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(Docs) Effects of Culture, Power and Politics on the Organisation

Added on - 23 Nov 2020

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ORGANISATIONALBEHAVIOUR
Table of ContentsINTRODUCTION..........................................................................................................................1TASK 1............................................................................................................................................1P 1 Effects of culture, power and politics on team behaviour and performance....................1TASK 2............................................................................................................................................4P 2 Role of content and process theories of motivation within organisation........................4TASK 3............................................................................................................................................7P 3 Explain what makes an effective team as opposed to an ineffective team.....................7TASK 4............................................................................................................................................9P 4 Concepts and philosophies of organisational behaviour within organisational context.9CONCLUSION.............................................................................................................................11
INTRODUCTIONOrganisational behaviour can be defined as the study of interaction between employersand employees within an enterprise. This is very important concept which is being used by mostof companies for doing management of staff members. According to this concept, managershould interact properly with their subordinates and take care of them by resolving issues relatedto their work. The present report is designed by considering 4Com Plc. This venture wasdeveloped in the year of 1998 which is located inChristchurch, United Kingdom.It is providingtelecommunication services to businesses to large number of customers. They used to offervariety of merchandises such as call recording, broadband, call management as well as reporting,maintenance of telephone system and so on (Bissell and Dolan, 2012). The impact of culture,power and politics upon behaviour of team and individual has been shown in this project. Inaddition to that, various motivational , process and content theories is also explained anddescription is provided about how these techniques helps in attaining ambitions of corporation.TASK 1P 1 Effects of culture, power and politics on team behaviour and performanceCulture, power and politics are three factors that is playing crucial role in anyorganisation. Culture is nothing but an environment wherein people usually perform under theirduties and obligations. It should be friendly and healthy in nature so that work – forces do notfeel pressure on their heads. When they realise good in terms of surrounding, their standard ofwork automatically get increased as people would be able to pay more attention on their day today chores irrespective of thinking about other issues. This makes manufacturing quality betterwithout applying additional schemes. Like every company, 4Com is having its own culture. Theyare focussed towards their goals and objectives of maintaining strong position in currentmarketplace (Burnard and Bhamra, 2011). Employers as well as team leaders are behavingpolitely with personnels. They used to resolve problems related to organisational chores onregular basis after consulting each member. This develop positivity among team members asthey will show their devotion towards towards work and execute innovative strategies foraccomplishing specific task. Thus, it can be said that culture is giving optimistic result sinceparticipants present in group may get motivated by receiving friendly custom.1
On the other hand, power is also influencing on the overall performance of team. Ifpower goes in wrong hand, entire organisation get destroyed. For instance, managers who arepresent at higher authority are committing discrimination by giving appraisals to their fellowswithout detecting their qualities and past report of performance. Then, this will create conflictingenviron amongst other people. Team members get demotivated which negatively impact onproductivity of organisation. Complaints may come from the side of customers that theirproducts and services are not good as they expected. It will reduce the overall number of user ofcorporation (Burrell and Morgan, 2017). Hence, 4com should consider this and recruitappropriate manager for taking care of management activity.In corporation- al context, politics simply refers to the activity of acting inappropriatelywithin venture. People who are at high designation used to play politics by framing someschemes. Their main aim is to gain attention of team heads so that they receive promotion. Thesestrategies are not healthy in nature since it may cause depression to other one to whom wholegame is being played, if he or she is not strong internally. This generates negativity amongst staffmembers since no body would prefer to work in that condition where motivation is not achieved.This also affect on physical health of worker. Hence, supervisor of 4Com require to monitorevery activity happening within workplace. If they found anything not suitable for theiremployees, then they should try to eliminate such circumstances.Handy model can be consider by HR department of 4com plc.According to this model there aredifferent types of culture within in a company which influence individual and team behaviourand performance is discussed below :Power culture :In this kind of culture, authority or power are constricted in few hands. Inother words, it is centralised in nature. Decisions are made very quickly since few peopleparticipate in decision-making. But there is one limitation i.e. assistants have to followeach and every instruction given by their heads. Thus, freedom of employees getimpacted antagonistically and they are not able to present their opinions (CHEN and et.al., 2013).In context of 4com plc is has been observed that as power is centralisedemployees tend to get demotivated easily. Also employers frame rules as per theirbenefits and may even disregard feelings and sentiments of their team members as well asemployees.2
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