Organizational Behaviour Report: A W Holding Company Limited Analysis

This report delves into the organizational behaviour of A W Holding Company Limited, analyzing the influence of power culture and politics using Handy's theory. It evaluates strategies for motivating individuals and teams, referencing theories like Maslow's hierarchy of needs and the Expectancy theory. The report also examines effective team cooperation, drawing upon concepts like Tuckman's stages of group development. Furthermore, it applies various concepts and philosophies of organizational behaviour to the business situation of A W Holding Company Limited, providing a comprehensive overview of its internal dynamics. The report covers various aspects, including goal setting, employee recognition, and the importance of a positive work environment and concludes with a discussion on the content and process theories of motivation.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................2
QUESTION 1.................................................................................................................2
Influence of Power Culture and Politics in A W Holding Company Limited........2
QUESTION 2.................................................................................................................3
Evaluation of how to motivate individuals and team of A W Holding Company
Limited....................................................................................................................3
QUESTION 3.................................................................................................................6
Understanding about how to co-operate effectively with team members...............6
QUESTION 4.................................................................................................................8
Concepts and Philosophies of Organizational Behaviour in Business Situation....8
CONCLUSION............................................................................................................11
REFERENCES.............................................................................................................11

INTRODUCTION
This report presents that organization behaviour of any corporation. The project
report presented also analysis that how A W Holding Company Limited culture,
politics and power influences group behaviour and performance with help of Handy
theory. Evaluation of how to motivate individuals and group for achieving any goal in
A W Holding Company Limited with the help of different theory of motivation which
includes Maslow theory etc in the presented report. This current reports also
demonstrates that how to co- operate within the team members effectively by the team
leader of A W Holding Company Limited by different theories like Tuckman etc. This
project report also applies different concepts and philosophies of organizational
behaviour in A W Holding Company Limited.
QUESTION 1
Influence of Power Culture and Politics in A W Holding Company Limited
Handy theory of Culture, Power and Politics[edit]
This theory was given by Charles Handy in the year 1999
1. Power Culture
2. Role Culture
3. Task Culture
4. Person/Support Culture
Power Culture
In A W Holding Company Limited with a power culture, power had been held by
just a few individuals who influences the juniors throughout any organization. There
are some rules and regulations that are covered in power culture Employees of any
organization are mostly judged they have achieved goals or not rather than how they
perform or how they act(Handy theory, 2017). A consequence of power culture can be
quick decision making, even that decisions are not in long term interests of A W
Holding Company Limited. A power culture is usually strong culture, but it can turn
toxic anytime for company.Companies that are having this type of culture can easily
and faster respond to events, and are also heavily dependent for continued success on
abilities of leader that are available at the centre of organization. Here in this culture
performance of team and individuals are judged on results rather than how they are
doing work..
Role Culture
Organizations that deal with role culture are mostly based on rules. They are
highly controlled by everyone and also knows what their roles and responsibilities are
there in A W Holding Company Limited. Power of Leader in a role culture is
determined by a position and role in the structure of organization.. Role cultures are
totally built upon detailed structures of any corporation which are tall and also have a
long chain of command(Webster, 2014). A consequence of role culture is that
decision-making can be painfull and slow and A W Holding Company Limited is also
less likely to take risks. In short term organization that are having role cultures are of

bureaucratic nature.The role culture can be understand as a building that is supported
by columns and beams, so each column and beam has to play an specific role for
standing the building and individuals can be said as role occupants but role continues
of building even if individual leaves from there
Task Culture
Task culture are created in any company when teams are formed for addressing
specific problems and different progress projects. Power within any group will often
shift which is totally depended upon mix of group members and status of
project.Whether any task culture prove to be effective that will largely be determined
by the changing team(Handy theory, 2017). As if there is right mix of skills,
personalities and leadership so, working in gro can be productive and creative.
Person Culture
If A W Holding Company Limited follows person culture in there organization,
group members see themselves as unique and superior with the company. Any
company with a person culture cab be said as it is just a collection of individuals that
works for the same corporation(Handy theory, 2017). This culture is also said as
unusual culture and not found in many organizations as they tend to have some sore
of corporate objective that are above the personal objective of team members.
QUESTION 2
Evaluation of how to motivate individuals and team of A W Holding Company
Limited
Team members are main and most important resource for A W Holding Company
limited. For achieving better results every leader needs to create a motivation strategy
for maintaining spirit and enthusiasm amongst employees(Miner,2015). The
following are ways for motivating staff in any organization-:
1. Mention and describe the goals to employees and help them in narrowing down
each goal with specific objective that are measurable and also define time frame
for completion of objectives by the managers or team leader of A W Holding
Company Limited.
2. Regular meeting with employees individually on regular basis for evaluation that
where they have reached in achieving there goals. Also provide different
suggestions and feedback if there is any difficulty in achieving there goals by the
management of A W Holding Company Limited.
3. Setting of goals individually and as an organization as whole. Try to demonstrate
your effort in achieving these organizational goals.
4. Provide different tools to employees for reaching there goals, these may include
different training and development programme, software programs for making
work easier(do Carmo Silva and Gomes, 2015).
5. There should recognition system in A W Holding Company Limited for
celebration of employees who achieve there goals. It can be done through
announcements or making a recognition on bulletin board, providing small gift to
employees etc. this will help in motivating them.

6. There should be pairing up of employees who are having similar goals which will
help both of them in pushing towards achievement of objectives.
7. Sharing of Vision statement with each members of employees of A W Holding
Company Limited that will lead to create prosperity in firm and motivate
employees for reaching that vision.
8. A W Holding Company Limited must support ideas that had been given there
employees this will motivate them in bringing new ideas for achievement of
goals.
9. A W Holding company limited must see that employees are not getting bored so
there must be changes in routine work and it must be interesting and make work
as much engaging as you can.
10. The work environment that should be provided by A W Holding Company
Limited must be good so employees get attracted and motivated by working
resting and having fun at same time(Jackson, and et.al. 2014).
11. The employees of A W Holding Company Limited must be challenging tasks as
the people may nit grow if the same work is done regularly by them. This will
help in developing new skills in them.
12. There should be healthy competition in the organization and there must be
effectively use of reward system which must be transparent to everyone.
13. A W Holding Company Limited must manage each employee individually as
everyone as both strength and weakness. Some people may have good writing
skills and some my be amazing at public speaking So they must b given chance
for operating in there strengths which will help in motivating them.
Content Theory of Motivation-:
Content theory focuses on all internal factors which energize and directs the
human behaviour. There are four types of theory that are covered in content theory of
motivation. They are-:
1. Maslow Hierarchy of Needs
2. Herzbergs Motivator Hygiene Theory
3. Alderfers ERG Theory
4. Mc Clellands Three Needs Theory
Maslow's hierarchy of needs
This is theory proposed by Abraham Maslow in his 1943 which states A Theory
of Human Motivation. Maslow extended the idea of this theory to include his
observations for knowing human curiosity(Maslow Theory, 2018). Afterwords
Maslow decided for creation of a classification system that reflected all the universal
needs of public as its starting and then proceeded to more for acquiring and knowing
emotions of society(Jackson and et.al. 2014). Maslow’s theory is used for studying
behavioral motivation of society. Maslow used different terms for needs like
physiological satisfaction, safety, love and belongings,esteem, and self-actualization
for describing pattern by which human motivations generally move.
The Following are stages or can say needs of Maslow theory-:
1. Physiological Needs-: These can bee said as biological requirements for survival
of any human that includes-:
a) Food
b) Water
c) Home or Shelter
d) Cloths etc.

As if needs are not satisfied body of any human being may not function properly. So
A W Holding Company Limited Must ensure that minimum these needs of any
employee must be fulfilled for motivation.
2. Safety Needs-: After physiological needs of any employee are satisfied, the safety
second measure which is to be fullfiiled of any person to be motivated(Maslow
Theory, 2018). It includes-:
a) Personal Security
b) Financial Security
c) Health Security
3. Social Belongings-: After the first to needs are satisfied now it comes third level
of human needs which involves social feelings of social belongings. These needs
includes-:
a) Intimacy
b) Friendship
c) Family
4. Esteem Needs-: This type of needs f human are classified in two different
categories that are-:
a) Desiring of reputation and respect from others that are prestige or status of
any human being
b) Esteem for Oneself that is achievement, independence, mastery etc.
5. Self Actualization Needs-: It is realization of any human being that one had
accomplished all the desires of himself that were there(Maslow Theory, 2018). It
includes-:
a) Seeking Happiness
b) Peak Experiences
c) Self Fulfillment etc.
The goal of Maslow's Theory is to reach fifth stage that is self-actualization..
A W Holding Company Limited must ensure that needs of its employees are
fulfilled that will help in keep them motivated and happy and they will work for
achieving goals of there company.
Process Theory of Motivation
The Expectancy theory of motivation was proposed by Victor Vroom. He stresses
on outcome rather than needs like of Maslow theory. This theory proposed by Vroom
states intensity of expected performance that will be followed by defined outcome to
any individual. This theory also states that employees motivation will be how much
reward any individual wants(Northouse, 2018). Indirectly it can be said as that if you
perform well the better will rewards provided to you. The Expectancy theory is based
on following three relationships-:
1. Effort Performance Relationship-: What are the chances that efforts of employee
will be recognized in the performance appraisals.
2. Performance Reward Relationship-: This relationship talks regarding extent at
which employee will believe that he will get good performance appraisal.
3. Personal Goals Reward Relationship-: This type of relationship is all about
potential reward that is provided to individual(do Carmo Silva and Gomes, 2015).
Implications of Expectancy theory by management of A W Holding Company
Limited-:
1. The Managers of A W Holding Company limited must co-relate the preferred
outcomes with expected level of performance

2. The employees of A W Holding Company Limited that are deserving must be
rewarded for there good performance.
3. A W Holding Company Limited must design challenging jobs, interesting and
dynamic.4
4. Motivation level of employees of must be assessed by A W Holding Company
limited by managers through different technique like personal interviews or
questionnaire etc.
QUESTION 3
Understanding about how to co-operate effectively with team members
Basis Effective Team Ineffective Team
Interdependence This is used in positive
manner by so that goals of
team are achieved
otherwise it would be nit
achievable
If the team is ineffective
interdependence is not
used in correct manner and
team may not achieve its
goals in effective and
effecient manner.
Goals These are modified and
clarified so that best
possible individual and
team goals are achieve.
The team must be
structured like that all
members are committed to
achieve them.
As goals on employees are
imposed so members strive
for outperforming the
others.
Communication For effective team
communication must be
two way and open, ideas
and feelings of employees
must be encouraged.
One way communication
is there and ideas are only
expressed that creating
discouragement amongst
employees and also feel
ignored(Thompson and
Glasø, 2015).
Participation and
Leadership
These must be distributed
among all team members
for goal accomplishment
and team development.
As leadership is delegated
and are based on authority
so the participation
becomes unequal where
members having higher
authority powers
dominates to other
members in organization
which creates in
demotivation of employee
Decision Making
Procedures
These are matched in
different situation where
various methods are used
at times so as consensus is
As decisions are made by
high rank personell so
group discussion is very
lower and involvement of

required for some
important decisions so for
effective team the group
discussions must be
encouraged.
employees are also at
minimum level
Influence and Power Different contracts are
made for individuals so
that various goals and need
are fulfilled and power
must must also be
equalized and shared.
Rankings of members
determines influence and
power and higher the rank
so higher will be authority
Conflicts These must be resolved
through different methods
of negotiations for
maximizing outcomes so
all employees of team are
satisfied(Chemers, 2014)
If the team is ineffective
conflicts that arise are
resolved through
negotiations and avoidance
where some members are
happy and some
employees are been
ignored
Structured Controversy In this members must
share their views and
challenge each other
information so by this high
quality decision making is
done.
Disagreement among
employees are suppressed
and avoided and
compromises are there by
employees
Tuckman- Team Development Model-:
Tuckman model was given by Bruce Tuckman which is Known as Forming-
Storming -Norming- Performing, in which he said that this all phrases are necessary
for growing team and face different challenges, finding and tackling problems, plan
work and lastly deliver results(Tuckman Team Development Model, 2018).The
following are different stages-:
1. Stage 1-: Forming
Here team meets and learns different opportunities and challenges and agree
on a single goal and starts tackling tasks. In this stage team members quite
independently and are focussed on themselves. Here the major task functions is to
give orientation. Discussions are made for defining scope of tasks and how to
approach that task.
2. Stage 2-: Storming
This is said to be second stage of team development, here the team starts to
sort themselves and gains each other trust in any organization. In this stage they
start expressing there opinions and start working with each other and knowing
working styles of each other. At this stage atmosphere is quite polite and
employees are pleasant with each other and have different feelings of excitement
and positiveness. There are chances where some teams fails to develop after this
stage(Tuckman Team Development Model, 2018). In this phase supervisors must
be more accessible and can only be directive in decision making and professional
behaviour.
3. Stage 3-: Norming

As disagreements and personality clashes are resolved the spirit of co-
operation emerges. This happens only when they share a common goal and team
is ware of competition. For achieving team goals each team member takes
responsibility and do work with more ambition.
4. Stage 4-: Performing
When group norms and roles of each member are established for achieving
common goals they reach high level of success. At this stage team members are
motivated and are also knowledgeable, they participate in decision making
process(Tuckman Team Development Model, 2018).
So A W Holding Company Limited must follow this Tuckman- Team Development
Model for development of team.
QUESTION 4
Concepts and Philosophies of Organizational Behaviour in Business Situation
Path Goal Theory
This theory is also known as Leader effectiveness theory and was developed by
Robert House.This theory is based upon perception of employee of expectation
between the effort and performance, which is affected by behaviour of leader. Here
any leader of team help group members for attainment of rewards by clarifying
different paths to achieve goals and removes all problems and obstacles that come
while giving there performance(Fiedler, 2015). They provides all the information,
support, and other resources that are required by members of team for completion of
task given to them.
The four leadership styles are provided in this theory, they are-:
1. Directive: In this team leader provides different guidelines to
subordinates and tell them what is expected from them, also sets performance
standards for them which they need achieve, and also different controls behavior as
when performance standards are not achieved by employees(Lussier and Achua,
2015). Leader makes use of rewards in performance and also disciplinary action.this
can also be said that it is task oriented leadership.
2. Supportive: This explains that the leader must be friendly towards there
subordinates and must also display personal concern for some of their needs, welfare,
and well-being. This can also be said as people-oriented leadership.
3. Participative: Here the leader believes in decision-making with the team
and also shares all information with its juniors. Leaders also consults his subordinates
for making important decisions that are related to work, task and different paths for
resolving goals.
4. Achievement-oriented: In this leader leader sets different challenging
goals and also encourage its subordinated for maximizing their performance. The
leader also believes that Juniors are responsible enough for accomplishing challenging
goals that are given to them(Natvig and Stark, 2016). This can also be said as goal-
setting theory.

This theory does not restrict leaders for using, these mutually exclusive theory, as
leaders are capable of selecting more than one kind of a style that is suited in a
particular situation.
Situational Theory of Leadership
The Situational theory of leadership states that there is no single leadership style
which is best. It totally depends on situation where to work and which type of
leadership and strategy will be best for any task to complete. This theory also states
that, most effective team leader are those persons who are able to change their style
according to situation and also look at scenario such as different type and nature of
task and different other factors that may contribute in getting any task done(Webster,
2014).
This theory is also referred to as Hersey-Blanchard Situational Leadership Theory, as
it had been developed by, Dr. Paul Hersey.
Hersey and Blanchard’s Leadership Styles
Hersey and Blanchard had said in this theory that there are four styles for primary
leadership-:
1. Telling (S1): In this style of leadership, team leader tells there
subordinated that what and how do it.
2. Selling (S2): This leadership style involves back-and-forth between
different leaders and followers. Team Leaders sell their various ideas and also
messages to group members for buying the process.
3. Participating (S3): In the third approach, team leader offers
comparatively less direction and also allows members of team to provide more active
role in coming up ideas and also involved in decision making process(Miner, 2015).
4. Delegating (S4): This style of leadership is characterized by less
involvement of team leader. Group members themselves makes most of decisions and
also take most of responsibility for what is and what will be happening..
Maturity Levels
The right style of leadership totally depends upon the maturity level that is also
known as, level of knowledge and competence of subordinates or team.
The Situational theory identifies that there are four different levels of maturity whicg
includes
1. M1: Group members may lack knowledge, skills that are required, and
willingness of completing task.
2. M2: Team members are willing to complete task and also enthusiastic
but they may lack ability(Webster, 2014).
3. M3: Team members may have skills and capability to complete task, but
they are unwilling for taking responsibility.
4. M4: Here team members are highly skilled and also willing to complete
and take responsibility of task.
Matching Leadership Styles With Maturity Levels
The Hersey model of Situational leadership suggests that following leadership styles
are appropriate for different maturity levels:
 Low Maturity (M1)—Telling (S1)
 Medium Maturity (M2)—Selling (S2)
 Medium Maturity (M3)—Participating (S3)

 High Maturity (M4)—Delegating (S4)
Contingency Theory of Leadership
A contingency theory is also known as organizational theory which claims that
there is no best way for organizing any corporation, that lead any company for make
decisions. But, optimal course of action is totally dependent upon internal and
external situation of any organization. A contingent team leader effectively and
efficiently applies his own style for leadership which is applicable for achieving goal
in right situation.
Different Contingency approaches
Gareth Morgan describes contingency approach that any Organization is an open
systems which need careful management for satisfying and balancing internal needs
and also for adapting environmental changes
There is not single best way and appropriate form which depends on kind of task
or environment that any team is dealing with.
Management of any company must also be concerned that for achieving golsd and
good fits, different types of organizations are needed for various types of
environments(Fiedler, 2015).
Fred Fiedler's contingency model of leadership contains different relationship
between leadership style and favourable-ness of situation for achieving goals for
team.. Situational favorable-ness that has been stated by Fiedler are in terms of three
derived dimensions:
 Leader-member relationship – This should be high if any leader is generally
accepted and also respected by subordinates.
 Degree of task structure – this also should be high if work is in structured manner
 Leader's position power – this also should be high if there is high authority and
power that are formally distributed for position of leader(Lussier and Achua,
2015).
Situations must be favorable to team leader if all above three dimensions are
high.
CONCLUSION
This present reports concludes that how organizational behaviour is an important
elements for taking management decisions. It also sums up that how individuals and
groups acts and reacts in any organization for reaching and accomplishing goals that
are provided to there team by different theories of organizational behaviour.This
report which is presented also concludes that A W Holding Company Limited must
understand different theories then they must apply for effective work in there
corporation.

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