ORGANIZATIONAL BEHAVIOUR

CONTENTS
INTRODUCTION.................................................................................................................................1

TASK – 1..............................................................................................................................................1

P1 Analysis of influence of culture, politics and power on individual, team behaviour and
performance.......................................................................................................................................1

TASK – 2..............................................................................................................................................4

P2 Evaluation of content and process theories and techniques of motivation in achieving the goals
of the organisation effectively...........................................................................................................4

TASK – 3..............................................................................................................................................5

P3 Explaining what makes an effective team as contrast to an ineffective team................................5

TASK – 4..............................................................................................................................................8

P4 Applying the concepts and philosophies of organisational behaviour within an organisational

context and in a given business situation...........................................................................................8

REFERENCES....................................................................................................................................10
INTRODUCTION
For the effective functioning of the organizations, the relevance of organizational
behaviour in recent years as employees and their behavioural patterns are considered as a
prime factors. It is being regarded as a field that helps in investigating the influence of
structure, group and individual will have on the behaviour as well as culture of the firm.
Organizational behaviour also impacts the performance and make every effort to achieve the
objectives. It is simply covers the way individual behave within the firm. In order to succeed
in each and every string, it is important to have collaboration of numerous resources and
human resource holds crucial position out of all (Huczynski and Buchanan, 2013). The
behaviour of people is impulsive and irregular and thus, it is being considered as unique.
Concerning this, it is quite essential to comprehend the ways people interact in the firm so
that their efforts are being integrated to achieve the overall goals of the organization. The
culture of the organization is set of expectations, philosophy and experiences and values that
helps in providing direction to behaviour of employees and expresses the self-image, inner
workings and interactions of the workers with the outside world.
Considering this fact in intellect, as an HR manager of medium size organization,
analysis of culture of the organization will be conducted. For this purpose, A M (Holdings)
Limited of United Kingdom will be taken under consideration. It is one of the UK’s best
supplier of confectionary foils and laminated carton board. In the year 2015, the group was
rebranded as FMS foils group that significantly reflects the names of the founding group
firms (FMS Foils Group Ltd, 2018). The company feels proud to supply global brands across
our confectionery, carton and dairy markets. Being an HR manager of the firm, it is being the
responsibility to improve the performance by implementing appropriate organizational
culture. Pertaining to this, the current research report will be performed with a main aim to
comprehend the influence of culture, politics as well as power have on the behaviour of
individual in the company. In addition to this, the report will also throw light on different
motivational theories that helps in improving the performance of the workers. The later part
of the report will explain the ways of developing cooperation with one another and work
together as a team plus philosophies related to organizational behaviour will be discussed
significantly.

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TASK – 1
P1 Analysis of influence of culture, politics and power on individual, team behaviour and
performance
Influence of culture
As per Mullins, the culture of the firm is categorized into mainly four main kinds such
as power, role, person and task. Throwing light in relation with the power culture, control
element plays a crucial role. The main power of control is being given to some specified
people and they impacts the overall firm. Power culture is generally followed by small and
medium firms such as A M (holdings) Limited. Furthermore, there are some rules and
regulations also present that should be followed such as employees are examined based on
their level of achievement and the way they have achieved (Rollinson, 2008). Moreover,
concentration is also lacking in such type of culture which leads to demotivation amid the
employees. On contrary to this, role culture are generally based on the specified rules. It is
quite common these days in most of the organizations. It mainly give focus on splitting the
firm into several functions and every single function has their own set of rules they needs to
be performed. Firms with tall organizational structures makes use of such type of culture.
Through this, the firm can also get specialization. Further, the workers also gets motivated to
perform better because of the presence of clear roles and accountabilities.
The task culture focuses towards team approach to carry out task and operation. In
this competitive and ever changing business environment, task culture is getting popularity
on highest level. Companies today are busy in making teams for their projects with a view to
have effective and better results. In addition to this, in this type of culture, the workers are
normally motivated to add some value to their work, as they are the only one who make
crucial decisions and with this they sense a feeling of belongingness. Finally, person culture
is that culture, in which employees are considered superior than the organization. This is the
culture which is generally adopted by non-profit organizations as well charities (Fischer,
2009). It takes into consideration people which work independently for the same company or
they have a common goal to achieve.

Hofstede’s dimension of cultural theory

The influence of culture on the employees of A M (holdings) Limited can easily be
understood by the Hofstede’s cultural dimension theory. It is a framework for cross-cultural
communication for analysing the employee values and behaviour and these are being
described underneath:

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  Masculinity versus femininity – It means distribution of role amid male and female. If
the firm follows masculine society, then males will play a crucial role in comparison
with female. On the other side, if organization focuses in feminine society than the
roles overlaps between men and women. In this type of culture, significance is given
on maintaining healthy relations with the superiors (Hofstede, 2001).
 Individualism versus collectivism – this is another dimension of this cultural theory
which depicts the connection level of people with their society and community. For
instance, if the score of individual is quite high, it is obvious that there is poor inter-
personal connection. On the other side, in collectivism, people work in group and take
responsibilities of each other’s work and duties.
 Power distance index – In this dimension, the degree of inequality takes place
between people with power or people without power. If the power distance index is at
higher side than it shows that the society is favoring the unequal distribution of power
within the organization (Robbins and Judge, 2008). On contrary to this, if this index is
at lowers side then the society is not accepting the unequal distribution of income.
 Uncertainty avoidance index – This is final dimension in the Hofstede’s cultural
dimension theory which states that the ways workers behave and manages and deals
with the uncertainties and anxiety. If this index is high than it means that the people
are really placing more efforts in making the life predictable and to have more control
on their life.

Influence of politics and power

The success of the firms in this competitive and modern business world is usually
determined by power and politics. They share a direct relationship with the management and
leadership of the companies. Focusing in relation with the power, there are different bases of
powers that exists within the firm such as reward, legitimate, expert and referent and
coercive. All these different powers have some or the other impact on the culture and
behaviour of individuals and team (Gosenpud and Vanevenhoven, 2011). On contrary to this,
politics includes the act of a person or people for the purpose of achieving the desired result
of an individual. However, if both the terms i.e. politics and power is utilized in a negative
manner than it can influence the behaviour of team and individual negatively. With this, A M
(Holdings) Limited might encounter different problems such as wastage of productive time,
wrong decision making, inefficiency, ignorance of interest of stakeholder etc. In addition to

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this, the employees will also feel demotivated and thus, will not employ their best to
accomplish the objectives of the firm.

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TASK – 2
P2 Evaluation of content and process theories and techniques of motivation in achieving the
goals of the organisation effectively
Motivational theories in achieving the goals of the firm
Focusing in relation with motivation, it is being regarded as a force that drives the
individual to achieve the desired results. Mainly, two types if motivation exists within an
individual i.e. extrinsic and intrinsic (Carroll and Buchholtz, 2014). Speaking about extrinsic
motivation, they are generally in tangible form ad takes into consideration rewards such as
increment in the package, bonus, sort of gifts and conditions at work. But, intrinsic
motivation are intangible in nature and it arouses within an individual such as promotion,
sense of challenge attained at work, recognition, praise, treatment of care and many more.
The concept of motivation can better be comprehended by making use of motivational theory
being described in the subsequent paragraph:
 Maslow’s need hierarchy theory – This theory is developed by Abraham Maslow
which significantly entails that the needs of human being is categorized into different
levels as per their importance. According to this theory, the needs and desires of
people never ends and once one need is fulfilled that switch towards other needs and
strive to achieve the same. The basic and principle need of human being is food,
shelter and clothes. Once this need is attained, the need of safety from danger and
threats arouses. The next need in the hierarchy is social security in which individual
desires to have connection with other people and also desires to receive love from
them. The next level is embarked by the esteem needs like ego, desire, confidence,
self-respect and need of strength (Berman and et.al, 2012). Finally, the self-
actualizations grab the last position in the hierarchy. When all the above defined
needs are fulfilled and individuals feels a sense of satisfaction, this need arises. The
theory of need hierarchy by Maslow’s can also be applied in A M (Holdings) Limited.
Basic salary being offered and the living is the physiological needs. Health care and
salary is safety needs. Further, working in group and with peers is a social need and
gaining attention and recognition from the superiors is self-esteem need. Lastly, self-
actualization is a stage where each and every employees is self-motivated to carry out
a particular task.
 Adam’s equity theory of motivation – Throwing light in relation with Adam’s Equity
theory, it entails that each and every individual desires to be motivated at work based

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 on the principle of fairness. By chance if they feel that there is inequalities in the input
and output ratio than they are highly demotivated and a sense of belongingness fades
away. The individual will make efforts to get into tune with the inputs for the purpose
of reaching the level of equities (Accel, 2015). When workers make comparison of
their work being performed by them with the workers who are being paid more, this
will surely impact the performance and behavior of the employees.

Techniques of motivation and its effectiveness in attaining the goals of firm

Motivation act as a stimulating agent for each and every individual. It allows them to
work hard so that they can significantly achieves the desired outcome. If the workers within
the firm are motivated, the overall productivity level as well as output of the firm
automatically increases. Therefore, it can be well-attributed that if, A M (Holdings) Limited
want to succeed and grow and improve the performance of their employees than motivating
their valuable workers is the vital key. In addition to this, motivational theories are quite
beneficial for the managers as through these theories they can identify the needs and desires
of their employees and carry out plans accordingly to get the desired solution (Lawrie and
Cobbold, 2004). Other than this, there are numerous techniques related to motivation that can
be used substantially for motivating the staff-members of A M (Holdings) Limited and these
are being described underneath:
 Positive working condition and place
 Effective training and development events
 Recognition as well as praising words for better work results
 Giving challenging job by showing positive behavior
 Allotting high duties and responsibilities (Armstrong and Taylor, 2014)

TASK – 3
P3 Explaining what makes an effective team as contrast to an ineffective team
Articulating in relation with team, it is being defined as a group of people who have
varied competencies and they mutually decide to work together and perform a specified
project or goal. Since, the A M (Holdings) Limited is engaged in the operation related to
packaging and containers, there are many activities which poses several challenges for the
employees in terms of experience level, different opinions as well as methods. The team
members also faces problems as they do not cooperate with each other because of
incongruities. But, if each and every member of the team acquires the knowledge in regards

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with communicating effectively and sacrifice with the team member than they can
significantly achieve consensus and ultimate goals (Handy, 2003). Majorly there are three
kinds of teams in any company and these are as follows:
 Functional team – Functional teams are being defined as those teams in which the
team members are from different areas of expertise and are grouped together to carry
out a particular task. They perform activities for a common objective and many a
times teams are being formed lastingly. The major benefit of functional type of team
is that new as well as innovative ideas are being generated with the passage of time.
 Problem-solving team – Problem solving team are being referred as a team which are
temporary in nature and does not last forever. Workers from different areas are
grouped together and team is being formed to resolve a particular issue or problem.
Seeking help of this technique effective and speedy solution can be found out for any
kind of problem (Mullins, 2007).
 Working teams – Working team are being considered as those teams which holds a
fundamental position in almost every large, medium and small business corporations.
It encompasses various departments such as production, human resource, marketing,
finance, operations and sales. These working teams are being categorized according to
their nature of work and function. In addition to this, these teams are task oriented and
sometime there is very few chance of miscommunication in regards with cross-
functional responsibilities.

Impact of technology on organizational teams

From the last few years, organizations are making use of latest technology in
workplace with the rising pace. There are many firms which oversees technology as a great
source of achieving a competitive edge over the other firms in the market and are
exponentially increasing the rate of profits of the business. In addition to this, companies also
utilizes technologies like Blackberry, tablets, desktop assistance, live conferencing for the
purpose of having better communication within the system, A M (Holdings) Limited United
Kingdom has also integrated virtual teamwork in order to have more flexibility at the
workplace (French and Bell, 2004). Seeking help from the virtual teamwork, the company
can easily change their team as per the demand of the situation and challenges coming across
without any hazel. Moreover, it does not surrounds with any geographical or time related
barriers. Thus, it can be said that this type of technology will prove very economical to the
firm, as it saves the costs of making the employees travel from one place to another. Other

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than this, firms like A M (Holdings) Limited makes use of video conferencing tools such as
Voice, Skype and Microsoft Lync over internet protocol for conducting meetings with their
virtual teams members.

Mechanism for developing effective team-work

Within AM Holdings Limited, effective team can be illustrated well seeking help of
the different team theories which are available in the business market.
In BBC an effective team can be described with the help of the various team theories
that are available in the business market. One of such theories is the Tuckman’s Theory of
group development (Lehmann-Willenbrock, 2017). This theory is based on various stages.
The stages of the Tuckman theory can be described below in order to develop a group are
given below.

Forming: In BBC, the use of Tuckman theory is quite prevalent as the group of team
members are initially formed as is counted to the first step in the development of the
Tuckman’s theory. This is the initial stage of team development in the theory and also in the
organization. In this stage or position, the employees usually work in order to find their place
in the organization. This finding of the place in the workplace is based on the sizing of the
group, evaluating their needs and demands.

Storming: this is the second stage of the Tuckman’s theory that is being applied in the
workplace of BBC. In this stage the team members of the BBC challenge one another so that
they work as a team. The team members also compete with the team leaders about various
topics that are related to the working structure of the team and the success of the various
stages of the procedures of working of the team

Norming: it can be defined as the phase in the Tuckman’s theory where the team
members gather information regarding in accordance to the ground rules and processes that
are on development.

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 Performing: it is the final stage in the theory where the team members effectively start
working in the tasks and building of the teams relationship helps in maintaining the
synchronization among the various team members of BBC (Gabelica et al, 2016).

At the same time the sue of this theory will be influencing the overall performance
pofn the employees as there will be influences in the role of the leadership in the company,
there will be the presence of better communication in the teams and development in the
personality of the employees. These changes in the employees will be more effective in
improving the teamwork of the company.

The effective use of the Tuckman theory will be helping the company BBC to develop
an effective team as the team members will be getting guidance in the appropriate form. The
use of the theory will be effective as the team members will be analyzing the situations and
the managers or the leader of the team will be leading the team in accordance to the theory
process, thus benefiting the company BBC in providing the best performance as the team will
be leaded in the appropriate manner.
A researcher on management teams popularly known as Meredith Belbin has paid
attention on relationship between the personality, ability as well as effectiveness of the
management teams. Furthermore, he also describes the role of a team as pattern of behaviour
wherein one member of the team have interaction with other members for the purpose of
carrying out the task effectively. As per the researcher, there are numerous team roles
according to their orientation such as action, people and thought oriented. Action oriented
roles clearly encompasses completer, implementer and shaper. Whereas, people oriented
roles includes coordinator, resource investigator and team workers. Finally, there is thought
oriented role as well that comprises specialist, plant and monitor evaluator. There are
different companies who are making use of this team model for developing balanced team
(Apte, Dietrich and Fleming, 2012). Teams leaders as well as managers of A M (Holdings)
Limited are also making use of such type of model for the purpose of enhancing their
productivity and performance level.

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 Moreover, for the purpose of having better understanding of team work, another
model known as Tuchman’s model can be evaluated. According to him, the time when the
team is being formed by the managers and when it touches the stages of maturity, relations
amid the team members is created significantly. Even the leaders also changes their style of
leading a team. At the initial level or stages, the leader or manager gives direction to their
team members and afterwards it is altered to coaching. After a particular period of time, the
leader limits his or her style and follow only participative style (Tuckman and Jensen, 2007).
During the final stages, it is the leader who transfers his authority and power and detach from
the team. This is the Tuchman’s four stage model that comprises the stages particularly
known as forming, storming, norming and performing stages. All these are nothing but path
that gives direction to the team members. They follow this path and climbs the ladder of
success through high level of productivity and performance in the organization (Smith and
et.al. 2009).

TASK – 4
P4 Applying the concepts and philosophies of organisational behaviour within an
organisational context and in a given business situation
As per the Path-Goal theory of leadership, each and every employee can carry out
their work activities effectively, but if the leader encourages them and gives them direction
which is right for completing a particular task. In simple words, it is the leader’s
responsibility to clarify their doubts and show them the right path and should remove all the
barriers blocking their way (By and Burnes, 2013). If this is so, workers will be able to
accomplish all the targets and can achieve the overall goals of the organization. Thus, it can
be said that this path-goal theory supports in ornamenting the behaviour of an individual, as
they are well aware about where to proceed and how to go. They also gets motivated and
became loyal for their work duties and responsibilities. In addition to this, this theory also
suggests that for the purpose of improving the performance and to impact the behaviour of
people, the leaders are required to take into consideration any one style out of four such as
participative, supportive and instrumental and achievement oriented (Archer and Cameron,
2013).
There is one theory related to the behavioural aspects of the leaders typically known
as the contingent theory states that there is no best way for leading a company. In other
words, if the style of a leader is effective and best in one situation than it does not mean that
it will be proven best in all other situation. It might not prove effective in some other

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stances. This pertains to the fact that every situation is different and demands different
methods and practices to handle the same. Therefore, it can well-attributed that situational
factors influence the behaviour of the leaders and their leadership style as well (DeCarvalho,
1991). All these theories along with the related concepts can influence the behaviour in both
positive as well as negative manner. The explanation of these is being done in the
subsequent paragraph:

Optimistic impact on behaviour

 Support in improvement in the decision making related to organization
 Employee become more effective and their capabilities are enhanced
 Motivation level of the employees are increased (Northouse, 2007)
 Each and every worker are encouraged to give innovative and new ideas
 It helps in facilitating innovation along with there is positive change within the
company

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Negative impact on behaviour
 The attention of the worker is diverted from the task
 Sometimes employees feel demotivated among themselves
 Chances of conflicts within a team (Rollinson, 2008)
 The team also witnessed lower amount of coordination
 Overall performance of the organization decreases which effects the profitability and
productivity

CONCLUSION
Thus, from the above discussion it can be said that the behaviour of the people is quite
unpredictable and therefore, it is very much necessary to channelize the behaviour so that the
ultimate and pre-determined objectives of the company are achieved in a fruitful manner. For
success of each and every organization, whether small or medium, is largely dependent on the
behaviour of their employees. Consequently, by application of various motivational tools and
techniques, employees of the company should be encouraged and motivated for better or high
performance. In recent years, it was noticed that firms are paying attention in regards with
adaptation of technology and is in return influencing the behaviour of an individual a lot. In
addition to this, it can also be stated that for achieving a competitive advantage over the other
rivalry firms in the same market, organizations are in great need to adopt best leadership,
motivational as well as working in team techniques so that goals can be accomplished
effectively.

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REFERENCES
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Levi, D., 2014. Group Dynamics for Teams. 4thed. London: SAGE.
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Accel. 2015. Employee Motivation: Theory and Practice. [Online]. Available through:
<http://www.accel-team.com/motivation/>. [Accessed on 2ndSeptember 2018].
FMS Foils Group Ltd. 2018. [Online]. Available through:
<http://www.fmsfoils.co.uk/#about>. [Accessed on 2ndSeptember 2018].

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