Theories of Motivation and Their Application in Organizations (Doc)

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P 1 analysing of organisational power, culture and politics which helps to influence team and
individual performance...............................................................................................................3
LO 2.................................................................................................................................................5
P 2 Evaluation of motivational theories which helps for effective achievement of goal of
organisation. ...............................................................................................................................5
Motivational force formula.........................................................................................................6
LO 3.................................................................................................................................................7
P 3 what makes an effective team as an opposed team. .............................................................7
LO 4.................................................................................................................................................8
P 4 Applying of different concepts of organisational behaviour in business situations.............8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is study of performance of both individual and group activity
within organisation. It helps to assess the behaviour of humans in working environment with
determining its impact on performance,communication, leadership, motivation, job structure, etc
(Jacobs and Manzi, 2019). In present report chosen organisation is Unilever which is an public
limited company deals in consumers goods manufacturing industry. Company was founded in
1929 and its founders are James Darcy lever, William lever, etc. the head quarters of company
are situated in Unilever house, London, UK Rotterdam, Netherlands. Its products are beauty and
personal care, cleaning products, food and refreshments. The report will analyses organisational
culture, power and politics for influencing team and group performances. The study will be on
theories of motivation that enable the organisation to achieve the goal. Discussion will on what
makes effective team as opposed to ineffective team. The report will study different situations in
firm with applying concept of philosophies of organisational behaviour.
MAIN BODY
LO 1
P 1 analysing of organisational power, culture and politics which helps to influence team and
individual performance.
In Unilever the organisational power, politics and team culture influences team and individual
performance due to following reasons.
Organisational power: It refers to ability to influence people that is capacity for affecting the
behaviour of employees con control the organisational resources. For example the local
governments has power to collect taxes. Power is an important part of an organisation as it helps
to fulfil one's goal. As more power given to individual or group will wield organisation to
influence for more achievement. Their are fives sources of power: reward, coercive, legitimate
power, referent power and expert power which are explained below
Reward power: power of reward is controlled by the managers like salary increment,
promotions and bonuses (Barbaranelli and et.al., 2019).
Coercive power: it is the ability of manager to cause unpleasant experience for its
employees like threat for employees for demotion, dismissal, suspension, etc.

legitimate power: the power is based on mutual agreement between the target and agent
for the right to influence the employees.
Referent power: the power is based on the interpersonal attraction as the individual get
influence to have the power. For example to follow and behaves according to ideal person at
some stages.
Expert power: when the agents has expert knowledge or information that is required by
target then it can termed knowledge based power. Their are some condition to satisfy this, as the
target must trust that information is accurate and correct, the information must relevant and
useful for the target and target must consider agent as expert (Day, 2019).
Unilever influence team and individual by using rewards power as the manager tries to
motivate its employee to give their best in work by providing incentives, chances to get
promoted on higher position and increment in salary (Urban and Verachia,2019).
Organisational politics: It can also be termed as the office politics. It is the use of social
networking or power within the organisation for the achievement of changes that benefits
individuals or the organisation. As the influence by individual may serve the organisation due to
personal interest without regards to effect organisation. As due to use politic it lower the output
and affects the productivity of organisation. The observation says that individual who plays
more politics pays less attention on their work. As these employees are more interested in back
biting and leg pulling. In Unilever their there is less politics best informal structure of company
and employee have good maintenances of personal relations with their collogues. As it helps to
influence employees in the organisation work efficiently which improves the productivity of
Unilever (Alenazi, Muenjohn and McMurray, 2019).
Organisational culture: It refers to the beliefs, values, assumptions and ways to interact for
contribution in psychological environment in the company. It is very important to ensure that
members are aligned with the purpose of organisation. In Unilever the organisational culture is
Hierarchy which is an structured and formalised work environment. As the producer decide upon
what people will do. Leaders are happy with the organisation and efficiency based coordination.
Due to hierarchy organisational culture the organisation is able to work smoothly. The values
that Unilever derive are timeliness, consistencies, uniformity and efficiency (McCallaghan,
Jackson and Heyns, 2019).
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