Organizational Behaviour: A David & Co. Ltd - Individual & Team

This report analyzes the organizational behaviour of A David & Co. Limited, a food and beverage company. It explores the influence of organizational culture (power, role, task, and person cultures), power dynamics (legitimate, expert, referent, coercive, and reward powers), and organizational politics on individual and team performance. The report evaluates content (Maslow's hierarchy) and process (Vroom's expectancy) theories of motivation to enhance goal achievement. It also examines factors contributing to effective and ineffective teams, utilizing Tuckman's stages of team development (forming, storming, norming, performing, and adjourning). The analysis provides insights into how these elements impact productivity, profitability, and employee behaviour within the company context.

UNIT 12
ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysis about how organisation’s culture, politics and power influence individual and
team behaviour and performance................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluating theories of motivation that enable effective achievement of goals in
organisational context.................................................................................................................4
TASK 3............................................................................................................................................5
P 3 Explanation about factors what makes an effective team as an ineffective team................5
TASK 4............................................................................................................................................7
P4 Applying concepts and philosophies or organisational behaviour within organisational
context.........................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................8

INTRODUCTION
Organizational behaviour refers to the study which tells that how peoples behave within
the groups. It includes various areas of research such as regarding job performance, increasing
job satisfaction, promoting innovation etc. (Ashenden and Sasse, 2013). In this report the chosen
organization is A David & Co Limited. The company is working in food and beverages industry
and situated in Bishop Sutton Bristol, BS39 5XR United Kingdom. The Company offers full
range of fresh fruit, vegetables, exotic Produce, ready prepared products, and bakery items and
delivered on a daily basis to hotels, restaurants, contract caterers, schools, nursing homes, and
government contracts. The report includes the various influences of organization's power, culture
and politics influence individual and team behaviour and performance. The evaluation is done
regarding the content and process theories which enables effective achievement of goals in the
organization through motivational techniques. It also includes the explanation about the factors
which make effective team opposed to ineffective team. Various concepts and philosophies of
organizational behaviour are explained in the report according to the scenario.
TASK 1
P1 Analysis about how organisation’s culture, politics and power influence individual and team
behaviour and performance.
The followings are the influences of various type of organizational culture on individual
and team behaviour and performance:
Culture
organizational culture includes the various values and behaviours that contribute the
unique social and physiological environmental factor of business (Carlos Pinho, Paula
Rodrigues, Dibb, 2014). According to the Handy's culture typology it is as follows:
Power culture: According to power culture in a organization, powers is held by just few
individuals whose impacts are spread in all over the corporation. It influence the employees in A
David & Co. Ltd. as well because according to it, the employees are judged on the basis of
results rather than how they do these things and how they act. The specific hierarchy is followed
by the employees so that it influence the individual and team behaviour and performance. The
employees who have powers they exploit the other so remaining employees feels demotivated
themselves which reduce their performance level in the organization. Same as in a team if some
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members have power and other have not then those can't work properly and behaviour will be
changed.
Role culture: In an organisation role culture indicates that each employees and staff
members are delegated with roles and responsibilities according to its specialization,
qualification and skills (Coccia and Cadario, 2014). Herein, mangers are forming team according
to requirement so that best out put can be result and able to work in challenging environment.
Thus, this help mangers of respective organisation to delegate roles and responsibilities as per
working performance of employees.
Therefore, the mangers of A David & Co Ltd should adopt Task Culture in their work
place as it will help an organisation to accomplish their gaols and objectives with proper
formation of team. Thus, it will help them them to increase their productivity and profitability in
competitive marketplace.
Task culture: Task culture help a mangers in forming effective team so that targets can
be achieved as well as problem can be solved in critical situations in an appropriate manner.
Moreover, managers need to ensure that team should be developed as per same qualification,
skills and knowledge so that they can contribute their best in accomplishment of task in most
innovative way.
Person culture: In person culture model employees feel that they are more important
than organisation. Herein, an individual is more concern about their themselves rather than
organisation. The mangers should ensure that beach and every employee members are equal
within an organisation so that uniformity prevail within workplace.
Organisation power: In an organisation power is the ability to influence other or capacity to
affect behaviour of subordinates with control resources within workplace (Coccia, 2014). Herein,
mangers are using French and Raven's forms of power as to gain influence on ability in order to
grant harmony within workplace.
Legitimate power: This power is known as positional power within an organisation
(DeVasconcelos, Gouveia and Kimble, 2016). It is derived from position an individual holds in
an organisation hierarchy. This power is used by mangers of A David Co & Ltd so that power
authorities lies within hand of an individual so that decision are taken effectively which is
beneficial for an organisation.
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Expert power: Expert power is derived from having an expertise and knowledge in a
particular area (Harper, Randall and Rouncefield, 2012). This power help an respective
organisation to have a highly skilled employees in performing task and activities. Moreover,
having problem-solving skills so that alternative decision can be taken when ever required.
Referent power: In an organisation referent power is build by a good interpersonal
relationship among employees and superior in a workplace. Herein, mangers of A David Co &
Ltd that each and every employee and staff members have good interpersonal relation among
them so that good health workplace can be created.
Coercive power: Coercive power is adopted by an respective organisation so that they
can control behaviour of employees by ensuring that they are abided with certain organisation
policies and norms. This also help mangers to reward or punish their employees if their
performance dose not match up with organisation goals and objectives.
Reward power: Reward power arises from ability of an individual to influence
allocation of incentives in an organisation. The mangers of respective organisation should ensure
that each and every employee are reward with incentives, bonus and promotion as per their
performance so that it dose not influence action of other employees.
Organisational Politics
In today's context each and every organisation faces with internal and external politics
that arises within work place (Hashim and Wok, 2014). Moreover, in an organisation politic
play's a essential it do have both positive and negative aspect.
Positive impact: In an organisation politics have positive impact within workplace. This
will lead to reduce conflicts among employees, motivating employees to work more harder to
achieve a desirable position they want to have.
Negative impact: Additionally, politics with in work place do have negative impact
within an organisation. Such as employees may be destructed from each other promotion and
incentives for their performance at same level. Moreover, it may result into divisiveness,
demotivated as well as decrease in productivity and profitability of an respective organisation.
From above discussion it has been determined that organisational culture, power and
politics plays an essential that influences behaviour of an individual or group of people within
workplace.
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TASK 2
P2 Evaluating theories of motivation that enable effective achievement of goals in organisational
context
In organisational context motivations plays an effective role by encouraging employees
top perform their best. It is process of stimulating and encouraging person to carry out their task
which will ultimately increase productivity and profitability of both organisation and employees
receptively. Moreover, A David Co & Ltd are evaluating content and process theory of
motivation that enable in effective achievement of goals in an organisational context.
Context theory of motivation: Content theory basically deals with what are the factors that
motivate people to perform their best within organisation (Hyde, Harris and Boaden, 2013). This
theory is concerned with individuals need and wants. The mangers are analysing Maslow's Need
Hierarchy in order to motivate their employees and staff member as to achieve targets within
stipulated time period.
Physiological needs: This needs are basic need that are essential for survival of human
being such air, food and shelter etc. If the mangers of respective organisation need to make sure
that its employee's physiological needs are fulfil as per their requirement. Moreover, if such
needs are achieved then an individual will be highly motivated and will work towards to gain
goals and objectives accordingly.
Safety needs: In an organisation if employees feel safe and secure in workplace they
feel motive to perform their task in an effective manner. Moreover, mangers are providing job,
financial and health security to its employees and staff member.
Esteem needs: This need is related to recognition of one's achievement with in an
organisation. Such as an individual is having a unique identity, power, competency and respect
etc. moreover, on satisfaction of this needs and individual feels sense of motivation and become
more confident in performing their task.
Social needs: In an organisation, if an individual have a comfortable environment such
as love, affection, care and belongingness in their workplace place then they feel comfortable
carrying out their work effectively (Kazemipour and Mohd Amin, 2012). Thus, from such
instance a good relationship is formed among employees and superiors.
Self-actualisation needs: This needs are related to development of one's intrinsic
capabilities that can be utilised in real life situation. The mangers of respective organisation
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ensure that this theory will include individual growth and opportunities that keep cropping on
continuous basis.
Process theory of motivation: Process theory of motivation basically deal with how
motivation will occur within an organisation in order to motivate employees and staff members
so that target goals and objectives can be achieved (Muchiri, Cooksey and Walumbwa, 2012).
Herein, managers are adopting Vroom's expectancy in order to motivate their employees within
workplace. Such as
Valency: It refers to value of an individual on a particular outcome or strength of an
individuals preference for expected rewards of outcome. Such as if employee's gets motivate by
promotion, bonus and incentives that ultimately create value for an individual as well as motivate
work perform more effectively in future.
Instrumentality: If an employee feel or desire to have promotion then an individual
perform their best to achieve their goals and objectives respectively. Moreover, employee's feel
that superior performance is the key factor to achieve high growth path. Thus, employee will be
motivated to perform efficiently with a desired to get promoted.
Expectancy: Expectancy is another factor that determines motivations of an individual
with a particular course action that will lead to have a desired outcome. Moreover, mangers of
respective organisation ensure that an employee should have probability to perform their best in
order to have an appropriate outcomes.
Thus, the mangers are adopting expectancy theory in order to encourage their employees and
staff members by facilitating them with desired rewards of their working criteria.
TASK 3
P 3 Explanation about factors what makes an effective team as an ineffective team
In the organisation different task are assign to the employees so that they planned and
mobilise the work accordingly (Robbins and et.al., 2013). A David & co limited is a food and
beverage company that produces the different flavours and colour of food items. In the David &
co limited all managers make different task which assigned to different employees to achieved
the goals.
A David & co limited used Tuck man made the theory to differentiate the effective team
as an ineffective team-
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Tuck man theory is a process that builds the new team which help to establish the state,
effective relationships between employer and employee and determine different leadership
styles. There are different stages that builds the effective team which are as follows-
Forming- In this stage A David & co. limited build new teams that help leaders to build
he efficiency. In this when company formed the team to first introduce to each other. They shares
their views, experience and knowledge that help them in making effective decisions. In forming
all employees have to make a good relationship with each other that help to build effective
relationships with each other.
Storming- In this stage all members develop the different conflicts between them that
help to builds the different challenges between them (Thomson and Van Niekerk, 2012).
The team leaders of A David& co. limited should ensure that all the members of the team
should listen each other ideas so that they create the effective value for the organisation. This
will make a team to be assertive and valuable. All the leaders will build different conflicts which
they had made in the team while making the planning process which help them to the
effectiveness of the team.
Norming- In this phase all members of A David& co. limited start the task with each
other. They start establishing the team rules that make the effective team.
The team leaders start building the effective relationships with each other by
understanding their views and understandings (Xerri and Brunetto, 2013). All team leaders build
different rules in which all the employees in the team itself that have to follow them consciously
which help them to increase the effectiveness of the team members within an organisation. This
is very helpful to the leaders to determine tasks and responsibilities within an organisation.
Performing- The phase when the employees start performing the task in the team itself.
In A David & co. limited employees start working together to achieve the common goals and
objectives. This will make the employees to start helping with each other.
The team leaders builds the good atmosphere and their communication skills are
excellent so that they planned in an effective manner. All of them make different plans and
effective decisions that help them to perform various kinds of duties and responsibilities in the
organisation.
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Adjourning- This is the final stage of Tuck man theory in which all team leaders made a
criteria for the well being of them (Wood and et.al., 2012). This make the team to determine the
success in an effective manner.
This help the team leaders to used the brainstorming method in which all team leaders
can share their views. It make the positive and negative impact to both the employee and the
employer that help to develop the effectiveness of the team. All employees in the organisation
work good so that effectiveness of the team should be increased and it can build some goals and
objectives.
Effective team Ineffective team
 In the effective team all team leaders
have clear about all the decisions that
they have made, their communication
process is very good.
 They focuses on the well being of all
the stakeholders
 All team leaders of A David& co.
limited have the full energetic power
to build the effectiveness between all
the leaders.
 In the ineffective team the team members
are not clear about the decisions that they
had made and their communication is
very low.
 They focuses on what is right or what is
wrong to them.
 All team leaders of A David& co. limited
do not have the power to determines the
goals and objectives so that they not
make effective decisions in the team
itself
TASK 4
P4 Applying concepts and philosophies or organisational behaviour within organisational context
In an organisation, organisational behaviour basically investigates its effect or impact of
workplace in performance of individual and groups (Wang and Ritchie, 2012). Herein, mangers
of A David Co & Ltd are having a good employee as well as organisational development.
Moreover they are motivating employee maximise profits for organisation. The objective of
organisation behaviour includes providing positive working culture to employees as a positive
environment increases employee retention and satisfaction. Furthermore, the mangers are
adopting path goals theory within organisational context.
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Path Goal Theory:
Path goal theory is a usually based on specifying a leadership style or behaviour that best
fits the employee and work environment in order to achieve goals (Weng and et.al., 2015). This
goals increase employees motivation, empowerment and satisfaction so that employees become
productive within an organisation. Herein, managers of A David Co & Ltd are having multiple
leadership in performing their task and day to day activities. It encourages employees to be
motivated and bring efficiency in accomplishment of set goals and objectives. Furthermore, this
theory exbibits the different styles that helps leaders to face issues with regards to leadership,
procured in different situations:
Directive leadership: The respective leadership concerned about the communicating the
main motive of leader. Moreover, according goals and targets can be achievable with an
estimated time period of time.
Supportive Leadership: In supportive style of leadership, a leaders deals with
subordinates with friendly and supportive nature so that team members feel comfortable in
discussing their ideas and views. Moreover, this type of leadership is useful if a team member
have a personal issues, not able to believe in himself or is consequently results in to demotivated.
Achievement-oriented leadership: This approach help a leader to sets out challenging
targets in order to increase the capabilities of team members or to asses the existing capabilities.
Moreover, this approach motivates members to achieve the sated challenging goals or target and
assist them in order to increase capabilities. Thus, this is beneficial for both organisation and
employees to gain its objectives and goals in an effective manner respectively.
Participative Leadership: In participative style of leadership are trying to engaged in
participation of team members so that a productive can be developed. It also enables employees
and staff member to share their ideas and views with new innovation in it. Thus, it one of the
most and effective way to develop organisational behaviour within an organisation.
Different Situations of organisational context
Poor communication: In organisations context communication plays and effective role.
Herein, if leaders fail to explain goals and objectives to its employees than an organisation will
not be able to accomplish their aims in an effective manner.
Multitasking: In an organisation it essential for leaders to perform multitasking (Wong
Wong and Ngo, 2012). If leader fails to do so than the performance of employee will not able
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concentrate on a particular job or task given. For such instance a proper training and
development should be provide to employees so that task can be performed in an appropriate
manner.
From the above mention it has been clear that A David & Co. Ltd are adopting different
types of leadership in order to motivate their employees and staff members. Moreover,
organisational behaviour concepts and theories are applied by management so that it is beneficial
for leaders and team members to coordinate with each other and develop positive work culture
within workplace.
CONCLUSION
From the above discussion it has been concluded that organisational behaviour is
essential within an organisation as it help how an individual and group act within workplace. It is
important for an organisation to have an unique culture within workplace so that employees feel
comfortable in performing their task. Moreover, the managers have adopted content and process
theory so that employees feel motivated, safe and secure in workplace and carry out their work
effectively and achieve their goals and objectives within stipulated time period. Additionally, by
making a dynamic team an organisation are able to carry out their projects with best result with
proper strategies of problem-solving skills. Thus, organisational behavioural play's a pivotal role
within an organisation.
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REFERENCES
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Xerri, M. J. and Brunetto, Y., 2013. Fostering innovative behaviour: The importance of
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Online
Tuckman forming storming norming performing model. 2018. [Online]. Available through:
<https://www.businessballs.com/team-management/tuckman-forming-storming-
norming-performing-model/>.
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