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Organisation Culture Assignment (Doc)

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Added on  2020-10-05

Organisation Culture Assignment (Doc)

   Added on 2020-10-05

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ORGANISATION CULTURE: Culture of an organisation helps indetermining their beliefs and values according to which they perform theirduties and tasks. There are various departments within TESCO and it isimportant that the culture which is followed that is most beneficial for theorganisation. Handy's Model of Organisational Culture could effectively beused to determine the influence of culture on company's behaviour andperformance.Power Culture: In this culture, the power or authorities are held by fewindividuals. Their decisions influence the whole organisation and very fewregulations are imposed on the employees under this. With presence of thisculture, judging criteria of employees would be on the basis of theirachievement. There will be quick decision-making and working in the firmwould be decided on the basis of their decisions.Organisational Behaviour refers to the study which undertakes the behaviourof individuals working in an business setting. Such studies help organisationto grow in an effective way. It helps companies in applying scientificapproach to manage their workforce. The following report is based onTESCO Plc, which is one of the biggest retail organisation in the UK. Theagenda of this report is to analyse how team performance and behaviour isinfluenced by organisations culture, politics and power and evaluation ofhow content and process theories of motivational techniques enable effectiveachievement of goals in TESCO.Individual and team behaviour under this would experience discipline as thedelegation of power would be limited and clear orders would be provided forthem to work.Role Culture: Under this, the roles and responsibilities of employees are crystalclear and the environment is quite controlled. The position of individual decidestheir power in the structure. This culture fits best in organisations with longchains of command. This culture would influence TESCO in the way decisionswould be taken as role culture slows this process. Where the behaviour isconcerned, under this culture, probability of risk taking in the firm also reducesin this culture. This culture has a wide impact on individuals and teambehaviours as individuals and teams will not be completely independent intaking decisions and the same would effectively exert pressure on peopleworking in TESCO. This would hinder organisational performance as the taskswould take more time to be completed without complete power with individualsand team mates.Task Culture: The formulation of this culture is during a specific project ororganisational problem. The distribution of power depends upon the nature ofthe problem and upon the blend of members. If TESCO adopts this culture, theperformance would be dependent upon the effective teams with the requiredskills, leadership and personality. Effective teams would also facilitate positivebehaviour in the firm and enhance productivity of the firm. Impact of thisculture on individuals and teams would be that individuals would effectivelyexercise their innovative skills with complete independence which wouldencourage the teams to perform better and enhance TESCO's performance.Person Culture: Individuals in this culture consider themselves to be superiorand unique in the firm. The organisation is simply established for them to work.Organisations with these cultures have individuals coming from similarbackgrounds, expertise and training. If TESCO follows this culture, it will bealmost impossible to maintain hierarchies and the work would be performed onthe basis of mutual consent. Where individuals and team behaviour isconcerned, this culture would affect both the entities as individuals would likelynot modify their ways according to organisational needs and teams would likelyexperience negative atmosphere due to the superiority of each individualwanting power in the firm.ORGANISATION POWER: Power exists in every organisation. The distribution,however, depends upon their position or skills. Each individual in the firmexperiences varied degrees of power. For better understanding the power of inTESCO, it is imperative that 5 sources of power given by Bertram Raven and JohnFrench in 1959 be understood that are likely to be present in the firm. These are asfollows: Legitimate Power: This also referred as positional power as the power is derivedfrom an individual's position in the company's hierarchy. This would allowmanagers at TESCO to exercise effective decision-making authority. In addition,effective reporting from the juniors would allow the company to perform in a betterway and facilitate disciplinary behaviour within the firm. Individuals and teamsworking in an organisation would be quite disciplined as well as systematic way ofworking would be adopted by the employees which would ultimately makeTESCO's performance more effective.Expert Power: This power is possessed by individuals on the basis of knowledgeand expertise they possess. Individuals having this kind of power are highly valuedwithin TESCO as critical tasks are being performed by them. Employees holdingthis kind of power usually end up gaining legitimate power too. Moreover, theseemployees would help TESCO in enhancing its performance. Individuals workingunder such power would be quite effective in their working and would worktowards enhancing their knowledge and skills by working with such skilledsuperiors. With the only way of experiencing power is through knowledge, itwould foster a healthy environment in TESCO and positive behaviour ofindividuals and teams.Coercive Power: This is the kind of power used by individuals to coerce andthreaten others to perform in a certain manner or achieve a certain task. Themethods used could be terminations, salary cuts and so forth. The impact of this onthe performance could be that employees might perform ineffectively under suchhigh pressure and their behaviour too would be negative for the firm. Thebehaviour of individuals and teams working under this would be negative andpressurised which would degrade their performance levels as well as that of thefirm.Culture, politics and power influence individual and team behaviourIntroductionOrganizational Behavior
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