is not aware
about its psychological need.
Process Theory: This theory focuses on how human behaviour is motivated and what factors
can influence a employees motivation. For example Vroom's Expectancy theory explains about
how the efforts and performance have positive correlation in motivating employees towards the
goal.
Expectancy theory: This theory was proposed by Victor H Vroom in1964. It emphasizes
on relating the reward directly to the performance of the employees. The workers of the HP
company gets highly motivated when they receive the reward on the basis of their performance
level. Thus this factor motivate the employees of the HP company to increase the performance
level and to get specialized in their workplace (Llewellyn. and Hindmarsh, 2010). Vroom's
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emphasizes to explain motivation in terms of four main variables instrumentality, valence and
Expectancy. The product of these three variables determine the motivation factor.
Motivation(M) = instrumentality(I) * expectancy(E)* Valence(V)
(Source: Vroom Expectancy theory, 2018)
Expectancy: It refers to the beliefs that the workers have in the form of capability and
skills to perform the work more efficiently. For example, members of the HP company have their
own beliefs that the company is not providing them good performance appraisal as per the hard
they do for the organization. Thus it aid in decreasing the motivation level of the employees of
the HP company. So the company should reward them as per employees performance level.
Valence: It is the another important variable of expectancy theory of motivation. Valence
refers to the value that the individual places upon the expected result. If the employees of the HP
company gets motivated by money, then in that case another factors of motivation will not work
over there. Its the responsibility of the HR manger of HP company to fulfil there reward desire
taking into consideration the relationship between efforts and performance of the individuals.
Instrumentality: This variable also plays a important role in order to motivate the
individuals to work for the company. If the employees of the HP company exceeds expectation
level, then accordingly they must receive reward more than those who have not yet meet the
company expectation. Thus this will aid in motivating the individuals to work for the company
(LA, 2013).
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Illustration 2: Vroom Expectancy theory. 2018