Influence of Organisational Culture, Politics, and Power on Individual and Team Behaviour and Performance

This document discusses the influence of organisational culture, politics, and power on individual and team behaviour and performance. It explores different models of organisational culture and the types of power within an organisation. Additionally, it delves into content theories of motivation, such as Maslow's Hierarchy of Needs and Alderfer's ERG theory.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. How organisational culture, politics and power influence individual, team behaviour and
performance.................................................................................................................................4
TASK 2............................................................................................................................................7
P2. Content and motivational theories of motivation..................................................................7
TASK 3..........................................................................................................................................11
P3. Explain what makes an effective team as opposed to an ineffective team.........................11
TASK 4..........................................................................................................................................13
P4. Concepts and philosophies of organisational behaviour.....................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour refer to the process and activity of briefly monitor and analyse
the information about the human behaviour in organisational setting and the interference among
human behaviour or the company. It can be a producer of determining the ways, manner,
structure and working style of the people who are performing their duties and responsibilities in
the organisation with the purpose of attaining its aims and objectives (Anagnostopoulos and
Papadimitriou, 2017). It is important for a company because it offers an understanding that why
individual behave as they do in organisations. Organisational behaviour assist in study the
complex nature of human beings in the company. This assignment is based on Sainsbury's Plc
which is the second largest chain of supermarkets in UK. This organisation was established by
John James Sainsbury in 1869 and headquartered in Holborn, London. It operates its business
globally with the help of 1415 shops and 186,900 employees who are making their contribution
in running its business. This report will discuss about the influence of culture, politics and power
on the behaviour of others in the company. Further, will define about content and process
theories of motivation which are beneficial to attain organisation aims. Understanding about
effective & ineffective team and concept of organisational behaviour will also explain.
TASK 1
P1. How organisational culture, politics and power influence individual, team behaviour and
performance
Organisational culture-It indicates to a system of shared anticipates, values and beliefs that
authorise that how individuals behave in the companies. It consider their performance, act and
actions regrading their work and responsibilities. To briefly analyse it, the administration of
Saisbury's can use different models and concept of organisational culture. Some of them are
defined as:
Handy Organisation culture model
This concept was developed by Charles Handy and they categorised the culture in four
parts. It is as follows:
Power Culture- In it, the power of taking decision, formulating plans and strategies are,
in the hand of some individual within the company (Weng and et. al., 2015). They are the only

person who are responsible to take decision and allocate the work and responsibilities to the
people. In Saisbury's, it influence individual, team behaviour and performance in different
manners. For instant, if the work assigned to the employees as per their skills then it positively
affect individual and they perform effectively during the time of team work which improve the
performance of the team.
Task Culture- In this, team are formed by the management to resolve a specific issues of
the company. The person who have deep information regarding problem, can be the leader of the
team so that the group will perform effectively (Bakotić, 2016). In Saisbury's, it impact the
individual favourably because when the people are working in a group each show and use their
expertise so that they can perform adequately and accomplish their objectives. Due to its
harmony maintain in the team the performances of the team is increased.
Person Culture- In this culture, individual are more involve about their own self rather
then the company. They just come to office for the interest of money and do not have any
attachment with the organisation. It can be unfavourably affect Saisbury's because it negatively
affect the team behaviour and performance of the company. Accordant to it, individual are
working for the money and they will not use their effectiveness for the growth of the firm and
not show their expertise during the time of team work.
Role Culture- In it, employees is delegated roles and duties as per their specialisation and
skills so that they can attain their set goals and can be accomplish on time. It positively affect
individuals because if the work is assigned to them as per their knowledge and skills then they
can perform good in their task either they are working a team. So it improve the performance of
team behaviour and performance of the company.
From the above information it can be summarised that role culture is good for Saisbury's
because in it work and task allotted to employees according to their speculation so that they can
perform better and help in increasing the organisation's performance.
Hofstede Model of Culture
This concept include several components, some of them are mentioned as beneath:
Masculinity vs Femininity- this factor related with the impact of any type of variation of the
values on the organisation culture. In Sainsbury's it can be determined by the number of male
and female workers. In some firms female employees do not perform their duties in effective
manner in comparison to male (Balmer and Burghausen, 2015). Apart from it, male worker are

aggressive in context if female because they are soft-hearted, caring and have patient which
favourably influence the team work and performance of the company.
Individualism vs collectivism- It is another factor which consisted with positive factors
that are used by the employees of a company to absolute their work or completing their duties in
a team and assist in the success of the firm (Bester, Stander and Van Zyl, 2015). In Sainsbury's it
majorly implemented by the workforce of the company during determination devising because it
highly focus on formulating plan of actions to complete the assigned work and task in adequate
way. It favourably affect team behaviour, individual and performance because if effective
strategies are designed then employees attain their goal on time by working individually and
collectively.
Index of uncertainty avoidance- It reckons the level by which uncertainty and avoidance
are stick out. In Sainsbvury's, as per it, the workforce will need to suffer complex and
unexpected condition at the workplace because with the assistance of it, the administration can
maintain the effectiveness in the working situation of the company. It influence the team
behaviour, performance and individual positively because if unexpected situation create then
people use their efforts which help in resolving issues and improve the organisation execution.
Long term orientation- It is related to effective growth and success of the employees so
that they can absolute heir assigned work and task in given time. In Sainsbury, the major purpose
of this cultural dimension is to encourage workforce to achieve their designed aim on time. It
create favourable impact because if the employees fulfil the requirement of their task on set time
then it help in improving their performance, improve team behaviour and enhancing organisation
execution in effective and adequate manner.
Organisational Power- It refers to the ability to make things happen as per to individual's
perspective by getting someone else to do it. In Sainsbury', it refer to the cognition of the
administrators which I used by them to take decisions and allotting work and task to employees.
To determine the brief information about it, there are different types of power according to
French and Raven some of them are defined as below:
Coercive power-In it, the administrator of the company cognition and ability to
workforce so that they can complete their work timely by attaining effective or fruitful outcomes
(Burrell and Morgan, 2019). If the employees do not accomplish their goals then this power can

direct to unhealthy behaviour and decarbonisation at work. This unfavourably affect individual
and team behaviour, due to which they do not perform well in term of organisational success.
Reward power- It settled on the capability and knowledge of the managers to make
control on rewards and workforce needs (Chang and et. al., 2016). In Sainsbury's, with the
assistance of it, the administration rewarded its employees by analysing their performance so that
they can feel motivated and perform their responsibilities in effective manner. This positively
affect the individual, team and performance because if the people are motivated they perform
better when they wok independently of in team and help the company in attaining its business
aim or enhancing its performance.
Legitimate power- It is affiliated to perspective and mutual concern. In Sainsbury's, the
workforce complete their work and task adequately and making contribution in the success of the
firm by achieving its designed aims and objectives. It effective for keeping workplace good
when employees perform well then it favourably impact the individual and team in term of
motivation and reward. Organization performance is also effected in term of success and growth.
Referent power- In Sainsbury's, this kind of power affiliated to interpersonal attraction. It
is supported to the skills an knowledge of the employees that influence their behaviour. In the
company, this power is provided to the workforce so that when they are performing their work
they can take decision independently with the motive of complicating their work or attaining
organisational objectives. It favourably impact the individual and team behaviour because when
they take decision own-self, they feel encouraged and perform effectively which enhance
company's execution.
From the above information, it can be summarise that the management of Sainsbury's can
follow reward power because within it, the management monitor employees perfromanc and
rewarded them which encourage the workforce and they complete their work with more
effectiveness.
Organisational Politics- It refers to the activity and behaviour of human interaction which
include power of govern. It can be a tool and technique which can be use to monitor the
structural ability and to equilibrium various views of hypnotized parties. It is also known as
office politics (Cherry, 2017). In Sainsbury's, the administration of the firm administrate it by
understanding the informal network, developing connections, improving workforce

competencies and neutralise unfavourable politics. The advantages and disadvantages of
organisational politics are mentioned as:
Advantages
Motivating employees- Due to the existence of organisational politics, workers may be
encouraged with the anticipation that their involvement would not be shackled (Chumg and et.
al., 2016).
Influencing employees- At the beingness of political causation, workforce may be
confident about the thoughts and objectives of the company.
Disadvantages
Affects concentration- When the politics go around the company then employees
brainstorm it hard to focus on their allotted task and work.
Increases stress- Organization politics maximize the stress cause of incorrect info. If the
employees has to keep secrets then the extent of their stress increases when the information is
leaked due to politics.
TASK 2
P2. Content and motivational theories of motivation
Content theories
Maslow Hierachy of needs-This concept of motivation was developed by Abraham Maslow
which focus on motivating forces in people and establish a hierarchy of needs. Th brief
description of this theory is as below:
Psychological need- In it, the people consider the needs of food, water,clothes, shelter
etc. In Sainsbury's, the administration of the company pay money to employees fro their services
and work which is deliver by them to the organization. So that they can fulfill their psychological
desires. It motivate employees and they work more effective to accomplish the organizational
goals and objectives.
Safety need- this need consist the safety and security of the workers when they are
performing their roles and responsibilities because by providing a healthy and friendly work
place to the workforce, the company can fulfill their safety need (Coxen, Van der Vaart and
Stander, 2016). In respective company this need of the employees is satisfied by medical
insurance, job security, financial services and safe workplace. It encourage employees and they

use their skills to meet business goals by performing their duties in healthy working
environment.
Social needs- these kind of needs affiliated to interaction with other individuals and may
consist need for friends, need for belonging, need to give and receive love (De Vasconcelos,
Gouveia and Kimble, 2016). In Sainsbury, the manager of the organisation develop healthy and
friendly relation with the employees so that they can feel motivated and doing their work
effectively and share their issues to their seniors.
Source: Maslow Hierachy of needs, (2019).
Esteem need- This need consist knowledge, confidence, independence, competence etc. In
Saisnbury's, the management of the organisation fulfil this need by providing respect, reputation
etc. To its working people so that they can satisfy their these kind of need and feel encourage or
use their competencies in achieving organisational objectives (Elsmore, 2017).
Self actualization need- In respective firm, this need of workers are fulfilled by proving
training, learning and development programs or sessions so that they can satisfy their career
Illustration: Maslow Hierachy of needs

growth, future development and increase their skills or knowledge. All these activities motivate
them and they use their skills and knowledge to attain organisational aims.
Alderfer ERG theory- This concept was developed by Clayton P. Alderfer in 1969. the
component which are consisted by this theory are as follows:
Existence needs- It include physiological need and material necessities like food, water,
home, clothes, safety, affection etc. In Sainsbury's, these kind of needs are fulfilled by the
company to pay employees for their services and provide them safe and secure environment
where they can perform their duties and responsibilities (Geppert, 2017).
Relatedness needs- it involve the need of relationships, like family, friends, peers,
employers etc. in Sainsbury, this need is satisfied by the administration by maintaining good and
effective relation with the workers so that they can feel inspired and contribute in accomplishing
business goals.
Growth needs- It involve the postulate to be creative and productive so that task can be
completed on time. By offering training, learning and development programs,the management of
Sainsbury's fulfil this need of the employees and they feel motivated and help in attaining
business objectives.
Process theories
Vroom Expectancy theory- This motivational concept was developed by Victor Vroom to
describe motivation such as a activity that govern choices among alternatives forms of voluntary
behaviour.
Valance- In Sainsbury's, the management of the company encourage its employees by
rewarded them by monitoring their performance. So that they can feel inspired and fulfil the task
requirement by performing effectively which assist in accomplishing the organisational goal.
Expectancy- In respective organisation, it indicates to the beliefs that if workers are
working hard and use their all effectiveness than they can attain the objectives and aims which
are designed by the administrators. For this the management provide effective origins.
Instrumentality- It mention to the precariousness which assist by the people with to each
achievable execution. In Siansbury, it refers to the needs and feeling of the individuals whose
work will asset to a specific desired reward.
Adom's Theory- This theory was formulated by John Stacey Adam's to explained that why
regular payment and conditions alone do not display motivation (Hall, Vosslamber and

Wordsworth, 2016). This concept of encouragement is related to processing and formulating
plans and process to make balance between inputs and outputs.
Inputs- it involve the inputs of the employees like efforts, loyalty, competencies,
experiences, enthusiasm etc. These all are internal factors are applied by the workforce to the
task which are assigned by the management of the company in adequate way.
Outputs- It explained the approbative and reproachful phenomenon that can be recognize
by an individual. It consist reward, incentives, pay, bonus, reputation, sense of achievement etc.
so that employees feel motivated all of them and make their contribution in organization success.
TASK 3
P3. Explain what makes an effective team as opposed to an ineffective team
Effective team- It refers to the group of those people who execute their work and task
appropriately by using their skills and abilities. An effective team consist various characteristics
some of them are defined as beneath:
I there are proper communication and coordination between the member of the team which is
helpful for achieving the business objectives in appropriate manner.
Characteristics
 In effective team, there are proper communication so that information can be share to
each individual who are working in the team.
 There are effective coordination between team members so that the business goals can be
accomplish in adequate manner.
Ineffective team- It indicates to that team and group in which people are not aware with the
objective of the team work and when they work in team, they work according to them without
concerning anyone else. The characteristics are as beneath:
Characteristics
 In an ineffective team, people do not trust on team member so the goals of the teamwork
do not achieve on time.
 In these kind of group, there are lack of sociability so due to which problems and
conflicts are arise within the team (Kitchin, 2017).
Difference between effective and ineffective team
Effective team Ineffective team

 In these kind of team, aims and
objectives of each person work are
designed and formulated and all the
people are work according to them.
 In these kind of groups, information is
effective shared y the people to each
other regrading work due to effective
communication.
 In it, gaols and aim are not setted and
individual are working according to
their own mind or plans (Knights and
Willmott, 2016).
 In it, there are not effective
communication so the information is
not transferred by the team members.
Team development theories
Tuckman's theory-There are five components which are used by the developer to explain this
concept, they are as follows:
Forming- It is the first step in which the management of Sainsbury's assembled the group
and assigned task. In it, group people lean to act severally and spent their time to make plan,
gather information and making connection with each other.
Storming- It is the next phase, in Sainsbury's, the relations between team members are
made and broken. So the team can become stuck in this phase.
Norming- It is an ideal stage, in it, team start to trust themselves and thy make
participation of each person of the team. In Sainsbury's, group people are responsible regarding
the work
Performing- In this phase, team are known by high extent of victory, encouragement,
skills and capabilities. In Sainsbury's, the team are accomplish its allotted work and known as per
its occultist.
Adjourning- It is the last phase in it, the team is rewarded by the management for their
good performance. If they are not execute well, then in Sainsbury's, the administration provide
training and learning so that they can make improvement.
Belbin theory- This team building and development concept was developed by Meredith Belbin
and they categorised it in three types, they are as beneath:
Action oriented roles- It consist those kind of people who play different roles like shaper,
implementer and complete finisher (Scott, Davies and Marshall, 2018). In Sainsbury, shaper

refer to those who are extrovert and have the ability to shape the work by setting aims and
objectives. Implementer are those individual who design strategies so that work aims can be
accomplish in disciplined manner. Complete finisher are those persons who analyse all the small
things of the task that they are complete in right way.
People Oriented roles- It include several roles which are play by the people in a team like
coordinator, team worker and resource investigator (Waddell and et. al, 2019). In Sainsbury's,
coordinator are those individual who give order to complete the work and they can be leader and
manager. Team worker are those who support the groups so that they can accomplish their goals.
Resource investigator are administrators who maintain relations or contacts to outside so that
required origins can be provided to the team.
Thought oriented roles- In it, there various roles like planter, monitor evaluator and
specialist. Planter indicates those individuals who make innovation and provide effective
solution to the team. Monitor refers to the people who analyse the work within the team and take
decision regarding it. Specialist are the person who have the deep information about a specific
subject and topic or they help in providing information to the team members.
TASK 4
P4. Concepts and philosophies of organisational behaviour
Path goal theory was introduced by Sir Robert House. Application of this theory within the
company is helpful in managing business situations and boosting up organisational performance
in quicker manner. Path goal theory is comprised of 3 main components. All of them are
explained below in appropriate manner with the organisational context:
Employee Characteristics: In this theory, major influence of leaders is on employees
characteristics associated with behaviour. This is helpful in developing rightful strategies in
order to motivate them (Wong, Mahmud and Omar, 2015). With reference to Sainsbury’s, it can
be said that manager of this company could effectively make use of this component in analysing
employees characteristics and then meeting up it with organisational situations that is negativity
at workplace.
Task and Environment Characteristics: The main emphasise of this characteristic on
leader is to ensure that environment of company is developed in such a manner makes employees
comfortable in the company. Along with this, it also supports them in accomplishing their

organisational work in supportive manner. Here, it has been analysed that negative working
environment of Sainsbury is the main reason that raises conflicts at workplace.
According to the above specified 2 elements, it has been observed that Sainsbury’s is
presently going through with the issue related to negative organisational environment that is also
placing negative impact over employees performance.
Leadership Behaviour: This characteristic mainly emphasises on identifying best
feasible leadership style that fits best to current business scenario. Main aim of leaders is to
ensure that all operational activities at workplace work smoothly so that it could result in the
higher increment of employee’s motivational level. It has been seen that Sainsbury’ mainly faces
problem related to negative working atmosphere. In order to deal with this situation, the manager
of this company is suggested to go for participative leadership style in order to resolve this
issue in appropriate manner. This leadership style is helpful for company in influencing
employees to share their views as well as ideas with their respective manager that brings
opportunity for the company as they are able to take rightful business decision with their support
(Wynarczyk and et. al., 2016). It also brings feeling of empowerment among workforce which
results in quick increase of productivity that leads to attainment of organisational goals and
objective. Whereas, the main drawback of this leadership style is that it is a time consuming
process as according to this leaders prefers to engage employees in decision making process.
In addition to this, it can be said that participative leadership style has both the positive as
well as negative impact over organisational performance. The positive influence of this approach
can be seen in the form of effective raise in employee’s productivity. On the other negative
influence that could be faced by Sainsbury’s can be seen the form of excessive conflicts at
workplace. This happens due to excessive interaction between employees which might create
situation on dissimilar perspective of individuals towards same issue. Thus, it is essential for the
manager of this company to consider both types of perspectives of participative leadership style
which have power of influencing organisational performance.
CONCLUSION
As per the preceding explained information, it can be analysed that organisational
behaviour is an essential aspect of a company because it help in managing human relation in an
organisation. Organisational culture, power and politics play a crucial role in context of growth
and development. There are several motivational theories like Maslow hierarchy of ned, ERG

theory, Vroom theory and Equity theory that are consist in process and content theories and
beneficial to encourage employee. There are different team building concepts like Tuckman's
and Belbin team roles which are important to formulate a team. Path goal theory is effective for
the leadership to guide and direct individuals.

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