Organizational Behaviour Report: 1Spatial, plc and Employee Behavior

This report provides a comprehensive analysis of organizational behaviour within 1Spatial, plc, a computer software company. It examines the influence of culture, politics, and power on individual behaviour and team performance, highlighting how these factors can either positively or negatively affect employee motivation and productivity. The report delves into motivational theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, to understand how to achieve organizational goals. Furthermore, it evaluates the impact of these theories on employee behaviour and team development, offering recommendations to enhance the relationship between culture, politics, power, and motivation. The study also differentiates between effective and ineffective teams, analyzing team and group development theories to provide insights into improving workplace dynamics and achieving desired outcomes. The report concludes with recommendations to foster a positive work environment and improve team performance within 1Spatial, plc.

Organizational behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Influence of culture, politics and power on individual behaviour and team performance....1
M1. Critically analyse of cultural political and power influence on organisation behaviour.....2
LO2 .................................................................................................................................................3
P2. The role of motivational theories and techniques in order to achieve organisational goals
of 1spatial, plc.............................................................................................................................3
M2. Critically evaluating the application of motivational theories in organisational behaviour5
D1. Recommendations to evaluate relationship between culture, politics, power and
motivation for successful development and achievement of growth in company......................6
LO3..................................................................................................................................................7
P3. Difference between effective team and ineffective team......................................................7
M3. Analysing team and group development theories................................................................7
P4. Concepts and philosophies of organisational behaviour ......................................................9
M4 Positive and negative influence of philosophies and concepts to OB..................................9
D2. Critically analyse of team development theories which influence employees behaviour at
work place.................................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour (OB) is the study of human behaviour within an enterprise. It is
considered as a systematic study where staff members are judged on the basis of their interaction
and relationship amongst their colleagues. OB deals with employees and helps them to create
healthy environment in the firm. Present study is based on 1Spatial, plc that deals with computer
software. This organisation works on high technology and produce various software based
products. The report will discuss factors which influence employee’s behaviour in enterprise.
This study lay emphasis on motivational theories which will improve performance of the
workforce. Further, it will also contain the influence of culture, power and politics to behaviours
of organisation. This will explain some points to improve team performance (Hemida and et.al.,
2014). This report will basically focus on the effective performance of individual as well as
organisation. It consists of several motivational models to encourage workers in producing the
desired outcome.
LO 1
P1. Influence of culture, politics and power on individual behaviour and team performance
Employees can be considered as an asset to the industry, so organisational behaviour
plays very important role to retain these assets for longer time in company. Individual and team
efforts can be improved by encouraging the morale and satisfaction of staff members. It results in
promoting the organisational behaviour in company (De Valck and et.al., 2014). Instead, it also
possesses some influencing features which effects the performance of 1spatial, plc. Such
influencing features are as follows:
Politics and power: It plays a major role by influencing decision making of the managers and
leaders. It may influence organisational behaviour negatively or positively. Politics can be
considered as intentional and unfair behaviour of top management people at workplace. Power
can be termed as misuse of authorities and position. Providing fair chances to deserving
employees will motivate their morale and it tends to produce the effective team work. These
individual efforts will help in rendering the best performance and hence result in an effective
output (Hemida and et.al., 2014).
This factor sometimes plays negative role as it promotes favouritism in the enterprise.
This type of behaviour in the company leads to demotivation in employees and might be
1

responsible for the ineffective productivity of team members. If managers of 1spatial, plc use
their power positively and it builds trust and faith of employees and it ultimately develops the
organisational behaviour of industry. It affects concentration power of employees and effect their
productivity. Demotivation among workforce will lead to unhealthy environment of their job. It
spoils relationship of individuals and lowers team efforts. This will be resulted in ineffective
performance of team. 1spatial, plc will not be able to achieve organisational goals (Hemida and
et.al., 2014).
Culture: This aspect is concerned with language, beliefs, symbols, assumptions and habitual
behaviour of the company. Cultural change negatively influence the individual behaviour and
effects team productivity. Influence of culture in organisational behaviour is termed as changing
working strategies of the company. People from different countries pursue different languages
and working techniques, so their working skills and knowledge have to be changed according to
the environment and 1spatial, plc working procedure. Power culture is one of the greatest
cultural change which influence individual performance and results in ineffective performance of
team. Higher management authority use their power to decide about rules and regulations of the
company. If managers are using their power for the sake of personal grudges then their unequal
behaviour leads to unsatisfied individuals. It may affect negatively as employees sometimes
cannot resist these changes and it effects the individual performance. It will lower efforts of
employees and it can impact team performance. 1spatial, plc uses task culture which emphasises
focus on the activities and task performed in organisation. This culture helps in treating the
employees equally and will be resulted in higher efforts and strong team performance. Effective
team leads to the achievement of organisational goals.
M1. Critically analysing cultural political and power influence on organisation behaviour
Politics and power affects' employee’s dignity and this will turn them into demotivation.
Use of power and politics with wrong intention will bring negative implications and therefore
organisation will have to suffer as it minimise profits of 1spatial, plc. Positive power and politics
includes providing decision making powers to workforce, giving them rewards on the basis of
their performance etc. On other hand if managers are misusing their power then it may lead to
distraction of employees. It may be possible for situation where employee quits the job (De
Valck and et.al., 2014). Power and politics always increases biasness in the workplace and
increase dissatisfaction among workers. If manager of 1spatial, plc do not respect employees
2

then this type of behaviour leads to worker ineffective performance. They may be performing
under pressure. But if higher authorities respect people and involve them in decision making
process then it will create healthy workplace environment. Workforce provides fewer efforts and
result in low productivity of team. This can be referred as influence of power on organisational
behaviour. On the other hand, positive influence of politics and power leads to motivated and
satisfied labours. Motivation improves their capabilities and efforts in team and it will result in
effective team performance or organisational behaviour.
Cultural aspects determine the unhealthy environment and it influences people and
organisation. It includes various cultures such as social, environmental, language and procedure,
technological culture etc. These impacts effects performance of workforce and ultimately lower
the performance of team. Power culture impacts positively and bring drastic changes in the
working process of employees. That enhance equality in 1spatial, plc. This culture helps top
management employees to take decisions according to their point of view. Managers make rules
and regulations in the company according to their company. It will positively impact the
behaviour of other employees whereas a good decision of top management in 1spatial, plc can
also lead to positive impact on workforce. But power culture gives high power to single person
and sometime people misuse their power that increases negativity in the workplace.
LO2
P2. The role of motivational theories and techniques play in order to achieve organisational goals
of 1spatial, plc
Every company runs with an objective of earning profits and it can be generated through
effective productivity. Employee’s helps to produce the effective quality of products manager
adopt various leadership styles to motivate workers. These techniques will promote and
encourage their potential capabilities for an effective output. Motivational theories play a major
part in providing positive working environment to employees. It may be responsible for satisfied
workforce for future development and growth. Demotivated employees cannot achieve the
organisational goal. Unsatisfactory workers leads to demotivated employees and this can be
responsible for ineffective performance of organisation. These theories help managers of
1spatial, plc to choose an appropriate technique to motivate and encourage individual which
tends to obtain the effective team task. These techniques support leaders and managers
organisational behaviour which ultimately increases the output in order to achieve organisational
3

goals. Being a HR manager of small size business, one needs to cooperate various activities
among employees. It would be possible using motivational techniques and theories. Following
theories are used to motivate workers in achieving the main goal of 1spatial, plc:
Content theory of motivation
These motivational theories encourage and supports behaviour of worker's and it
emphasis on specific practices which makes employees of 1spatial, plc feel motivated. It
consists of Maslow's need hierarchy theory and Herzberg's two factors theory. Content theory
identifies the basic motivational needs of staff members.
Maslow's motivational theory: It states employee’s needs into five major categories. These
need contains psychological, social, esteemed, safety and self-actualization. Maslow have
focussed towards the basic requirements of workforce. When these needs get satisfied then
labours of 1spatial, plc are influenced and inspired and this motivation leads to effective team
performance. This brings their potential efforts in company and hence, it will retain skilled
labours. This can be resulted in achieving the organisational goal of 1spatial, plc.
Illustration 1: Maslow's need hierarchy theory
(Source: Maslow's hierarchy theory, 2018)
Herzberg's two factors theory: This technique is categorised into two sections that is
motivation and hygiene factor. It includes salary, working environment, safety and security etc.
4

Hygiene factors ensures unsatisfied behaviour while motivating factor ensures satisfied
employee. When hygiene factor turns into motivation, then it increases morale of individual and
tends to achieve common objective of the enterprise.
Process theory of motivation
Process theory is concerned with implementation of those features which lead to achieve
the individual performance and team performance. This concept can be further classified into
Adam's equity theory and Vroom's expectancy technique.
Adam's equity: It states fair decision-making of managers at 1spatial, plc. This technique have
extensively focussed on equal treatment of employees on similar position. Bias decision leads to
demotivated workers and equitable treatment provides satisfactory behaviour and this ensures
improved individual and team performance. When employees of 1spatial, plc feel satisfied, then
they retain in company for longer duration and ultimately retention of skilled employees in
company tends to achieve organisational goal.
Vroom's expectancy concept: It is considered as integrated concept of process theories. It
consists of expectancy, instrumentality and valence. This concept is applied to make worker of
1spatial, plc believe that their efforts leads them to success. This concept encourages and boost
the morale of workforce. Motivated workers lead to effective individual efforts and it ensures
effective performance in order to achieve organisational objective of 1spatial, plc (Durkaya and
et.al., 2017).
M2. Critically evaluating the application of motivational theories in organisational behaviour
OB is the main point of concentration among managers of 1spatial, plc. Maintaining the
healthy relationship among staff members will provide strong interpersonal relationship. This
behaviour encourages employees to perform better whereas if they are not satisfied with the
business environment, they tend to produce fewer efforts. Improved performance affects their
effective productivity and hence it will promote the growth and organisational development of
the firm. Here are few examples, which states positive influence of motivational theory in order
to achieve organisational behaviour.
Maslow satisfies workers five needs and this theory promotes behaviour and relationship
of employees within organisation. On other hand, it is not possible that all the needs get satisfied
because there is no way where desires and needs of human get completely satisfied. It will
5

sometimes influence OB negatively as such needs of employees always take the shape of desires.
When these desires cannot be accomplished, then it demotivate their morale and effects
productivity.
Application of belbin's theory promotes various roles of manager as plant manager, resource
investigator, shaper, finisher etc. Positive aspects of belbin's theory are concerned with the
integrated efforts of manager in managing resources and their activities. It may inspire the
workers about the management abilities of the managers in 1spatial, plc. Whereas, negative
aspect influence incorrect implementation of this theory leads to demotivation employees and if
managers are not capable to control such activities simultaneously then it may leads to the with
destruction and unmanageable work in 1spatial, plc. It impacts negatively and company might
have to bear uncertain loses and risks in enterprise. Task culture motivates employees on the
basis of their performance the hand using power culture demotivate workforce by unfair
treatment of the higher authority management. This is responsible in influencing the employees'
behaviour. Negative aspects of power cultural in the company may be responsible for
demotivated employees and hence it decreases performance and effects productivity.
D1. Critical evaluation of relationship between culture, politics, power and motivation for
successfully provide justified recommendations
Culture, politics and power may influence the environment of business negatively or
positively. In both the aspects, it affects business environment very drastically. Cultural changes
may impact on the performance of individual and hence it leads to lower team performance. It
will be ultimately responsible for the achievement of common objective in 1spatial, plc. Use of
power and politics in negative way within the company demotivate skilled and deserving
workers. It promotes favouritism in the company. It demotivate employees and cause unhealthy
environment and conflicts within enterprise. On the other hand if managers use their powers and
politics positively in the direction of growth and development then it will result in the
sustainability of the 1spatial, plc for the longer duration. It promotes equality among workers
and leads to satisfying employees. Motivated workforce produce effective output.
There are various suggestions which needs to be implemented while focussing motivational
activities within the firm:
 Managers of 1spatial, plc should organise timely appreciation and reward ceremony so
that employees feel motivated and produce desired output.When company is adopting
6

different cultures in the organisation, then top management of 1spatial, plc will motivate
employees by providing such meaningful trainings to resist those cultural changes in the
company.
 Top management of the enterprise should treat all the staff members equally. It promotes
the sense of faith and trust within the employee's behaviour. It will be resulting in the
achievement of future development and growth of the firm.
LO3
P3. Things which opposed an effective team as compared to ineffective team
Effective team is referred as strength of company while ineffective team will be
considered as weakness of 1spatial, plc. Organisation needs strong and dedicated workers who
work to get the overall effective productivity whereas ineffective team produce low output and
hence they will be responsible for unstable economic situation of company. (De Valck and et.al.,
2014). Here are few examples which makes effective team as opposed to ineffective team.
 Positive Cultural business environment promotes the human behaviour and it keeps
their employees motivated. Individual efforts helps to bring effective team
performance. Whereas, if employees are treated unfairly and unequally in the
1spatial, plc, then it degrades their working efficiency and it will be responsible for
ineffective development of team (Organizational Behavior Explained: Definition,
Importance, Nature, Model, 2017).
 Leaders of 1spatial, plc have to motivate their employees and needs to build faith and
trust within their behaviour. Trust brings strong interpersonal relationship of team
members and it will establish effectiveness in team performance. While lack of
interpersonal relationship spoils the mission and makes a team ineffective. Weak
communication amongst team members will lower the effectiveness of team and it
will leads to ineffective group of 1spatial, plc (Hemida and et.al., 2014).
 Leaders need to identify strengths and weakness of the individual group member so
that it would be helpful in assigning them appropriate duties. If workers perform task
according to their interests, they will feel motivated and these skills and knowledge
can lead to powerful efforts which result in effective team performance. On the other
hand, if team is overloaded with lot of members, then leader is not able to identify
7

their personal behaviour. In this situation, if people assign them unrelated tasks which
are against their skills and knowledge, then this minimises the efforts of workers. It
will be resulted as ineffectiveness of group performance. It will decrease productivity
of 1spatial, plc and hence affects objective as a whole (Hemida and et.al., 2014).
M3. Analysing team and group development theories
Effective team performance can be obtained by applying such team development
concepts and theories. These theories will influence the leadership styles in motivating and
satisfying the workforce of the company. Teams can be comprised of several people with
different skills and knowledge who contribute towards achieving the common objective. Group
development is considered as developed and skilled individuals who contribute for successful
growth of 1spatial, plc. There are two concepts and theories which help in effective team and
group development of a dynamic corporation.
11 Tuckman's five stage model: This concept states that effective team and group
development can be achieved by following five steps. These stages include forming,
storming and norming, performing and adjourning. Application of these concepts can be
helpful in effective productivity and team performance of 1spatial, plc.
Forming: It can be determined as positive and polite influence behaviour of people at
workplace. It will improve the interpersonal relationship of team members and helps in
achieving effective team and group development. Here team member encourage and
motivate employees to perform effectively
Storming: It can be generally occurred when team members starts pushing their efforts. It
is happened because competitive behaviour or conflict to perform well in order to achieve
effective individual performance. This will be resulted in team growth and development.
Here team leader appreciate the efforts of individual. In order to receive the appreciation
of team lead other workers start pushing their efforts.
Norming: In this stage team members learns to respect the role of a leader. This stage
is concerned with improved interpersonal relationship amongst team member. Better
communication helps in coordinating the activities which tends to produce
effective development of group members. Here team members respect the dignity of team
leader and follow instructions.
8

Performing: This is related with the performance of the team. Coordination and strong
relationship of team members brings their efforts towards the goal achievement. In this
team leader acts as motivator.
Adjourning: It is related to team restructuring and changes in the 1spatial, plc. Many
employees resist changes and quits the job so this motivational theory helps leaders to
support team members and suggest them efficient working strategies this will promote
enthusiasm amongst group members to adopt changes and work effectively (Dickie and
et.al., 2018).
P4. Concepts and Autocratic, Supportive philosophies of organisational behaviour
OB deals with individual, group and organisational behaviour collectively. Generally, it
focuses on the satisfying and motivating workforce of 1spatial, plc. OB offers wide range of both
the aspects opportunities and challenges in controlling activities of the enterprise. Concepts and
philosophies helps in maximising performance of employees and hence it leads to quality and
effective productivity (De Valck and et.al., 2014). Concepts and philosophies of organisational
behaviour helps in resolving the individual differences of employees, perception of employees,
concept of whole person, dignity of labours and empowerment of the workforce etc.
9
Illustration 2: Tuckman's team development model
(Source: Tuckman's team development model, 2018)

Autocratic philosophy: It is mainly depended on the power and higher authority. This
philosophy states that employees and lower level staff members have to follow the orders of
higher authority in 1spatial, plc
Supportive philosophy: This concept focus in leaders who have to support the workers for
accomplishing the ultimate goal. Rather misusing their authorities promoting personal grudges in
order to misuse their roles in 1spatial, plc.
 Efforts of workers helps in forming the successful growth and development of 1spatial,
plc. These efforts can be possibly motivational and satisfied business environment. So
leaders and managers apply these concepts and philosophies to encourage the
performance of team members.
 When Tuckman's concept is applied in OB, then it improves overall human behaviour of
company. Application of such concepts and philosophies in 1spatial, plc can helps to
improve performance and productivity. This will create an effective group. These
philosophies consist of autocratic, custodial, supportive, collegial and system.
M4 Positive and negative influence of philosophies and concepts to OB
Philosophies and concepts of OB deals with the overall business environment which
inspires operational activities of employees. Productivity of the workforce is ultimately depended
on their efforts and performance of individual (Sönmez, Önal Darilmaz and Beyatli, 2018). So
these philosophies can be applicable to maximise their efforts to achieve the organisational goals
of 1spatial, plc. These concepts improve the performance by concentrating on the individual
employee and improving their interpersonal relationship. It may negatively impact the employees
or it may encourage and motivate their efforts both have influential aspects in OB. Philosophies
and concepts of OB helps in influencing various styles of promoting organisational behaviour. It
includes Positive and negative aspects of OB are enumerated below:
Positive influence: Autocratic concept is useful as it is depended on the power of the
higher management authority of 1spatial, plc. When the managers treat employees equally, it
motivates their behaviour. It also enhances their performance. Motivated employees produce
desired outcome. It will affect revenue generation of 1spatial, plc positively. Better
implementation of autocratic philosophy leads to growth and successful development of 1spatial,
plc.
10

If managers are of 1spatial, plc are using supportive concept then it encourages their
morale as this philosophy is used when leaders support their team and involve them in decision-
making. It tends to improve their productivity.
Negative aspects: if autocratic concept is not applies in the business environment then it
may lead to dissatisfaction of employees. In this situation mangers misuse their powers and
promotes favouritism in 1spatial, plc. This leads to distracted minds of people and hence it
resulted in reduction of efficiency. It lowers the individual performance of employees. If theories
are not applied properly then it is responsible for ineffective growth and development of 1spatial,
plc. It also influences the human behaviour. Lack of communication and interpersonal
relationship among employees leads to demotivated team members and hence will be resulted in
unsatisfied workers and produce inefficient productivity (Sarasini, 2017).
D2. Critically analyse of team development theories which influence employees behaviour at
work place
Objectives of the 1spatial, plc can be achieved by the correct implementation of
philosophies and concepts. Employee’s behaviour can affect the outcome as a whole. If the needs
and desires of employees are satisfied then they will positively contribute towards the successful
team development (Prempew, 2017). If the team contains efficient and effective members then it
will lead to effective team performance.
Tuckman's Motivation theory improves the individual performance and helps in achieving the
successful growth of company. It promotes positivity in the behaviour of employees. It increases
efforts of workers and resulted in desired outcome. On the other hand, it can work negatively as
unfair treatment and unequal treatment of employees lead to the unsatisfactory behaviour and it
decreases the performance of organisation and hence lowers the profit maximisation of the
1spatial,plc.
When top management uses belbin's theory of motivation then manager of 1spatial, plc
performs several activities which integrates the human efforts and activities of the business.
Manager it has a positive impact in the successful growth and development of 1spatial, plc.
Belbin's theory of motivation allows manager to function as plant manager, resource allocator
coordinator , shaper etc. it will be helpful in controlling and managing the business activities.
While negative influence promotes favouritism and other employees gets demotivated by this
kind of behaviour and it effects their working efficiency and resulted in low productivity. It is
11

plays important part in influencing the human behaviour negatively. Lack of communication
skills in leadership can demotivate employees behaviour and it will largely affect the objective of
the 1spatial, plc.
CONCLUSION
It can be concluded that satisfied human behaviour contribute towards the successful
growth of organisation. It had been discussed that culture politics and power affects the team
performance. Some motivational theories and team development concepts provided clear vision
about negative and positive influence of OB. From the above study, it was also concluded that,
concepts and philosophy's of OB plays important part in motivating the workforce of the
1spatial, plc. Tuckman's team development theory is helpful in developing a effective team. This
document had also provided critical evaluation of culture, politics and power which effects
working environment of business. The report have also concentrated on the team development
theory in order to influence employee's behaviour which maximises the productivity of workers.
12

REFERENCES
Books and Journals
De Valck, J. and et.al., 2014. Identifying the supply of nature substitutes through hotspots
mapping. Evidence from the Province of Antwerp, Belgium.
Dickie, R.and et.al., 2018. The effects of perceived social norms on handwashing behaviour in
students. Psychology, health & medicine. 23(2). pp.154-159.
Durkaya, A. and et.al., 2017. Socio economic and socio cultural state of forest villages and
highland settlements and conflicts (example of Giresun and Manisa region). Bartın
Orman Fakültesi Dergisi. 19(1). pp.252-267.
Hemida, H. and et.al., 2014. Birmingham Environment for Academic Research: Case studies
volume 2.
Karpus, J. and Gold, N., 2017. Team reasoning: theory and evidence.
Karta, M. and et.al., 2016, October. Co-liquefaction Behaviour of Elbistan Lignite and Olive
Bagasse. In IOP Conference Series: Earth and Environmental Science (Vol. 44. No. 5. p.
052047). IOP Publishing.
Koç, V. and et.al., 2017. Assessment of the relevance of GaPc substituted with azido-
polyethylene glycol chains for photodynamic therapy. Design, synthetic strategy,
fluorescence, singlet oxygen generation, and pH-dependent spectroscopic behaviour. New
Journal of Chemistry. 41(18). pp.10027-10036.
Prempew, W., 2017. The Effect of Organisational Culture and Organisational Structure on
Product Commercialisation Behaviour at Building and Road Research Institute (BRRI)
(Doctoral dissertation).
Sarasini, F., 2017. Low-velocity impact behaviour of hybrid composites. In Hybrid Polymer
Composite Materials, Volume 3 (pp. 151-168).
Schillebeeckx, S. J. and Vural, M. O., 2017. Search and Interactive Recombination: Does social
hierarchy affect team creativity?. In Academy of Management Proceedings (Vol. 2017,
No. 1. pp. 11985). Briarcliff Manor. NY 10510: Academy of Management.
Sönmez, Ş., Önal Darilmaz, D. and Beyatli, Y., 2018. Determination of the relationship between
oxalate degradation and exopolysaccharide production by different Lactobacillus
probiotic strains. International Journal of Dairy Technology. 71(3). pp.741-752.
Online
Organizational Behavior Explained: Definition, Importance, Nature, Model. 2017. [Online].
Available through: <https://iedunote.com/organizational-behavior>
13

Tuckman's team development model. 2018. [Online]. Available through:
<https://www.google.com/search?q=tuckman
%27s+motivational+theory&client=ubuntu&hs=cDR&channel=fs&source=lnms&tbm=is
ch&sa=X&ved=0ahUKEwiGxOrX2rfdAhUEro8KHX6BCrEQ_AUICigB&biw=885&bi
h=669#imgrc=q4EEAlrXa_WfoM:>.
Masslow's heirarchy theory. 2018. [Online]. Available through:
<https://www.google.com/search?q=maslow
%27s+motivation&client=ubuntu&hs=nZ6&channel=fs&source=lnms&tbm=isch&sa=
X&ved=0ahUKEwi58IGG27fdAhVJp48KHcjcAPAQ_AUICigB&biw=885&bih=669#im
grc=iYjVaegaSpn_YM:>.
14