Influence of Culture, Power and Politics in Team Performance

This report explores the influence of culture, power, and politics on team performance in an organization. It discusses the different types of power, the impact of culture on performance, and the role of politics in decision-making. The report also evaluates motivational theories and discusses what makes an effective team compared to an ineffective team.

Organisational Behaviour
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Table of Content
Contents
Contents...........................................................................................................................................2
P1 Influence of culture, power and politics in team performance...............................................3
P2 Evaluate certain motivational theories...................................................................................6
P3 Discuss what makes an effective team as opposed to be ineffective team.............................8
P4 Concepts of organisational behaviour..................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organisational behaviour depicts the relationship between subordinates and manager and
it is a broader term that includes attitude, behaviour, perception, motivation and many more as it
involves day to day activities in a workplace (Balwant, 2018). In other words, it involves the
study of human behaviour in an organisation as they have different style of working and
procedures. This report is based on Ryanair which is situated in Ireland. It provides low cost
services among their clients which in turn gain rivalry edge at a global level. This report
comprises of the influence of power, culture as well as politics on both the performance of team
and individual. This report covers various types of theories of motivation which help in meeting
targets in a respective time period. It includes differentiation of effective and non-effective team
with the help of models like Tuckman and Belbin theory. At last, this report includes various
philosophies of organisational behaviour in accordance of chosen company.
Part 1.
LO1 Influence of culture, power and politics in team performance
Organisational behaviour is a broader term that includes culture, power and politics as it
has a greater impact on the performance of team members which promote an extensive growth
due to the reason that they have ability to work beyond their best so that they could accomplish
targets within limited time period (Baumeister, 2016). The top manager of Ryanair has authority
to influence the colleagues by its act and behaviour and maintain proper code of conduct to
facilitate smooth flow of activities in a workplace.
Power: It is defined as the capacity or authority of top manager to control the behaviour
of team members or its subordinates so that they could work together for attainment of common
purpose (Ogbar, 2019). The control is in the hands of supervisor who have considerable power to
monitor and control the overall activities of enterprise but just like coin has two sides that is head
and tail, in the same way power has both positive as well as negative aspects which assist the
company to achieve prominent position over a marketplace. The senior authority of Ryanair has
great authority to direct the behaviour of people and to facilitate that they have understood the
objectives in a desirable manner. With reference to Ryanair, the theories of power are given
beneath:
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Coercive power: This involve the purpose of threatening the employees as if they are not
working properly then they would lose their job (Bens, 2017). This create a negative
consequence as they would not be performed properly and get fear in their mind which create a
hesitation among them. This power is allocated to the CEO of Ryanair who emphasise on getting
more output from their staff.
Reward power: This type of power is dedicated to employees who get rewards for their
excellent performance and develop a positive attitude and create a good atmosphere in a
respective place. The board of director has such power in case of Ryanair who could encourage
and motivate their staff in order to enable higher performance. They appreciate the efforts of
staff and provide them with bonus and other compensation benefits so that they could work with
zeal and efficiency and aids in meeting the targets in a short span of time.
Legitimate power: This involve the position hold by an individual in an organisation as
they have more capacity to influence or command their team members which involve proper
planning and direction. The managing director of Ryanair have such power to track the overall
activities and working procedures so that they could contribute majorly and efficiently in
performing beyond their potential. This ensure future growth and success in a workplace.
Moreover, the principle of unity of command is followed in an organisation which tends to avoid
confusions and misunderstanding among them as they could get direction or order from a
particular person.
Expert power: This arise from the knowledge, skills and capabilities of an individual as
they render an expertise advice that render growth and meet the productivity. In reference to
Ryanair, the power is in hands of managers who render an effective solution among their clients
and has ability to cope up with pressure which in turn maximise the profitability and revenue
over a marketplace.
Referent power: This base of power is earned through respect and dignity by its conduct
that has greater influence among its team members (Blowers, 2017). The manager and directors
of Ryanair treat their employees in a fair manner and inspire them by rendering proper guidance
and advice which boost the confidence and self determination of subordinates. This promote a
good culture and a sense of team spirit who work with them and produce a desired level of
output. Therefore, it builds morale and trust of employees which develop confidence and help in
retaining them for longer time period.
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Politics: It is associated with group of activities which help in firm in making an
appropriate decision as it has direct impact on internal environment of business entity. It involves
the formulation of formal and informal strategy as it has to be eliminated in order to generate a
positive reputation in a marketplace. In relation to this, it adversely affects the overall business
activities which are described as follows:
Changes: They are taken place at a fast pace due to the reason of globalisation so it
become difficult for firm to make transformation in technology and to determine the expectation
of customers and so on. It became difficult for the staff of Ryanair to cope up with changes in a
quicker manner which affect their overall performance.
Minimise the productivity: The subordinates would not be performed effectively as they
would be trained enough to handle complex situations. In case of Ryanair, they would not show
much interest and are not ready to accept the modification and lead to errors and mistakes which
reduce the overall productivity and tarnish the image of company.
Culture: This involve the norms, ethics and code of conduct as it allows a systematic
implementation of activities in a workplace (Gkorezis and Petridou, 2017). The top manager of
Ryanair uses Handy’s typology which consist of four aspects are prescribed below:
Power culture: In this, the power is hold by top level managers as they have capabilities
to take all decision and monitoring the activities of staff so they enjoy great privilege and
maintain optimum balance between authority and responsibilities among them. The senior
authority of Ryanair assigns the work and delegate the responsibilities among their staff which
aids in improving their performance.
Role culture: In this type of culture, there is proper division of work among staff in
accordance to their talent as well as skills so as to make them capable of handling challenging
task and additional responsibilities. The manager of Ryanair could make proper organising of
work in order to avoid duplication of activities and make them clear of their roles to avoid any
sort of confusion among them.
Task culture: In this, the team member performs together and facilitate cooperation and
unity which help in rendering an effective solution of complex issues. In case of Ryanair, there is
division of team which constituent of five members and involve equal division of work as they
focus on attaining task in a creative manner.
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Person culture: This kind of culture create a harmonious environment as they emphasise
on adding value proposition to employees (Hulleman and et.al., 2016). In the context of Ryanair,
the manager invites the opinions of staff so as to make them feel that their presence is more
significant which also make them feel delighted and happy.
Impact of power, culture and politics in individual plus team performance
Individual Team
Power There is not assignment of
task in an appropriate manner
which could affect the
performance of an individual
basis.
Due to mismanagement, it
could suffer the overall
performance of team members
as a result reduces the
efficiency.
Culture Every organisation has its own
culture and unique style of
working. Sometimes, this
create difficult for employee
as there is chances of language
barriers, clashes in culture
which possess a great
difficulty for employees.
Due to modification in a
business, the manager adapts
changes but it is difficult to
convince every one to accept
changes which minimise the
growth of a firm.
Politics The performance of an
individual may be affected due
to the reason of occurrence of
politics which in turn creates a
overall bad impact.
When employees are highly
engaged in internal politics
then it minimises the
effectiveness and productivity
of team members.
LO2 Evaluate certain motivational theories
Motivation is described as the process of stimulating people though inner motives, desire
and drive that is possess by individual for accomplishment of a goal within respective time
period. It is very essential in every organisation because it assist employees to contribute them
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for higher performance which render future success and growth in a workplace. The theories of
motivation are showcased below:
Process theory: In this, changes are taken place in a workplace as it is accordance to
employees demands and expectations. The manager uses Maslow’s theory which ai detailed
beneath:
Maslow’s theory of hierarchy: According to this, there is unlimited wants of human as
after satisfaction of one need, there is arrival of another need (Jelphs and Dickinson, 2016). It
follows a sequence of steps depending upon the nature of individuals. The hierarchies are as
follows:
Physiological needs: This type of need emphasise on fulfilling the basic criteria such as
food, air, clothing, shelter, water and so on as without which the survival of human is not
possible. These are fundamental needs for which the manager of Ryanair must recognise the
needs of staff in order generates maximum output as it focuses on achieving goal so that they
could contribute more efficiency. The manager of Ryanair aims to fulfil these needs of their
employees as these are basic needs which is essential in every one’s life.
Safety needs: Then other needs which provide more safety towards their employees in
terms of financial income. This provide an individual to become financially independent and
provide an individual to improve their standard of living in a society. Also, the manager of
Ryanair engages the participation of employees and provide them with incentives and other
monetary benefits which increase their level of job satisfaction.
Social needs: This type of need is significant which provide employees to overcome
loneliness and help to improve their mental well-being. In today’s era, people are suffered with
various problems which create anxiety, anger and depression among them so it is essential to
communicate others and share their feelings which also help in developing good network. The
manager of Ryanair should establish mutual relation with their colleagues and listening their
grievances by rendering an effective solution and develop a friendly behaviour as it promotes a
positive atmosphere in a workplace.
Esteem needs: This type of needs emphasise on several egoistic needs such as self-
motivation, skills, abilities, and competencies which could be achieved through immense level of
hard work (Kinoshita, K., MacIntosh, E. and Sato, 2019). Self-respect could be earned by an
individual by showing gratitude as well as calm and polite nature which assist in taking proper
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decisions. In addition to this, the senior authority of respective firm could focus on building
goodwill after it has satisfied the social and financial needs as they prefer a safe and a secure
future.
Self-actualisation needs: This is final stage of hierarchy in which people realise their
potential and want to fulfil their dreams and focus on personality development in an innovative
manner. The manager emphasises on accepting transformation in a business and take challenging
task as its desire is to become successful that provide benefit towards the society.
Process theory: This kind of theory emphasise on meeting the requirements of individual
and satisfy them in a psychological manner. The manager focuses on development of an
employee which ensure greater growth and improve the overall productivity in a desirable
manner. The manager of Ryanair implements Vroom Expectancy theory which is elucidated as
follows:
Vroom expectancy theory: This theory is developed in order to determine the level of
motivation who contribute their best so as to achieve greater performance which in turn
maximise the performance and help in preparing them for producing excellent results. The
employees tend to work hard by accelerate their skills and knowledge base that ensure greater
transparency and accountability in a workplace. In context with Ryanair, the senior authority
would value their employees which maximise the profitability over a marketplace.
Part 2.
LO3 Discuss what makes an effective team as opposed to be ineffective team
An effective team is important in an organisation for attainment of business objectives
successfully as it help the company to run smooth operations and help in facilitating changes in
an appropriate time period (Kitchin, 2017). This brings coordination and ensure greater success
in future and render growth in a best possible manner. The comparison is as follows:
Effective team Ineffective team
They are clear about their goals and form an
excellent communication strategy by putting
efficient ideas.
They do not make proper goals and does not
provide equal participation of employees
which create imbalance in a workplace.
They are dedicated and promote a sense of
team spirit which improve the overall
They are not ready to accept responsibilities
and dislike to accept transformations.
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performance.
They are active listener that build a greater
success and has ability to manage work load.
They are not active listener and get into
arguments very easily which lead to poor
performance.
Tuckman’s model: This model is propounded by Bruce Tuckman that provide several
conceptions and help in tackling task and thus build a strong team (Miao and et.al., 2020). The
four stages are as follows:
Forming: This stage put major emphasise on allocation of work amongst the team
members and also, they have to independently perform their task on their own. This involve
formulation of an appropriate strategy and collection of relevant information so as to facilitate
smooth operations of a business in an effective and efficient manner. The manager of Ryanair
should make proper planning and coordination which ensure greater prosperity of success.
Storming: This stage involves the consideration of ideas and built an effective relation
with its team members so that they could contribute their best. The manager of respective firm
encourages their subordinates to work effectively and efficiently so that they could bring positive
outcomes. A smart leadership is important who renders proper guidance and direct the behaviour
of subordinates is also they are highly committed towards the objectives.
Norming: It involve the regulation of rules and regulation which create a positive and
harmonious atmosphere in a workplace. This build an effective team spirit and boost the morale
and motivation of subordinates to work with potential and provide new and creative ideas that
promote the growth of an organisation.
Performing: This is the final stage which involve the motivation and knowledgeable
among its team members. The members of team is more competitive in nature and they execute
the proper planning and make an appropriate decision which provide assistance amongst the
team members to accept challenges and make use of opportunities which facilitate smooth flow
which in turn allow the firm to involve participation of employees and consider their opinion.
Therefore, this improve the overall productivity and meet with dynamic environment.
Belbin team roles: This involve personality test and evaluate the performance of
employees and obtain their feedback which provide suggestions by monitoring and controlling
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the activities (Pereira, Malik and Froese, 2017). This consist of nine roles which are showcased
below:
Monitor evaluator: They are judgemental as well as logical in nature and also assist the
firm in making strategic decisions. The manager of Ryanair is very polite and sober in nature
which provide capability to the firm to ensure success.
Plant: The personality of plant tends to be more creative and also, they emphasise on
rendering an innovative solution among their clients in a proper time period. The manager of
Ryanair are imaginative and prepared who provides solution of problems in a quicker and
efficient manner and has ability to meet with targets.
Shaper: This is essential in a changing and competitive era which covers traits such as
challenging and are dynamic in nature. The manager of Ryanair emphasise that their team
members should prone to be courageous and overcoming various obstacles that improves the
overall productivity.
Implementer: This involve traits that individual has to be reliable and practical in nature.
The leader of concerned firm facilitates proper organising of work and take immediate actions
which help in accomplishment of task.
Finisher: This is most important role of team as they have to be conscious and polish
every sort of errors which ensure completion of work with perfect in a short span of time. The
leader of respective firm emphasises on good quality of standards which generate positive
reputation across the globe.
Coordinator: This include various traits such as maturity, confident and are highly
focused. The top manager of Ryanair tends to be delegated in nature who set goal and stick
towards it which help in meeting goals of an organisation.
Team worker: They tends to be cooperative and perceptive which assist the team
members to manage their work in an effective manner. The leader of Ryanair applies the
principle of Esprit de Corps which promote unity and build a strong team.
Resource investigator: They tends to provide deep knowledge and are interactive in
nature also they are regarded as enthusiastic. The leader of Ryanair is outgoing in nature and
also, they like to explore different opportunities available in a marketplace and they combat
external threats.
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LO4 Concepts of organisational behaviour
Path goal theory of leadership: This theory is based on several style of leadership that
has ability to influence other as the main motive is to accelerate the motivation of employees and
empowering them in order to achieve productive result (Priess-Groben and Hyde, 2017). The
action of employees which assist the firm to accomplish goal should be immediate in case of
Ryanair as it promotes a good environment in a workplace. The senior authority of Ryanair uses
democratic style of leadership as an appropriate which consider the opinions of staff and
increases the level of job satisfaction.
It involves various steps which are concisely detailed below:
Attributes of subordinates: The manager must determine and understand the
requirements of employees and the skills and knowledge they possess so that task is allocated to
them in an appropriate manner in accordance of specialisation. If the needs of employees are not
understood then it would feel dissatisfied and thus create an unhealthy environment. So, the
manager of Ryanair must understand the needs of staff and must include in every aspect of
decision-making procedure. By engaging them in daily activities and decision making process,
the manager of Ryanair would enhance their job satisfaction level and improves the overall
working procedure which accelerates greater productivity.
Task plus environmental characteristics: In this, it is essential to solve a complicated
issue and overcoming challenges which provide a bright future and ensure greater success. This
possess several characteristics which are as follows:
Task designing: The leader plays a prominent role in designing the task among their staff
and involve proper division of work that fit best to their roles as so to ensure greater satisfaction
level (Saide and et.al., 2019). There should be proper clarity so that there is not any sort of
confusion among them. In case of Ryanair, the senior executive must consider proper division of
work among their staff so that they could work with enthusiasm and potential so as to produce
maximum output.
Formal authority: The leader has power to control the overall activities and facilitate
direction of action that bring coordination and establish high standards of a corporation. The
leader of Ryanair would create a strong vision and is highly committed towards the objectives
and its provide delegation of authority and also they emphasise on developing formal relation
with them by communicating and interacting them.
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Team work: The leader has to promote strong team spirit which has ability to influence
others which lead to attainment of vision. It renders an excellent advice among their subordinates
that promote better understanding and strong employee relations. This develop positivity and
integrity among them it also motivates their team members to work hard so that they could
achieve positive outcome as it fills enthusiasm among the employees. The top management of
Ryanair would promote a sense of team spirit by facilitating unity of action and unity of
command in an organisation as it ensures greater discipline and develop a sense of cooperation
among them.
Leadership styles: There are different styles of leadership that is implemented in an
organisation as each has several aspects which are as follows:
Democratic style: This involve the manager to involve the participation of staff in
decision making process and consider their ideas and opinions so that they could feel that their
presence is significant which contribute a greater success as well as prosperity of a company. In
case of Ryanair, it would welcome the ideas of staff and help in contributing greatly towards the
objectives and vision which create a bright and success in future and make them satisfied and
delighted by ensuring that their ideas have worth in a workplace.
Autocratic style: Under this, the manager follows strict rules and regulations and
punishes those who does not work properly and also rewards them. In this, they take fast
decisions and control is exercised only in the hands of senior authority. The senior executive of
Ryanair would promote discipline by making strict rules and regulations and punishing those
who are not following the order as it promotes greater transparency.
Critically evaluation of team development theories and philosophies of
organisational behaviour
Team development is vital in an organisation as it create a harmony and peaceful
environment but at the same time if views and opinions of employees are not taken into
consideration then it creates misunderstandings among them. Proper use of team development
model such as Belbin and Tuckman model would bring proper coordination and create a strong
unity among them. Path goal theory is also used which involve several attributes such as
leadership characteristics, task designing and several characteristics of employees as this model
is used by Ryanair to improve the performance of staff by ensuring more productivity.
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CONCLUSION
From the above information, it can be comprehended that organisation behaviour has a
greater role that help in finding the right people at a proper place which promote a good culture
and thus develop a good team spirit. There is huge impact of culture, power plus politics on
individual performance which create an implication on business activities. An efficient team
promote the growth and also, they are energetic and enthusiasm in nature. The path goal theory is
also determined in this report which provide assistance to the manager of company to make best
decisions which aids in meeting targets in a limited time period. The several types of motivation
theories such as Maslow’s and Vroom expectancy that meet the needs and wants of employees.
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