The document provides an overview of organisational behaviour concepts including how an organisation's culture, politics, and power influence individual and team behaviour and performance. It discusses various motivation theories that can help motivate individuals and teams, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also explains what makes an effective team, including clearly defined roles and goals. The document analyzes how these concepts apply to A David & Co. Limited and how the company can improve motivation and team effectiveness.
The Espresso Lane to Global markets is the Marketing management case. The power point is an attempt to analyse the case and bring useful suggestions to the company.
The New York Times Paywall is a case study based on the business transition from the traditional to digital shift of e-newspapers. The launch of digital devices favoured the growth of The Times as well as the advantages of accessibility had escalated its demands and the viewership. They adopted the Paywall strategy for additional revenue generation through subscription plans. However, the dilemma was for the long term sustenance of the latest The New York Times business model.
The Espresso Lane to Global markets is the Marketing management case. The power point is an attempt to analyse the case and bring useful suggestions to the company.
The New York Times Paywall is a case study based on the business transition from the traditional to digital shift of e-newspapers. The launch of digital devices favoured the growth of The Times as well as the advantages of accessibility had escalated its demands and the viewership. They adopted the Paywall strategy for additional revenue generation through subscription plans. However, the dilemma was for the long term sustenance of the latest The New York Times business model.
Privatization of PTCL: “An Unforgotten Failure of Governance”
After privatization started in UK early 90s, privatization of public enterprise has become a worldwide movement with, first developed countries and secondly, developing countries selling all kinds of enterprises including the utilities such as electricity, water, gas, telephone services etc. British Telecom was privatized in 1984 with its regulatory protection largely intact.
World Bank and the International Monetary Fund encourage privatization as part of any program of assistance. In general, after each economic crises in Pakistan, military has been taking over the democratic government to stable the country including economic reforms. Each time, fiscal improvement was seen internationally.
Complete decentralization was not carried out because of the %age of ownership i.e. 26% against 74%. Also, the political and strategic point of view, telephone and internet services are key back bone of a country communication and to avoid any chance of illegal taping and breach of secret information, such service can not be sold completely with ownership.
Since it has been under Etisalat’s control, PTCL’s fortunes have declined. Etisalat could argue in its defence that the decline has resulted from the reduction in fixed-line operations, which have gone down everywhere due to the increasing popularity of cell phones. National Telecom and World call have grown over the same period.
Government has borne 256 million dollars of the cost of pay-outs to those choosing to leave (32,000 out of total 65,000).ROE is a measure of how well a company uses investments to generate earnings growth. If PTCL had taken a route similar to other state-owned corporations such as SingTel, Etisalat or Telekom Malaysia, it could have become a regional giant by acquiring licenses in South Asian, African and Middle Eastern countries
SureCut Shears Inc. - Financial Company AnalysisFranziska Becker
The Masters in Management at IE Business School includes a class on Corporate Finance. One of the given assignments in this class was to analyse the Harvard Business Case on SureCut Shears, Inc. (https://www.hbs.edu/faculty/Pages/item.aspx?num=7816).
Together with my workgroup, we analysed the company’s financial statement to determine whether the company is still liable and should be granted the further credit line extension it requested from its bank.
Our key findings were, that due to decreasing sales in the economic downturn the majority of the company’s current assets are locked in inventory and are thus not able to cover its current liabilities. Additionally, the company has a very slack policy on collecting accounts receivable, resulting in high debt outstanding, while always meeting its accounts payable deadlines, without any discounts for early payment. Despite decreasing sales and already high inventory, the company does not reduce its production. The combination of these and other factors highly increase the company's need for working capital. Looking at the continuing economic downturn in combination with the mentioned factors, which hint a questionable financial strategy, it would be a risky investment for the bank to further extend its line of credit for the company.
Case Study Analysis: Cineplex Entertainment: The Loyalty ProgramAkash Patil
65% Market share- Privacy, rental movies, etc.
Developing new markets: Live markets, wrestling matches, hockey games, etc.
Optimum Segmentation
Customer Relationship Management (CRM)
Profitable Segments: Teenagers, young adults, etc.
Capstone is a rich, complex business simulation designed to teach strategy, competitive analysis, finance, cross-functional alignment, and the selection of tactics to build a successful and focused company. As part of our tragic and disastrous campaign as Digby, we have put our learnings in the form of a presentation to save ourselves from getting a C grade !!
Privatization of PTCL: “An Unforgotten Failure of Governance”
After privatization started in UK early 90s, privatization of public enterprise has become a worldwide movement with, first developed countries and secondly, developing countries selling all kinds of enterprises including the utilities such as electricity, water, gas, telephone services etc. British Telecom was privatized in 1984 with its regulatory protection largely intact.
World Bank and the International Monetary Fund encourage privatization as part of any program of assistance. In general, after each economic crises in Pakistan, military has been taking over the democratic government to stable the country including economic reforms. Each time, fiscal improvement was seen internationally.
Complete decentralization was not carried out because of the %age of ownership i.e. 26% against 74%. Also, the political and strategic point of view, telephone and internet services are key back bone of a country communication and to avoid any chance of illegal taping and breach of secret information, such service can not be sold completely with ownership.
Since it has been under Etisalat’s control, PTCL’s fortunes have declined. Etisalat could argue in its defence that the decline has resulted from the reduction in fixed-line operations, which have gone down everywhere due to the increasing popularity of cell phones. National Telecom and World call have grown over the same period.
Government has borne 256 million dollars of the cost of pay-outs to those choosing to leave (32,000 out of total 65,000).ROE is a measure of how well a company uses investments to generate earnings growth. If PTCL had taken a route similar to other state-owned corporations such as SingTel, Etisalat or Telekom Malaysia, it could have become a regional giant by acquiring licenses in South Asian, African and Middle Eastern countries
SureCut Shears Inc. - Financial Company AnalysisFranziska Becker
The Masters in Management at IE Business School includes a class on Corporate Finance. One of the given assignments in this class was to analyse the Harvard Business Case on SureCut Shears, Inc. (https://www.hbs.edu/faculty/Pages/item.aspx?num=7816).
Together with my workgroup, we analysed the company’s financial statement to determine whether the company is still liable and should be granted the further credit line extension it requested from its bank.
Our key findings were, that due to decreasing sales in the economic downturn the majority of the company’s current assets are locked in inventory and are thus not able to cover its current liabilities. Additionally, the company has a very slack policy on collecting accounts receivable, resulting in high debt outstanding, while always meeting its accounts payable deadlines, without any discounts for early payment. Despite decreasing sales and already high inventory, the company does not reduce its production. The combination of these and other factors highly increase the company's need for working capital. Looking at the continuing economic downturn in combination with the mentioned factors, which hint a questionable financial strategy, it would be a risky investment for the bank to further extend its line of credit for the company.
Case Study Analysis: Cineplex Entertainment: The Loyalty ProgramAkash Patil
65% Market share- Privacy, rental movies, etc.
Developing new markets: Live markets, wrestling matches, hockey games, etc.
Optimum Segmentation
Customer Relationship Management (CRM)
Profitable Segments: Teenagers, young adults, etc.
Capstone is a rich, complex business simulation designed to teach strategy, competitive analysis, finance, cross-functional alignment, and the selection of tactics to build a successful and focused company. As part of our tragic and disastrous campaign as Digby, we have put our learnings in the form of a presentation to save ourselves from getting a C grade !!
Chapter 1 Introduction to Organizational BehaviorOutline · O.docxsleeperharwell
Chapter 1 Introduction to Organizational Behavior
Outline
· Overview
· What Is Organizational Behavior?
· Challenges for Organizational Behavior
· Challenge 1: The Changing Social and Cultural Environment
· Challenge 2: The Evolving Global Environment
· Challenge 3: Advancing Information Technology
· Challenge 4: Shifting Work and Employment Relationships
· Summary
· Exercises in Understanding and Managing Organizational Behavior
· Appendix 1: A Short History of Organizational Behavior
What is Organizational Behavior?
To begin our study of organizational behavior, we could just say that it is the study of behavior in organizations and the study of the behavior of organizations, but such a definition reveals nothing about what this study involves or examines. To reach a more useful and meaningful definition, let’s first look at what an organization is. An organization is a collection of people who work together and coordinate their actions to achieve a wide variety of goals. The goals are what individuals are trying to accomplish as members of an organization (earning a lot of money, helping promote a worthy cause, achieving certain levels of personal power and prestige, enjoying a satisfying work experience, and so forth). The goals are also what the organization as a whole is trying to accomplish (providing innovative goods and services that customers want; getting candidates elected; raising money for medical research; making a profit to reward stockholders, managers, and employees; and being socially responsible and protecting the natural environment). An effective organization is one that achieves its goals.
Organization
A collection of people who work together and coordinate their actions to achieve individual and organizational goals.
Police forces, for example, are formed to achieve the goals of providing security for law-abiding citizens and providing police officers with a secure, rewarding career while they perform their valuable services. Paramount Pictures was formed to achieve the goal of providing people with entertainment while making a profit in the process. Actors, directors, writers, and musicians receive well-paid and interesting work.
Organizations exist to provide goods and services that people want, and the amount and quality of these goods and services are products of the behaviors and performance of an organization’s employees—of its managers, of highly skilled employees in sales or research and development, and of the employees who actually produce or provide the goods and services. Today, most people make their living by working in or for some kind of company or organization. People such as a company’s owners or managers—or company employees who desire to become future owners or managers—all benefit from studying organizational behavior. Indeed, people who seek to help or volunteer their time to work in nonprofit or charitable organizations also must learn the principles of organizational behavior. Like most employ.
A Global WorkforceGlobalization Impact on CultureCulture is im.docxsleeperharwell
A Global Workforce
Globalization Impact on Culture
Culture is impacted by globalization, especially when it comes to a popular or dominates culture. Western or "Americanized" cultures are exposed around the globe through popular movies, television shows, fast food chains, books, clothing, and other consumer goods. These pop cultural items bleed into indigenous cultures and change local beliefs, values, and traditions; thus the historical cultures are changed or infused with the dominant culture.
Globalization and Cultural Domination
Cultural domination is one result of globalization. This theory refers to the dominant culture imposing beliefs, values, knowledge, and other cultural social norms onto the other country. A major example here is the Western culture domination over a global environment. The United States is a major capitalist society and therefore shapes values, identities, and perception around the world. As proven in the following example, with great power comes great responsibility.
As companies like McDonald’s move into countries like China, they are influencing the current cultural traditions in their wake. For instance, in China it was not acceptable for children to buy food with their own money; instead they were expected to eat what was placed in front of them. Traditionally McDonald's in Western countries would market to children with toys and happy meals, and they followed the same approach in China. Chinese children began wanting to select their own food when going to McDonalds, and after some time had passed, this has now become a new socially accepted practice (Lim, 2013).
Globalization and Divergence of Cultures
Cultural divergence is another result of globalization. As more and more opportunities for cultural exchanges take place, promotion for tolerance and diversity acceptance are happening. In this theory, a global society is the outcome where ideas are freely exchanged and appreciated, as cultures merge together to form a new inclusive culture. For example, when McDonald's expanded into China, the Chinese culture did not celebrate children’s birthdays. As McDonald's continued to market to children and birthday parties, these celebrations have now become a new custom with Chinese children with the celebration of birthdays (Lim, 2013).
Impact of Globalization on Dominate and Divergent Cultures in the Workplace
As we have seen above, dominant and divergent cultures are powerful theories in shaping society; these societies influence individual’s beliefs, values, and behaviors in the workplace. If dominate cultures are present in an individual's society, these individuals could become highly protective of their beliefs when it comes to workplace policies. Managers must look to adapt and work with all individuals to ensure common ground or a divergent culture is the outcome.
Hofstede’s Cultural Dimensions
Hofstede’s Dimensions of the Basic Human Condition
To successfully manage a global workforce we must understand som.
Lussier, R.N., & Achua, C.F. (2013). Leadership: Theory, application& skill development
(5th ed.). Mason, OH: South-Western.
The Power of Culture
An organization’s culture determines the way that it responds to changes in its external and
internal environments. The response to changes in the external environment such as emerging
opportunities and threats are reflected in the organization’s vision, mission, objectives, and core
strategies. The response to internal matters such as how power and status are determined, how
resources are allocated, membership criteria, or how leaders and followers relate and interact
with each other, is reflected in the organization’s policies, procedures, and principles.
Organizational performance is enhanced when strategy, structure, and capabilities are aligned to
culture.15 Experts and scholars on organizational culture have long maintained that culture serves
two important functions in organizations: (1) it creates internal unity, and (2) it helps the
organization adapt to the external environment.16
Internal Unity
Organizational culture defines a normative order that serves as a source of consistent behavior
inside an organization. To the extent that culture provides organizational members with a way of
making sense of their daily lives and establishes guidelines and rules for how to behave, it is a
social control mechanism. A supportive culture provides a system of informal rules and peer
pressures, which can be very powerful in influencing behavior, thus affecting organizational
performance.17 A strong culture provides a value system that regulates behavior and promotes
strong employee identification with the organization’s vision, mission, goals, and strategy.
Culturally approved behavior thrives and is rewarded, while culturally disapproved behavior is
discouraged and even punished. Culture offers a shared understanding about the identity of an
organization. The right culture can make employees feel that they are valued participants and, as
such, 359360become self-motivated to take on the challenge of realizing the organization’s
mission and work together as a team. It can transform an organization’s workforce into a source
of creativity and innovative solutions.
External Adaptation
Culture determines how the organization responds to changes in its external environment.
Depending on the volatility in the business environment, some changes are significant enough to
force members to question aspects of their organization’s identity and purpose. Culture plays a
role in informing and supporting sense-making or meaning when external changes are severe
enough to force members to re-evaluate aspects of their organizational identity and purpose.
Having the right culture can ensure that an organization responds quickly to rapidly changing
customer needs or the actions of a competitor. For example, if the competitive environment
requires a strategy of superior customer serv ...
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Introduction to Organizational BehaviorAmare_Abebe
The Presentation contains:
Organizational Behavior: Meaning, scope and Foundations
Systematic study of behavior
Scope of OB
Fundamental concepts of OB
Importance of OB
Model of OB
Organisational culture as a Determinant of organisational developmentinventionjournals
International Journal of Engineering and Science Invention (IJESI) is an international journal intended for professionals and researchers in all fields of computer science and electronics. IJESI publishes research articles and reviews within the whole field Engineering Science and Technology, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Business Valuation Principles for EntrepreneursBen Wann
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
2. Table of Contents
Introduction..........................................................................................................................................3
LO1. Analyse how an organisation’s culture, politics and power influence individual and
team behaviour and performance.....................................................................................................4
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance..........................................................................................................4
LO2 Evaluate how to motivate individuals and teams to achieve a goal....................................8
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context........................................8
LO3 Demonstrate an understanding of how to cooperate effectively with others....................11
P3 Explain what makes an effective team as opposed to an ineffective team?...................11
LO4 Apply concepts and philosophies of organisational behaviour to a given business
situation..............................................................................................................................................14
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation......................................................................................14
Conclusion.........................................................................................................................................17
References........................................................................................................................................18
2
3. Introduction
Organisational Behaviour is majorly concerned with the perception which includes
the study about how the groups, culture, structure and behaviour of an individual
influences the organisation. Many a times it has been observed that these
behaviours of the individuals help to bring improvement in the processes of the
organisation. The behaviour of the employees is uncertain and it varies from person
to person which needs to be managed effectively. The key focus of the assignment is
to understand how the organisational culture, politics and power influence on both
team and individual performance of A David & Co Limited. The employees need to
be motivated in the right manner which can help the organisation to achieve its goals
effectively. It is the entire team which ensures that the goals of the organisation are
achieved hence it becomes essential to align the team goals with the organisational
goals by applying various theories and concepts to give the right direction to the
employees. The employees attitude toward the work is should be positive which can
ensure that the objectives of A David & Co. limited get accomplish as required.
3
4. LO1. Analyse how an organisation’s culture, politics and power influence
individual and team behaviour and performance
Introduction: The politics, organisational culture and power influences the individual
and team behaviour at large as it contributes toward the development of attitude if
the employees toward the organisation which might be positive or negative.
P1 Analyse how an organisation’s culture, politics and power influence
individual and team behaviour and performance.
The organisational culture can be defined as the underlying beliefs, values,
perception and the ways through which a person can interact with other which can
contribute toward the development of the specific social and psychological
environment for the organisation. The culture depends upon the beliefs, customs,
and attitudes of an individual which is developed over the period of time. The culture
also includes the values, vision, symbols, language, beliefs and habit of the person
which can contribute for the development of the social environment. Since A David &
Co Ltd is involved into production and distribution of the fresh fruits and vegetables
to various organisation on daily basis, the people working in the organisation comes
in contact with different people from every industry. It is essential for A David & Co.
ltd to have the right type of organisational culture which can motivate the Staff to
perform effectively in the right manner. One of the theories relating to organisational
culture which was developed by Geert Hofstede studies about the various essential
aspects of culture and provides them a rating which is based upon the comparison
scale.
4
5. (Source: https://www.cleverism.com/understanding-cultures-people-hofstede-
dimensions/)
There are six cultural dimensions which involved the values of diverse cultures.
These values does not only impact on the people which has comes from different
background and how they behave but also how potentially they behaved when they
are placed at work. The various dimensions which we can be also seen in A David &
Co. ltd are as follows:
1. Power Distance: This dimension shows that how the members who have less
power in the society can go till what extent and shows that the distribution of
power is also unequal. It shows that the societies which has more power often
implements autocratic style of leadership, centralised mechanism for authority
and usually have number of hierarchical level and the supervisor. It is majorly
seen in the large organisation whereas the small organisation like A David &
Co. Ltd have small power which offers participative style of management. The
employees are also allowed to take part in the process of decision making
and the authority is also decentralised.
2. Uncertainty avoidance: Under this culture it is seen that up to what extent the
members that belong to the organisation are able to manage with the future
and uncertainty without increase in the stress. The people that are weak
uncertainty tend to undertake the risk and are flexible and usually have the
tolerance capacity to deal with the situation whereas the strong uncertainty
people avoids the risk and have standard procedures and rules which need to
be followed.
3. Individualism vs. Collectivism: The person which follows individualism is more
focused about self than the others. They emphasis more on the personal
enjoyment whereas the collectivism focuses upon the group and the society at
large which is majorly seen in the small organisation as there are less number
of people which are involved closely with each other which creates a positive
atmosphere.
4. Masculinity vs. Femininity: Many organisations differentiate among the male
and female employees which creates a negative environment at workplace.
Both the gender should be considered equally which can help them to work
smoothly.
5
6. 5. Long run vs. Short run orientation: The people which do not think for long run
with the organisation often tend to create negative atmosphere at workplace
whereas the people who thinks about long term sustainability with the
organisation are often futuristic and have positive attitude toward the work.
6. Indulgence vs. Restraint: The people who are indulgent are open to try new
things and enjoy their work whereas the people which are restraint hold back
to accept the new changes (Anastasia, 2015).
In today’s globalised world where technology has become very advanced and people
are now more involved into digitalisation has also affected the organisational culture
at large. The people from different culture, background, caste, religion comes
together to work which is not restricted to the domestic level only but at international
level as well. Now the organisation requires focusing upon bringing all the different
people on a single common platform to achieve the desired outcome.
Influence of the Politics: The employees which do not believe in working hard in the
organisation and is majorly involved into nasty politics to ensure that their position is
secure in the organisation. Majorly, the employees are indulged into politics in the
company in order to gain the undue attention or come in to the limelight of the
management so that they the management does not look into their performance.
Politics refer to the irrational behaviour of the people at workplace in order to gain
the advantage. The various impacts of politics at workplace results into the following:
Reduction in the productivity: The employees output gets affected due to
politics at workplace. The people who are involved into politics plays less
attention toward their work.
Divert the focus: the people lose concentration at their work and now involved
more in spoiling the other people image in the organisation.
Negative workplace environment: The employees which are involved in
politics create negative environment at workplace which also results in
spoiling the relationship at workplace.
Change in the employee’s attitude: The employee is not able to give their full
potential toward their work and losses interest toward the work.
Creates frustration: The employees feel frustrated as their performances are
unnoticed by their managers.
6
7. Increase in De-motivation and stress: Due to negative work environment the
employees feel stress which results into de-motivation (Juneja, 2018).
Influence of Power: there are six types of power in the organisation which can
influence the individual behaviour and performance of the team which are as follows:
1. Coercive power: It is related with forcing someone to carry out some activities
which are against their will.
2. Reward Power: It is the power under which an individual has been asked to
perform particular activities in return of something in cash or kind.
3. Legitimate Power: It is the power of position or role. Based on the position the
person can assign the work to the staff.
4. Referent Power: It is the power which an individual gain due to the respect.
The leadership style which is used by the manager can help them to achieve
the referent power
5. Informational Power: when people have specific and important knowledge
about how the things can be done it can be termed under informational power.
6. Expert Power: An individual which has expertise to do the task usually have
expert power like Doctor, engineers, etc (Prescott, 2015).
The people can ensure that their workplace is safe for them and the small scale
organisation like A David & Co. ltd, it is essential to use various strategies which can
guide the people in the right direction which can help them to perform better. The
people who are good in networking and spend time into networking are able to deal
with these situations easily. Various other ideas which can help them are to improve
their communication skills, connecting with people which are outside the work group
(Wroblewski, 2018).
Conclusion: The people who are working in the organisation will definitely get
influence with the culture, power and politics in the organisation and it is essential for
them to use various tactics which can help them to overcome these situations.
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8. LO2 Evaluate how to motivate individuals and teams to achieve a goal
Introduction: Motivation can be used as a tool for strategy development which can
encourage the staff to perform best of their abilities which can help the firm to gain
the competitive position in the market.
P2 Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational context
Motivation in an organisation is of great importance as it increases the organisational
productivity as well as efficiency. Motivation may be referred to as the process
through which staff members can be influenced in order to achieve organisational
objectives and increased productivity through the increased employee efforts
(Prachi, 2016). The motivational theories can usually be classified as Content
theories and process theories. The content theories of motivation mainly focus on
what while process theories have their primary focus on how.
Motivation at David & Co.:
It has been observed that the management at David & co. practises autocratic
control which results in stress and dissatisfaction among the employees as they lack
in motivation. The working conditions at the organisation are not so healthy which
results in low morale among the employees. The employees are not cared about and
are only being used to fulfil their organisational commitments. However, as per the
Maslow’s Hierarchy of Needs, every employee or individual has certain needs that
needs to be fulfilled which influences their behaviour at workplace (Cherry (I), 2018).
These needs include self-esteem needs, self-actualisation needs as well as physical
needs which are not fulfilled at David and Co. This results in the lack of creativity and
loyalty of employees at David and Co. and ultimately the productivity of the
organisation gets hampered. The employees at David and Co. suffer from
dissatisfaction and negative working atmosphere which affects their performance.
The self-esteem of the employees is generally low and this results in stress and
hence they are unable to live up-to the expectations of the organisation as well as
the customers. However, as per the Herzberg’s Two Factor Theory, both motivational
factors as well as hygiene factors play significant roles in influencing the behaviour of
the employees. Thus, David and Co. needs to provide employees with rewards as
well as recognition in order to motivate them and encourage them to perform better.
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9. In addition to this, hygiene factors also needs to be provided to employees so that
the motivational factors can have an impact on their increased performance. The
hygiene factors include providing employees with safe and positive working
environment and eliminating negative and poor working procedures and activities
(Cherry, 2018). This will help to motivate the employees as per Herzberg’s Two
Factor Theory.
In addition to this, David and Co. also face employee turnover which is due to its
negative working conditions. The organisation practice autocratic leadership in which
employees are not involved and hence they feel dissatisfied and alone. According to
Vroom’s expectancy theory, the employee performs their best if they are motivated to
do so through rewards and recognition and through appraisals. Vroom’s expectancy
theory is based on the belief that motivation increases efforts which results in
improved performance. For example if David and Co. provides their employees with
regular awards both monetary and non-monetary then the performance level of
employee increases and they chose the work that motivates them the most as
motivation plays a great role in increased performance. Thus, David and Co. can
encourage their employees to fully utilise their capabilities and perform their best by
providing them proper rewards and recognition based on their performance. This will
help in decreasing the employee turnover and increasing employee satisfaction
(Hussain, et. al., 2015).
Thus, David and Co. can enhance the level of their productivity as well as employee
loyalty by carefully applying various theories of motivation as explained above. By
applying both content as well as process theories of motivation, the organisation can
encourage its employees to achieve their individual as well as organisational goals.
The various theories of motivation will help in meeting the various motivational needs
of its employees. Thus, David and Co. can make use of various theories of
motivation in order to increase the effectiveness of their employees and to make
them perform better so as to achieve their individual as well as organisational goals
in a better and effective manner (Hussain, et. al., 2015).
Conclusion: The employees need to be motivated in the right manner which can
direct them to perform in the most desirable manner. In today’s competitive business
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10. environment right kind of motivation help the organisation to achieve long term
sustainability through employee loyalty and retention.
LO3 Demonstrate an understanding of how to cooperate effectively with others
Introduction: An individual cannot work alone in the organisation and they have to
work as a team based upon which their performance can be measured effectively. In
this task we will be discussing about the importance of the team development in the
organisation.
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11. P3 Explain what makes an effective team as opposed to an ineffective team?
A team can be define as the group of persons which has full set of unique skills that
are essential to complete the job, work or the project (Business Dictionary, 2019).
Whereas the group can be called as a collection of the individuals which are having
interactions on daily basis, mutual influence, which has the similar feeling to work
together and achieve the common objectives.
In simple words it can be said that the group is a collection of people which
coordinate with each other for their individual efforts whereas a team is a group of
people which shares a similar purpose for the team and ensures that the goals which
are challenging in nature are achieved in the most significant manner (Sisson, 2012).
The team in the organisation ensures that the tasks which are given by the
organisation get achieved in the most desirable manner which can make them an
effective team. There are 5 types of team which are usually found in the organisation
which are as follows:
1. Project team: It is team or group of employees which comes together to work
collectively and they have the same goals and strategies. This type of team
work in systematic manner on the specific task which can be measured
properly and the roles and responsibilities of the team members are clearly
defined. There are four different types of project team which are as below:
Functional team: It is permanent team which includes member from the
same department but has different responsibilities. Manager is
responsible to manage everything and everyone reports to him.
Cross functional team: It comprises of the people from different
departments. This type of team tackles with specific tasks which
require several types of expertise and inputs.
Matrix Team: The member of the team has two different bosses which
help the top managers to retain the control over the project without
getting involved in the process of decision making
Contract Team: It is usually outsources when the members are tied
down in a contract. After end of the contract the member of the team
joins other contracts.
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12. 2. Self-managed Team: There are no manager in the team and all the members
are from the same organisation and the people of the team only sets the
rules, expectations and solve various issues and assign responsibility to each
other based upon the knowledge and skills everyone has.
3. Virtual team: It is the team which involve employees that are working in
different locations and they are dependent upon the communication power
and collaboration of the tools to achieve the task. It offer better work life
balance and allows the businessman to recruit the experts.
4. Operational team: It is the team which is developed to ensure that all the
Team are working smoothly and all the office processes are working well.
They also have their projects of their own and functions as they also have pre-
defined roles and responsibilities.
5. Problem Solving Team: It is basically developed for temporary basis which
focus upon resolving of the specific obstacles or problems. It aims to solve
various major problems that are uncertain like recession (Kukhnavets, 2018).
A David & Co. ltd mostly have the team which are based upon the functional team as
the production and distribution of the food and beverages are on the continuous
basis for which they require team which can work non-stop and in the most desirable
manner.
There are various stages based upon which the team can be formed. One of the
models is designed by Bruce Tuckman in the year 1965 which involves the following
stages for team/ group development. These stages start from the time the group
meet at the first time and goes on till the time the project reach to the end.
1. Forming Stage: in this stage people meet with each in the team for the first
time under which they discuss about their skills, interest, goals, timeline etc
and they try to get familiarize with each other and based upon which the roles
and responsibilities will begin to form. The team members will be able to build
effective relationship with each other
2. Storming Stage: Under this, the team now start to build the relationship. In this
stage, the reality and the manner in which the task need to be completed will
be clear to each individual. It might result into clashes and disagreement
12
13. among each other but since they are experienced they are able to manage it
with an ease by avoiding these conflicts.
3. Norming Stage: under this stage, the people start noticing and appreciating
their team member strengths. Everyone will start contribute their part of work
which is essential for the completion of the project. There might be fewer
conflicts and disagreements but it will be easier to handle.
4. Performing Stage: In this stage, the people are confident, highly encouraged
and aware with the project and the team will be able to coordinate effectively
without much supervision and will work toward the achievement of one
common goal.
5. Adjourning Stage: Under this stage, the project is on completion mode and
the members have developed a strong relationship which will be coming to an
end and the experience come to an end.
Every team or group has to go to these stages to ensure that they work effectively
and perform best of their abilities. Even for a David & Co. ltd. the employees work as
team to achieve the organisational goal in most significant manner (Toggl, 2019).
Conclusion: The team performance is always better than individual performance
when all the individuals are dedicated toward their work and accomplishment of the
task in most desirable manner.
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14. LO4 Apply concepts and philosophies of organisational behaviour to a given
business situation
Introduction: there are several theories and concepts which are designed by the
theorists that can help the firm to bring the people together in a common platform as
a team and give them proper direction.
P4 Apply concepts and philosophies of organisational behaviour within an
organisational context and a given business situation
The various philosophies as well as concepts of organisational behaviour if applied
properly within David and Co. can help the organisation improve its various
organisational issues such as maintenance of the teamwork and increasing its
efficiency by improving the relationship between the team members and the
management as for the success of the organisation it is important to keep the
relationship between the employees and the management intact (Anastasia, 2015).
Therefore, David and co. make proper use of the path goal theory so as to improve
the team performance in the organisation in order to achieve enhanced
organisational growth and success. The base for the path goal theory is provided by
the workplace environment and the behaviour of the employees of the organisation
at workplace. Thus, Path goal theory serves as an important organisational
behaviour theory in empowering the employees of the organisation and thus helping
them in the effective achievement of the organisational goals and success.
The primary focus of the path goal theory remains on the leadership style practised
in the organisation so as to ensure the enhanced performance. The path goal theory
makes use of the following styles of leadership:
Directive: Under this approach, the leaders provide directions as well as instructions
to the fellow workers.
Achievement Oriented: The leaders using this approach believes in providing
rewards as per the performance of the employees.
Participative: As the name suggests, this approach values the opinions of the
employees and encourage them to participate in decision making process
(Anastasia, 2015).
14
15. Supportive: The leaders using supportive leadership approach believes in providing
full support to their employees so as to make them perform their best.
All the above mentioned styles of leadership are used by the leaders at David and
Co. and this helps them in understanding the organisational issues and hence taking
measures to improve them and achieve organisational goals.
The various philosophies as well as theories and concepts of organisational
behaviour also impacts the behaviour of the team members (Nwlink, 2015). They
helps in increasing the efficiency as well as productivity of the team members by
encouraging positive working environment.
It also makes the employees more loyal and trustworthy. By implementing these
concepts and philosophies of organisational behaviour, the leaders at David and Co.
gets the better understanding of the various issues and problems that are persisting
in the organisation such as difficulty in overcoming the after effects of Brexit and
dealing with the changing laws in the country regarding the rules and regulations of
foods and hence in properly overcoming those hurdles by using different leadership
styles defined by path goal theory. This helps the leaders in the effective
accomplishment of the organisational goals. By making use of the situational
leadership approach, the leaders at David and Co. makes the effective use of the
capabilities of the various employees as per the situations of the organisation. The
leaders adopt the leadership style that suits the situation and this helps them in the
effective achievement of the organisational goals and in enhancing organisational
efficiency as well as productivity (Nwlink, 2015)..
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17. Conclusion
Organization behaviour is one of the major fields of study that is required in the
organization to analyse different behaviour of the individual which gives an
understanding to companies like A David & co. LTD as how they can direct their
employees in the right direction so that they can work effectively. It is the
responsibility of the management to overcome from various organizational politics
and guide the people toward achieving their goals. When a team collaborates with
each other to perform the task then they are able to meet the objectives in the most
specified manner which can be done through implementing various theories that can
help to join them together with each other so that the organisation can also survive in
the competitive market with an ease.
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