Analyzing Organizational Culture, Power, and Politics Impact on Behavior and Performance

This report analyzes the impact of organizational culture, power, and politics on individual and team behavior and performance. It also evaluates process and content theories of motivation and motivational techniques for achieving organizational goals.

Organisational
Behaviour

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse of organisation culture, power and politics that is impacting on behaviour and
performance of individual and teams.....................................................................................3
TASK 2............................................................................................................................................6
P2 Evaluation of process and content theory of motivation as well as motivational technique
that enable the achievement for accomplishing organisational goals....................................6
TASK 3..........................................................................................................................................10
P3 Demonstrate an understanding about aspects that makes an effective team opposed to
ineffective team....................................................................................................................10
TASK 4..........................................................................................................................................12
P4 Philosophies, theory and concepts that are related with organisational behaviour.........12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational behaviour is defined as a study of human behaviour of all individuals that
are engage in business operations and functions. The main function of organisational behaviour
is to generate better interface between organisation management and its workforce. This also
refers one of the major goal of organisation is to develop and implement better concepts among
all departments of business (Wong, Ormiston and Tetlock, 2011). Organisation behaviour is the
study of group and individual performance that are related with activities and action of business.
This report is composed from point view of John Lewis Partnership which is a British retail
organisation that operates organisational functions with engaging large number of workforce.
Moreover, this report highlights on analyse of organisation culture, power and politics that
impacts on performance of individual and team. Content and process theory of motivation which
leads company to accomplish organisational goals will be included in the report. In the last,
understanding of an effective team and concepts as well as philosophies related with OB and it’s
implementation are also focused in the upcoming report
TASK 1
P1 Analyse of organisation culture, power and politics that is impacting on behaviour and
performance of individual and teams
Organisation culture, politics and power influence an individual and team performance due
to which positive and negative both aspects are faced by management of John Lewis Partnership.
Some impact of power individual and team is mention as follow:
Impact of power on team and individual behaviour
Power demonstrates the authority that is provided by organisation to a particular
employee or team. This is used by manager for influencing the performance of an individual and
groups for performing their roles in an organised manner. Moreover, this also includes several
authority that provide rewards and appraisal to an employee in order to complete work for
betterment of respective organisation (Wan and Wan, 2016). Some theories that are implemented
by John Lewis partnership are mention as below:

 Coercive power- This refers to the power that is provided by an organisation to an
individual for managing its daily activities. From perspective of John Lewis partnership
it is implemented by management to enhance effectiveness of each individual.
 Reward power- This refers to the power which is assigned to an individual in order to
provide rewards, appraisal, training and promotion through monitoring performance and
efforts of employees. It is also used by management to provide rewards as per individual
performance.
 Legitimate power- It is the power that is gain by an individual according to the
experience and position in organisation. Along with this John Lewis Partnership provide
platform to employees for performing work easily in the organisation.
 Referent power- According to this power an individual is assigned for influencing the
behaviour of individuals that are engaged in organisation to complete work towards
desired goals (Vance, Siponen and Pahnila, 2012). John Lewis Partnership implements
the process of referent power for motivating individuals to complete their work in an
appropriate manner.
 Expert power- This power is assigned by the management for providing huge
knowledge to an individual within a particular field. John Lewis partnership is focused
to manage all activities which perform organisational work according to decide policy
and procedure in order to improve efficiency in a specific field.
Influence of politics on an individual and team
Politics behaviour determine and reflect the property of an individual in order to take
better decisions which mean to take decision for welfare of organisation. This is also used by
management for impacting decision as per current situation. Along with this there are different
factors are present in market that influence on behaviour of individual and team which is defined
as below:
 Decrease in productivity- This is monitored several times that politics generate
negativity in an organisation due to which organisational objective and goal are impacted
(Rowold, 2014). It also creates problems for John Lewis partnership to accomplish their
goal in decided time period.
 Spoil the ambience- Politics generates unbalanced environment in the organisation due
to which relationship and interaction between employees is impacted on large level. This

also impact within internal premises of organisation for performing work in an organised
manner.
 Change among attitude of employees- Politics directly impact on the behaviour of
employees due to which negativity and inequality generate in an organisation. This
results individual loss interest towards work due to demotivation that generate challenge
for employees to work in an organised manner.
Influence of culture on team and individual
This relates with factor that impacts on value of organisation. Therefore, it is mandatory
for John Lewis partnership to implement right culture that boost motivation among employees to
complete all work in an accurate manner (Mohamed and Sathyamoorthy, 2014). Handy’s model
of culture is divided into different parts that are mention as follow:
 Power culture- This refers to generate centralised control among the business or
organisation that leads employees for enhancing overall productivity in order to improve
overall performance. The main motive to implement power culture is to boost
performance of all employees.
 Role culture- It includes various roles and responsibilities that are performed by the
manager of John Lewis Partnership for delegating right role to the right employees. This
results all task is completed with more efficiency through providing knowledge for the
decided job role.
 Person culture- This provides opportunity to all employees for demonstrating the
abilities that support organisation for motivating individual to work with creative and
innovative ideas in order to generate desire results (Laforet, 2016). Moreover, it also
helps persons for obtaining better position in the market.
Impact of power, culture and politics on team and individual behaviour as well as
performance
Particular Individual behaviour and
performance
Team behaviour and
performance
Power If individual are not provided
power according to responsibility
than negative impact is generate
This also refers that there are
various power exists which
impact on performance of

as employees are not able to
perform work in decided manner.
organisation but due to less power
among team it generate loss by
reducing interest of individuals.
Culture If culture is assigned by a wrong
individual than the overall
performance is impacted because
change in work-culture such as
biasedness impact on individual
and its performance through
demotivating a person if it is
against organisation.
This refers if organisational
culture is modified or changed
than all employees also develop
new method for work culture that
is used for understanding
performance of organisation as
per new culture.
Politics If individual are more involved in
the politics than the performance
is affected because it generate
negative outcome such as
individual face conflicts to
interact with other employees.
This are various challenges faced
by employees which is impacting
on overall performance of
employee that is decreasing the
attitude of employees towards
work.
TASK 2
P2 Evaluation of process and content theory of motivation as well as motivational technique that
enable the achievement for accomplishing organisational goals
Content theory of motivation- According to the content theory it is described that there
are various changes exists in an individual professional life. This all generate different needs and
wants according to time and job career in workplace (Kiatkawsin and Han, 2017). From the
perspective of John Lewis partnership it is identified that content theory of motivation motivate
employees that enhance ability of employees to perform all work in an effective manner. Some
content theories of motivation are mention as follow:
Maslow theory of motivation
According to the belief Maslow theory it is identified that to motivate someone it is
essential for organisation to fulfil basic need of employees. Moreover, it is in the form of
pyramid that provides and enlists five different levels that defines the basic need which helps to

create motivation among behaviour of employees. The first five level of Maslow theory are
mention as follow:
 Physiological need- This is the first stage that includes only essential need for surviving
the livelihood that undertakes air, shelter, food, water etc. The main motive of this stage
is to satisfy individual needs at basic level for providing motive to retain in organisation.
 Safety need- According to this need financial security, wealth and health are included
that gives motivation to an employee for satisfying safety needs (Gkorezis and Petridou,
2017).
 Social needs- In this stage, management is focus for satisfying the needs of all
employees that are linked with society. John Lewis partnership is performing their work
at different areas. So it supports management to understand social need of employees.
 Self-esteem- This need is fulfil by an individual after several years of job experience and
the main aim to fulfil this needs is to feel worth among work that is performed by
employees. John Lewis Partnership fulfils this need of employees who are professional
and work at top level in the organisation such as manager.
 Self-actualisation- It is the last stage of Maslow’s theory and as per this stage an
individual generate belief which leads employees to complete work according to its
lifestyle. This stage motivate an individual to demonstrate capability, stability and
potential of an employee.
John Lewis Partnership utilise Maslow theory for motivating all of its employees that motivates
an individual to complete their work with high motivation (Elsmore, 2017). This is also used to
generate confidence and strength among employees in order to motivate them for accomplish of
longer results.
Herzberg’s two-factor theory of motivation
This defines various ways that exists with various factors which are related with
workforce and it also impact on workforce for generating strength and confidence that satisfy
employee performance in an organised manner. Some factors that define Herzberg theory are
mention are as follow:
 Hygiene factor- The term hygiene factor undertakes various environment aspects that
exist with different scenario that are faced by organisation to complete work in proper
manner. This is also essential for an individual to motivate all employees which satisfy

needs of workforce for longer term. There are various physiological needs are present in
an organisation such as payment on time, working conditions, flexible working hours and
job security.
 Motivation factor- The term motivation factor leads an organisation for generating
positive impacts that leads management to perform all work in an appropriate manner.
This also refers that a motivated employee is able to complete their task with more
productivity through generating confidence among employees (Dartey-Baah and
Amoako, 2011). John Lewis Partnership is implement motivation factor which leads
employees to enhance inner strength which motivates employees to generate more
participation among employees for performing all work to gain desired results.
From the point view of John Lewis Partnership management is focused to implement both
factors of Herzberg motivation theory that satisfy need of employees in an appropriate manner.
Along with this various needs are satisfied by management through using theory which also
leads to monitor employee performance on constant basis.
Process theory of motivation
Process theory motivates the work performance of employee in order to complete work
with desired manner. This theory includes the change among individual’s behaviour which are
used for accomplishing organisation goals in an appropriate manner. It also refers with different
theory of motivation John Lewis Partnership motivates all of its employees for accomplishing
organisational goal. Some process theory of motivation is mention as follow:
Vroom expectancy theory
Vroom anticipation hypothesis introduces to the adjustment in singular conduct as per
their need and with that they inspire towards to accomplish the objective. Vroom expresses that
the exhibition of the employee\'s is changed by singular variables as indicated by the aptitudes,
information, capacity, experience. It likewise expresses that singular inspiration is connected by
the presentation and endeavours. Inspiration incorporates hope, instrumentality and valence.
Anticipation manages the endeavours which lead the presentation it is influenced by the correct
activity, assets, backing to carry out the responsibility (Coccia, 2015). Instrumentality is the
impression shows that the yield is reliant on the presentation as though one performs well that
then they got a result. Instrumentality influences by the presentation and result, trust on dynamic.
Valence manages the prizes that in the wake of playing out an errand can an individual get the

alluring result or not. John Lewis partnership utilize this hypothesis to inspire the representative
by giving the compensations as per their exhibition and satisfy the necessities as indicated by the
employee\'s exertion.
Goal setting theory
Objective setting hypothesis incorporate the arrangement of advancement plan which lead to
rouses the individual to arrive at their objectives. The objectives provide the guidance to the
person to play out the assignment and furthermore assesses the necessities and exertion which
requires to achieve the objectives at a particular timeframe (Coccia and Cadario, 2014).
Objective setting keeps provokes the person as an individual realize what to accomplish, how to
accomplish and as indicated by that an individual invests an energy which lead to execution
improvement. Some factors that are included by goal setting theory are mention as follow:
 Self-sufficiency- This is the self-potential of an individual that is related with the
performance of employees and it is also depend on the belief and confidence of an
individual in order to demonstrate efforts of individual towards company goals. Self-
sufficiency also shown efforts that increase with each other.
 Goal commitment- The term goal commitment refers to the dedication of an individual
that is used for accomplishing company targets. It also leads individual to generate better
commitment towards the action and activities of John Lewis Partnership which boost
performance of employees to enhance overall achievement of business.
From the perspective of John Lewis partnership it is used for generating better process that
motivates individuals for accomplish of company objectives that generates desired results which
show the path of success to achieve organisational goal. Further, the management is also focused
to implement Vroom expectancy theory that leads to generate effective results as it help to
improve employee performance and also motivate individual to perform work with more
motivate manner (Bester, Stander and Van Zyl, 2015).
Critical evaluation for influencing the behaviour of others that leads to implement effective
application about behavioural motivation theories, models and concept
John Lewis partnership implement Maslow theory of motivation and also the Vroom
expectancy theory that motivate employees for performing work according to desired theory that
leads to accomplish better goals and objectives in order to put more efforts for accomplish of
organisational goals. Waitrose theory fulfils basic need of employee by utilising Maslow

motivation theory that leads to retain more employees. Along with this Vroom expectancy theory
is used for generating better outcomes and performance that must be fulfilled by employees to
accomplish organisational goals. John Lewis partnership implements both theories of motivation
to enhance individual performance that generate better outcome to gain effective results as per
company.
TASK 3
P3 Demonstrate an understanding about aspects that makes an effective team opposed to
ineffective team
Effective team- The term effective team defines the group of individual that are working
together for accomplish of decided goals and objectives. This refers that effective team leads
workforce to control the ability of team by achieving individual and company together (Bakotić,
2016). In context of John Lewis Partnership effective team assist management to complete all
work with more productivity through generating faith and believe among members that are
engaged in accomplish of company targets.
Characteristic of effective team
 High focus- All members which are engage in team work with more focus that
generates better dedication and focus to achieve company goals.
 Clear and transparent goals- There are effective team leader decide and communicate
all goals as well as objective for communicating all goals and objectives to individuals
and departments of company.
 Communication- Communication work as a key aspect that works as an important
characteristic to share and interact with other individuals.
 Risk takers- The term effective team leader refers to understand various risk aspects and
target that are impacting on targets of organisation (Antonakis and House, 2013).
 Trust and believe- Trust as well as believe are two important aspect which leads
organisation to implement faith among employees in order to gain effective result.
 Coordination and cooperation- With the analysis of all aspect one of the most
important feature for organisation demonstrate understanding of coordination and
cooperation which support team to make effective decisions.
Factors of effective team

 Role and responsibility- In present scenario, John Lewis Partnership perform different
operations. This demonstrates that with delegation of right roles and responsibilities to
individuals it is easy for management to complete work in effective manner.
 Leadership- The term leadership refers to the ability that leads an individual to
complete all work with proper guidance as it help in accomplishing organisational goals
effectively.
 Clear objective- All team members in the organisation are focused towards
accomplishment of all objectives that help for enhancing company performance.
 Learning and development- Team members of an effective group is focused towards
learning that help to complete work according to present market conditions.
Ineffective team
An ineffective team perform their work without targeting goals due to which there is
misunderstanding among group members and it results organisation is not able for performing its
work properly (Anagnostopoulos and Papadimitriou, 2017).
Characteristic of an ineffective team
 Lack of faith- This aspect determines if team member does not believe on each other than
confusion is generated which impact on organisational performance.
 Lack of communication- Communication is a source through which information is shared
with each other but if it is circulated with rumours than it create complexity to work
properly.
 Lack commitment- If members are not committed towards work than it is not possible to
engage them in group because demotivated individual impact on performance of overall
team.
Factors of ineffective team
 Ineffective time management- If an organisation and its team members not complete
their work with decided time than it is complex to achieve decide objectives.
 Less communication or interaction- This refers due to inappropriate interaction between
team members the desired policy are not implemented which impact on achievement of
organisational goals.
Difference between effective and ineffective team
Effective team Ineffective team

Objective Focus and clear objectives Unclear and confusing objective
Management It is managed with step to step. Unorganised.
Roles Each team member understands
their role and completes them
properly.
Individuals are not aware about
their roles due to which
inappropriate environment is
generates in organisation.
Belbin theory- Belbin states that every individual has its own conduct and with that they
have set capacities and jobs in a group. By knowing the individual job in a group it prompts
build up the quality and investigates the shortcoming which influences the presentation of the
group. Belbin group jobs are the various jobs of the group which is performed by the individual
and that all things considered goes to upgrade the group execution. There are some Belbin group
jobs these are as per the following as:
Team worker- Group members is the person who arrangements or handles each
circumstance in a viable way. Group members help every person to perform much progressively
better and help to accomplish the objectives and keeps up the adequacy of group. Group
specialist is the person who deals with each condition and take certain choice in the kindness of
group of which impacts the group execution among enterprise properly.
 Coordinator- The term coordinator is an individual who manager the team members that
leads for accomplishment of organisational goals. Moreover, coordinator are those
persons are more confident, composed and calm to perform all work with more creativity.
It also helps to enhance team performance by coordinating between all individuals.
 Implementer- In order to complete work with best strategy John Lewis Partnership recruit
an effective implementer that helps to complete all work with right strategy. It is also
useful in completing work with positive manner.
TASK 4
P4 Philosophies, theory and concepts that are related with organisational behaviour
Path goal theory of leadership- According to the path goal theory of leadership it directs
the management for adopting suitable leadership style as well as behaviour that leads to complete
work as per decided leadership style. This is also used to make work behaviour as per purpose

that generates motivation to enhance maximum contribution that is received for accomplish of
organisational goal and objectives.
Path goal theory determines that John Lewis partnership for identifying characteristic as
well as working pattern which is followed by employees. This result it is easy for management to
enhance overall performance of organisation through considering all employees engagement
towards organisational work. Therefore, by implementing path goal theory it is easy to achieve to
analyse capabilities of workforce that make easy for managers for completion of work as per
betterment of employees (Elsmore, 2017). Moreover, path goal theory also leads management to
enhance productivity of organisation through directing managers towards arranging organisation
feedback as it helps to improve business decision making.
Classification of path goal theory
Employee’s characteristic- This is used for facilitating better knowledge to all
employees specifically about those factor that motivate employees to perform all work with high
efficiency. It also includes training, rewards, flexible work timings and many more to motivate
employee. Within the context of John Lewis Partnership it is used for identifying factors that
match with specified time period to improve working behaviour of employees.
Environmental characteristic- It includes different activities that are allocated to all
staff members as per their skills, knowledge and capabilities which generate maximum outcome
in the future. John Lewis Partnership conducts various survey that help to conduct better
workplace in future. This refers if organisation understands managerial work then it is easy to
perform all task in decided time period.
Leadership style
The term leadership style aids an organisation to achieve all goals by guiding the
workforce that leads employees to work in an appropriate manner. It is used to make style that
leads to guide people for accomplish of organisational task to discuss better results.
 Participative style-Under this style, the representatives are allowed a chance to give
recommendations and perspectives in dynamic procedure with the goal that greatest
gainful result can be gotten by organization. Utilizing such style by administrator of John
Lewis partnership helps in expanding high maintenance of representatives and their
commitment towards accomplishment of authoritative objectives and goals.

 Directive style-Under this style, administrators guides their workers to follow their choice
without addressing. It ties workers to follow pre-decided choice which welcomes
negative effect on the exhibition level of representatives.
Motivation- Workers gets inspirations when the association's objectives and destinations
are appropriately characterized as it encourages them in understanding the jobs and duties
performed by them. Because of this, they give top level augmentation towards accomplishment
of hierarchical objectives and destinations by taking help from the board regarding expelling any
disablements.
CONCLUSION
In the last, with the all above information it is concluded that performance and
productivity level of organisation is depend on behaviour of employees or workforce. Therefore,
with the motivation theory it is easy for organisation to improve working behaviour of
employees by implementing Maslow and Vroom theory. Further, skills and capabilities of
effective team are also identified that leads employees to improve work their work efficiency. In
the last, path goal theory and its characteristic are included along with this leadership style is also
undertake for guiding behaviour of employees towards accomplishment of organisational goals
and objectives.

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