Organisational Behaviour Report: Motivation, Teams, Leadership

This report provides an in-depth analysis of organisational behaviour within the context of Oriflame, a multi-level marketing company. The report examines the influence of culture, power, and politics on employee behaviour, utilizing Handy's Model and Hofstede's theory to understand cultural dimensions. It further explores motivation theories, differentiating between extrinsic and intrinsic motivation, and evaluating content and process theories like Herzberg's two-factor theory and Vroom's Expectancy model. The report also discusses the differences between effective and ineffective teams, incorporating team development theories. Finally, it analyzes the concepts and philosophies of organisational behaviour, particularly the impact of path-goal leadership, and the importance of emotional intelligence and soft skills for managers, providing a holistic view of organisational dynamics and its impact on employee performance and business outcomes.

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
LO1..................................................................................................................................................3
P1- Influence of culture, power and politics in organisational setting........................................3
M1- Critical analysis of culture, power and politics....................................................................6
LO2..................................................................................................................................................7
P2 Motivation theories.................................................................................................................7
M2- Evaluation of behaviour by various motivational theories..................................................8
LO3..................................................................................................................................................9
P3. Difference between effective team and ineffective team......................................................9
M3. Team development theories.................................................................................................9
LO4................................................................................................................................................11
P4. Concepts and philosophies of organizational behaviour within an organizational context
and a given business situation....................................................................................................11
M4. Impact of path goal leadership on behaviour of employees...............................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational behaviours refer to the process in which the behaviour of the organization
towards their employees being managed by the management to improve the performance of the
business and get maximum profitability out of business. It is very important to maintain the
behaviour so that every employee feels equal and works accordingly. Organization behaviour
needs to be maintained by the management so that the performance can be utilized in the best
way and all the employees feel motivated and focus towards their work and no one feels
depressed by the power and politics of the organization which can impact in the negative results
(ADETUNJI and OYEKAN, 2020). Oriflame is a multi-level marketing company who sells
primarily beauty and personal care products. Oriflame was founded in 1967 Sweden by the
brothers Jonas AF jochnick, Robert AF Jack Nick and Bangt Hellsten. The report will explain
the classification of culture power politics an organization and how motivation can help in
achieving the individual and team goal. Further the report will explain the understanding of how
to cooperate effectively with others with the blind concept and philosophes of organizational
behaviour.
MAIN BODY
TASK 1
LO1
P1- Influence of culture, power and politics in organisational setting
Culture:
Organizational culture refers do the culture in the organization which is influenced by the power
and politics going on in the operational of organization. A strong organizational culture helps
both the employees and the company with direction instability in the working process. It
improves the performance as well as the behaviour of the employees toward Oriflame. The
culture within the organization can be powerful to affect the employees’ attitude and behaviour
towards the organization. It can be better understood by
Handy’s Model of culture
Power culture-

It states that power is being exercised by only few individuals who holds and influence
behaviour of individuals or employees in organisation. It relates to strong culture which lays
down several rules and regulation and authorities who have power decides what happens in
organisation
Role culture-
It is the culture when everyone in company knows about their own responsibilities and
roles. This culture determines power which is being determined by authority’s position in an
organisation structure.
Task culture-
This culture states forming of various team to account and meet to specific project and
problems where the power keeps on shifting from varied team members depending upon
knowledge, skills that they possess in relevant areas of expertise and also depends on status of
project and problem.
Person culture-
It is culture where company exist to serve it employees. It is culture of full independence,
freedom where individual are aware of company goals and possess expertise where they can
work on their own and not need any kind of supervision for the same. It is culture where
employees see themselves as unique and superior to organisation where they are working for
same organisation over several years (Brenyah, Obuobisa, 2017).
Importance of cultural difference awareness
Culture is very important in an organisation as it helps in deriving diversity of employees who
comes with different values, beliefs, attitudes to serve and meet the goal of Oriflame. It helps in
attracting knowledgfull and skilled employees and moreover helps in retaining the same which
increases organisation efficiency in terms of boosting sales and productivity and building
positive brand image which as a result of good culture accounts to employees retention and
getting and edge over its competitors to win in marketplace.
Hofstede’s theory of culture- It includes five dimension as below
Power distance- It explains that less powerful member or employees in Oriflame expect and
accept that power is in equally distributed. High degree of index indicates hierarchy is clearly
defined and establishes and low degree indicates people questioning on various issues.

Individualism and collectivism- it states degree to which employees are integrated in groups.
Individualism relates to individual and to its immediate family whereas collectivism describes
high integration where relationship extend to other groups too (Skoumpopoulou,2018).
Uncertainty avoidance- it explains ambiguity and tolerance of employees where it is uncertain on
their part on events which are being unexpected and unknown from them.
Masculinity and femininity – Masculinity related to sense of achievement, material rewards and
heroism for the success where femininity react to co-operation, caring for weak and providing
quality of life.
Long term and short-term orientation- it relates to connection of past with future and current
action where short-term orientation indicates tradition are kept and honoured where long term
relates to adaption of changes and problem solving as necessity for Oriflame.
Rise of globalisation and digital technology
With the rise of globalisation and technology in Oriflame it has evolved and influenced the
organisational culture in positive manner as company attract diversity of employees from
different regions all across globe who are highly expertise and self-sufficient in their own skills
and knowledge which helps company to achieve desired target more precisely where technology
has also changed way how organisation function as it has promoted culture where there is
effective flow of communication and as a result accounts to high creativity and innovation in
business process and promoting healthy culture which is fun loving and which derive employees
satisfaction.
Organisational psychology
It refers to the branch of psychology that applies psychological theories and principles in
company. It focuses on increasing workplace productivity and various issues related to mental
and physical well being of employees (Intezari, McKenna, 2018). It includes wide variety of task,
which includes understanding employees’ attitudes by several means of conducting training and
development programmes and by effective use of leadership styles.
Power and politic:
Power and politics refer to the working in the organization and the ways in which managers
command other employee’s user power and do a lot of politics in the organization which can
affect the organization culture and can decrease the performance as well as the motivation in the
employees. It can cause a lot in negative to Oriflame which can be seen in the organizational

culture (Pandey, 2019). Organizational culture can influence by the power and politics in the
operations of the company can show a negative impact on business performance, negative
organizational culture can impact the working of the employees towards the company.
Organisational politics is the self-serving agenda and various behaviours used by employees to
increase their own probability of increasing favourable outcome at there end. Politics in Oriflame
usually lower down the productivity of its employees, increased stress where they are highly
unsatisfied with business process which leads to distracted focus of employees from their task
and to various things that are not productive in nature.
Organisational power refers to the ability of company utilising resources in favour of Oriflame
which suggest the ability to influence and control employees to guide towards achievement of
common and desired goals of company. It could be understood better by
FRENCH AND RAVEN MODEL OF POWER- it explains various bases of power
Reward power- It suggest that managers offers valuable rewards if it employees accomplishes
task in desired manner as they want them to do
Coercive power- This power penalises and punish employees if task are not meet with desired
standards and on set deadlines.
Expert power-It states that power is being derived form knowledge and skills which individual
possesses in relevant areas of expertise.
Legitimate power- This power is being derived by authorities having high position in
organisational structure which gives them right to command its subordinates
Referent power- It is power which is gained in company by employees who have strong
interpersonal skills as leaders as they possess characteristic which influences other individual to
perform task better.
M1- Critical analysis of culture, power and politics
It the culture, power distribution and politics is not favourable then it may result is employees
high level of dissatisfaction with company business operation which as a result will lead to
various flaws in company and high rate of employees turnover which will affect its sales figure
that will in turn affect its profitability and will lead company to build negative brand image in
minds of its target customers.

LO2
P2 Motivation theories
Extrinsic motivation refers to the behaviour of employees of Oriflame that is driven by external
rewards such as money, fame, recognition, praise and various other things. It arises outside from
an individual where as intrinsic motivation refers to act of doing something without considering
any obvious external rewards as it is drive which comes from inner which employees find it to be
interesting and enjoyable (Legault,2016).
Content theory
It is subset of motivational theories that try to defines what is that thing that motivates employees
at Oriflame. It often describes system of needs that motivates individuals or employees at
workplace. It could be understood better with
Herzberg’s two factor theory-
It includes Motivator and hygiene factors where presence of motivators ensures
employees to work more harder and non -presence of hygiene factors will cause employees to
work less hard.
Motivator factors include factors such as achievement, recognition, work itself,
responsibilities, advancement, growth and development whereas hygiene factors include factors
such as company policies, supervisions, relationships, working conditions, compensations, status
and various other things. Motivators are being provides by company to the workforce to ensure
effective achievement of desired goals of the company. By providing hygiene factors employees
feel satisfied and motivated where the ensure positive vibes in company and where company
ensures environment developed will helps employees to function more efficiently and
productively (Alshmemri, Shahwan-Akl, Maude, 2017).
Process theory
It states system of ideas that explains how and organisation develops and changes. It could be
understood better by
Vroom’s Expectancy model-
It assumes that behaviour of individuals results from conscious choices for various alternatives
whose purpose is to maximise pleasure and minimise pain. It realises employee’s performance
are based on individual factors such as skills, personality and their experiences where it has laid

down that there is positive correlation between efforts and performances, desire to satisfy need is
strong enough to make efforts worthwhile. It is based upon
Valence – which refers to emotional orientation of employees with respect to rewards and
outcomes(Chopra,2016)
Expectancy – Lays expectation and confidence of employee’s ability of what can be done &
Instrumentality- it states perception of employees as to whether they will get things which they
actually desired and are promised with.
Implication of motivation on management is that it helps in increasing efficiency of its
business organisation as a result of employees being highly focused towards there goals and
targets. By motivating employees through various mean, it ensures employees satisfaction as a
result leads to no or less employee turnover which helps in getting an edge over its competitors
and winning in marketplace
Emotional intelligence refers to the ability to understand, manage and use emotions in
favourable way which helps in reducing stress, empathise with others overcome challenges and
communicate effectively. Importance of soft skill for managers is that it helps in building
relationship with employees as they will listen to what they ask them to do and reflect
personalities which attract others and build positive image in minds of its customers as well as
employees.
Task leadership is behavioural approach where leader focuses on task that needs to be performed
in order to meet certain goals where as relationship leadership is focused in behaviour where
leader focuses on motivation, satisfaction and general well being of its team members (Ceri-
Booms, Curşeu, Oerlemans, 2017)
M2- Evaluation of behaviour by various motivational theories
Company needs to ensure and encounter to continuously motivating its employees as it helps in
increasing satisfaction level of employees which increase focus to achieve desired goals of
company but if company fails to motivate its employees that it will result company to face harsh
time where there will be increase rate of employees turnover as a result will affect the brand
positioning in minds of its customer as well as employees.

Task 2
LO3.
P3. Difference between effective team and ineffective team
A team is a group of individuals which comes together to achieve a particular task. An effective
team is one in which members unite and are motivated to bring the vision to life. The team in
which there is positive synergy and the efforts of the team members are well coordinated is an
effective team (Johnston. and et.al., 2018).
An ineffective team is one in which the efforts of the team members are well coordinated and the
members do not possess the required skills. Distrust and negative competition is a component of
ineffective team.
Decision making: I encountered in Oriflame that in effective team most of the decisions were
taken and reached by a form of consensus and everyone was clear that they were in general
agreement. While in an ineffective team decisions and actions were taken prematurely without
properly examining the situation or issue.
Self- evaluation: In Oriflame I was observed that in effective team the group and the members
are aware of the operations while in case of ineffective team the group members avoid
discussions of their maintenance.
Leadership : I also noticed in Oriflame that leaders of effective team does not dominate or give
orders nor does the group refer unduly to them while in case of ineffective team the power and
leadership remains with the chairperson of the group irrespective of if the person is weak or
strong.
Conflict resolution : In Oriflame I saw that conflicts are resolved in a very comfortable manner
in an effective team and team members does not avoid conflict instead they take it as healthy
thing while in ineffective team the conflicts were not resolved properly and the leader suppress
team members which sometimes results in warfare.
M3. Team development theories
Tuckman theory of team development
I saw in Oriflame that there are five stages of team development it starts with forming,
storming, norming, performing and lastly adjourning.

Forming stage- it is the first stage in team development in which team member meets and
learn about each other, goals of the team and they behave in a very polite way. In this stage we
discussed about Oriflame’s project goals, individual roles etc.
Storming stage – the second stage is the storming stage in which team members are
aware about each other and are becoming competitive. In this stage my team members were
having conflicts with each other although everyone remained quiet but issues still exited.
Norming stage – in this stage I and other team members took the responsibility and were
ambitious to work and attain goals. We started accepting each other and focus on the overall
goal. Sense of community established between us (Natvig. and Stark, 2016).
Performing stage – this is the main action based stage in which I and all the other
members were confident and motivated and was aware of the project to be performed. All the
team members were heading to fulfil the final goal as we knew clearly what is to be done and
why it is to be done.
Adjourning stage – this is the last stage I encountered of team development in oriflame
and we called it a break up stage as the task was completed successfully and now everyone
would separate from the team. In this stage I felt little low as all the team members have become
close but now has to separate.
Factors that assist in effective team working are
Trust among team members
Member’s commitment to decisions and plan of action
Encouraging healthy conflicts
Factors that hinders in effective team working are
Lack of trust among team members
Individuals shrinking their duties
Unclear team goals
Lack of commitment
Unrealistic expectations
Belbin theory
In Oriflame I also noticed that there are 8 different roles performed in the team. The following
are the roles in a team:

Coordinator, Shaper, Plant, Resource investigator, implementer, monitor evaluator, team worker,
and completer finisher (Lynch, Lynch. and Clemens, 2018).
LO4
P4. Concepts and philosophies of organizational behaviour within an organizational context and
a given business situation.
Path goal theory – In Oriflame I observed that they follow path goal leadership theory and the
goal is to increase the motivation of employees and empowering them and satisfying them so
that employees become more productive in Oriflame. The path goal leadership defines goals,
clarifies the path, removes obstacles and provide support. There were four path-goal type of
leader behaviour which are:
Directive: in this leader use to inform the followers about the task to be performed, scheduling
and coordinating the work. It is suitable when people are ineffective and environment is
uncertain.
Supportive: In this the leader use to show concern towards us and put efforts to make work more
pleasant. The leader acts friendly and approachable.
Participative: In this leaders use to consult with us before making decisions on how to proceed. I
noticed that this worked well when the subordinates were well trained (Phillips. and Phillips, 2016).
Achievement: In this leader use to put challenging goals and expected from us to perform at the
highest level. It work good when the work environment was professional.
M4. Impact of path goal leadership on behaviour of employees
I observed that different leadership was applied at different situation and based on
behaviour of employees. Effective leadership increased employee performance, greater
productivity and better problem solving at the workplace and in teams. It has given edge to
Oriflame as people now are familiar of how to work as a team. Employee also developed self-
management skills and interpersonal team skills. It also enhances the communication and
relationship between employees. The recognition and rewards given by the leader to the team
members boosts up the confidence of the employees.
But it has also impacted the employees negatively such as such become resistant to
change and build a lack of motivation. In case only directive leadership is followed the

employees feel demotivated and hinders their creativity. Aggressor leaders criticize employees
and this could defame other employee’s status which ultimately decreases the overall motivation.
Because of the dominating behaviour of the leader, employees sometimes withdraws and hold
back their ideas and opinions and they fear of not being appreciated. All these ultimately leads to
team ineffectiveness and lower employee performance.
CONCLUSION
The report conclude that it is very important for Oriflame to maintain the organization
behaviour in the company to get the best result out of the performance and hard work.
Understanding the philosophes of organization behaviour and working in teams need to have a
good relation and motivated employees so that the performance can improve. The influence of
power plays a very important role in the politics which can affect the organizational culture,
organizational culture gets influenced by the day-to-day politics and power in the organization
and Oriflame are trying lots of strategies to eliminate the politics empowered which are affecting
the organization culture in decreasing employees’ performance. Oriflame had made a lot of
strategies and training programs to improve the organizational culture so that the employees feel
motivated and perform better which can help the organization in achieving objectives and goals

REFERENCES
Books and journals
ADETUNJI, A.T. and OYEKAN, F.E., 2020. Organization Behaviour: The Attitude of Religious
Leaders in the Phase of Pandemic. International Journal of Psychosocial
Rehabilitation. 24(10).
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal. 14(5). pp.12-16.
Brenyah, R.S. and Obuobisa-Darko, T., 2017. Organisational culture and employee engagement
within the Ghanaian public sector. Review of Public Administration and
Management. 5(3). pp.1-7.
Ceri-Booms, M., Curşeu, P.L. and Oerlemans, L.A., 2017. Task and person-focused leadership
behaviors and team performance: A meta-analysis. Human Resource Management
Review. 27(1). pp.178-192..
Chopra, K., 2019. Vroom’s expectancy theory to motivate academic library users in India using
grounded theory approach. Global Knowledge, Memory and Communication.
Intezari, A. and McKenna, B., 2018. Creating organisational culture. Leadership: Regional and
Global Perspectives, p.160.
Legault, L., 2016. Intrinsic and extrinsic motivation.
Pandey, S., 2019. AN ANALYTICAL STUDY OF EFFECT OF CROSS CULTURAL
BUSINESS ENVIRONMENT ON ORGANIZATION BEHAVIOR AND
LEADERSHIP. Challenges and Opportunities in Social Sciences, Humanities and
Business Management, p.65.
Skoumpopoulou, D., 2018. The importance of culture in ERP adoption.
Johnston, J.H. and et.al., 2018. Challenges and propositions for developing effective team
training with adaptive tutors. In Building Intelligent Tutoring Systems for Teams.
Emerald Publishing Limited.
Natvig, D. and Stark, N.L., 2016. A project team analysis using Tuckman's model of small-group
development. Journal of Nursing Education. 55(12). pp.675-681.
Lynch, D.S., Lynch, M.J. and Clemens, C.M., 2018. Belbin Team Roles. The Handbook of
Communication Training: A Best Practices Framework for Assessing and Developing
Competence.
Phillips, A.S. and Phillips, C.R., 2016. Behavioral styles of path-goal theory: An exercise for
developing leadership skills. Management Teaching Review. 1(3). pp.148-154.
1

2