Influence of Organisational Culture, Politics, Power, and Motivation on Behaviour and Performance

This report analyzes how an organization's culture, politics, and power influence individual and team behavior and performance. It also evaluates the impact of content and process theories of motivation on goal achievement. The report provides recommendations for success based on the relationship between culture, politics, power, and motivation.

Organisational Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................4
LO1..................................................................................................................................................5
P 1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance. ........................................................................................................5
M 1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................6
LO2..................................................................................................................................................7
P 2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals.........................................................................................7
M 2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................9
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations..................10
LO3................................................................................................................................................10
P3 Explain what makes an effective team as opposed to an ineffective team...........................10
M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation..................................................................................................................12
LO4................................................................................................................................................13
P 4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation. .....................................................................................13
D 2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work place
....................................................................................................................................................15
M4 Explore and evaluate how concepts and philosophies of OB inform and influence
behaviour in both a positive and negative way..........................................................................15

CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
INTRODUCTION...........................................................................................................................1

INTRODUCTION
Organisational behaviour refers to the attitude of human in a company i.e. it is the way
how people interact within groups. It has been determined that, it is important for organisations
to understand and learn about behaviours of employees as it provides in-depth understanding of
people’s behaviour as they react & response in a particular situation. Therefore, OB assists to
know the difficult nature of human beings by finding causes & effects of that behaviour.
This report of organisational behaviour about A W Holding Company limited, which is
the Mechanical or industrial engineering based company, and LLC & Vocational rehabilitation
agency contacts in Fort Wayne, United States & across the world. The company recognises new
contacts and convert views to customers with strategic targeting, informed sales discussions, and
improved sales and marketing output. The following report will cover, influence of
organisational culture, power and politics on the behaviour of others. Further, it will evaluate
theories of motivational & its techniques that enable effective achievements of goals in the
company. Apart from this it will cover about what makes an effective team as opposed to an
ineffective team. Lastly, it will apply concepts and philosophies of organisational behaviour.

LO1
P 1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Power can be described as an ability that an employee has to affect the behaviour of
organisation, so that the company does something that enables to achieve goals. Organizational
Politics can be defined as the process of bargaining and conciliation that is utilised to conquer
conflicts and differences of opinion. Further, organizational Conflicts are unavoidable and it is a
result of communication between the individuals and groups in the firm. Conflicts occur because
of individuals or groups interests. Moreover, power can be used in both ways i.e. employee can
use it in a useful way or can misuse also, for example; if there is personal fight between manager
& worker so that employee can misuse the power. In addition, if there are good relations between
manager and subordinates then power can be use in the right ways (Burrell and Morgan, 2017).
Power, politics and conflict these three concepts are rarely considered to be the most
unnecessary part of the organizational culture, but in certainty they are the most real appreciated
and common in a company. Further, it has been observed that they essentially affect the
behaviours of individuals and groups and are considered to have high significance in the
organizational decision making. Moreover, there are many ways to explain the function of power
Illustration 1: Political Behaviour
(Source: Culture of Power and Politics in Organisation, 2016)

and politics in organizational culture & exploring the organizational. Firms have goals and there
should be a combined understanding within the organization in proper ways to attain these goals.
On the other hand, the conflicts are built within the organizations and the base of these conflicts
are more frequently the lack of trust and liberty of view in the company. Difference is the reality
and it should be accepted as it can be in the form of employee’s interests, goals and ambitions,
also the combinations of these interests source a leadership. It has been determined that, conflicts
are obvious and common that occur naturally which cannot be decline.
In the AW Holding company which is consists of both power and politics, is considered
as a large scope, determined the expansion, constancy & repeated success of the company, as
power and politics are associated with management & leadership in organization. Authority and
politics in the firm can either affect the disgrace to the achievement of the company. Moreover,
without power and politics it could be rather hard for the organizations to manage each and every
thing which they are doing within the company (Cameron and Green, 2015).
Influence and power are so closely related with each other that sometimes it is tough to
apart them. Power can be determine as authority influence other people at the company. For
example, the manager of the organisation may strongly influence the attitude of another
employee, hence, power relationships are considered as the medium within which business is
conducted. Positive power in the company includes motivating efficiency means providing
employees power to make decisions. Furthermore, AW Holding company's culture has a
different influence on different employees.
M 1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
A huge role is played by power, politics and culture in an organisation. From regulating
how decisions are made to how workers communicate with one another. In any business big or
small the influence of power relies on whether employees use it positively or wrongly. Also,
politics may directly affect who has the authority & determine whether the entire culture of the
place of work encourages productivity. Positive power in AW Holding consist of encouraging
productivity, whereas negative power occurs when company’s leaders do not respect their team
and threaten them with job loss. Apart from this, members who learn to find the way the politics
of an organisation are more effective than those who are left out in circle is known as positive

workplace politics. On the other hand, negative politics is when AW Holding creates a climate of
negativity & experience conflicts as a result (Carlos Pinho, Paula Rodrigues and Dibb, 2014).
Under creative type of company culture, leaders allow their teams to make use of their creativity
and this is a positive type of culture. Also, it has been determined that organisational cultures
have different influence on different employees.
It has been also observed that, politics also can be used in the right or proper ways, or it
also can be use in the negative ways. This is because it depends upon a manager or an individual
who has the power of using politics. Furthermore, by using politics in appropriate way,
performance of the AW Holding Company could be well. This is because in most organizations
it has been observed that employees feel unsecure as they have some privileges in the
organization. In any case by misusing the politics, worker can take some wrong actions. Also, it
can be used to make decisions on problems that are unsettled or important issue that may hinder
the organization enlargement. Using power in good or positive way builds workers confidence &
motivates workforce to perform better. Company's politics includes those activities by AW
Holding, to obtain, create and use power & other resources to get expected outcomes. Politics
with in the organisation refers to process of using authority to affect the defined goals. For
example; by applying remuneration power it can also be used in the both ways; reward power
can be practice in the positive sense or also can be use in the incorrect ways.

P 2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals.
In 1959, there was a behavioural scientist namely Frederick Herzberg, introduced a two-
factor theory or the motivator-hygiene theory. According to Herzberg, there are some job forces
that leads to approval while there are other job factors that avert dissatisfaction. In other words,
the model states that there are some factors i.e. motivating factors that provide job satisfaction &
encouragement, & some other factor i.e. hygiene cause dissatisfaction (Oleg and Girault, 2018).
Herzberg classified these job factors into two categories-
Hygiene factors- These factors are those job factors which are considered to be necessary for
survival of motivation at place of work. Hygiene forces do not direct to positive satisfaction for
longer period. But it has been observed that, if these factors are absent or are non-existent within
organisation, then they lead to discontent. In other words, these factors are those which when
sufficient at a place of work, appease the employees & do not make them dissatisfied (Christina,
Dainty and Waterson, 2014).
Illustration 1: Herzberg's Motivational Theory
(Source: Herzberg’s Motivation Theory – Two Factor Theory, 2018)

 Pay – It has been determined that, the pay or salary arrangement in AW Holding should
be appropriate & rational. It must be equivalent to those in the same business in the same
field.
 AW Holding Policies & managerial policies – It has been recommended that the
company policies should not be too inflexible, rather, should be fair and clear. It should
consists of flexible working hours, breaks, holdings, etc.
Motivational factors- The hygiene factors cannot be regarded as motivators, as said by
Herzberg, this is because the motivational factors give up positive satisfaction. These factors are
considered to inbuilt to work. These factors are considered to be essential as they inspire the
employees for a greater performance. Employees find these factors fundamentally rewarding
also, they are involved in performing the job. The motivated workers symbolized the emotional
needs that were apparent as an additional benefit.
 Recognition – this states that the employees in AW Holding should be appreciates and
recognized for their actions by the managers.
 Sense of achievement - The members in an organisation must have a sense of realization
and this depends on the job. There must be a motivating activities of some kind in the
job.
 Growth & promotional opportunities – It has been determined that there must be
expansion and advancement opportunities in the company that leads to inspire the
employees to perform well.
Therefore, the theory stress upon job satisfaction so that employees get. The job must exploit
the employee’s skills and competencies to the highest. In addition, concentrating on the
motivational factors can advance work-quality (Chumg, Seaton and Ding, 2016).
Skinner's Reinforcement Theory, is a type of theory that concentrates on human motivation at
workplace. It has been discovered that the theory is based on the principles of causality &
knowledge that employee's behaviour is governed by the type of reward. The manager in the AW
Holding must use the following methods for managing the behaviour of employees.

Positive reinforcement: - manager must immediately praise an employee for coming early for job
as this implies that giving a positive reaction when worker also shows positive behaviour
motivates them. Therefore, this proves that positive reinforcement leads to occurrence of a
behaviour.
M 2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
In all organisation whether small or largely owned, motivation plays a vital role in taking
employees towards attaining their goals. It has been determined that, there are many theories of
motivation, and they mainly provide a relation or influence the results of employee job
satisfaction. The Herzberg’s two-factor motivational theory also known as motivator hygiene that
determines what makes an employee feel good or bad about their job. It has been determined that,
motivation can emerge from an employee’s desire to work & give results. Therefore, this kind of
motivation refers to self-driven by a worker. In addition, Herzberg’s argues that there are two
main forces the employees take into consideration when they are motivated i.e. hygiene and
motivational factors. In AW Holding employees must be promoted after the completion of
specified stages of their career and should be provided with recognition for special success
(Coccia, 2014). The sorting of the factors as hygiene or promoter is not that easy. For example,
the theory views pay as a hygiene factor. However, wage may have representative value by
viewing employees that they are being known for their offerings as well as communicating that
they are progressing within the organisation. Likewise, the quality of direction or the types of
relations workers form with their supervisors may govern whether they are assigned stimulating
work, whether they are recognized for their potential, & whether they take on more
accountabilities. The Two-Factor theory demonstrates that the managers should focus upon
providing the sufficiency of the hygiene factors to keep away from employee dissatisfaction.
Also, the managers in AW Holding must make sure that the work is inspiring & rewarding in
order to make employees are motivated towards work and perform superior and better. Herzberg
had a belief that businesses should inspire staffs by implementing a democratic method to
management & by refining the environment and content of the actual job through particular
approaches.

D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations.
Culture, power, and politics in the organisation the combination of these three revealed
over onto the place of work. It has been noticed that, in today’s business environment employees
have much more to be concerned about than just finishing their assigned work. Furthermore, AW
Holding culture, power and office politics affects company’s operations on day to day as well as
rule the atmosphere within the organization. Also, it has been determined that the amount of
influence that power & politics have in the place of work, directly imitate the organization’s
culture officially as well as informally. Moreover, wrong usage of authority & politics give rise
to conflicts in the AW Holding which may direct to breakdown within the organization & should
be avoided. It has been determined that top management and policymakers in AW Holding must
have moral & ethical responsibility on them to construct a system which can reduce the
unsuitable use of power & politics in the organizational culture (Crane, 2017). Motivation is the
important element of organizational culture. Also, a significant role is played by organizational
culture in an organization concerning how people feel about their work, levels of inspiration,
commitment, & in turn leads to job satisfaction. Culture of the company should be promoted to
make sure employee motivation in order to attain organisational goals. Motivated staff work
effectively and also feel responsible for company’s success.
LO3
P3 Explain what makes an effective team as opposed to an ineffective team.
A team is built of two or more people in an organisation who work together to attain a
common goal. Further an organised team enables firm to benefit from perspective & skills of
employees (Svoboda, Rozek and Destin, 2016). There are many ways available for a business to
put in order employees in teams. A team is created by two or more individuals who perform
together to attain a common goal. It has been determined that groups offer a substitute to a
vertical chain-of-command and are a much more broad approach to AW Holding Company.
Characteristics of effective team:-
 Clear objectives :- in an effective team there are equally agreed aims & objectives, and
everyone in the group has a clear understanding of these.

 Balanced roles :- it has been determined that, there is a good balance of skills, capabilities
and aspirations. Team members know each other very well & of each individual’s role in
attaining overall team objectives (Hajro, Gibson and Pudelko, 2017).
 Openness :- team members express themselves openly and truthfully. There is a keenness
to work throughout difficult situations or clashes constructively.
Characteristics of ineffective team :-
 Lack of unity: - One attribute of an ineffective team is the lack of harmony and
consistency. Whereas, effective teams are considered to be united around common
causes, goals and values, with the perceptive that each individual’s involvement supports
the shared mission.
 Disorganised :- Disorganization is one more trait of ineffective teams. This may be
positioned in the basic structure of the team; employees may not know or agree upon the
leader, assigned roles or tasks.
 Knowledge gap: - it has been observed that when teams don’t have the skills or
knowledge that i required to complete the task, then teams lose effectiveness.
 Job distribution: - Teams suffer when there’s irregular job distribution and it may be that
one team member has collected all of the decision-making power, high-profile
responsibilities and assets for himself, leaving other team members apathetic to
contribute.
Effective teams Ineffective teams
They use interdependence in the positive way
in order to achieve goals (Hamoud, Tarhini
and Al-Salti, 2016).
Whereas, they do not use interdependence
constructively and hence, does to attain goals.
Goals are clearly defined & modified so both
individual & team objectives are obtained.
Goals are not clearly defined.
Communication is two way. One communication & only ideas are
expressed.
They resolve conflicts in an effective way
through integrative negotiation.
Conflicts are solved through distributive
negotiation or avoidance.

M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation
A psychologist Bruce Tuckman, in 1965 came up with the Forming, Storming, Norming
and Performing model of group/team development. It has been observed that, his theory, known
as "Tuckman's Stages" was based on research that was conducted by him on team dynamics.
According to him these stages are foreseeable in order for a team to rise to the point where they
are currently functioning successfully together & create high quality results (Wood, Zeffane and
Osborn, 2016). The first stage i.e. forming occurs when team meets each other first time. At the
time this early stage of team development, it is essential for the team leader in AW Holding well
define the team goals & give apparent direction about the task. As the members start working
together, they move to storming age. Furthermore, when team starts working more effectively
they moves into norming stage. Under this stage, in this stage, the team leader of AW Holding
may not be as occupied in decision making & problem solving as the team members are
functioning better collectively and can take on more accountability in these areas. Lastly, the
stage is of performing which is the final stage in team development model, where members in a
team function at a very high level. It has been determined under this stage that, the team is
extremely stimulated to get the job done. Also, decisions can be made by them & solve the
problem quickly & effectively (Kitchin, 2017). Teams are built because they can attain far more
on their own than their subordinate members can, and also being part of a high-performance
Illustration 1: Tuckman's Stages
(Source : Teamwork Theory: Tuckman’s Stages of Group
Development, 2018)

team can be better, it can take persistence and skills to reach to that phase. Effective team
members can quicken that process and decrease the problems that team members face by
learning what they need to do as their team moves through the steps from forming to storming,
norming and, finally, performing.
LO4
P 4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.
Fundamental concepts & philosophies of organisational behaviour: -
 Individual difference: - Employees vary not only in their physical aspects but in their
psychological qualities as well. For example, there are differences in the ability of
dissimilar individuals to recognize, learn, remember, judge, predict, conclude and so on.
Information of such employee’s differences is essential for the manager in AW Holding
to get the best out of every worker. While giving work to those employees, these
variations are considered to be taken into account. Example− Manager should not be
unfair towards any particular worker instead should treat them evenly and try not to judge
them on any other thing apart from their work (Laforet, 2016).
 Perception of people: - It is a unique skill to monitor, listen and conclude something. In
short, the way employees understand things and have their own point of view is their
perception. The way a worker sees, understands and interprets things is what is called
insight. Although one employee may welcome a particular policy of the AW Holding,
another may be against it on the view that it is harmful to the interests of the employees.
 The concept of whole person in an organisation :- As every organisation knows that a
employee’s skill or competencies cannot be engaged company have to employee a whole
person. It has been determined that, skill comes from background & information.
Therefore, AW Holding manager must know that employee’s personal life cannot be
completely unconnected from their work life, similarly emotional situations are not
detachable from physical conditions. Therefore, worker’s work is the functioning of a
total human being not a specific characteristic of a person. The manager cannot divide or
isolate the home life of workers from their work life. It, consequently, goes without

saying that if steps are not taken to please the total employees, it is not possible for AW
Holding to benefit fully from their potentials.
 Dignity of labour the company :- In AW Holding company employees must be treated
with respect and decorum. In a place of work, where labour is treated as a commodity by
the management that can be purchased for a value, person relationships are bound to be
poor. Compensation of fair salary, provision of better working environment & job safety,
formation of facilities for training, cheering employees’ contribution in decision-making
etc., specify that the supervision respects the dignity of labour (Zhu, 2015).
 Mutuality of interest in an organisation :- similar to how the organizations need
employees, people also need organizations. This is because only the workers who work
for the achievement of the company’s objectives. Likewise, organisation is the only
source that satisfies the needs of the employees. Therefore, there is mutuality of interest
exclusive of which the collection of workers is worthless (Martin-Raugh, M. P., Kell, H.
J. and Motowidlo, 2016).
 Path goal theory :- path goal theory refers to a leadership theory that was established for
company's leaders. AW Holding must follow this theory to give their employees effective
leaders.
D 2 Critically analyse and evaluate the relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place
One of the most vital aspects of achievement in a practice is developing an effective
team, as each member of the company brings a different personality character, styles, preferences
& experiences to the group. A teamwork theory is considered as an organised way of
comprehending specific certain circumstances, process and behaviours. In association with this
team growth, organisational behaviour gives direction to the AW holding. It assists to understand
& forecast organisational life (Miner, 2015). Moreover, it also understands the nature and
behaviour of employees in company. It further helps to motivate workers and to keep
interrelation in the firm. It has been determined that, OB is anxious with accepting, applying &
managing of behavioural and structural knowledge of AW Holding for its effectiveness. Apart

from this, management function consists of planning, organising, leading and controlling where
employees are involved in different roles. Therefore, both team development theories in context
of organisational behaviour concepts laid out here add in evenly crucial ways to the final success
and productivity of a team in AW holding. Once the organisation have determined which stage
of team development they will be going to practice, this will in turn reflect on the features
outlined above (forming, storming, norming, & performing) to determine which items company
may need to help foster team growth. Team-building practice are intended to be engaging for
everyone. The practices forces employees to follow the rules and interact to one another.
Moreover, it helps identify key competencies that employers pursue in workers. Capabilities
aren't inadequate to competitiveness, integrity, persuading, problem-solving & goal setting.
M4 Explore and evaluate how concepts and philosophies of OB inform and influence behaviour
in both a positive and negative way.
Influencing human behaviour is another key feature of knowing organizational
behaviour. It assists the management to measure the response of workers earlier, preceding to
making any changes in policies or schemes of AW holding. In relation to this the behaviour of an
employee within the company can either ruin the organization or help in its entire upgrading. For
example, certain employees may be empathetic & helpful towards their subordinates which aid
to make an encouraging work culture. Employee’s behaviour is generally taken in terms of
reason and influence relationship and not in idealistic terms. It helps in forecasting the behaviour
of individuals. Company’s behaviour builds an environment whereby both organisation and
worker are benefitted by each other. A sensible climate is shaped so that employees may get a lot
needed satisfaction and the AW Holding may attain its objectives (Oleg and Girault, 2018).
CONCLUSION
From the overall report it has been concluded that, organisational culture is a collection
of experiences, expectations, philosophies and values that provides direction to employee’s
behaviour in an organisation. It has been also concluded that, the culture also reflects company’s
vision, rules, symbols, habits and values. Further, it stated that knowing organisational behaviour
is necessary to understand behaviour of employees. In first part the report demonstrated about
the concept of power, culture and politics which are considered as unnecessary part of

company’s culture but still are very common in every organisation. In part second it concluded
that, theory of motivation i.e. the Herzberg theory of motivation for AW Holding employees in
order to make them encourage and engaged in organisational activities. In part third, the report
described that the difference between an effective & ineffective team and team development
theories in AW Holding. In last part, different concepts of organisational behaviour have been
applied such as; individual difference, perception of people, the concept of whole person in an
organisation and so on in order to influence the behaviour of both organisation & employees.

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INTRODUCTION
1