Influence of Culture, Politics and Power on Individual Behavior
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This report analyzes the influence of culture, politics, and power on the behavior of individuals in the organization. It also evaluates motivation theories and the importance of effective teamwork. Case study: Unilever.
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Organisation behaviour 1
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TABLE OF CONTENT TASK1.............................................................................................................................................3 Influence of culture, politics and power on behaviour of individual...........................................3 Evaluation of Motivation on individual and team performance..................................................6 LO3..................................................................................................................................................7 P3. Effective team as opposed to ineffective team......................................................................7 LO4..................................................................................................................................................9 P4 Application of concept and philosophies of organisation behaviour......................................9 CONCLUSION..............................................................................................................................10 REFERENCES..............................................................................................................................11 2
INTRODUCTION Organisational behaviour is used to analysis and evaluated behaviour and nature of various individual as per working environment of organisation. It is conduced primarily to know about behaviour of particular individual while performing specific roles within company. Effective organisational behaviour promotes growth and success of enterprise in the environment through motivating employees to work hard so that company can achieve its objectives. This report is about Unilever that is large organisation in UK operating its business worldwide to provide qualitative products and service to large number of customers. This report is an analysis of influence of culture, politicsand power on behaviour of different individual that are performing their function in the organisation. It also evaluated various motivation theories that can be used firm to influence employees and helps in understanding of importance of cooperative efforts. TASK1 Influence of culture, politics and power on behaviour of individual Unilever is large organisation having number of employees working together to perform different function and activities so that company can gain competitive advantage in the market. Therefore different people have specific tradition, culture and preference and social behaviour because they live in particular society (Ahmad. and et.al., 2018). Unilever has use effective and innovative culture to motivate employees to work hard for achievement of common objectives. Culture of Unilever help in improving performance and productivity of various employees can be stated through use of Hofstede’s dimensions of culture theory such as: CULTURE Power distance Index:It explains about extension of power and inequality with organisation such as high power index shows that there is high level of inequality and difference in power. Thus, top level management is responsible for taking decision of company whereas in low power distance state that top management encourages view and opinion of other people while taking accurate decision. Unilever has low power distance which helps in brining equality in the culture and motivates employees to work hard through encouraging active participation in decision making. 3
Collectivism and Individualism:Unilever mostly focus on collectivism strategy that means common goals are given priority as compared to individual goals for well being of other employees and effective operation of business (Hadi, Abdullah and Atshan, 2019). Goals of individual are coordinated with organisational goals so that needs of employee can be satisfied and company can gain competitive advantages. Uncertainty Avoidance Index:Company has open, flexible laws, rules and regulation so that it can easily adapt to various changes of environment and expand its business across worldwide. Thus, it helps in enhancing ability to take risk, faced uncertain situation and avoid confusion, ambitious for maximum utilisation of available resources. Masculinity and Femininity: Unilever objective is not only to earn large amount of profit but to provide qualitative services and products to customers. Therefore it focuses on quality of life and provides equal opportunities to both male and female so that they can grow and develop their knowledge and skills. POWER Powerstateabilityandcapabilitiesofvariousindividualtotakedecisionwithin organisation and order other people to perform different function as per guidelines stated by individual. Unilever has delegated power to take decision among various employee and manager so that it can deliver products and service within limited time and gain competitive advantages. Delegation of authority and responsibilitieshelps in creating new leadersand successful employee that are highly dedicated and determined to put their best for achievement of organisation goals (Giessner, 2016). Distribution of power within organisation can be analysed and evaluated through French and Raven’s Power Types that states there are five types of organisation power such as: Coercive Power:It is such power where an individual is forced to perform specific roles and responsibilities beyond its will so main objective of this theory is compliance. Employees of Unilever need to follow all rules and regulation of firm while operating different function with organisation. Top management may use its power to threat and scold ineffective employees to improve their performance in order to work with organisation. But such powers are avoided in Unilever so that better working environment can be provided to employees to satisfy their need and wants (Alziyadat and Ahmed, 2016). Leader and manager of Unilever cannot use their 4
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power to dismissal or demote employees on unfair basis thus helps in promoting equality and justice within organisation. Reward:Manager are given power and authority to reward and recognise performance of employeesthatareworkinghardforachievementofUnilevergoals.Suchrewardsand recognition helps in influence employee to put their best of their capabilities and skill so that desired objectives can be gained. Legitimate Power:Some people get power to make decision and order other people through transfer of position so that they have power to punish and reward employees on basis of their performance within organisation (Griffioen, Doppenberg and Oostdam, 2018). Top management and manager of each department of Unilever have power to delegated responsibilities and authority at the same time punish, reward employees for proper functioning of organisation. Referent Power: Leader and manager that are mostly liked by different employees due to attractive personality, charming attitude and positive behaviour. There are certain leader that have get power to take decision because of their high knowledge, skill and charming attitude to work effectively. Expert Power:Unilever has high skilled and knowledge employees but among them some of the employees are specialised and expert in particular field. Thus, there are given authority to take appropriate decision and can easily pursued other employees to work in particular manner for accomplishment of task. Organisation politics Some of the employees in order to get superior power and position within organisation play politics that adversely impact working environment. Manager of Unilever tries to avoid politics within organisation for health and effective working environment to motivate people. Existence of politics in Unilever can be understood through Chanlat’s Politic model such as: Politics has an negative impact on various team member and individual that are working in the organisation as they play game in order to negatively competitive with each other. So it may result in mental, physical and emotional pain to other people and effect adversely on work culture (Forssell, 2018). Therefore manager of Unilever continuous supervise and monitor performance of employees so that no politics can be played within firm and all individual are 5
provided equal opportunities. It also impact on structure and direction that need to be followed by particular individual while performing different activities. Evaluation of Motivation on individual and team performance Motivation is required by each and every individual so that it can work hard and maximum utilise its capabilities to achieve desired goals. It helps in effective performance and productivity of individual within minimum wastage of resources and time thus promote growth and success of Unilever. Therefore different theories of Motivation are used by manager of Unilever to enhance productivity and performance of employees (Bakotić, 2016). CONTENT THEORY Content theory emphasis on internal needs and requirement of individual or identify various factors that influence people to work. It is further classified into Maslow’ needs Hierarchy theory, Herzeberg's motivator-hygiene theory and Alderfer's ERG theory. Maslow’ needs Hierarchy theory:This theory explained various level of satisfying need and wants of people due to continuous changes in environment demand of people also changes as per situation so they need to be analysed by manager (Grobler and Du Plessis, 2016). It also stated that one basic need are satisfied individual can be motivated to put extra effort through satisfying preceding needs. Physiological Needs:One of the most basis need that are required by each and every individual to survive its life on earth are food, clothe, shelter and proper sleep. Therefore Unilever provide appropriate monetary benefits in term of compensation and incentive so that employees can easilymeettherebasicneedandaremotivatedtoworkhardwithmoreenergyand determination. Safety Needs:It is second stage after satisfying basic need an individual can be motivated only through fulfilling safety requirement. People want security and safety of themselves and their family in case of uncertainty and better future. Unilever has taken steps to ensure safety and security of employee through providing insurance, medical benefits and taking various measures so that they can be protect while working in the organisation. 6
Love and Belongingness Needs: Most people likes to interact with each other’s and share their feeling, view, opinion to one another. Manager of Unilever tries to build strong relationship among employees and provide good working environment that have enough technology and resource. So that employees can easily perform its roles and responsibilities with minimum wastages of time and efforts in searching tools (Motivation theories, 2019). Esteemed Needs: After fulfilment of all above requirement individual expects dignity and self respect with firm as it has work hard for so many years for growth and survival of organisation. Manager provides respect and dignity to people that has high knowledge and experience in the field through providing them opportunity to take decision. Self-Actualisation:EmployeesofUnileverthathavespecialisedknowledgearefurther provided different opportunities so that they can learn new and creative thing and able to perform various function independently. LO3 P3. Effective team as opposed to ineffective team Difference between effective team and ineffective team can be projected in following points. Point of differenceEffective teamIneffective team MeaningEffective team is defined as all such teams that are productive in nature. On the basis of the outcomes of the operations of the team a teamisprojectedasthe productiveoreffectivein nature(Lamprakisand et.al., 2018). Ineffective team is defined as allsuchteamsthatarenot productive. ONthebasisoflackof productivityateamis projected as ineffective. Team meetingsTeam leaders in effective team conducts meetings over regular basis. Teamleadersinineffective teamalsoconductsteam meetings. 7
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Regular team meetings allows leaders to implement necessary changes in strategies of team inordertoachieveall objectives behind the team. Thedifferencebetween effective team and ineffective team is because of regularity in tasking meetings. Team meetings are irregular in natue3rwhichdonotallow teamleaderstoreviewthe performance of team and also tocontrolthestrategic effectiveness(Alsayyedand et.al.,, 2020). Collaborations in strategiesTeam leaders in effective team putcollaborativeeffortsfor formingstrategiesfor operations. Collaborationsofallteam members allows team leaders to implement proper strategies that can derives the best results out of the operation functions. Inineffectiveteamteam leadersdonotinvolveteam members for framing operation strategies. Lackofcollaborations betweenteammembersand leaders do not allow leaders to makenecessarychangesto derive the best results. FlexibilityEffectiveteamisflexiblein natures. Teammembersableto entertain more than one tasks which allows team leaders to manage the team operations. Ineffectiveteamisalsonot flexible in nature as compare to effective team. Due to lack of flexibility many times operations of team not able to manage properly. Tuck man team development Tuck manteam development model is a well diversified approach used in Unilever Company. This model involves stages like forming, storming, norming and performing. 8
Forming: Formingis the initial stage involve in tuck man team development model. This is the stage where all team members meets other team members. On the basis of the operations of team all members are included in the team at this stage. Forming is the stage where issues between team members also emerges (Alasad, 2020). All team members try to show individual potentials and abilities in process to create individual influence in team. Storming:Storming the the second stage involves in team development model. At this stage team leaders try to solve all issues between team members. Individual roles in the team also get clear by team leaders at this stage. Norming:Norming is the third stage involve in team development model. All team members are clarifies about individual roles in the team and overall responsibilities team need to fulfil (Pan and et.al., 2018). Strategies are also fame at this level to achieve the objectives of team. Performing:Performing is the last stage involve in tuck man team development model. At this stage all team members try to implement the strategies framed to achieve all objectives of the team. LO4 P4 Application of concept and philosophies of organisation behaviour Concepts and philosophies of organisation behaviour put the following implications. Team formation:With the support of concepts and philosophies of organisation behaviour teams started to form in Unilever Company. In order to conduct different functional activities like marketing and other teams are formed. Motivation:Conceptsandphilosophiesof organisationbehaviourallowsmanagementof Unilever to motivate all employees part of the organisation. With the support of meeting different needs of employee's company able to motivate all employees part of the organisation (Hosseini, Barzoki and Isfahani, 2018). Motivation play a huge role for the company in achieving the overall business objectives. With the support of mallow need hierarchy model company management try to motivate all employees towards achieving the best level of work efficiency. Achieve objectives:Concepts and philosophies of organisation behaviour allowed management of Unilever Company to achieve all its objectives behind the functional activities of company. IT drives company to frame proper strategies with the support of employee's to achieve the best outcome of strategies. Concepts and philosophies of organisation behaviour allowed company to 9
implement necessary changes in strategies to achieve the best results out of the operation functions. Improve work culture:Concepts and philosophies of organisation behaviour allowed Unilever Companytoimproveitsworkculture.Withthesupportsofdifferentfundamentalsof organisation behaviour company has been able to implement effective culture such as power culture, role culture and other cultural aspects that has improved the overall culture of company. The concepts and philosophies of organisation behaviour has allowed management to allocate specific powers to all employees on the basis of the designated role in company which has also improved the potentials of all employees in company. CONCLUSION From the above report it can be concluded that culture, politics and power within company influence behaviour of different individual. It can also be stated that manager of Unilever has provide health and safety working environment to employees so that they can be motivated to work in team for accomplishment of common task. Various theories of motivation are used by both leaders and manager for influencing employees to act in particular manner so that desired goals can be achieved. It can also be concluded that employee’s plays most important role in growth, success and sustainability of Unilever in the industry.This report has also projected key differences between effective team and ineffective team on the basis of productivity and other relevant fundamentals. Report has also projected different stages involve in team development such as forming, morning, storming and performing. Concepts and philosophies or organisationbehaviour play huge role in improving the work cultureof company. It drives company to motivate employee's by fulfilling the needs and requirement of employees in company. 10
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Tokay, Ö. and Eyupoglu, S. Z., 2018. Employee perceptions of organisational democracy and its influence on organisational citizenship behaviour.South African Journal of Business Management,49(1). pp.1-9. Online ExpectancyTheory.2019.,[Online].Available. Through:<https://expertprogrammanagement.com/2018/10/expectancy-theory/>. Motivationtheories.2019.,[Online].Available.Through: <https://regi.tankonyvtar.hu/hu/tartalom/tamop412A/20110023_Psychology/ 030300.scorml>. 12