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Individual and Team Behaviour: Impact of Culture, Power and Politics

   

Added on  2020-10-23

17 Pages4706 Words55 Views
ORGANISATIONBEHAVIOUR

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1PART 1............................................................................................................................................1LO 1.................................................................................................................................................1P1. Impact of culture, power and politics on individual and team behaviour with theirperformance.................................................................................................................................1M1................................................................................................................................................3D1................................................................................................................................................4LO 2.................................................................................................................................................4P2. Effectual attainment of targets through content and process theories of motivation andmotivational techniques...............................................................................................................4M2................................................................................................................................................8PART 2............................................................................................................................................8LO 3.................................................................................................................................................8P3. Understanding an effective team in contrary to an ineffective team.....................................8M3................................................................................................................................................9LO 4...............................................................................................................................................10P4. Application of concepts and philosophies of organisational behaviour within Tesco........10M4..............................................................................................................................................11D2..............................................................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13

INTRODUCTIONOrganization behaviour (OB) is associated with the field of studying ways in which firmgets influenced through groups, structure and individual’s behaviour that are working in it.Behaviour possessed by employees is uncertain as well as varies from each other depending ontheir personality and many other factors. However, to monitor the behaviour of employees isimportant for management to assess their needs and accordingly, the decisions can be taken tosatisfy them (Kitchin, 2017). As per the given case, Tesco is the selected organisation in presentreport which is the leading retail organisation of UK based in England that is specialised indealing in clothing, electronics, furniture, financial services and many more. With reference tosame, influence of culture, politics and power will be analysed on the behaviour of others alongwith evaluating the way to motivate individuals and teams for achieving goals. Further, way toco-operate effectively with others will be understood with application of concepts andphilosophies of organization behaviour.PART 1LO 1P1. Impact of culture, power and politics on individual and team behaviour with their performanceCulture can be termed as the set of beliefs, values and behaviours that decides the socialand psychological environment of business. Culture, politics and power have a huge and directimpact on the way in which individuals and teams behave as well as perform their tasks. Impactof culture on team and individual behaviour as well as performance can be understood by usingHandy’s model of organisational culture. There are basically four types of cultures thatorganisations adopt i.e. power, role, task and person (Charles Handy’s model of organisationalculture, 2018). Power culture refers to the firms where few individuals influence the entireorganisation and they are the one who make decisions, impose on others and expect to get resultsirrespective of fact that whether the judgements are in the best long term interests of organisationor not.1

Figure 1: Handy's Four Classes of Culture(Source: Charles Handy’s model of organisational culture, 2018)Likewise, role culture is one where there is a highly defined structure in which authoritiesare clearly delegated among employees and power relies as per the position that individual holdsin organisation. There are many rules in this types of culture and everyone in company is wellaware with their roles and responsibilities. In task culture, power is derived from expertise andthere is no single source who is possessing power because the structure of these kinds oforganisations is matrix. For solving some particular problems or to work on specific project,teams are formed in this culture (Hilton, 2017). Apart from that, in person culture, people aregiven with very high importance and thus, sometimes, they tend believe themselves to besuperior to their work and even organisation. Power in this culture lies with each member of thegroup and employees are generally willing to perform their tasks well. Task culture is being followed in Tesco being the large organisation where there arevarious departments and time to time, necessary changes in structure are brought depending onthe demand of situation. It proves to be highly helpful for getting the quality as power here iswith those have expertise rather with individuals having favourable positions in organisation.This is the reason Tesco is flexible as well as adaptable (Pereira, Malik and Froese, 2017). Thus,it can be said that culture highly impacts the organisation in terms of influencing individuals andteam’s behaviour and performance and accordingly, they perform their tasks and create eitherpositive or negative working environment.2

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