Analysing Team Motivation and OB Philosophies at Spatial Plc

This report delves into organizational behavior within Spatial Plc, a global leader in managing geospatial data. It analyzes the influence of culture, politics, and power on employee behavior, highlighting the importance of aligning organizational culture with the company's environment. Different types of organizational cultures, such as power, role, task, and person cultures, are examined, along with techniques for cultural awareness, including Hofstede's cultural dimensions. The report also explores the impact of positive and negative power and workplace politics on productivity. Furthermore, it discusses strategies for motivating teams, including extrinsic and intrinsic motivation, and applies Maslow's hierarchy of needs and Vroom's expectancy theory. The significance of soft skills, such as communication, decision-making, and time management, for effective leadership is also emphasized.

UNIT 12 OB

Table of Contents
INTRODUCTION...........................................................................................................................1
The influence of culture, politics and power on behaviours of others in context of 1 Spatial Plc
.....................................................................................................................................................1
Motivating the team in order to achieve goals of business.........................................................3
Cooperating effectively with members of team..........................................................................7
Applying concepts and philosophies on organizational behaviour ............................................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
The organizational behaviour can help the companies in order to understand the
interaction of workforce in the organization. In the organization setting organization behaviour is
the study of human behaviour. In order to create more efficiency in business organization there is
a need of organization behaviour (Kuipers and Van der Voet, 2014.). For human resource
purpose the theories of organizational behaviour are used in order to enhance the output from
individual members of group.
1 Spatial Plc is software provider and a global leader in managing geospatial data. This
report will analyse the influence of culture, politics and power on the behaviours of other in
context of organization. In order to achieve gaols of organization this report will motivate
individuals. The proper understanding among team members will be developed a so that they can
cooperate effectively with one another. This report will also apply concepts and philosophies of
organization behaviours to given situation of business.
The influence of culture, politics and power on behaviours of others in context of 1 Spatial Plc
Influence of culture
Within the organization culture or shared value is related to increased performance. With
the demand of company's environment the culture have to be fit in. In the organization thee can
be about 4 different kinds of culture. These can be as follows-:
Power culture – In the context of this organization it is only hold by few individuals. The spread
throughout the organization is influenced by people who are at power in organization. In power
culture there are few rules and regulations that need to be followed. The individual who is at
power decided what need to be done. In this culture the judgement of employees is done on what
they achieve rather than there way of doing things or the way they act. The rapid decision-
making is one of consequence of this culture. The decisions that are made are not the best
decisions for the organization. This culture comes in the category of strong culture .
Role culture - These type of cultures are based on rules. By the position of person in structure
of organization the power in role culture is determined. On detailed organizational structure role
cultures are built. There can be painful slow decision-making h in role cultures. This is one of
the consequence of this culture. The organization will tend to be bureocratics with role cultures.
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Task culture- In order to address specific issues or progress projects the task cultures are formed
in an organization. The power in the team will shift depending upon the tasks (Langley and Van
de Ven, 2013).
Person culture – In organization the individuals consider themselves as unique and superior. In
order for people to work organization exists. For every business cultural awareness has become
one of the most essential business to all. The communication, productivity and unity in the
workplace can be enhanced with understanding of culture. The organizational can make use of
several cultural awareness techniques in order to make themselves aware about culture of
organization.
Cultural knowledge – In the free time researching on culture can be done in order to increase
knowledge about culture. The most accessible sources of relevant information are reading books
and surfing on the internet.
Hofstede's cultural dimensions
In order to understand the cultural differences this model can be sued in the organization.
This model make use of six dimensions in order to understand cultural difference and they are as
follows-:
Power distance index- The high power distance index represent that there is more complex
hierarchies and the gap on authority, respect is large. In this the status of leader need to be
acknowledged .In the low power distance matrix represents flatter organization and in decision-
making all individuals are there who will be get affected by decision.
Individual Versus Collectivism – Within their community this refers to strength that ties people
together. Weak interpersonal connection is indicated by a high individual versus
collectivism .The emphasis on developing skills is done by low individual versus collectivism.
Masculinity versus femininity – The roles between men and women is distributes in this. In this
society, assert behaviour is expected from men (Volkoff and Strong, 2013.).
Uncertainty avoidance index- In this the coping up with anxiety is described.
Pragmatic versus normative – In these people behave in the modest way and avoid talking much
about oneself.
Indulgence versus restraint – In high indulgence people are optimistic and pay attention more on
personal happiness (O'Reilly and Tushman, 2013.).
Influence of power and politics in organization
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In business power and politics play a huge role .There can be two types of power in the
organization
Positive types of power- The productivity of organization will increase due to positive power. In
this power to make decisions is given to employees. The employees are also rewarded for their
good performance .In order to supervise other employees the employees whose performance is
good are hired. The confidence among employees is build from this type of power and also
motivates and encourage them to do well. When employees are given power the retention rates
of employees are higher. The positive environment at workplace will be there due to this kind of
power (Petrou, Demerouti and Schaufeli, 2015. ).
Negative types of power- When proper respect to employees that are working in organization is
not given then it is considered as negative power. In this type of power the employees are
threatened and punishments are given to them for not doing well. The hard work of employees is
not recognized in this power and this will result in decrease in level of performance and lead to
high turn over are in the organization.
In the organization the workplace politics be of two types
Positive workplace policies – The productivity is more when employees learn to navigate polices
of organization. The proper political culture must be developed in organization to encourage
productivity.
Negative workplace politics- The decrease in productivity will be there if in the organization
dishonesty and unethical behaviours is there. The more time will be spend by employees on
searching for answers of the policy and chains of command in organization is not clear (Dinh and
Hu, 2014).
Motivating the team in order to achieve goals of business
There are basically two types of motivation. They are extrinsic and intrinsic.
Extrinsic motivation - In order to earn a reward or neglect punishments extrinsic motivations
occurs. In these employees are motivated and encourages engaging in an activity. In this more
job benefits and bigger salary is given to employees in order to motivate them. In order to
motivate ate or encourage employees in the company they are giving rewards and bones to make
them feel that there are efforts are been appreciated .In this company the employees can be
motivated and encouraged by giving them bonus and rewards for their good work.
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Intrinsic motivation – In this the motivation is coming form within of individual. The
organization and employers are not motivating employees but the employees has a desire to
perform a particular task. For its owns sake activities is performed by employees. In this
basically individual has a desire and passion for their work in order to do better than others. They
themselves encourage and motivate themselves to enhance the level of there performance. For an
instance in the organization research have been done by employees in order to enhance his/her
work. In this the company is not motivating the employees they are themselves motived in order
to give 100% to the work that they will be doing.
The organization can make use of malsow's theory of motivation in order to encourage
and motivate employees that are working in the organization.
In the shape of pyramid maslow's hierarchy of needs are often represented. At the top there is
self-actualization and self-transcendence.
Physiological needs - For survival of humans these are physical requirements .The human s
body will not be function properly if these needs are not fulfilled. This is the most essential needs
and need to benefit first. It compromises of air,water and food. It will encourage employees to
work hard in order to fulfil the basic needs that is food,water and shelter.
Safety need- After the physiological needs are met safety needs takes precedence. Post-traumatic
stress disorder can be experienced if the safety needs are not fulfilled. The safety of health and
well-being, personal security etc need to be provided. In this the security to employees will be
given at workplace in order to promote their well-being and health.
Social belonging – The third level of human wants its in personal needs and ned to be fulfilled
after safety needs. Among social groups an individual need to feel a sense of belongingness and
acceptance.
Esteem – The employees that working in the company need to show respects .They need to be
accepted by others (Schaffer,Sandau, and Diedrick, 2013. ).
Self-actualization – The employees need to develop and plan about their potential. This will help
to increase their skills and talent. They will gain more knowledge.
At workplace mangers need to give proper salaries to employees so that they able to fulfil
there necessities of life such as water, hunger and clothes. The job security, clean place and
benefits of retire need to be provided to employees. The company need to organise social events
in the company and also motivate team work in the organization. On accomplishing and
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exceeding their targets mangers can reward employees and also appreciate them for good
worksheet challenging jobs can be given to employees in organization so that skills and
knowledge of employees will enhance and more opportunities of growth will be given to them
so that they can work towards the goals of business.
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Illustration 1: Maslow's motivation theory
(Source:Maslow motivational theory , 2017)

The performance, effort and outcomes are being separated by vroom's expectancy theory.
Expectancy – The increase in performance will be there due to increase in effort. By things such
as having the correct skills and resources it is affected.
Instrumentality – The valued outcome will be received if the performance is well. By things such
as trust in people who make decisions on who will get what results will be affected.
Valence- It is the value that individual societies with the outcome. Of there is a preference of
getting a reward for employees then it is termed as positive valence.
The soft skills are essential for manager and leader in order to interact efficiently with
other members of team and organization. These skills are need to achieve the goals of business
and keep the employees together in a team . The managers and leader should have a good
communication skills so that they can be able communicate their ideas and thought efficiently to
employees. In order to make their communication skills strong they can use presentation
(Wooten and Hoffman, 2016).
The most important skills for leaders and managers are as follows-:
Communication skills – The strong relationship in organization can be build if communication
skills are strong. Through presentation, group discussion etc these skills can be developed by
employees in the workplace .
Making decision – The alders and mangers need to make effective decisions at workplace . No
biased decisions' ned to be made by them. If the decision that are made by managers are not
biased then trust among employees and leader will develop. This will be good for business and
there will be more employment engagement in the work.
Time management skills -This skills will help leaders to complete their work at specific period.
In the organization the leaders can make various strategies and plan in order to make sure that
at a particular time there jobs need to be completed. The time -management strategies or task
need to prioritized to complete work at given time period. In this the employees are been trained
in order to manage time so that at appropriate time they will be able to do their job .
In task-oriented leadership the leader will mainly focus on task .In order to achieve the
goals of business or performance standards the leaders will pay attention on that particular at
tasks. On the satisfaction, motivation and the general well- being of members of team is focused
by relationship-oriented leadership. In order to achieve goals of the company the series of tasks
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are done by task-oriented leaders . In these deadlines are met and job is completed at specific
time period. The members of team whoa re able to manage their time well it is useful for them.
In relationship-oriented leadership the focus on well-being of team is more on rather than on task
or job. The leaders are more concerned about their team in this .In this there is no personal
conflicts so the productivity will be more. The positive relationship is the priority of relationship-
oriented leadership. In comparison, with task-oriented where strict schedule is followed to
complete the task and in relationship oriented casual meeting and team meetings are held to
build trust among teams and also team members can interact with one another in this team
meetings.
Cooperating effectively with members of team
In order to achieve goals of company an organization develops teams in order to bring
them together .There can be different kinds of team in the organization and they are as follows-:
Problem solving team – In these people from distinct department come together to solve the
problem of bushiness identify roles, skills and interests are possessed by these people. The
priority of problem-solving team is to provide a fast and permanent solution to a particular
problem. From a variety of perspective the problem can be analysed.
Work group- In order to provide the best support to organization they will recognize the process
which can help them in the best possible way. When the responsibility is given to people for the
same process then they can form a work group. The teams that are formed in work groups are
performance based and they meet up regularly.
Quality team – The workflow issues are identifies and solved by them. They are also called as
quality circles .
Project teams – In the project team a group of employees work together in order to capture their
job on a particular project. For a defined period only project team are build.
Virtual team – In this the people can participate in activities of organization by making use of
technology. By suing video-conferencing and collaboration technologies the virtual team can
communicate online .From different geographical locations the members of virtual team can
work together. They make use of mobile technology such as video conferencing in order to
communicate with one another. The social medial sites such as Facebook,twitter etc are also used
by them in order to make their commination efficient. The digital technology have brought a
major change in way business are one now-a- days. In order to collaborate the communication
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technology such as e-mail,fax and video or voice conferencing are used. The members of
virtual teams can communicate electronically without meeting face to face. For growth of
business the digital technology are essential as they allow communicating with people form
different locations.
In order to have an effective team in organization the company can make use of tuck man
model so that the goals of business can be achieved form it (Carter and Mossholder, 2013).
The various stages of tuckman models are as follows-:
Forming – In this the members of team are not aware about one another. So, they all are polite to
each other. In this stage the roles of team leaders is very essentials as they will guide them to
develop a proper understanding about each other and also will make them about goals and
objectives of business.
Storming – In this the trust is build among members of team. There are also chances of conflict
in this stage. As understanding among members of team is developed (Di Stefano, Peteraf and
Verona, 2014.).
Norming – In this stage the team members work towards the goals of business .The trust is
developed among them and they all are aware about business objectives.
Performing – In this last step all group members are working in group toward their common
goals of business.
In order to solve any dispute within members of team,the team leader need to develop
proper understanding among team members. They need to understand each other's opinion and
viewpoint (Gioia and Corley, 2013). The proper understanding about each other thought and
knowledge need to be developed among team so that disputes are less. If there are any conflict
the leader should listen the opinion of both parties and then made decision which is right and
biased decisions need not to be made by leaders. The leaders can have brainstorming activities
where all members of team will be given chance to represent their viewpoint .
In the effective team there is an open group discussion the members in the workplace can
participate and contribute to the team .They get a chance to learn from other members of group.
However in defective teams there is a lack of agree objectives and the atmosphere is full of
tensions. In this through voting the decisions are made .In the effective team the objective of the
team is well understood and is accepted by all the members .In comparison with ineffective
teams it is complex to understand the group task and objectives.
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Benefits of effective team
In this each members of the team listens to one another and they are also able to work together in
order to achieve the goals of team. The knowledge can be shared and also helps to develop new
skills.
Disadvantage of ineffective team
The actions decision tend to be not so clear .The objective and the goal of team is not so clear
and also there is a lot of conflict in the team.
Applying concepts and philosophies on organizational behaviour
The best fit for many organizations is the path-goals theory as it can be sued for both
employees and organization. The goals of company can be achieved with this. It is based on
Vroom's expectancy theory. The employees will feel motivated and their satisfaction will more
in their job by using this theory at workplace. It is not a detailed process .The three basic steps
are followed in this theory. They are as follows .
The characteristics of employees and environment are determined.
 The leadership style is selected
 The theory of motivation that will help employees to succeed are focused.
 Characteristics of employees
Based on their needs the employees interpret the behaviour of the leaders. For an instance
the employees become less motivated when the structure is provided by leaders. So, the leader's
need to know about how to encourage their employees. The special focus of path-goal theory is
to overcome obstacles. There is need of leader to step in if nay obstacle becomes strong .Such
characteristics of complex task can be as follows-:
Designing of task – The support of leader is needed to deign a task.
Formal authority system – The clear goals can be provided by leader based upon the authority of
task.
Work group -In case the team is not supportive then leader need to be cohesiveness (Camisón
and Villar-López, 2014).
Behaviour of leader or style
The style or behaviour of leader is adjusted according to employees and as per the
characteristics of task. The leader need to be directive that is it need to able to tell its team
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members about what need to be one. The leaser should also be supportive towards members of
team. The challenging goals need to be set by leaders for their team members
Goal theory
The emphasizes to establish goals is been made through goal theory. The relationship between
goal difficulty, level of performance and effort that is involved is been made in this theory. As
long as the person will stay committed to the goal this relationship will remain positive.
CONCLUSION
Summing up the above report it can be concluded that organizational behaviours plays an
essential role in the organization. The organization can make use of motivational theories such as
ma-slow models in order to motivate their employees. The intrinsic and extrinsic motivation can
also be given to employees. For the good performance of employees they need to be given
reward. The Huck man theory will help the organization to bullying strong teams and goals of
business will also be achieved easy with this theory.
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REFERENCES
Books and journals
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employee performance during continuous incremental organizational change. Journal of
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Di Stefano, G., Peteraf, M. and Verona, G., 2014. The organizational drivetrain: A road to
integration of dynamic capabilities research. The Academy of Management Perspectives.
28(4). pp.307-327.
Dinh, J.E. and Hu, J., 2014. Leadership theory and research in the new millennium: Current
theoretical trends and changing perspectives. The Leadership Quarterly. 25(1). pp.36-62.
Gioia, D.A., and Corley, K.G., 2013. Organizational identity formation and change. Academy of
Management Annals. 7(1). pp.123-193.
Kuipers, B.S., and Van der Voet, J., 2014. The management of change in public organizations:
A literature review. Public Administration. 92(1). pp.1-20.
Langley, A. and Van de Ven, A.H., 2013. Process studies of change in organization and
management: Unveiling temporality, activity, and flow. Academy of Management
Journal. 56(1). pp.1-13.
O'Reilly, C.A. and Tushman, M.L., 2013. Organizational ambidexterity: Past, present, and
future. The Academy of Management Perspectives. 27(4). pp.324-338.
Petrou, P., Demerouti, E. and Schaufeli, W.B., 2015. Job crafting in changing organizations:
Antecedents and implications for exhaustion and performance. Journal of occupational
health psychology. 20(4). p.470.
Schaffer, M.A., Sandau, K.E. and Diedrick, L., 2013. Evidence‐based practice models for
organizational change: overview and practical applications. Journal of Advanced
Nursing. 69(5). pp.1197-1209.
Volkoff, O. and Strong, D.M., 2013. Critical Realism and Affordances: Theorizing IT-associated
Organizational Change Processes. Mis Quarterly. 37(3).
Wooten, M. and Hoffman, A.J., 2016. Organizational Fields Past, Present and Future.
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Online
Maslow motivational theory . 2017. [Online] Available through:
<https://www.google.co.in/search?
q=maslow+theory+of+motivation&source=lnms&tbm=isch&sa=X&ved=0ahUKEwiyx6ThxazX
AhUIp48KHeCVCk4Q_AUICygC&biw=903&bih=554#imgrc=J7d9lfrUDi2v2M:/>.
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