Organizational Behaviour Report: Motivation, Teams, and Business

This report provides a comprehensive analysis of organizational behaviour, focusing on A David & Co Limited, a food and beverage company. It explores the influence of organizational culture, politics, and power on individual and team behaviour, highlighting both positive and negative impacts. The report examines various motivation theories, including Maslow's hierarchy, Alderfer's ERG theory, and Herzberg's two-factor theory, and how they are applied to achieve company goals. Additionally, it delves into the factors that contribute to effective and ineffective teams, and applies organizational behaviour concepts to real-world business situations. The analysis covers the impact of leadership, employee motivation, and the importance of a positive work environment in driving productivity and achieving organizational objectives. The report also discusses techniques such as goal setting, incentives, and employee recognition to enhance motivation and performance. The report concludes by emphasizing the significance of aligning individual and team behaviour with the overall strategic goals of the organization.

Organizational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
Analysing the influence of culture, politics and power which influence individual and team
behaviour of A David & Co Limited...........................................................................................1
LO 2.................................................................................................................................................3
Evaluating the theories and techniques of motivation which enables A David & Co Limited to
accomplish its goals and objectives.............................................................................................3
LO 3.................................................................................................................................................6
Explaining what makes team effective as opposed to an ineffective team..................................6
LO 4.................................................................................................................................................8
Applying concepts and philosophies of organisational behaviour within an organisation in
context to business situations.......................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Effective organisational culture create positive impact on the employees and boost up
their morale. It provides guidelines to the team members to deal with various difficult issues and
problems that arise in managing business activities. Managers motivate team members to
coordinate their efforts towards common direction (Fisher and To, 2012). Further, this project
covers about impact of managers who can result in irrational behaviour of individual and team
members.
Project discuss about Arthur David & Co Limited which deals with food & beverage, and
has a turnover of £10M to £20M. Company offer wide range of seasonal, fresh product and
deliver quality products to its customer's. They have a bakery which provide humble sliced loaf
which is designed by artisan baker Hobbs House.
Improve performance and productivity of employee’s motivation play crucial role. This
report covers the topic of analysing the influence of culture, politics and power which influence
individual and team behaviour of the organisation.
LO 1
Analysing the influence of culture, politics and power which influence individual and team
behaviour of A David & Co Limited
Organisational culture: It compromises of the value and behaviour which contributes
psychological environment of the business. Every company has its own structure, in which
people work together as a team to accomplish goals. Good organisational culture of A David &
Co Limited create positive impact on the employees and boost up their morale (Nahavandi,
Denhardt and Aristigueta, 2013). It provides guidelines to the team members to deal with various
difficult issues and problems that arise in managing business activities. Managers motivate team
members to coordinate their efforts towards common direction. Leaders effectively deliver all
relevant information to individuals.
Politics of organisation: It is significant for employees to work hard in order to ensure
their position at workplace. In order to be in limelight and gain undue attention from other team
members, they play politics and nasty comments. This can result in irrational behaviour of
individual and team members (Harms and Luthans, 2012). Politics in A David & Co Limited has
decreased overall productivity and profitability of the business. Individuals who play politics at
workplace, fails to achieve targets and objectives within a given time frame. Team members
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spend their maximum time in criticising each other and pay less attention to work. Politics in
workplace highlight unethical behaviour of managers and thus they criticise the work of team
members.
Power: It is defined as inherent position of an individual which has authority of making
decision and influencing behaviour of other person. It refers to the exchange of relationship
between agent and target with proper allocation of resources. Effective utilisation of power is
essential in achieving the goals and objectives of business (Borkowski, 2015). Power can be
defined as means to motivate others, in order to get desired result. In order to accomplish the
objective, individual can make wrong judgement which can reduce overall productivity.
Organisational culture of A David & Co Limited influencing the behaviour of individual
and team members: Organisational culture is significant to bring control and stability in
workplace by implementing group norms, values, beliefs and assumptions. Positive culture can
help in resolving conflicts and issues to complete work in a prescribed time. It synchronises the
procedure with mission, and create healthy working environment (Salehi and Gholtash, 2011). A
David & Co Limited can be the example of positive corporate culture, employees are motivated
because it offers flexible working hours. It helps in enhancing the creativity, it altogether brings
mission and vision of the company. Employee’s satisfaction is long term objective of the
company, it can be achieved with motivating them.
Employees of A David & Co Limited have positive feeling towards their work,
continuously interact with superiors and team members to resolve grievances and issues. They
develop loyalty while focusing on the needs and requirements of workforce. This help business
in achieving the desired goals and objective with the positive energy (Pieterse, Van Knippenberg
and Stam, 2010). Business leaders needs to develop plans which will help in achieving both short
term and long term goals, with the existing employees.
Politics affecting the performance of individuals and team members of A David & Co Limited:
Positive Workplace Politics: Worker those who have learned to design politics tend to be more
productive than others. A David & Co Limited with their political culture find ease in
understanding the behaviour of employees to encourage its productivity. Establishing of standard
hierarchy facilitate in easy delivering of instructions from one end to other. This will minimise
wastage of time, and individual will get more time to focus on the quality of work (Restubog,
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Garcia and Tang, 2011). A David & Co Limited prevents conflicts by treating employees equally
and making collaboration, this in result increase overall performance and productivity of worker.
Negative workplace politics: Organisation that develop negative climate, will result in conflicts
and grievances in the workplace. Employees of A David & Co Limited get influenced by others
to practice unethical and dishonest behaviour at workplace. Superior’s favouritism towards one
particular employees reduce quality of work, thus reducing the turnover rates and profit margin
(Bolman and Deal, 2017). Due to unclear political chain employees are finding difficulty in
solving their problems, thus reducing quality of work.
Power affecting the performance of individual and team members of A David & Co Limited:
Positive power: Organisation can use its positive power to enhance its productivity.
Managers of A David & Co Limited encourage its employees to actively participate in decision
making process and reward employees for the same. Superiors can monitor performance of the
subordinates and identify the key areas of improvement (Bowler, Halbesleben and Paul, 2010).
Optimistic power can motivate team members to work efficiently and achieve mission timely.
Higher authorities should respect the decision of employees and effectively communicate their
opinions regarding work.
Negative power: Negative circumstances arise in A David & Co Limited because
superiors do not have trust in workforce. Leaders use their negative powers by regularly
punishing employees for inefficiency and show concern towards selected group of individual.
This is the main reason behind increasing rate of turnover of A David & Co Limited.
LO 2
Evaluating the theories and techniques of motivation which enables A David & Co Limited to
accomplish its goals and objectives
Content theory express the changing needs of humans within the prescribed time frame, there are
various authors like Maslow which explains the need of psychological factors which are essential
in motivating behaviour of team members
Process theory : This is defined as set of ideas which explains how an organisation change and
develop themselves. It mainly focuses on procedures and how the things are happening.
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Motivation is a significant factor which help in boosting the productivity and performance of
employees. There are various theories applied by leader of A David & Co Limited, some of them
are as follows.
Content theory
Maslow need hierarchy theory: According to the author, to motivate employees it is important
to understand priority of workforce which is required to be fulfilled. Self-actualization need take
precedence over everything (Motivation theories, 2018). A David & Co Limited focus on
providing enough sources to deal with problems like starvation, adequate shelter etc. If lower
needs of the individuals are satisfied, they will feel optimistic and utilise the resources of
business in desired manner. After the fulfilment of self-actualization need, there come esteem
which is regarded as recognition of employees work. A David & Co Limited reward staff with
higher status and responsibilities when they accomplish work according to desired standard.
Team members should appreciate each other and coordinate their efforts in a common direction.
A David & Co Limited provide job security, health insurance and work safety to retain
employees and reduce turnover rate.
Alderfer's ERG theory: This theory suggest that need can be classified into three categories
which are as follows:
 Growth needs
 Relatedness needs
 Existence needs
Leaders of A David & Co Limited use this theory to influence behaviour of employees and
team members, this is more rational as compared to above theory. Company is concerned for
providing workforce with basic materials required for human existence. People has a desired of
maintaining interpersonal relations which help in satisfying their social desire (Judge and
Kammeyer‐Mueller, 2012). Alferd focus on satisfying the growth needs which is essential for
personal growth and development of individual. A David & Co Limited implement strategies for
fulfilling all the necessary desires and needs essential for enhancing performance and
productivity workforce.
Two Factor theory (Herzberg): According to this theory, there are two factors which influence
motivation level.
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Hygiene factor: Absent of this factor has impact on the encouraging behaviour of individual,
there are certain things which can demotivate them. Hygiene is referred as a sense maintenance
which can be termed as healthy company policies, fair wage system (Salehi and Gholtash, 2011).
This can be essential in removing the dissatisfaction among individual and team member.
Motivators: There are certain factors which presence motivate employees and reduce their
absenteeism. A David & Co Limited use intrinsic factors mentioned in Maslow need hierarchy
theory for enhancing their performance level and creating positive work environment.
Process theory
Expectancy theory : it identifies that this process is a decision making strategy, that help
management in evaluating the efforts of outcome. This highlights the importance of matching the
rewards with the efforts. It focuses on maintaining healthy relations with employees and
motivating them to accomplish goals in desired manner.
Techniques of motivation
In order to improve performance and boost productivity of employee’s motivation play
crucial role. A David & Co Limited use different motivational techniques in order to excite and
encourage employee’s performance. Some of them are as follows.
Positive work environment: Positive work environment inspire people to share their opinions
and ideas in order to encourage team work. Supervisors of A David & Co Limited assure that
they have sufficient tools and knowledge to minimise the wastage and increase overall profits.
Systematic organisational structure reduce chances of conflicts and give freedom to work in a
desired manner (French and Holden, 2012).
Targeting goals: Individuals can become self-motivated by setting up some professional
objectives. A David & Co Limited manger’s coordinate individual goals with the aim of
organisation which, is beneficial for both business and employees. Reasonable goals motivate
employees to achieve milestone thus, by enhancing their productivity.
Incentive: A David & Co Limited increase motivation by providing employees with incentive
when the achieve target within a prescribed standard. Financial incentives include cash prizes,
gifts card etc. whereas non-financial incentives can be described as compressed work, flexible
working hours.
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Recognizing achievement: A David & Co Limited celebrate the employee’s achievement by
giving them star performer awards in the meeting. This will create feeling of self-belongingness
among employees, which motivate them (Phillips and Gully, 2011). Company upload printed
certificate of work force achievement in official website.
Share profits: Profit sharing program of A David & Co Limited motivate employees to work
hard and accomplish goals within prescribed time. In this way, employees can help business in
increasing revenue and profits. The said approach can be used to influence team and individual
behaviour to promote the collective goals. Profits sharing technique boost the morale of workers
and reduce turnover as well.
Solicit employees input: Supervisor should conduct regular survey and collect feedback from
workforce regarding issues arising in the workplace (MacKenzie, Podsakoff and Podsakoff,
2011). This is an efficient strategy used by A David & Co Limited to identify the key areas of
improvement. Soliciting employees has positive impact on them because management respect
their opinions and make continuous efforts to improve the working environment.
Provide professional enrichment: Every employees is concerned about their personal
development. A David & Co Limited organise workshop and seminars to develop new skills and
improve the existing skills. In order to motivate employees, they can offer them with various
opportunities like mentoring and job shadowing. It will help employees in developing both
personally and professionally.
LO 3
Explaining what makes team effective as opposed to an ineffective team
Team effectiveness
Organisation encourage team work in order to improve quality of work and assure that
work is completed within a prescribed time frame. Every team member has different set of skills
and knowledge which, contributes towards growth and success of A David & Co Limited. Some
ways which increase team effectiveness is given below.
Communication: It is significant to have effective communication between team members to
reduce conflicts and confusions. Organisation should conduct frequent meeting to evaluate the
performance of employees and identify key areas of improvement (Piccolo, Greenbaum and
Folger, 2010). A David & Co Limited manager motivate workforce to actively participate in
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team meetings. Management must assure that all relevant information is delivered to every team
member and they work collectively to achieve goals.
Goals: Effective team should have clear and simple goals which, is easily understandable by
members (Borkowski, 2015). For example, A David & Co Limited has appointed team to
minimise the scarp value, to increase overall profits of business. Success of an organisation
depend upon team efficiency and capabilities.
Ineffective team
There are various factors which makes team ineffective, it is responsibility of
management to identify the problems and motivate team to work together. Factors which lead to
ineffective teams are as follow.
Lack of team focus: Team is not able to achieve the desired goals because they lack in
objective. If management do not prepare an advance plan regarding the target which is to be
achieved in regularly. Team members will find difficulty in understanding the ways of achieving
goals, this will increase turnover rate.
In-equal membership: Individual those who are not performing their duties up to the prescribed
standard, may not carry an equal standard. Certain team members dominate other, they do not
allow them to express opinions and point of views. Team dynamic can be disturbed because of
the conflicts arising between team members.
Basis Effective Ineffective
Objective They have clear vision and
work together to accomplish
the desired goals (Harms and
Luthans, 2012).
Team lack in focus, as a result
there are high chances of
confusions and conflicts.
Coordination Strong cooperation between
team members, as they have
strong feeling of trust in each
other.
Individuals think that they are
superiors to others, which may
demotivate other to participate
in decision making process.
Communication Effective team has strong
communication skill.
Lack in this skill which give
rise to confusions and
conflicts.
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Cooperate effectively with each other
Employees with different backgrounds work together in an organisation to achieve
common goals. It is significant for members to identify outcome objective of the project in which
they are working and collaborate the efforts. For example, A David & Co Limited leader
regularly communicate all instruction, as result team members are updated about the organisation
culture (Nahavandi, Denhardt and Aristigueta, 2013). Management assign role of every
individual within groups and motivate them to work effectively. Employees should have active
learning skills in order to listen instructions clearly and work according to it. As team members it
is important to respect each other opinions and mutually decide what has to be done.
Tuckman Model:
This model explains all the stages that can be used in group development. Tuckman
stages helps in developing a team with period. A David & co uses this model in order to from
team in their company. There are major four stages of this model which are described below in
brief.
Forming: This is the first stage where a team is being formed and employees don't know each
other. Every worker of company is engaged in finding their own place in team. No one knows
their work and responsibility at this time (Tuckman Model, 2017). Feeling of insecurity arises at
this stage. So, it is important for the team leader to trust all the members assigned under him and
discuss the reason of being together under one team.
Storming: At this stage, everyone see each other as a part to team. But every member of team
raise their voice in order to understand work and position under team. This may result in
conflicts and discussions. Team leader plays as a guide at this stage where he should guide about
Work and task assigned to entire team members (Gagné, 2018).
Norming: After the above stage, team starts working together, no one criticize each other at this
stage. Everyone discuss their ideas with each other. Here at this stage entire team establish ideas
and goals that are required to be achieved as a team. Efficiency of team is increased after
discussing ideas and values.
Performing: At this stage of Tuckman model, Team members come to know about how goals
and objectives can be achieved together. Everyone cooperates each other and decisions are
taking independently by team members.
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Adjourning: After completing task team is being dissolved. Feeling of anxiety comes to people
of team as they to let go away from each other (Fisher and To, 2012). Everyone gets attached
emotionally while working together, but they have to understand that teams are formed to
perform a particular task and get dissolved on accomplishment of the same.
LO 4
Applying concepts and philosophies of organisational behaviour within an organisation in
context to business situations.
The fundamental concepts of organisational behaviour are:
Individual differences: Every person is different in their own way. Even after being so
much similar in terms of caste, height, weight. Every person carries a unique personality and
have their own different psychology. Even as per the science, every person has a different DNA.
This concept of being from every individual is termed as law of individual differences (Schaerer
and et.al., 2018). Every person is different in the organisation also, so it is very difficult for the
manager to motivate team members. A David & co. study the behaviour of every employee and
train them accordingly. Due to the differences in each individual behaviour and their values it is
really important for the company to make them train accordingly. Training should be given as
per the behaviour and learning abilities of a employee.
Perception: Every person has their own view regarding every other thing. Two person
can present a same thing in two different ways. The process of perception is really important for
A David & co. because social perception is very critical in entities. As this process helps in
knowing mind state of other people and make judgements about other individual. A David & co.
use this for performance appraisal of employees (Moorman, Brower and Grover, 2018).
A whole person: Study of Organisational behaviour says that a company never deals
only with the knowledge and skills of employees. Rather, it deals with a whole person. All the
strength and weakness are hired along with an individual. A person emotions cannot be separated
from him at his workplace. Sane is with home life of worker that it cannot be detached from him
during his working hours (Castille, Buckner and Thoroughgood, 2018).
There are majorly five models of Organisational behaviour:
Autocratic model: This model is the most spectacular model which gives the power to manager
of taking all decisions regarding work system and employees are said to obey the same. As per
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this model, employees just have to follow what their managers instruct them, whereas all
thinking part is performed by the superiors and managers of the organisation. Under this model,
Employees give higher performance only when they like their boss or if they have a personal
motivation for achievement.
Custodial model: Under this model, manager takes care of employee's security. Both securities
are taken in to account either that is economic or financial security. Managers consider need of
employee because as per autocratic model employees does not say anything to their managers.
Incapability of saying anything results in demotivation and frustration. These all aggressiveness
results in effecting employee’s relationship with everyone around. No one should behave
aggressively at workplace. Ethics should always be followed while working.
Majorly this approach is for giving satisfaction and a sense of security to employees. But,
this model has also many drawbacks, like employees are not motivated to do better work. So,
that is the reason behind saying that happy workers are the most productive employees.
Supportive Model: This model focuses on motivating employees and leadership traits. It is
being majorly accepted by A David & co where the needs of the work man are high because it
fulfils many of the organisational important needs. Success of this approach is less in the
developing countries where the social and economic requirement of the employed people is
different (Short, McKenny and Reid, 2018) In short, in the supportive model, satisfaction of
employees cannot be achieved by money. Here, the seniors consider the given due and suitable
modification, employees are ready to share responsibility and focusing on improving themself
for self-improvement.
The collegial Model: It is more brief description of the above model. This model focus on team
work where the manager of an organisation builds a partnership with employee. A David & co
follows this approach in order to make employees feel needed and useful. Organisation takes
managers as linkage between organisation success and employees hard work (Stoyanov, 2018)
This model makes an employee disciplined towards his work. A feeling of team work
with assigned responsibility makes an employee feel motivated towards their work.
Path goal theory – According to this theory the manager is viewed as a person who guides
workers to select most effective paths to achieve organisation objectives or goals. This theory
states that leaders in David & Co Limited may engage in various kinds of leadership behaviour
with respect to the demand and nature of a particular situation.
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