Organizational Behaviour Report: A David & Co Analysis

This report delves into the realm of organizational behaviour, examining the interplay of culture, politics, and power within an organization, using A David & Co, a UK-based wholesaler, as a case study. It explores the application of Handy's Typology to understand organizational culture, categorizing it into Power, Person, Role, and Task cultures. The report further analyzes motivation theories, including Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, to identify factors that drive employee performance. It also differentiates between effective and ineffective teams, outlining the characteristics that contribute to team success, such as functional, problem-solving, virtual, and project teams. The report aims to understand how these elements impact workforce behaviour and contribute to achieving the firm's goals and objectives, highlighting the significance of teamwork and efficient resource utilization within the organization.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Influence of culture, politics and power on behaviour of others in an organization ............1
TASK 2............................................................................................................................................2
P2 Theories of Motivation and techniques help in achieving goals............................................2
TASK 3............................................................................................................................................4
P3 State what makes an effective team as opposed to ineffective team ....................................4
TASK 4............................................................................................................................................8
P4 Concepts and philosophies of organizational behaviour ......................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
The study of “Organizational Behaviour” defines the way in which employees interact
within groups. Application of this study mainly taken into consideration with a purpose of
creating more efficient and effective business organizations. The central idea is to study both
individuals and groups performance and activity within the workplace (Ashkanasy and et. al.,
2014). Basically, it examine human behaviour and its impact on company's performance, job
structure, motivation. Communication etc. According to Callahan and Kudson “OB is related
with understanding, predicting and controlling the behaviour of workers in work organizations”.
The chosen business entity for this report is A David & Co which is UK based wholesalers of
fresh fruits and vegetables. The main purpose of this report is to understand the behaviour of
workforce towards achieving firm's goals and objectives. It covers application of Handy's
Typology, different theories of motivation such as Maslow, Herzberg, concepts of organizational
behaviour and lastly factors that makes an effective team.
TASK 1
P1 Influence of culture, politics and power on behaviour of others in an organization
An organization is a set up where individuals from different background come together to
work for a common objective. Every company has certain belief and follows some guidelines
and policies which distinct it from others. The value and principle of any business enterprise
form its culture. Thus, it can said that organizational culture determines the way in which
workers interact amongst themselves as well as with external parties. For better understanding
regarding how politics, power and culture influence team behaviour & individual are discussed
below:-
Handy's Typology:- The model was framed by Charles Handy in 1932. According to this model,
culture of any business is classified into four main categories which are briefly discussed below:-
 Power: There are some business entities where the power is enjoyed by few people and
only they are allowed to take decisions. Such type of individuals get special privilege at
their workplace (Demir, 2011). The co-worker are left with no other option but to
rigorously follow what their superior's are saying. Moreover, workers do not have an
autonomy to express or share their ideas and views in front of others. Managers of can be
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partial to someone which indirectly promote demotivation among other employees. If this
culture is adopted by A David & Co, then power is concentrated in few hands only which
ultimately increases the chances of partiality and also create dissatisfaction among other
individuals.
 Person: It is a kind of unusual culture that cannot be found in many companies. It
illustrate that employees considers themselves as superior or unique to the organization.
In-fact such firm only survive in order for people to work. Under this, individuals are
more obsessed about their own self instead of thinking about the organization. Such kind
of companies normally suffers at last. One should always keep their organization first and
everything else later (DiPaola and Tschannen-Moran, 2014).
 Role: In this type of culture, roles and responsibilities is delegated to employees on the
basis of their specialization, interest and educational qualification so as to extract best out
of them. Workers are always ready to accept the challenges. In-fact each person is
countable for doing something bigger in his/her life. A David & Co. exactly knows the
skills and interest area of their workers which makes easier for them to assign task
accordingly. Moreover if work is delegated on the basis of person's specialisation then
chances of achieving it in an effective manner increases tremendously.
 Task: It include such firms where teams are formed with a purpose of accomplish
defined targets or solve critical problem via developing best possible solution for the
same. Generally, in such organization people with common specialization and interest are
come together in order to form a team. It mainly consists of 4 to 5 individuals and each
contribute equally and tries to achieve defined tasks in most innovative manner.
TASK 2
P2 Theories of Motivation and techniques help in achieving goals
The main aim of each organisation is to gain maximum benefit in marketplace. This can
be achieve by improving the efficiency and performance of the employees to achieve desired
result. A David & Company should use process and content theories of motivation in order to
improve efficiency of their employees so as to get desired result (Gelfand and et. al., 2012). The
content theory identifies what factors that are present inside an individual which motivate them
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for certain behaviour. Process theory on the other hand explains how behaviour being caused or
stopped by various motivational factors.
Content Theory of Motivation:
1. Maslow's Need Hierarchy Theory:- This is a motivational theory which is given by the
American psychologist Abraham Maslow and is based on the human needs. He proposed that an
individual have five basic needs that motivate them to perform certain action which help in
fulfilment of their needs. Maslow classifies these five human needs in an hierarchy from lower
to higher order. A David & Company must apply this theory to analyse the need and want of
their workers at workplace (Graham and et. al., 2015). Fulfilment of these need assist company
in improving the efficiency of their performance and help in achieving desired result. This model
have five levels in a pyramid form which consist of psychological , safety, social, esteem, self
actualization need.
1. Physiological Need:- Maslow consider these physiological needs most essential than
others. These are the basic biological needs which are required for human survival
include air, water, clothing, food and shelter. If these necessities remain unsatisfied than a
human body cant perform function properly.
2. Safety and Security Need:- This is the second level of Maslow's theory which state that
after the fulfilment of psychological need people want control and safety in their lives. It
includes environmental & emotional safety, physical and protection need. For instance
job security, family safety, financial security, health security etc.
3. Social need:- As man is a social animal and they want acceptance and belongingness in
a society where they live. The social needs includes friendship, family, social group,
community group etc.
4. Esteem Need:- Esteem needs are related to ego, status which develops an urge of getting
recognised, status, reputation and respect from others. These need indicate factors like
confidence, achievement, independence, knowledge and competence (Hammer and et.
al., 2011).
5. Self-Actualization Need:- Final step in Maslow's theory is the need for self-actualisation
which is also refer to as a self-fulfilment. It generally include what a man can be or he
must be that is it describe as a use of a person's full potentiality and talent to perform at
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their best. These peoples are self- aware, more concerned about their personal growth and
don't care about others opinion.
Process theory of Motivation
Vroom's expectation Theory: This theory is Proposed by a Canadian professor Victor
Vroom in 1964, in which he conduct a study over people's motivation factors and concluded that
it depends on three components such as expectancy, instrumentality and valence. These factors
differentiate between the efforts put by employees, their performance and final outcome
(Hershcovis, 2011). A David & Company should use this model, as the elements of Vroom
theory are very effective in encouraging employees to enhance their potential efforts to achieve
their objective. This model consists of three motivational forces that influence people in
improving their efficiency. They are
1. Expectancy:- this factor describes that employee's motivation is the result of how much
an individual want a reward. Employees have different level of expectation and
confidence about their skills and capability they have. So, a manager must determine
what resources, training or guidance an employee need that help in enhancing their
performance to achieve desire result.
2. Instrumentality:- This factor generally describe the faith or perception that an employee
have over their manager that if they perform well then the desire outcome will be there.
Management must ensure that employees get the desired reward which have been
promise by manger over the particular level of performance.
3. Valance:- it refers to the workers emotional orientations they hold in respect of
outcomes and reward. The depth of desire for reward whether extrinsic[promotions,
benefits, money, time-off] or intrinsic[satisfaction] will encourage employees to enhance
their performance to achieve result more efficiently. Vroom suggested that employee's
trust about instrumentality, valance and expectancy develop a psychological that create
motivational force such that employee's can bring pleasure.
TASK 3
P3 State what makes an effective team as opposed to ineffective team
A team building is practice that include several activities that are performed to increase
the overall efficiency of employees and motivate the team members to perform well.
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Effective Team are not simply framed individually they are sustained step by step, remembering
the goal of firm which needs to achieve through their elite. Cooperation is required in all
association with a specific end goal to increase general goal of the organization. For achieving
organizational objective in a cost effective and timely manner it is important to carry out all pre-
determined task collectively by team members (Hoever and et. al., 2012). Effective team
streamline the organization assets in a proficient way and creates higher income for them. Be that
as it may, there are sure circumstance in an association where people don't care to work under
other worker and they don't adjust as per their group pioneers. Such individuals can't work with
dominating person. Team work is very essential for an organisation like A David & Company
that help in achieving its objective more efficiently and effectively. When employees come with
different skills and competencies in a group, sharing common goal it helps company in
enhancing their performance which in turn will increase its profitability. Being a wholesaler of
fruit and fresh vegetables, team work is of great importance for this company as it bring
efficiency in their store that help in increasing sale and maximize the profit. There are basically
three type of team in a business enterprise which are explained below: Functional Team:- This team mainly focuses on performing the specific function of an
enterprise. Functional team members of David & Company are working toward bringing
efficiencies in their store by maintaining fresh products along with variety in their
offerings . Company mainly focuses on providing Quality and fresh product to
restaurants in a given time period. Problem solving team:- This team consists of 5-12 members from the same department
which works over solving issues related to conflicts management, lack of understanding
etc. They provide solution to current problems and provide suggestions for improving the
quality and working environment of the company. David & Company invite suggestions
and issues from people that they are having regarding the services company provide. This
help in increasing the potentiality of company which results in maximizing their
efficiency and performance level (Hoon Song and et. al., 2012). Virtual team:- This is a group of physically dispersed people who share same goals and
objectives that is maximizing company's outcome by using technologies such as internet,
WAN, E-mail etc. Elements like ability to deal with time and space restriction, lack of
para or non-verbal cues make them different from other type of team.
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 Project Group:- Under this individuals from different departments are come up together
to form a team for the accomplishment of a particular project or task. These team
members are generally specialist in their area of work. David & Company make such
groups in order to ensure that work or task of a particular project can be performed more
efficiently so that company can achieve higher return over their performance.
Teamwork is very essential for every organisation as it assist company in enhancing their
performance and in achieving desired objective of a company. Team usually call up individuals
with different skills & capabilities and their combined efforts contribute toward the success and
growth of an organisation. It also help in achieving maximum level of required performance that
generate higher revenue. Team can be referred to as placement of number of people together so
that common goals can be attained (Lu, 2014). The team which are formed plays a crucial role in
improving overall performance in an organisation when performing in an effective manner.
David & Co. undertaken numerous measures to make sure that effective team are developed.
Below listing some of the feature which helps in distinguishing an effective team as opposed to
ineffective team.
Clear description of goals: One of the vital feature which distinguishes between an
effective and ineffective team is that there is an clear description of goals. The team members
shares similar ambitions and goals which help them in fulfilment of their task in an effective
members. Whereas ineffective team member possess distinct goals which results in conflicts in
their ways or doing and thought processes.
Communication: The feature of communication can be seen in effective teams. The tool
of communication is often utilised to make sure that major problems are eliminated and members
are focused towards the identified goals. In the case of ineffective teams, there are numerous
instances where employees are not informed of proceedings and often distracted form the target
which is being offered to them.
Participative approach: It is one of the crucial element which is being considered by the
effective team. The effective team assures that involvement of all the members is availed so that
it leads to better performance based outcomes. The views and opinions of different members is
sought so that it results in creation of productive climate within organisation (Wayne and et. al.,
2013). Whereas ineffective team lacks this feature as often there is a member assigned in the
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teams who is known to undertake crucial decisions without asking for consent of other members
in the team.
Tuckman's Stages of advancement: The model was proposed by Bruce Tuckman in 1965.
According to this theory, there are five stages of development which ultimately help an
individual to tackle problem, to grow, face up to challenges, plan work, deliver results and find
solution. It incorporates different stages which are defined below:-
1. Forming: Members are meeting up to share their thoughts and looks for circumstance and
difficulties. They for the most part rely on their group pioneer which give them viable
preparing and direction. Team members are usually worried about themselves in terms of
giving best performance so that both long and short term goals can be achieved within its
defined time-frame.
2. Storming: Employees for the most part contend with each other keeping in mind the end
goal to hold their specific position. In such situation, it is required that members should
address about such activities on the off chance that they found any. All individuals are
dealt with rise to in the business substance. Individuals need to center n their point
regardless of individual and intense subject matters. Basically at this stage, team
members start gaining knowledge regarding working style of other team members so that
a balance relationship can be maintained among them (Williams and Grossett, 2011).
3. Norming: Roles and Duties ought to be plainly characterized among the colleagues which
makes them goal-oriented to work. Big choice are made in the wake of examining among
the other member in order to give them reasonable possibility of talk and rise which help
in preparing their self-awareness. Irrespective of competing against each other, team
member prefer to share common goal and work accordingly.
4. Performing : Actions talks louder than words. This stage unequivocally expect abnormal
state of execution from their workforce. Individuals are roused and learned now of time.
By this time, team member are highly motivated and they can now take decision on their
own.
5. Adjourning: Task is finished and now the group is dismantled and center around
accomplishing other assignment. Under this, team members create future opportunities
for leadership and also allow flexibility in their roles.
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TASK 4
P4 Concepts and philosophies of organizational behaviour
Organisational behaviour is the management action concerned with predicting, understanding
and influencing an individual behaviour in firm. This concept is used for human resource intent
to maximize the output from employees. It is helpful in increasing an organisation's effectiveness
(Thomson, 2015). The main purpose of an enterprise is to improve their performance by
applying several theories, in which Path Goal Theory plays vital role as to keep the consistency
of leadership.
Path Goal Theory:
This theory is based on behaviour which best suites the employee, specifying a leader's
style and work environment in order to attain specific goal. With the application of theory A
David & Co. increase the employee's motivation, satisfaction and empowerment so it helps in
improving the productivity of the organisation. The Path Goal Theory useful for leader to
support and encourage their employees in attaining their set objectives or goals. This model
provides direction to their staff member as to motivate them for moving forward towards a
specific goals (Capitano, 2014). It consider the viability of leaders attitudes, behaviour on
employees fulfilment, inspiration and impact. Path Goal Theory is controlled and managed by
various authority practices. The basic components of this theory are as follows:
Employee Characteristics:
Employees understand their leader's behaviour that are based on affiliation, desire for
control, needs and perceived level of ability. For instance, when a leader gives more structure
than staff members need, they become very less motivated. Therefore, a leader require to
understand their employees so it helps leader to know how to best motivate their staff members.
Task and Environmental characteristics:
It is the another component of Path Goal Theory which play vital role in the organisation
to motivate their employees. The main focus of this model is solve the problems or obstacles
faced by them. When an obstacle is too challenging then leader require to help the staff member
by selecting a path to work around it (Grossett, 2013). There are various difficult task which
may arises are:
Design of the task: Leader's support is helpful for designing the task. For example, when the
task is extremely difficult than task needed for leader support.
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Formal authority system: Depends on the task authority, leader of the company gives clear
objectives and provide employees some or all control.
Work group: When team is non supportive, then leader of the company have to use the principle
of Fayol 'esprit-de-corps' that provides enthusiasm, comradeship and devotion to all team mates.
Leader Behaviour or style:
Leadership style are used according to the situations as leaders' behaviour is not set in
stone. The types of leaders behaviour or styles are based on two factors that are consideration
and initiating structure. There are four types of leadership styles that are Directive, Supportive,
Participative and Achievement.
The four path goals types of leader style are:
Directive leader: This type of leader inform their followers about what to do, scheduling,
coordinating work and how to achieve a particular task (Graham, 2015).
Supportive leader: This type of leader are work for the situation when tasks and relationship are
psychologically or physically challenging.
Participative: The leader discuss with their follower before taking a decision about how to
complete a particular task.
Achievement: In this type of leadership style, leader sets challenging task or goals for their
followers and expect that they perform at their highest level.
CONCLUSION
According to above mentioned report it can be concluded that organizational behaviour
refers to the study of human resource on which entire growth and success of firm depends.
Employees are known as the main asset of company, thus it is primarily important to motivate
them on frequent basis. There are various ways to inspire workers so that they can work
incredibly hard towards achieving both long & short term goals effectively. Application of
various motivational theories explain distinct need of an individual at different level . In addition
to that, pre-defined objectives can be accomplished in a significant manner when tasks are
carried out through equal contribution of team members.
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REFERENCES
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