Influence of Culture, Politics, and Power on Organizational Behavior

This document explores the influence of culture, politics, and power on individual and team behavior and performance in an organization. It also discusses the application of process and content theories in achieving organizational goals, the factors that make a team effective or ineffective, and the application of various philosophies and concepts of organizational behavior in the context of an organization.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse how culture, politics and power can influence individual and team behaviour and
performance............................................................................................................................3
M1 Critically examine how power, culture and politics of a business entity influence
performance and behaviour of team and individual...............................................................6
P2 Assess how process & content theory attain goals and objectives of an organisation......7
M2 Critically measure application of these theories influence others behaviour..................9
TASK 3............................................................................................................................................9
P3 Discuss what makes a team effective and ineffective.......................................................9
M3 Examine effective theories of team development..........................................................11
TASK 4..........................................................................................................................................11
P4 Apply various philosophies and concepts of organisational behaviour in context of
organisation..........................................................................................................................11
M4 Investigate and measure how concepts & philosophies influence behaviour in positive as
well as negative manner.......................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour is defined as the implementation and analysis of person, team
and group behaviour in the workplace. There are a variety of OB tasks, such as knowing,
regulating and forecasting the actions of a person. This is a file that includes an overview of the
organization's actions of persons, classes, and structure. This expertise is applied to improve the
company's productivity and profitability. This theory applies to different corporate problems
such as efficiency of workers, incentives, market climate, etc.
The Body Shop International Limited is a British beauty, skin care and perfume firm,
trading as The Body Shop. Created in 1976 by Dame Anita Roddick, the brand currently has a
variety of 1,000 items available in over 3,000 stores in more than 65 countries, distributed
between those issued by the business and independently owned and operated shops. The firm,
which originally traded in Brighton, is now headquartered in London Bridge and Littlehampton,
West Sussex, and is controlled as a division of the Natura & Co group by the Brazilian cosmetics
company Natura. Between 2006 and 2017, the firm was owned by L'Oréal, a French cosmetics
company. L'Oréal decided to sell the business to Natura for £880 million in June 2017. In
September 2017, the deal was accepted..
TASK 1
P1 Analyse how culture, politics and power can influence individual and team behaviour and
performance
Organizational behaviour is characterised as a study that measures the influence of
various factors such as power, politics and culture on the success of individuals. Organizational
culture is a concept that involves the ideals, opinions and behaviours that an entity holds. Each
and every company has distinct operating and functional processes (Chan, and Lai,2017). In
order to accomplish corporate targets, there are distinct techniques implemented by numerous
organisations. Multiple administrators with their own form of inspiring workers and increasing
the happiness of employees. Employees employed in the business are influenced by the office
politics, influence and tradition that is practised. Bodyshop is a UK retail chain that supplies
clients with a range of items. It must provide workers with a healthy work environment so that
they can meet the company's desired objectives. Here are the principles of corporate history,
politics and power —

Culture
Community - This is about working in the office with numerous companies. Because of the
culture practised in that business, there are both negative and positive influences on individuals.
It increases employee satisfaction and loyalty where there is a healthy working atmosphere
where all workers are handled equally. Employees of certain companies do not have the ability to
share their views and ideas with senior business management. This limits the interest of staff in
the company's decision making. It is crucial for organisations to create a healthy working
climate. There are various forms of culture embraced by managers in the Bodyshop sense.
Below, these are listed -
Power culture-There are few laws and guidelines adopted by all workers as per this
culture. Few staff or administrators are granted the authority to make choices. Based on what
they do, workers are judged. This adds to fast decision making. This is a strong culture to use for
making the Bodyshop Plc successful.
Task Culture - Which is generated as corporate teams are developed to solve particular
challenges or tasks. Mission is the most critical part, because control is always transferred within
teams and this relies on team members being combined.
Person culture- In certain cases of person culture, persons are treated as distinctive and superior
to the business. To make people live, organisations exist. This is merely a group of people who
work for the same organisation (Conard, and et.al, 2016).
Role culture - There are few laws based on this culture. These are strictly regulated and each
person understands what their duties and responsibilities are. Typically, these types of companies
are hierarchical.
It is important for Bodyshop to provide workers with a healthy atmosphere to improve their
productivity and efficiency. When workers earn bonuses and recognition for whatever good they
do for business, this provides positivity for others to strive harder to accomplish corporate
objectives.
Politics
This is regarded as a detrimental practise that is usually carried out by the organization's
non-performing workers. Their motivation is to draw attention and distract hard-working people.
In nearly all organisations, there are instances of internal politics. Organizational strategy is
divided into four groups, i.e. weeds, rocks, highlands and forests. Personal control and informal

networks include weeds. This are dynamically changing and spontaneously increasing without
any maintenance. The fusion of institutional authority with hierarchical frameworks consisting of
processes, rules, protocols, strategies and guidelines is strongly justified. Rocks are those that are
focused on individual relationships and structured bases of influence. The systematic method and
instructions are known as Forests. There are official tacit guidelines, unspoken routines and
secret assumptions for organisations. If events related to corporate politics are present, so there
are aspects in which workers are influenced —
Demotivation of employees – Manager is often taught to workers who are engaged in performing
nuisance practises. If he is not praised, the other guy who always works hard and doesn't speak
much to the manager gets demotivated.
Productivity is limited - Policy staff and personnel do not work together and are not attentive to
their job position and obligation. They are not able to concentrate on meeting operational goals
and priorities when conducting nuisance operations.
Ambience is spoiled - Corporate politics build a toxic working climate. At such times, quasi or
workers who are interested in assaulting people, making fun of employees and harassing
employees are unable to accomplish corporate objectives (Dedahanov, Rhee, and Yoon, 2017).
The administration maintains, in the sense of Bodyshop, that such practises do not take
place in the workplace. Job happiness of workers is improved in order to escape corporate
politics, so that employees are not interested in doing nuisance tasks. Another aspect that can be
handled by Bodyshop executives to minimise politics is accountability. This raises knowledge
among all workers of corporate priorities..
Power
This is defined as an individual's capacity to make another human function in compliance
with his orders. Different roles are granted to Bodyshop executives and multiple executives are
given authority that can be applied to other workers to accomplish corporate objectives.
Bodyshop has numerous executives who play various positions related to finance, HR, marketing
operations, etc. There are multiple executives in Bodyshop who handle all these functions and
make choices. Managers must have the power to control other workers to accomplish corporate
targets. Below are different powers granted to Bodyshop executives –
 Legitimate power-managers have power of status or function in compliance with this
jurisdiction. It fits the structure of command and control.

 Reward Power-This power is for executives to offer workers gratitude and incentives for
doing something wonderful for the company. In the case of Bodyshop, executives give
lucrative incentives for excellent results.
 Referent Power - This is referred to as the Personality Cult. This entails influence that
encourages others to be drawn and loyalty built in.
 Informational Control-This requires the power to provide details that most entities do not
have. This entails understanding of the tactics of opponents, details on decision support,
etc.
 Expert Power: This happens when a person has in-depth industry and consumer
intelligence, experience and understanding.
Bodyshop administrators have varying powers and they have to control and manage their
subordinates. Power is provided to managers to evaluate their employees' expectations
effectively and provide them with guidance (Halbesleben, and Wheeler, 2015). Reward power is
the most appropriate power tactic used by Bodyshop executives. Employees earn lucrative
benefits and incentives to make them happier.
M1 Critically examine how power, culture and politics of a business entity influence
performance and behaviour of team and individual.
If the three elements of power, politics and society are not used properly, there is a
reduction in the company's competitiveness and efficiency. In Bodyshop, power culture is used
and this reduces the efficiency and efficacy of each and every worker employed in the business.
It is fine when managers use their influence in a constructive way. In the other hand, if control is
employed in negative ways by management, productivity reduces. In an organisation, politics
still plays an important part. Negative policies entail partiality, demotion, racism, frustration,
tension, both of which impact an organization's viability and performance. Conflict mediation is
a significant thing that can be changed if executives at work use physical force. Internal politics
causes workforce negativity. This has a negative effect on employers as staff are intimidated or
threatened. Bodyshop executives must also ensure that no other activity takes place in the
workplace.
TASK 2

P2 Assess how process & content theory attain goals and objectives of an organisation.
Employee motivation is described as the degree of participation, policy, energy and
innovation that an organization's employees need to be present. In order to increase their
performance and competitiveness, executives need to inspire their workers. Bodyshop
management is thinking with how to inspire workers as it can accomplish corporate objectives
and goals with less time in this manner. Motivation is a productive means of creating staff
motivation. Bodyshop is the UK's number one PLC, so inspiring workers and helping them work
towards reaching corporate priorities and targets is important for this business. Motivation is the
central management philosophy and it is the duty of managers to organise and inspire
subordinates for each and every company (Szabó and et.al, 2018). The theory of motivation has
been offered by numerous scientists and philosophers. This helps to analyse the expectations and
requirements of workers and how to improve their happiness levels (Harvey, Bolino,. and
Kelemen, 2018). Basically, workers are offered two forms of motivation, such as intrinsic and
extrinsic motivation. The advantages of such inspiration in the workplace include a safe
atmosphere.
 Intrinsic motivation – It is described as a kind of encouragement that comes from within
a person and does not require any extra effort of any kind. It is a kind of inspiration that
for the company is very uncommon but useful.
 Extrinsic motivation - Extrinsic motivation, on the other hand, is known to be a
motivation that arises from different external causes. Individuals need multiple sources of
encouragement in this situation, such as income, place, strength, performance, etc.
Motivational Theories:
For employee morale, there are several hypotheses described. To evaluate and define an
individual's capacity to work, a positive attitude towards work is important. In order to analyse
and describe the behaviour and mentality of the person, there are different philosophers who
establish useful theories. Here are the various forms of motivational theories implemented by
Bodyshop executives -
Maslow's Hierarchy Theory: This is an efficient principle presented by Abraham
Maslow, an American philosopher. This hypothesis was put forward in the 1950's. In this theory,
there are essentially five processes. These processes provide various stages of fulfilment of the
meeds and demands of individuals. Bodyshop managers inspire workers by meeting the needs

provided at any level. The primary aim of these executives is to allow workers function better
and inspire them to accomplish corporate objectives with less time. The multiple stages used in
the requires principle of Maslow are listed below -
Physiological requirements: This is the first step of the Maslow model of requires. It
covers all of an individual's basic living requirements. When he or she is employed in the
business, the individual's needs must be met. The fundamental necessities are water, clothes,
food, accommodation, climate, etc. These needs and criteria serve to inspire team members in
order to enable them to accomplish corporate objectives in a meaningful way.
Safety & protection needs: the next step of this model requires safety and security needs,
and each and every person needs safe and protected lives accordingly. There is financial
insurance included. This suggests that people should be paying enough to shield themselves or
themselves from any protection and safety-related damage. For Bodyshop workers, all financial
and non-financial protection must be met. This business gives its workers such perks, such as
work protection, life care, dental services, life insurance, etc.
Social Needs: As all physiological and social needs are addressed by people, the next step entails
addressing social needs. Based on this point, a person needs to have social needs. A individual
demands emotional peace of mind, mental positivity, and social acceptance (Khalid, and
Ahmed, 2016). Within the sense of Bodyshop, all incentives are offered to workers so that they
have a strong image in society.
Needs for esteem: As per this move, individuals have a strong demand for esteem and
self-reliance. If they are granted self-esteem & self-respect, workers would be motivated. If
people do not have any other issues, this feeling comes from inside. Bodyshop administrators
and executives give their staff assessments and appreciation so that their level of enthusiasm
improves.
Self-Actualization Requires: The person has completed all criteria at this level and his
needs are satisfied. Bodyshop supervisors ensure that they have successfully managed to help
people meet all the above specifications. The level of self-actualisation is completed after this.
Vroom's Expectancy Theory:

The Expectancy Principle of Vroom: In the year 1964, Victor Vroom presented this
motivating theory. In this model, there are essentially three elements used -
Expectancy: Each worker wants to increase the efficiency of his or her job according to
this. If workers are not prepared to perform jobs and duties in a better way, so work is affected. It
has been said that each and every worker has their own standard of success that is required to do
high-quality work.
Instrumentality: A individual is inspired to work in the business when they are
connected. Bodyshop executives have prospective hires in the company's decision-making.
Valency: Each and every person has different experiences according to this part.
Bodyshop workers are inspired by analysing their specifications and goals. On the basis of
success, awards are granted to them.
There are about 3 million workers employed in this sector in conjunction with Bodyshop.
Different tactics, preparation and human resources are leading to Bodyshop's growth. This
business pays care to its workers and manages human capital and achieves the required
production from its personnel. Bodyshop faces numerous employee-related problems and issues
and has introduced motivational theories to inspire staff and employees. Bodyshop gives workers
multiple perks and employees are offered incentives for inspiring them. The management of
Bodyshop thinks that it is not feasible for it to achieve the role it has today in the corporate world
without human help. When it comes to inspiration, Bodyshop is very focused on new and
youthful workers. This organisation started the S-level initiative to inspire young workers and
employees. This A-level initiative gives young people a valuable career path.
M2 Critically measure application of these theories influence others behaviour.
It has been objectively analysed that all these theories are successfully incorporated
within the company so that they can inspire their workers. These hypotheses shape the behaviour
of workers in a constructive direction (Khan, Khan, and Gul, 2019). If these theories are not
successfully applied within the organisation, the average output would have a negative impact.

TASK 3
P3 Discuss what makes a team effective and ineffective.
Teams are classified as groups of people that are combined to achieve a single mission.
Organizations will increase their competitiveness and profitability if successful teams are
present. With Bodyshop, it is shown that managers are attempting to build powerful teams within
a defined time period that can accomplish organisational targets. Inside an enterprise, there are
two kinds of teams, namely effective and inactive teams. There are various characteristics of
both teams that are described below:
Ineffective teams do not have a goal or intent. The people in an unsuccessful team are not clear
on operational priorities. In such teams, there are more risks of disputes and complications
occurring. For Bodyshop, such teams are not ideal as they impact the company's results.
Successful teams are those with clear priorities and purposes. Members of this unit include the
opportunity to execute all activities in a company on schedule.
Tuckman Theory of team development:
In the year 1965, Bruce Truckman provided this hypothesis. This is a paradigm of team
management that claims that teams must have members who are specialised in unique areas. The
definition consists of five stages of team growth that are listed below -
Forming- It is the first step of the philosophy of team growth. In this the team is assigned
assignments and tasks that it needs to perform. Gathering information, preparation and bonding
are the different tasks involved at this level. Different people come together from different
cultures and have time to chat to each other.
Storming- At this point the team begins discussing their assignments and proposing suggestions
for the completion of project work to each other. There are high chances of confrontation
between participants when and of them proposes ideas.
Norming- Team members are working on procedures in this process that are decided on
principles and guidelines in which they can run.
Output- This stage is characterised by a high degree of autonomy, expertise, motivation and
competence.
Adjourning- This is alluded to as the final period of team development in which the mission is
finished and the team member is split.

Team scheduling is an important element that enables managers to accomplish and execute
company projects and events in a specified amount of time. Bodyshop managers have to make
sure they build productive teams that incorporate all the skills listed above. Team management
helps handle and organise multiple activities better. Conflict management is often a critical
variable that is solved appropriately.
M3 Examine effective theories of team development.
Tuckman theory tells that team members within the organisational teams have to be
important and they must know how to manage the work. There is requirement of developing and
enhancing team member’s skills so that goals can be achieved in less time. It is analysed that
team building and skills are essential for maintaining encouragement for achieving goals and
objectives.
TASK 4
P4 Apply various philosophies and concepts of organisational behaviour in context of
organisation.
The approach of analysing the actions of people working in an organisation is
organisational behaviour. It entails different variables, such as value & values, rituals, practises,
etc. The supervisor's very primary concern is to fulfil the tasks on schedule and inspire workers
on a regular basis. In Supermarket background, the company's director uses certain ideas and
principles as follows:
Company Condition: There's still no clear contact with the team members in the current scenario
of the company is not God in the sense of Bodyshop, which influences the entire efficiency of
the business in an acceptable way. This causes a lot of chaos within team members and
influences the priorities of the company. The boss uses the Path Goal Principle in order to work
with the circumstances in an impressive way, which is discussed in depth below:
Path Goal Theory
The mission philosophy of the direction focuses on defining different types of leadership
in order to accomplish the organization's aim. In relation to Bodyshop, the organisation needs to
improve employee motivation and satisfy them in order to achieve efficiency.
Categorization of Path Goal Theory

Employee features: The high-level authority enhances awareness of the wishes and
expectations of its workers in the sense of Bodyshop, so that it is easier for them to inspire
employees on an ongoing basis. It promotes a constructive workplace mindset and motivates
workers to contribute for the organization's goal.
Environment and Job Attributes: Bodyshop leaders concentrate specifically on the
issues encountered by workers in the work area in this factor. In relation to this aspect, the higher
authorities are specifically concentrated on ensuring that no conflicts occur in the workplace,
thus establishing a productive work area. Working efficiency and productivity was the end
consequence of this.
Leadership behaviour: In this step of the Road target, as they are well aware of the
organization's personnel and other considerations, the individual insists on choosing the most
appropriate form of management leadership. The result of this is that in the given time frame,
Bodyshop executives can easily accomplish their defined market targets and goals in a very
successful way.
In relation to the above, Bodyshop's managers concentrate on embracing the most critical
type of management style known as the style of Participative Management. This style reflects
specifically on the work and effort of staff and executives, and can also ensure that employees
are engaged in the decision-making process as well. This method helps create a healthy culture
as workers can quickly address the challenges they face, thereby improving the contact process.
This leadership style has both positive and negative impacts. In the sense of the motivation of the
beneficial employee, workers are encouraged to accomplish the ultimate goal by working in a
productive atmosphere without any disputes, thereby improving job efficiency. In the other hand,
the unfavourable aspect is that the members of the team are likely to have disagreements. So the
most significant thing for Bodyshop is that all the bad ones should be taken into account.
M4 Investigate and measure how concepts & philosophies influence behaviour in positive as
well as negative manner.
It has been assessed that OB is a term that involves the theory of the Course Target. It
consists of different components, such as employee, mission, characteristics of the atmosphere &
actions of leadership or style. Many of these components contribute to the management of
market circumstances that exist within the environment. In comparison, the philosophies of

corporate action consist of autocratic as well as contingency philosophies. Marks & Spencer
administrators use the Contingency philosophy to deal with the issue of inadequate coordination.
CONCLUSION
It can clearly be inferred, with the aid of the aforementioned discussion, that the actions of
individuals within companies has a direct effect on the success of the company enterprise. It is
necessary for managers to analyse employee needs and demands in order to create a healthy
environment within the organisation. In addition to this, hypotheses, principles and strategies
used by the company's executive team help fulfil the needs of their employees in a productive
manner..

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