Organizational Behaviour Report: Culture, Motivation and Teams

This report provides a comprehensive analysis of organizational behavior, focusing on key aspects such as the influence of culture, politics, and power on individual and team performance within organizations. It delves into Handy's cultural models (power, role, task, and person) and their impact on employee behavior. The report further evaluates various motivational theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, Alderfer's ERG theory, Vroom's expectancy theory, Adams's equity theory, and Locke's goal-setting theory, to understand how organizations can motivate employees to achieve both organizational and individual goals. The report also examines the characteristics of effective versus ineffective teams and discusses the role of organizational politics. Finally, it explores the philosophies of organizational behavior, providing recommendations for managing these dynamics and improving overall productivity and employee satisfaction. The report emphasizes the importance of understanding these concepts to enhance leadership and management practices within organizations.

Organizational Behaviour
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1. Analysing the influence of culture, politics and power in on individual team behaviour
and performance. ........................................................................................................................3
LO 2.................................................................................................................................................9
P2 Evaluating various theories of motivation which help organization to achieve
organizational and individual goal..............................................................................................9
LO 3...............................................................................................................................................12
P. 3 Explaining what makes an effective team as opposed to an ineffective team..................12
LO 4...............................................................................................................................................14
P4 Describing the various philosophies of organizational behavior.........................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
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INTRODUCTION
Organizational behavior is the practice of behavior of an individual inside the
administration. It helps in analyzing the individual's performance and group management in
achieving goals and objectives of the company. It consisted of different management activities
which helps in understanding, predicting and influencing person's behavior in organization. A
David & Company Limited deals in a consumer Discretionary sector which serves a food and
beverages. The company was formed in 1986 by David Michael in partnership with Herman
Hertz in Philadelphia.
The present report is about the organizational behavior and its effect on individual and
group performance. Assignment will provide a deep insight about impact of culture, power and
politics in organizations and how it has effect on the performances. Assignment will also provide
the different motivational theories which help organization to motivate their employees so that
their performance can be enhance. Report will also present the group development theories to
support the growth of dynamic cooperation: later it will provide the concept and philosophies of
organizational behavior with respect to the firm.
LO 1
P1. Analysing the way culture, politics and power influence individual team behaviour and
performance.
The culture, politics and power plays an important role in an organization on working of
an individual team. Individuals performance in an organization depends upon the culture of an
organization. Employees are keys of organization. Culture, politics and power of an organization
decides working of an employee. To understand individuals’ performance with respect culture
management guru Handy has given his four model of culture naming Hardy’s model discussed
under-
Handy's has given four classes of culture in its model that are power, role, task and
person which have an individual effect on the performance of employees as well as management.
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Illustration 1: Handy - Four Classes of Organizational Culture
Source: (handy's model, 2017)
Power Culture: Inside the organization there are only few individual those have
influence spreads throughout the A David & Company Limited. Power culture includes some
rules and regulations. People with power culture decides what will happen inside firm (Miner,
2015). The power cultured people tends to take risks and do rate security highly. Company
having this sort of culture responds quickly to an events.
They influence organization, as it is difficult to link with too many activities and retain
control. Basically, this culture depends upon a working of an individual rather than team. In
power culture employees do not have freedom to express their ideas and share views. They have
to follow the command of their superior and work according to them.
Impact on individual's performance and organization
Working in such organization need correct anticipation that what is expected from them
they should work accordingly. If superiors of A David & Company Limited get this right culture,
it can provide satisfactory result. If they wrongly anticipate it can lead to intense dissatisfaction.
It also provides a high labor turnover as well as lack of effort and enthusiasm.
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Illustration 2: power culture
Source: ( handy's model, 2017)
Role culture: Organization having role culture is basically based on rules. In this culture
everyone in the organization is aware about their roles and responsibilities. Power in role culture
is identified by an individual person's position (role) in the organizational structures. It effects A
David & Company Limited decision making, because decisions in this culture is basically tough
and organization is less likely to take risks (Weick, 2017). It can be said the firms with role
cultures are very much bureaucratic. In this culture teams are made to solve critical problems and
targets. Task culture bring individual's common interest and specialization works together.
Impact on individual
This culture offers the security to individual and provide chance to show their
performance (Klotz and et.al., 2018). This type of culture may prove frustrating for those
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individuals who are power oriented or believe more in results than methods, importance of role
culture is that it suggests that bureaucracy itself is not culture-free.
Task culture: These culture is, when teams are made for any special projects to address
any special problems (Graham, Ziegert and Capitano, 2015). Task culture is important for A
David & Co Limited because power with in team may shift. In this particular culture teams are
formed to solve critical problems to achieve the targets. It generally consists of four to five
members in each team.
Effect on individual
Managers of middle and bottom level mostly prefer to work with task culture. They put
emphasis on rewards, power for the better result to achieve goals and objectives. This culture
helps in generating the desired objectives and also enable employees to concentrate on
performing task. Task culture aids in receiving high level of satisfaction from work.
Person culture: In person culture everyone feels motivated and satisfied. This type of
culture is known as person culture (Russell and et.al., 2017). In this culture people are more
concerned for themselves than to the organizations. In many case, organization with this culture
suffers a lot and takes back seats. Employees attend the office for the sake of money and never
get attached to company. They are rarely loyal towards the administration and never work in
favor of organization.
It effects A David & Company Limited and individual's performance negatively. One
cannot achieve goals and objectives fairly.
Organizational Politics and Power
Organizational politics is a natural part of business life. It includes unhealthy levels of
political behavior which leads to the high level of dissatisfaction in employees, demotivation in
workers. (Hui, Lee and Wang, 2015). Today working in an organization needs a skill to handle
conflicting agendas. Good politics is not for winning at all costs but to maintain the relationships
which is important for achieving desired results.
Organizational politics leads to very uncertain consequences because individual have face
entire procedure both negatively and positively on the special orientation which they do not have
in mind. However, those who are flourishing, they tend to be viewed positively perhaps because
they are successful competitors in other respects as well.
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Respectively, so power and politics supports each other. Issues of power in politics arises
when there is a lack of resources. A David & Company Limited have limited resources that are
distributed in some way (Belschak, Den Hartog and Kalshoven, 2015). Sometimes individual
and groups inside the organization do not agree from the way allocation of resources, so they
want to gain the possession of those resources for their self and group of interest, which gave
birth to the organizational politics.
Effects of organizational politics and power in A David & company limited
 It decreases the overall productivity of organization as well as individual’s performance.
 It affects the concentration, as instead of improving own performance they concentrate to
spoil the performance of others.
 Powers and politics creates a negative atmosphere in the organization which effects
individual performance as well.
Recommendations
 To win from these situations organization and individual must follow these tips-
 For employees, the best way is that they should stay away from politics, i.e. employee
must not get involved in any of the controversies.
 Employee should concentrate on their work instead of interfering in others.
 There is no need to find faults in others, try to help them and provide good suggestions to
them so that organizational and individuals objectives can be achieved.
LO 2
P2 Evaluating various theories of motivation which help organization to achieve organizational
and individual goal
Motivational Theories
In every enterprise, motivation of employees plays an important role in achieving the
organizational goals and their own personal goals. There are many theories of motivation and
their critical analysis shows that they are all linked and motivate employees to work effectively.
Rewards are the main factor which can be used for motivating employees within A David & Co
Limited. There are two types of theories of motivation; A. Content Theories and B. Process
Theories.
A. Content Theories: -
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Maslow hierarchy of needs:
This theory of motivation is developed by Abraham Maslow. It is shown in shape of
pyramid: basic needs at bottom and complex needs at top (Motivation Theories: Top 8 Theories
of Motivation – Explained, 2017). These needs in decreasing priority are:
 Physiological needs include most basic needs for survival of humans like air, water, food,
shelter, clothing and sleep.
 Safety and security needs relates to person's desire of safety and physical protection.
After meeting physiological needs, safety needs are satisfied.
 Social needs involve relationship with family and friends, involvement in social groups
or community. Once both physiological and safety needs are fulfilled, social needs come
in notice.
 Esteem needs is related to respect for being honorable human or to receive
acknowledgment from others (Lazaroiu, 2015). Esteem means being respected and
appreciated by others.
 Self-actualization needs shows individual's desire to grow and develop to full potential.
If all these needs are fulfilled, then it will help A David & Co Limited to motivate current
employees and retain best and talented employees.
Herzberg's Two-Factor Theory:
It is called as motivation-hygiene theory. It includes both motivating and hygiene factors.
Motivating factors relates to job satisfaction are achievement, recognition, work, advancement
and responsibility. Hygiene factors relates to job dissatisfaction are company policy, supervision,
salary, management approach, interpersonal relationships at work and working conditions.
This theory will help A David & Co Limited in improving morale of employees by giving them
higher salary and recognition.
Alderfer Theory:
Alderfer classified needs as existence, relatedness and growth. Existence needs are for basic
materials (Klotz and Neubaum, 2016). Relatedness needs contains Maslow's social as well as
external features of esteem needs. Growth needs is combination of self-actualization and esteem
need's internal features. ERG is very flexible theory of motivation as it helps managers of A
David & Co Limited in understanding different needs of employees must be satisfied at a time.
B. Process Theories: -
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Vroom's Expectancy Theory:
Victor Vroom's Expectancy Theory explains that how people makes choices for actions
that are made available in front of them. This theory explains that variables like instrumentality,
balance and expectancy that fluctuates performance, motivation and efforts of an individual
(Dopson, 2018).
Managers of A David & Co Limited must encourage employees to work hard which leads to
higher performance.
Adams's Equity Theory:
This theory explains that if employees are treated equally then they will feel motivated
and it is based on the theory of social exchange.
It is responsibility of A David & Co Limited to treat their employees on the basis of equality
which will reduce differences in individual needs, potentialities and values.
Locke's Goal-Setting Theory:
This theory is an integrative model of motivation like expectancy theory. Since goal is
very important so it is recommended for to set the goals (Van Knippenberg and Hogg, 2018).
The goals may be challenging but attainable, specific and measurable.
A David & Co Limited should set goals and motivate employees for attaining the same.
Other than Content Theories and Process Theories of motivation, there are intrinsic motivation
and extrinsic motivation.
Intrinsic Motivation:
It refers to the process of doing an activity only for our own sake or internal satisfaction.
This behavior comes by internal rewards and arises from within the individual (Intrinsic
Motivation, 2015).
So A David & Co Limited should motivate employees for working hard in order to achieve their
own personal goals.
Extrinsic Motivation:
It refers to the behavior that comes external rewards or incentives such as praise, money,
frame and grades. It is a reward-driven behavior which arises from outside of individual. The
rewards received from the extrinsic motivation are not always in the tangible form. Rewards of
extrinsic motivation can be completion of work for money, competing for reaching at higher
level etc.
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So A David & Co Limited should motivate employees to achieve goals of the organization and
also their personal objectives by offering them rewards, incentives in the form of a good grade
and praises etc.
LO 3
P. 3 Explaining what makes an effective team as opposed to an ineffective team.
The organization can achieve their objectives and goals when they have a effective team.
Having effective team in an organization is a plus point for every organization. An effective team
can be made of two or more people working together to achieve the common goal. The
characteristics of the effective team includes ideal size of membership, clear purpose and open
communication . Opposite to that is an ineffective team can be a huge disadvantage for the
organization as the goals of the organization can be only achieve when they have the a effective
team rather than ineffective.
Steps of developing in effective team:
Communication must be honest and open: where people feel free to express their
views thoughts and opinions for finding potential solution to the problem. All the issues are
handled by face- to -face communication among the members (Carpenter, Berry and Houston,
2014). There is respect among the team member towards each other and the members don't talk
behind each other's back that helps in creating direct and open communication among the
members.
Effective Participation: In a team everyone must be participative to find the possible
solution for the problem. There shouldn't be extra member's in a team. Each member is essential
for the success of the team and when group task is given to team member where each of them
knows their job roll and ready to share their thoughts and efforts and ideas with the other's.
Focus on achieving goals: They agree on to set team goals on the basis of the results,
rather than just completing the work. And then a clear plan is set about how they will achieve
this set objective as a team with the participation and contribution of each and every individual
working in a team. These helps in providing them clear direction and gives the aim to achieve
collectively.
Appropriate leadership: where there is a sense of trust among members and team leader in
appropriate way. A strong team have the leaders to whom they can respect and trust. This team
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leader essentially works as team together and always encourage and motivate team to achieve
better results and update them regularly with the essential information.
Proper organization: A organized structure is essential for the smooth running of the
organization functions. Without it the organization become chaotic and it may create difficulties
in achieving goals (Gelfand and et.al., 2017). Therefore, each and every individual should
organize their workload and management make sure that everything is going on as per plan and
each individual is getting their work efficiently and on time.
Motivation: In an effective team the leader always motivates and encourage their team
members for achieving the individual as well as organization goals. If the team members feel
motivated, they can find creative and innovative solution to the various problem which will
ultimately help in achieving the standard goals.
Delegation of proper authorities: when the powers and authorities are distributed
properly among the team members this may reduce the chances of happening conflicts and
feeling of jealousy among the members (Katz-Gerro and et.al., 2017). There must be proper
allocation of authority and responsibility among the group. If one individual gets excessive
responsibility and did not get proper authority to do that task, they may get dissatisfied and won't
be able to give their hundred percent to the organization.
Celebration of performance and rewards: Make the time to regularly celebrate the
performance and rewards. This will boost the self-confidence and build morale of the team and
they will do same hard work with full interest and will show their understanding as team or as
well as individual. They must ensure that the recognition is consistent and the chosen method
inspires the team members to continue their effective and positive contribution to achieving the
team growth
Ineffective can be identified
 The mission of the team cannot be identified easily.
 They have formal stuffy and tense meetings.
 Having lots of participation but less accomplishments.
 Lack of communication between team members
 After the meeting, disagreements are arising among team members.
 Formal leaders made decision without having any involvement of other members.
 Because of less trust among team, members are not open with each other.
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How to develop team
Forming: First, the team knows and learn the opportunities and challenges and then, they
agree on goals and begins to do the task. They might feel motivated but they are usually
uninformed about the issues and goals of team. Working culture also affects the initial behavior
of each individual (Miner, 2015). The major goal of business is orientation. The member starts
becoming oriented towards task and also with each other. Discussion centers defines the scope of
the task, and the way to approach, and similar concerns. To move forward to the next stage, the
member must relinquish the ease of non- threatening topics and the chances of conflicts.
Storming: Here comes the second stage of team development, where the group starts to
gain trust of each other. These stage starts with opinion of members and outcomes of this,
conflict may arise among team members as power and status assigned to them (Craig and et.al.,
2017). At this stage the member start to work with each other and learn from each other's way of
working.
Norming: At these stage, the team starts performing and all disagreement being
dissolved and a cooperative team spirit emerges. In this stage, all the members take the
responsibilities and work towards achieving team goals.
Performing: At the performing stage, Roles established as per the group norms, the
member work towards achieving the group goals and often achieve a huge success enhance their
knowledge skills. Now the team members are competent enough to handle the decision making
process without any supervision.
According to the Beblin, the roles put emphasizes on the improving the team
performance , by putting ideas into action ad meeting the deadlines. The action oriented roles
includes ;
ACTION OREINTED ROLES
 Shaper –The shaper can be the individual who questions assumption
 Implementer – Implementer brings self discipline.
 Completer finishes – Pays attention to every smallest details and make sure that things
are right.
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