Organisational Behaviour: Impact of Culture, Politics, and Power on LG

This report explores the impact of different culture, politics, and power on LG Electronics Inc. in the context of organisational behaviour. It covers Handy's Typology Model, French and Raven's power aspects, Chantal's characteristics of political behavior, and theories of motivation by Maslow, Expectancy, and Tuckman. It also discusses effective team roles according to Belbin's model and the concepts and philosophies of organisational behaviour, including the Path Goal Theory.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Impact of different culture, politics and power on LG.....................................................3
LO 2.................................................................................................................................................5
P 2 Theories of Motivation.....................................................................................................5
LO 3.................................................................................................................................................6
P 3 Effective team as opposed to an ineffective team............................................................6
LO 4.................................................................................................................................................8
P 4 Concepts and philosophies of organizational behaviour..................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational behavior is the study of both group and individual performance and activity
within an organization. This area of study examines human behavior in a work environment. LG
Electronics Inc. is a South Korean multinational electronicscompany headquartered in Yeouido-
dong, Seoul, South Korea. This report covers questions such as path goal thory, theories of
motivation, theories by Tuckman and Belbin and the model of Handy’s typoplogy and Fench and
Raven.
LO 1
P 1 Impact of different culture, politics and power on LG
Handy's Typology Model
Power Culture-
LG applies this culture in their organization the power in the company is only with the
top level of management as they are the only one who influence others throughout the
organization. This culture has some rules and regulations such as the people who have the power
will take the decisions for the company. Decision taken in this culture are quick which
sometimes creates consequences such as judging the employees on their achievements rather
than their way of working or their approach. This culture is the strongest culture if not implied
properly then it can make the environment of the organization toxic. (Osland, Devine and
Turner, 2015)
Role Culture-
This culture strictly tells the organization to follow each and every rule. Every employees
in the organization is told clearly about their rules and regulations and what are their roles and
responsibilities. Power in this culture is taken out by the position of the person. These structures
are build tall with a chain of command which is very long. Drawback of this culture is that it is
very slow and tends to avoid taking risks.
Task Culture-
This culture is solely formed by an organization so that they can find a solution to a
specific problem. Effectiveness of this culture depends on the performance of the team. If the
team which have been assigned for the task have the skills qualities which are required for the
job then they can figure out a way which will be creative and productive for the organization.
Person Culture-

The employees working in the company feel superior and unique as they believe that no
organization can run their operations without their skills and qualities. If LG wants to succeed
more in the market then they need to treat their employees with equal respect. (Miner, 2015)
Impact of power
French and Raven- This aspect is divided into five parts-
Legitimate power- This power is concerned with the designation or the title of the person
employees of LG will listen to the CEO of the company because of its position not because of his
influence.
Reward Power- This power is concerned with making someone do things for bonus or raise or a
promotion. There is always a high possibility of making someone do things by offering them a
reward.
Coercive Power- This is a slight risky and abusive power that is why LG don’t apply it in this
culture. It states that if the employees don’t work then they are threatened or even punished
which is not effective every time as they can leave it anytime.
Informational Power- This power is concerned with information. If someone has the
information in the company and the other person wants that then the person with the information
has the power.
Referent Power- This power comes with treating another person with respect that is why the
company has made it mandatory to treat every one with equal respect. One drawback of this
power is that it can be easily abused as no one had to do any hard work for it.
Chantal’s Characteristics of political Behavior-
With the help of different studies it has been proven that employees who possess the
skills and abilities of politics can manage the staff of the company in a better way in which they
also have the ability to handle the factor of stress. That is the reason why LG uses these type of
people in their organization so that they can take better decisions which gives them better output.
One thing that the company from these type of people is they are very manipulative in nature
which sometimes lead to influence the employees of the company in a negative manner. To
improve this order LG must take the control from them if they don’t then they will face some
issues that won’t be good for the company and may affect their operations in future.

LO 2
P 2 Theories of Motivation
Content Theory- This theory emphasizes on why needs of every human change and increase
with time.
Maslow’s Theory of Motivation-
Physiological Needs-
This level of needs are concerned with fulfilling basic needs such as food, shelter, clothes
etc. LG provides their workers with incentives and services so that their needs can be fulfilled.
Safety Needs-
These needs develop when physiological needs are fulfilled. LG keeps all the things in
mind so that the employees of the company don’t divert there mind at the time of natural
calamity or recession. If they loose their focus then they won’t work efficiently for the company.
Social Belonging-
This need is concerned with having friends, family or someone whom the person can
share his feelings. That is why LG puts the new employees into a team so that they don’t feel
alone and engage in a conversation in or outside the work. (Lăzăroiu, 2015)
Self Esteem Needs-
Every people in the company wants to be known and wants to be recognized by
everyone. This need is concerned with the status, respect and ego of the people. LG has made a
rule to treat everyone with equal respect so that everyone feels recognized apart from this they
also award their employees on the basis of their performance.
Self Actualization Needs-
This is the last stage of the need theory of Maslow this needs states that person feel that
he should get what he deserves or he must accomplish his status according to his potential. LG
consults their board of directors to include someone in the higher chain of command sso that
their these needs can be fulfilled.

Process Theory-
This theory helps to understand the psychology and behavior of the humans so that they
can be motivated.
Expectancy Theory-
It is believed by the people that their effort and hard work will give them the outcome
they have desired. Usually this theory is concerned with the past experience of the person.
Instrumentality-
This theory states that every individual working in the company will get a raise or
promotion according to his or her promotion.
Valence-
This aspect is concerned with the value of the work. It is related with needs and goals and
other sources which give motivation to people. It also helps in increasing the level of motivation
and add to the strength of the value. (Podsakoff, MacKenzie and Podsakoff, 2018)
LO 3
P 3 Effective team as opposed to an ineffective team
Belbin’s Team Roles-
Resource investigator-
These type of people are enthusiastic in nature and they tend to explore new opportunities
for the company that’s why LG prefers these type of people in the company.
Team worker-
Company has the scope to use or work with these people as their work pattern is effective
but one thing that they need to keep in mind is they easily get offended. (Vasu, Stewart, and
Garson, 2017)
Coordinator-
These type of person are generally the leader in the company or the chairman. Belbin
considered them to be perfect in their work because of their listening skills. Leaders of LG
delegates the task to the lower level as they are calm.
Shaper-
These people help LG to increase the efficiency of the work. These people are extrovert
in nature and they engage in conversation with the clients easily.
Implementer-

Company believes that these type of people are those who actually understands the aspect
of the work. They are the ones who change their plans into actions so that the company can
achieve their goals easily. This is the reason why company relies on half of their work to be done
by them.
Complete Finisher-
These people help the company to see that the work they are doing is up to the mark and
error free or not. Weakness of the employees sometimes affect the company in a very bad way.
Plants-
These people are creative in nature. LG has the scope for using these people as they deal
in electronics which requires constantly new and creative idea. It will also help the company to
complete their task in an smooth and efficient manner. (Kinicki and Fugate, 2017)
Specialist-
These people are those who consist a special and huge amount of knowledge in the area.
Company can use their knowledge in new areas to explore as these people feel pride in what they
do and how they do things.
Tuckman’s Theory- is divided into five parts-
Forming-
Employees depend highly on the leaders of the company to seek the guidance and
direction from them. The reason behind this is they are unclear about their roles and
responsibilities. That is why leaders at LG are ready to answer them about the aim and purpose
of the company.
Storming-
Decisions are not taken quickly in LG. The team members who are trying to make a place
in the company has to face a lot of challenges. In this stage their clarity of direction is increased
but they have to work in an environment which is very uncertain.
Norming-
Norms are agreements are formed in the company on a regular basis. It helps in clearing
the responsibilities and role of people. It helps in forming up big decisions of LG under group
agreement. On the other hand decisions which are small are delegated to individuals with small
teams or small groups.
Performing-

LG is aware of their performance in the strategic environment and they know the working
pattern of their operations. The company may have a vision which is shared but they have the
power to stand on their own feet. LG don’t require instructions neither they want their
organization to be assisted. (Judge and Robbins, 2017)
Adjourning-
This is the last part of the model by Tuckman and it is also known as deforming and
mourning. It helps the company to view their purpose beyond the level of earlier stages but it
does not focus on managing and the development of team which is the prime focus of the
company.
LO 4
P 4 Concepts and philosophies of organizational behaviour
Path Goal Theory-
This theory helps the employee in the work environment as it is totally based on the style
and behavior of the leader. Any employee will behave according to the outcome of the operation
as this theory is similar to Vroom’s expectancy theory. This theory helps the leaders to select the
behavior which is suited to them so that they can guide the employees to the right path.
Employee characteristics-
Employees of the organization judge their leader if they don’t provide them with the
organizational structure which fulfills their needs. Leaders of the company make it in a way so
that the employees of the company don’t get demotivated and there needs are taken care of.
Task and Environmental Characteristics-
Focus of the leader must be on achieving the goal for the company. If any problem or a
situation arise then they must take necessary steps to solve it. (Borkowski, 2016)
Design the task- They must design it in a way so that employees of the company can clearly see
the direction.
Work Group- It includes building a strong team so that goals of the company can be achieved
easily and in an efficient manner.
Styles and Behavior of Leaders-
This theory consists variables so that any leader can adjust to it according to their
suitability and behavior so that they can excel at keeping the employees of the company
motivated.

CONCLUSION
From the above studies it has been concluded that LG has been successfully maintain their
operations in the market for a long time and keep on improving. Apart from this the company
takes every measure and provide them with the level of security so that their employees always
feel motivated. It helps them to work efficiently and get better results.
REFERENCES
Books and Journal
Borkowski, N., 2016. Organizational behavior in health care. Jones & Bartlett Publishers.
Judge, T.A. and Robbins, S.P., 2017. Essentials of organizational behavior. Pearson Education (us).
Kinicki, A. and Fugate, M., 2017. Loose Leaf for Organizational Behavior: A Practical, Problem-
Solving Approach. McGraw-Hill Education.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in Law
and Social Justice. 7(2). pp.66-75.
Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Osland, J., Devine, K. and Turner, M., 2015. Organizational behavior. Wiley Encyclopedia of
Management, pp.1-5.
Podsakoff, P.M., MacKenzie, S.B. and Podsakoff, N.P. eds., 2018. The Oxford handbook of
organizational citizenship behavior. Oxford University Press.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.