Influence of Organisational Culture, Politics and Power on Behaviour and Performance in Richer Sounds

This report analyzes how the organisational culture, politics and power in Richer Sounds have influenced individual and team behaviour and performance. It also provides recommendations to improve overall company performance.

Organisational
Behavioural

Table of Contents
INTRODUCTION:..........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART 1............................................................................................................................................3
Critically analyse how the organisational culture, politics and power in Richer Sounds have
influenced individual and team behaviour and performance in the organisation.......................3
Critical evaluation of the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed ...............................................................................6
Providing justified recommendations for Richer Sounds, to improve its overall company
performance.................................................................................................................................6
PART2.............................................................................................................................................7
Describe what makes an effective team as opposed to an ineffective team..............................7
Evaluate and apply philosophies and concepts of organisational behaviour with regard to
organisation and given situation of business. ..........................................................................10
Relevance of Path Goal Theory to improve business performance and productivity...............12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION:
Organisation behaviour can be define as the study and application of knowledge about
human behaviour related to other elements of organisation such as structure, technologies and
system. Organisation behaviour also known as branch of social sciences that seeks to build
theory that can be applied to predicting, understanding and controlling behaviour in organisation
(Chumg and et.al, 2016). Mainly organisation behaviour is related with understanding the
behaviour of employees who perform different role and contribute in success of organisation. in
the context of Richer sounds, company formally began trending in 1978, when Richer opened
his first shop near London bridge. Richer sounds was won 5 retailer of the year from best retailer
award. Company is biggest brand, best prices and expert advice in sound an vision. This report
contains in information about how an organisation's culture, politics and power influence the
behaviour of individual. Different theory of motivation, difference between effective and
ineffective team. Philosophies of organisational behaviour within an organisation all is mention
below in this report.
MAIN BODY
PART 1
Critically analyse how the organisational culture, politics and power in Richer Sounds have
influenced individual and team behaviour and performance in the organisation.
Organisation behaviour concept gives insight on how employee behave and perform in the work
place, it helps organisation to develop understanding of aspect that motivates employees and
increase their performance. Also help organisations establish a strong and trusting relationship
with their employees. Culture, power and politics are three major factors that influence the
behaviour of individual in organisation. It is very important for manger of Richer sounds to study
these factors so proper strategy can be formulated to improve work efficiency. below is the detail
description of these following factors:
Culture: Organisation culture is the personality of organization, it comprised of the
assumptions, values, norms and tangible sign of organisation's members and their
behaviour. It has great impact on the behaviour of worker working in the company.
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Handy's four class of culture could help to understand the impact of culture on the
employees of Richer sounds.
Handy's four class of culture:
 Power Culture: In an organisation with power culture, power is held by some individual
whose influence spreads throughout the organisation. There are few rules and regulation
in power culture, that those with power decides what happens. Employees are generally
judge by the things they achieve rather than how they do work and how they act (Chumg
and et.al., 2016). It is very important for manager of Richer sounds to ensure that power
should be distributed fairly among all the individual in order to encourage them toward
effective working environment.
 Role culture: An organisation with role culture is based on rules, these organisation are
highly controlled, with everyone in the organisation knowing that what is their role and
responsibilities are. Power in role culture is determined by the position or role on person
in organisation. Disadvantage of this culture is that decision making could become slow.
 Task culture: This culture forms when terms in an organisation are formed to address
specific problem or task. The task is very important thing in organisation, so power of
task often shifts according to the position of task, problem, or project within Richer
Sounds. Task culture influence team members to work effectively in project so that they
can gain power or position within team.
 Person culture: In organisation with power culture, individuals in organisation much see
them self as innovative and superior within organisation. The organisation simply exists
in order complete their tasks or work from group of people. This culture improve the
performance of their employees and Richer Sounds as a whole.
Power: Ability to influence other people and their action is known as power. It refers to
the capabilities of person to influence the behaviour and work of other people in the organisation
(Thomsen, Karsten and Oort, 2016). To understand the power Richer sounds organisation can
use French and Raven’s power types and below is the detail study of it.
French and Raven’s power types:
 Coercive Power: This power involve forcing some to do something against their will.
this usually achieved by being able to punish someone for noncompliance. This power
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should not be used by Richer sounds, it could affect the behaviour of individual in
organisation into negative aspect and decrease their work efficiency and motivation.
 Reward power: This power involves giving benefits to someone for going something
extraordinary. Reward power could influence individual to work hard for organisation so
that they can the advantages of power (Whelan, 2016). Richer sounds could use this
power to motivate their employee to work effectively and give them something to stride
for and want to achieve which motivates them.
 Expert power: It derives from an individual's expertise, their level of skills, competence
and experience helps to make them trust worthy and able to influence others. Richer
sounds can analyse experts in their organisation so that they can improve their work
efficiency.
 Legitimate power: This is power driven form position or set of formal relationship.
Leader in hierarchies and elected officials have legitimate power. Individuals are
influenced from legitimate power they could do what they are told due to the rules and
regulation of work place. Richer sounds can use this power to control the performance of
their worker at work place.
 Referent power: This power is based on being liked and respected as an individual by
others, it is drive form the value, attraction or worth of an individual. This power
influence the behaviour of other employees within Richer Sounds.
 Information power: This power is based on the ability to control the flow of information
that is needed to get things done. It often derived from having the confidential
information that others don't know whithin the business in this case Richer Sounds .
Politics:
This is a set of activities that are associated with making decision in group, or other forms
of power relation between individual, such as distribution of resources or status. It refers to use
of human interaction and including power and authority. An in organisation politics could be
positive or negative. In Richer sounds there should be positive politics at workplace, it could
help in maintaining a costive environment because this can ensure better relationship between
staff and management (Griffin and et.al., 2020). While negative politics increase staff and
decrease employee's moral . Thus every organisation should have positive politics so that their
employee can perform well.
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Critical evaluation of the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed
All this factors has different influence on individual's behaviour, these factors influence
performance of an individual in negative or positive way. If these factors used in moderate
manner they effect the behaviour of individual in positive way. Organisational culture is define
organisational structure, the structure in an organisation based on the culture they are following.
Culture of an organisation based on the power and authority of an person in organisation (Isaacs,
2018). Furthermore, these factors also influence the motivation of an individual in organisation.
If an individual gets power according to their work ability it could impact them in positivity
manner, and they get motivated to complete their work in more effective manner. However
politics in an organisation effect the behaviour if they are using negative politics they demotivate
their employee and if they are using positive politics they encourage their employees and help
them to improve their performance. Thus, culture, politics, power and motivation has
interrelation by effecting the behaviour of employees in positive or negative manner.
Providing justified recommendations for Richer Sounds, to improve its overall company
performance.
Richer Sounds is using role culture in their organisation, they has control over their
business and employees for making their organisation successful. They use role culture so that
they can gain trust of their employees and motivate them by their reward system. For better
growth Richer Sounds can use power culture. They should distribute the power and position to
their employees according to their ability and capabilities. This could help organisation to
improve its performance and gain competitive advantages (Salas-Vallina, Alegre and Fernandez,
2017). The role culture is effecting the performance of their employees because they are being
controlled by the higher authorities. Employees should get independent task so that they don't
feel pressure. Thus, Richer Sounds should adopt power culture and distribute power or position
fairly. Employee could get motivate if they are getting appreciation and encouragement by
higher authorities.
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PART2
Describe what makes an effective team as opposed to an ineffective team.
Team is defined as a group of individuals who are working together with aim of
achievement of goal efficiently and effectively. It is a combination of people who are
interdependent with regard to information, resources, skills and knowledge and who pursue their
efforts for achieve common objectives. There is a coordination between all team members for
attainment of common goal (Kandeepan, 2016). For effectiveness in business can be achieve
through proper involvement of team members in particular task. There are various types of
teams in organisation which are discussed below:
Types of teams Functional work team: In this type of team, all members of team are mainly belongs to
same functional area and answer to single manager, who is responsible for manage whole
group. This type of team is used by managers of company to fulfil tasks, day to day
activities and functions which are divided according to their skills and knowledge. Self-managed team: This type of team is mainly concerned with group of staff members
who work in extremely collaborative and integrated way because they are not managed
by any formal leader. Members of team are coordinate with each other in defining
responsibilities, distribution of task and they also makes decisions and supervise
themselves. Cross-functional teams: This type of team is consist of members of different departments
to performs particular tasks by different inputs and expertise. Managers of company
forms this type of team to fulfil specific tasks with fixed time limits having expertise in
their work (Kitchin, 2017).
 Trouble shooting team: This type of team is mainly employed by organisations to
improve working by finding how to solve problems that harms employees of company.
When problems which are determined by organisation, they make solving teams to solve
problems of team members.
Effective Team:
This is a team which have established clear goals that should be achieved in organised manner.
Effective teams leads to increase business productivity and employee motivation.
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Ineffective team:
This is a team which is filled with distrust, conflicts, unfocused and stink of negative
competition. By these conditions demonstrate themselves in high absenteeism, poor
communication, intolerance and frustration.
Difference between Effective and Ineffective team
Basis Effective Team Ineffective team
1. Fundamental goals In effective team, goals and
task which are assigned to
team members are well
understood and accepted by
team members of organisation.
In this type of team, it is
difficult to understand what
task is given to them and what
is what its objectives are.
2. Contribution by members When in organisation lot of
discussion is made according
to participation of members,
but it remains appropriate to
task of group.
In this team, very few
people tend to participate in
discussion, on other hand,
these contribution are leads to
way off point.
3. Conflict resolution When there is disagreement,
team members communicate
with each other by showing no
signs which leads to conflict
between groups.
Disagreement between teams
leads to open warfare, leader
become suppressed. Resolution
of conflict is resolved by
majority of vote between all
team members (Lee, Tui and
Sharif, 2016).
4. Leadership The Chairperson of effective
team does not dominate or
leads dictatorship on team
members.
In ineffective team,
Chairperson enjoy leadership
always by sits at head of table.
They rule team members to
work in effective time.
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In context of Richer Sounds which leads with over 500 staff members and 53 stores all
over world, having business of selling wide range of TV, premium audio equipment and home
cinemas systems (Pučėtaitė and et.al., 2016). There is cooperation and coordination between
members of respective business that shows effectiveness of teams and groups. Leaders and
managers of organisation motivate team members to appropriately achieve goal of organisation
and this also leads to increase in profitability in market shares.
Tucksman's Team Development Model:- This model is introduced by Dr Bruce
Tuckman in 1965. it includes forming, storming, norming, performing phases. This model
explains about team develops maturity, relationships establish and leader changes any leadership
styles (Lukoto and Chan, 2016). Model is starting with directing style, moving by coaching,
then involvement and finishing with delegation, at which point they almost separate. In Richer
Sounds this model is applied for making retailer shop by operating it in online media. In context
of Richer Sounds these phases are discussed below: PHASE 1- Forming: In this stage employees are highly dependent on guidance and
direction of leader. Responsibilities and roles are unclear to staff members of
organisation. In this step team is assembled and task is allocated to members according to
their skills and knowledge. In respective firm, leaders directs and guides their team
members and answer question to them about objectives, purpose and external
relationships of organisation. In Richer Sounds Julian Richer is founder and CEO of this
company which is served as leader have ability to provide knowledge to staff members of
accomplishment of objectives in significant manner. PHASE 2- Storming: In this stage, people starts to see themselves as a part of team. In
this step staff members challenge each other and leader also, about such activities as in
what manner team is doing work and how they have to be done. By this conflicts is arises
between team members. This may result in loss of focus or performance of task. Leaders
of Richer Sounds should use certain knowledge and skills to solve complaints and
difference between member of team so they participate comfortably in groups. In view of
Julian he give proper opportunities to employees so they are see themselves at part of
organisation and team. They work with efficiency which leads to achievement of goals. PHASE 3- Norming: After moving from storming stage, team will enters in Norming
Phase. In this step, there is coordination between team members is developed by
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following agreeing values and rules in which they have to operate. This phase is ideal
step, as trust is build between team members as they accept vital involvement of each
member of team (Majumdar, 2018). In prospects of organisation, leaders should allow
team members in decision making process so individual in team can work with comfort
and freedom. In Richer Sounds, this phase highlights coordination and cooperation
between all team members which is developed by agreement between staff members on
values of company.
 PHASE 4- Performing: In this stage, group members concentrate on accomplishment of
common objectives. In this phase, strategic awareness between team members is
increased as they have clear vision about why team is doing and what it is doing. In this
step, team have high degree of autonomy. In context of Richer Sounds, leaders should
allow their staff members by doing task own and if they have need or query they can ask.
By this, effectiveness in outcome is increases.
Cooperation within effective teams is developed in Richer Sound by using above model-
Tuckman's team development model. By using this technique, organisation is motivate their
team members by giving them proper direction about task to encourage them (Miao and et.al.,
2020). So by this involvement or participation of employees is increased in organisation to
achieve objective. As according to this model, when one stage end next one is begin. As every
stage at its advantage to complete task given to them in most appropriate manner.
Recommendations:
It has been recommend as from above theory that there are four phases which is used for
cooperation between teams which have been develop as effective team. So for this leaders of
company have to motivate their team members by involving them in decision making process.
Evaluate and apply philosophies and concepts of organisational behaviour with regard to
organisation and given situation of business.
Organisational behaviour is defined as study of behaviours of human in organisational
setting, attachment between human behaviours and company and organisation itself. It is related
to analyse behaviours of human resources as how they react and act on situation in company.
There are different philosophies and concept of organisational behaviours to find out solutions
for particular situation in regard of Richer Sounds.
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Situation- Covid-19 : Living standard of people around globe including their shopping
behaviour and consumption is changed due to Coronavirus. In new age of restrictions and social
distancing, needs of consumers area also involve with it. With these restriction, customer needs
have a meant that business and online services have a great impact on these market. So for this
technical employees are required for functioning of these online services. This situation can be
solve in following ways:
Path Goal Theory: This can be defined as a process in which leaders selects particular
behaviours that are best suits to employees desires and their environment of working. So by this
they may best guide their staff members by their path in achievement of daily work activities.
This theory implies as leaders of organisation have engage in various types of leadership
behaviours which depends on nature and demand of specific situation. Goal of this theory is to
increase employees empowerment, motivation and satisfaction so that staff become productive
member of company (Molodchik, Krutova and Molodchik, 2016). Path goal theory identifies
directive, achievement oriented, participative and supportive leader behaviour in four styles. As
Richer Sound organisation have handed over control of business to an Employee Owned Trust.
In this firm 500 or above employees are working to achieve goal of organisation. Leaders of this
company follows basic steps which are involved in Path goal theory are discussed below: Directive: In context of this leadership style, leaders have responsibility to informs their
followers that what organisation is expected from them, such as, informing them what to
do, how to perform given task, scheduling and coordination in work. It is most effective
in conditions when people are unsure about task that they have to perform and when also
many uncertainties in environment. In context of Richer Sounds, leaders of firm have to
direct their employees to deal with pandemic situation by give clear guidelines about
performance standard and what organisation is expected from them. So by this, there is
chances of reduction in conflicts and confusion between employees. Supportive: According to this step, leader of organisation make good working
environment by being friendly, showing concern for them and being approachable. This
phase is most effective because relationships and tasks are psychologically and physically
challenging (Olivier-Pijpers, Cramm and Nieboer, 2020). As regard to respective
organisation, due to Covid-19 leaders or managers of company support employees by
providing financial support to family of employees who are affected in this situation
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because Richer Sounds handed over control of business to Employee Owner Trust in
May 2019. Participative: According to this, leaders allow their staff members to participate in
decision-making. They consults with his sub-ordinates before making any decision to
how to proceed. This can be achieved when employees are involved in their work and
they are highly trained. According to respective organisation, leaders give proper
knowledge about company so by this employees are working in appropriate manner.
 Achievement: Last important leadership style of Path Goal theory is based on to setting
objectives and motivate employees for achievement of these goals. Leaders make
challenging goals for their team members by expecting from them to perform at their
highest level and motivate them to meet this expectations. This style is most effective in
professional work environment like technical, scientific and so on.
From above analyses from report, Path Goal theory is important to cope with situation of
Covid-19. As employees are important human resource of every organisation. So employees
explains behaviours of their leader which are based on their desires, like structure they wants,
recognised level of ability, affiliation and need of control. As it is a responsibility of leader
analyse characteristic of employee. In context of Richer Sounds, due to pandemic situation
working to this retail business is affected. But they give their employees best information on
maintain highest possible hygiene standards for maintains all precautions to not affected by it.
For effective team work, leaders should improve technology to trend towards online purchasing
for attract behaviour of consumers. So for this, leaders have to give proper training facilities to
employees for achievement of market needs.
Recommendation: It has been recommended as by using Path Goal Theory by Richer
Sounds which is helpful for company to cope with all situation. So leaders have to select a
behaviour according which leads to success of organisation. So company have to use for steps by
which employees do their best for achievement of goals.
Relevance of Path Goal Theory to improve business performance and productivity
According to this theory, it provides a theoretical frameworks to understand that how
various leadership behaviours affect satisfaction and work performance of followers. This theory
is regarded as one of theory which specify four important varieties of leadership as directive,
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supportive, achievement oriented and participative which focuses on relationship oriented
behaviours. This theory explains about how task and characteristic of follower affect
performance of members which are in organisation. The framework which is established in
theory mainly informs leaders of company to choose appropriate leadership styles for complete
task (Pathak and Srivastava, 2020). In addition, this theory attempts to integrate motivation
principles of expectancy theory. This leads to unique theory from all other theories of leadership.
Moreover, this theory offers model in way which are practical in nature. Representation of this
model in a way which highlights and underscores important way in which leaders give
suggestions to their followers. This is a responsibility of manager and leaders to clarify the paths
of company and removes any problems which are faced by followers, any type of obstacles are
come in achievement of their objectives. Furthermore, this theory posits that leaders and
managers are dynamic as they can adjust leadership style as demand of situation. Theory suggest
two possibilities as employee traits and environment that impact behaviour outcome leadership.
Performance and productivity of organisation can be achieved by this theory as leaders have to
remunerate well for any problems that is faced by employee in work environment. Every stage of
Path goal theory aims to maximize outcomes of workers by analysing any factors which have
impact on job performance. In addition, highlighting Richer Sounds should analyse factors which
affect workforce of organisation and then take corrective measurement to solve issues of them.
This can lead to smooth functioning of business and also achievement of objectives and aims
Richer Sounds has set.
CONCLUSION
From the above given information, it can be summarised that the concept of organisation
behaviour help mangers to analyse all the factor that have impact of the performance of
individual such as culture, power and politics. It is very important for mangers of organisation to
motivate and encourage their employees so they can perform well and achieve the organisational
goals. For this various theories such as French and Raven’s power types,Handy's four class of
culture. These theories define culture and power of an organisation that influence the behaviour
of individual. Furthermore, there are various theories that motivate employees in the organisation
such as Tuck man theory and path goal theory from which leader can create a positive
environment for the organisation. Working of team provide so many advantages to company
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managers should always development and working of teams at workplace so enterprise can
perform well at workplace. Organisation behavioural helps in understanding the goals, morals,
and the behaviour of individual.
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REFERENCES
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Chumg, H.F. and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational
behaviour. Computers in Human Behavior. 64,.pp.432-448.
Griffin, R.W. and et.al., 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Isaacs, G.G., 2018. The role of effective change management and psychological capital on
organisational behaviour during organisational restructuring: a cross-sectoral
study (Doctoral dissertation).
Kandeepan, V., 2016. Organisational citizenship behaviour of non-academic staff members in
the university system of Sri Lanka: A case study in university of Jaffna. International
Journal of Information Research and Review. 3(1). pp.1710-1716.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Lee, K.L., Tui, L.G. and Sharif, S.P., 2016. Organisational context and citizenship behaviour:
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International Conference on Management of Engineering and Technology
(PICMET) (pp. 972-977). IEEE.
Majumdar, B., 2018. Organisational Behaviour. Abhigyan. 36(2). pp.74-76.
Miao, Q. and et.al., 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology. 69(3).
pp.834-853.
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