Organisational Behaviour: Culture, Power, and Politics

This study analyzes the impact of organizational culture, power, and politics on individual and team behaviors and performance in LG. It also explores theories of motivation and their impact on achieving organizational goals. Additionally, it discusses the difference between effective and ineffective teams and the concepts and philosophies of OB and leadership styles.

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1 .................................................................................................................................................1
P1 Analysing how organizational culture, power and politics affects the individual, team
behaviours and performance of the firm......................................................................................1
LO2 .................................................................................................................................................2
P2 Theories of motivation and its impact on achievement of organizational goals. ..................2
LO3..................................................................................................................................................4
P3 Difference between effective team and ineffective teams. ....................................................4
LO3..................................................................................................................................................6
P4 Concepts and philosophies of OB and leadership styles. ......................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
`Organisation behaviour is the process of analysing behaviour of employees in the firm
because it influences the working of company to great extent. Present study is based on LG
which is an South Korean multinational electronic manufacture. LG manufactures different types
of products like mobiles, television, laptops, air conditioner etc. This study highlights the power,
culture and political on the behaviour of other organisation and also motivate the individual team
to achieve goal. It also reveals the understanding of cooperate effectively with other and showing
the concept & philosophy of OB in business situation. In this regard the present report has been
prepared (Alleyne, 2016).
LO1
P1 Analysing how organizational culture, power and politics affects the individual, team
behaviours and performance of the firm.
The culture of LG can be defined as beliefs, assumptions and the values and ways of interacting
which contributes to physical and social environment of the business.
Handy's four class of culture model
Power culture- In power culture decisions are taken by higher authorities and the employees at
lower level are not allowed to take decisions. It affects the team behaviors they have authority so
they sometimes create work load on the workers as this reduces work quality and also
demotivates them. The culture impacts individual behaviours as they feel that they have less
value as decision making is done by higher authorities only. This created negative impact on the
employee's as they feel like they are treated like machines, less co-operation and thus affects
work performance. This impacts the growth of LG as employees are not satisfied and leaving
their job (Alleyne, 2016).
Role culture- Power in role culture is determined by a person’s position in the organizational
structure. As staff turnover is the major problem, by implementing this culture LG will be able to
make its workers happy which will make them able to retain in firm for longer duration. It
impacts the team behaviors as decision making is painful and slow so when team wants to
implement any strategy the decision making is delayed by management and impacts over all
team performance. This influences the individual behavior is such a way that they do not feel
motivated. As the company has strict set of rules and decision making is slow if affects the
performance of LG (Amofa and Ansah, 2017).
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Task culture- Task culture is created when groups in organization are created to handle an
specific task or project. This impacts the team behaviour in such a way that they feel motivated
as they are given equal responsibility to perform a task. Thus, this influence individual in such a
way that employee is responsible for its own task only which keeps them motivated. Task culture
influence the overall performance of LG, each task is carried out smoothly as role are divided.
Thus, work productivity of LG increases.
Person culture- In this culture individuals are more serious about their personal profitability
rather than the organization's profit (Amofa and Ansah, 2017). It impacts the team behaviours as
individuals are not serious about work, they work for their benefit and not for organization.
Individuals are influences as they do not take initiate foe business productivity. Person culture
reduces the work progress as individuals are not working for LG's benefit.
POLITICS- Due to politics in LG day to day businesses operations becomes difficult. It impacts
the team behaviors as workers are not credited for their efforts as higher authority plays politics.
As a result employee's feels less valuable in LG. Individual's behaviour is also influenced as it
reduces the morale of the staff and demotivates them for doing work. Politics reduces the
productivity of LG as employees relations are not so good, so they do not performance business
task very well (Baker-Shelley, van Zeijl-Rozema and Martens, 2017).
POWER- Power means that higher authority has certain powers to deal with subordinates with
different punishments when certain tasks are not performed on time. This impacts the team
behaviour as they feel motivated by the reward provided. This influences behaviour of individual
as rewards keeps them happy on work but in other sense when they are punished, they don't feel
so good. So this impacts in both way negative and positive. The culture impacts the productivity
of the LG as higher authority makes the workers to complete work on time, thus more output is
generated within limited time (Baker-Shelley, van Zeijl-Rozema and Martens, 2017).
LO2
P2 Theories of motivation and its impact on achievement of organizational goals.
Content theory: Abraham Maslow's hierarchy needs theory.
According to author there are some needs which are required to be fulfilled and are as follows-
Physiological needs- LG takes cares of the physiological needs of employee such as air, water,
food, clothing etc. all these facilities are provided to employees so that are satisfied with the job
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and work more efficiently. LG provides them attractive wages that aids in fulfilling the needs in
an significant manner.
Safety needs- These needs provide person a sense of security and well-being. Types of security
which are provided by the LG are personal security, financial security, good healthy and
protection from accidents. LG always take care of security of people and ensure that no accidents
occur with them (Brough, Chataway and Biggs, 2016). This encourage them and they work
without fear in business. This is the best way through which firm encourages its staff members
and retain them in business for longer duration.
Social needs- These needs refer to the need of sense of belonging and acceptance. Social needs
are important to human so that do not feel alone and depressed. LG takes care of social needs of
the employees by encouraging teamwork, healthy relations. LG always give love to staff and
maintain their relationship in the firm. This type of atmosphere motivate workers and they like to
work here, this helps in raising their productivity.
Esteem needs- Esteem needs refers to the need of respect and self-esteem. LG praises and gives
recognition for good work done. This assist in reducing employee turnover ratio and assist in
increasing employee morale (Brough, Chataway and Biggs, 2016). LG gives appraisal to them
and ensure that they do not face disrespect at workplace. This encourage them and people
become loyal towards the brand.
Process theory- Vroom's expectancy theory
Vroom's theory differentiates between effort which people give in their work and final
result. This theory is related to motivation within a work environment.
The formula used by Vroom for calculating motivational force: motivational force= expectancy
X instrumentality X valence.
Expectancy- Expectancy is workers estimation of profitability from their efforts. If the
expectation is based on the probabilities applied on a scale from 0 to 1, we can say that when an
employee does not believe in his chances of success for reaching the goals, the hope is 0, but if
he is sure of his success for reaching the goal proposed, then the hope is 1. Usually employees
estimate the hope somewhere between the two extremes. LG responds to that by finding out what
the factors which can motivate the staff to deliver the best possible performance. Leaders gives
rewards so the performance of the employees in LG can be increased. Thus, it assist organization
in achieving its objectives (Dasgupta and Sahai, 2019).
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Instrumentality- Instrumentality is the individual's estimate of profitability that the desired level
of achieved task performance leads to different outcomes. LG promises to offer additional
reward such as bonuses or promotion. This helps in achieving the business goals as rewards
assist the workers to work more smoothly and with full motivation (Tamta and Rao, 2016).
Valence- The final result that employee achieve is valued by single individual. This value is
based on the basic needs of employees. It is the strength of employee's preferences for an
particular reward. This is a great idea for firm for finding out an individual employee values and
their personal needs. Some employee’s values money and values of other may be different.
According to that employees are rewarded thus, assists in raising their morale and achieving
LG's goal (Dasgupta and Sahai, 2019).
LO3
P3 Difference between effective team and ineffective teams.
Effective team Ineffective team
Interdependence is used in positive way so the
goals of LG can be achieved by the teams.
Interdependence is not used in desired manner
as the group is not able to achieve the goals
easily.
Goals are clearly modified so that their can be
best possible match between the team goals
and individual goals.
In this the members only accepts the goals
which are imposed on them.
There is two way communication in effective
team, open and exact expression of thoughts
and feelings is emphasized (Goh and
Marimuthu, 2016).
One way communication is followed in and the
ides, thoughts and feelings are ignored.
Decision making procedures are matched with
the situations, different methods are used at
different times and group discussions are
encouraged.
Decision making is done by top authority, little
group dissensions there, workers are not
involved in decision making (Goh and
Marimuthu, 2016).
Tuckman model
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Through Tuckman model the teams ability and maturity can be developed, assist in
establishing relations and guides leaders in changing their leadership style. The stages of
Tuckman model are as follows.
Forming- This is the stage in which members are introduced to each other. During this stage
project goals, individual goals etc are discussed. Here main focus is on people rather than work.
LG has to make effective team so that the organisation can leads to success.
Storming- In this stage weight and reality of completing the task in hand is telling on everyone.
Some of the team may try to skip a storming stage may avoid the conflict. Avoidance create such
issues until blow up. It recognizes an conflict and resolve it early. it as soon as possible (Lukoto
and Chan, 2016).
Norming- Here people start noticing and appreciate the team member strength. Team start settle
into a groove. Member of LG admire knowledge of employee and coding skill, web design and
value to his opinion for an anything related to tech.
Performing- In this stage members are motivated, confident and familiar enough with project &
their group and operate without an supervision (Wong and Wong, 2017). Everyone on same
track and try to achieve a final goal. It is the stage where all member of group in LG tries to
reach.
Belbin team development
This theory explains several roles of team members. If all the roles are performed in
effective manner effectively team can be created.
Resource investigator- Is the role in which leaders have to work as investigator and has to use
the resources properly (Mohelska and Sokolova, 2015).
Team worker- Is another role where effective cooperation between staff members is developed.
Coordinator- is the role where each member is responsible for team coordination so that allotted
work can be completed on time.
Plant- Is the role where the new innovative ideas are encouraged.
Monitor evaluator- Is the role play by leader where higher authorities work as strategic former
and all the decisions are judged.
Specialist- leaders give expert advice to all members so that they can work better.
Shaper- this is dynamic role and leaders work to overcome challenges.
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Implementer- It ensures that ideas can be transformed in reality in significant manner so that
team members can work effectively and company can get positive outcome (Nene and Pillay,
2019).
Finisher- leaders polish the work to raise quality and enhances perfection at workplace.
Importance of effective team- Effective team is important as they very well understood the
objectives of the LG and work according to that. Effective teams listen to the ideas of each
employees and after that decision making is done. Two way communication is followed as by
this new ideas are gathered for business expansion of LG.
Barriers to effective team work- Communication plays an important role as when proper
communication is not there team can not lead to success. Unclear goal is also an barrier to
effective team workn as when the goals are not clear the task can not be performed by teams in
LG in an desired manner, thus impacts overall productivity (Lukoto and Chan, 2016).
LO3
P4 Concepts and philosophies of OB and leadership styles.
System leadership theory- It enables the leaders in LG to create such conditions where people
at all levels works productively with full potential. It uses sound principle of human behaviors to
create an model of good leadership, design, systematic design, strategy and social process.
Systematic approaches to the leadership attempt a dredge leadership and system theory of
literature to find an meeting point. The leaders of LG determine the factorize in leadership for an
external environment and have relationship among an element. Leaders without followers are
unable to exercise and also make ensure about conviction that provide a system to purpose and
structure (Mohelska and Sokolova, 2015). As leaders behave with all staff equally and leaders
ensure giving task to such person that has skill related to the same. By this way people feel
comfortable which help in managing the work and retaining skilled human resource in the firm
for longer duration.
Path goal theory- It is mainly based on specifying leadership behaviour that fits best to
employee and work environment in order to achievement LG's goal. Leaders have to direct
people well and have to give them support in each condition. Effective participation of staff
members helps business in motivating employees and retaining talent. If leaders work in the
same direction, then it can help business in gaining trust of workers and making them positive
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towards business. Giving respect to staff and positive behaviour towards them encourage them
and their working performance get increased (Mohelska and Sokolova, 2015).
Path goal theory identifies different leadership styles and are as follows-
Directive leadership- In this style, leaders knows exactly what is to be done. How task must be
performed and what is the deadline. By providing clear guidelines to employees with regards to
the tasks and tells them the company is expecting from them and how to performance the tasks.
It increases the performance of workers in LG and assist in reducing labour turnover.
Supportive leadership- In this style leaders pays more attention to needs and well-being of staff
by being friendly and empathetic with them. Leaders of LG always used to give respect to their
employees so that they feel happy and retain in organization for longer time.
Achievement oriented leadership- Here the leader sets a challenging goal. Leader expect an
achievement on highest level of the workers trust and ability to handle. Here leader compel an
employee for an excellent work and build confidence employees (Nene and Pillay, 2019). Hence
leader can achieve the LG's goal through the employees by motivating and improving the
confident, ability among the employees.
Participative leadership- In this leadership style, administrator deems it essential to work with
staff and also includes ideas and opinion of the employees. Here leaders are open to discussions
and consultations, suggestions are taken from employees while decision making. This style is
only adopted by administrator in LG when workers are highly involved and great knowledge
(Simmers and McMURRAY, 2019).
CONCLUSION
From the above study it can be concluded that Organizational behavior is a very essential
for the businesses. It increases the performance of the employee and motivate the employee to
retain at their workplace and also used leadership style to develop the effective team building
and also motivate the employee to achieve the organizational goal. Also study concludes about
various theories of motivation which help in motivating the workforce, as a result it boosted their
morale and help in improving overall productivity of organization.
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REFERENCES
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Brough, P., Chataway, S. and Biggs, A., 2016. ‘You don’t want people knowing you’re a
copper!’A contemporary assessment of police organisational culture. International
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Nene, S.W. and Pillay, A.S., 2019. An Investigation of the Impact of Organisational Structure on
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Simmers, C.A. and McMURRAY, A.J., 2019. Organisational justice and managing workplace
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