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

This document explores the influence of organisational culture, politics, and power on individual and team behaviour and performance. It analyses how these factors can impact behaviour and performance in an organisation, and critically evaluates the relationship between culture, politics, power, and motivation. The document also discusses various theories of motivation and how they enable the achievement of goals.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analyse how an organisation’s culture, politics and power can influence individual and
team behaviour and performance.................................................................................................1
M1. Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................3
TASK 2............................................................................................................................................4
P2. Process theories of motivation and motivational techniques enable effective achievement
of goals.........................................................................................................................................4
Maslow hierarchy of needs..........................................................................................................5
M2. Critically evaluate motivational theories that determine how to influence behaviour ........6
D1. Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed, providing justified recommendations...................7
TASK 3............................................................................................................................................7
P3. To understanding of what makes an effective team, as opposed to an ineffective team.......7
M3. Analyse relevant team and group development theories to support the development of
dynamic co-operation...................................................................................................................9
TASK 4............................................................................................................................................9
P4. Apply various concepts and philosophies of OB ..................................................................9
M4. Evaluate a range of concepts and philosophies of organisational behaviour ....................11
D2. Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace...........................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
The term organisational behaviour is an act and study of human behaviour regarding to
performance of organisation (Arslan and Roudaki, 2019). It involves individual group, apply
knowledge of human and recognise the effect of organisation structure in behaviour. They
should determine how human interact with each other in organisation and within groups. In an
organisation, managers need to improve job satisfaction of employees and enhance customers
satisfaction and build teams and manage conflicts. They focus employee work and behaviour of
employee in organisational structure and identify all departments in organisation like HR,
finance, marketing and IT. The main purpose of organisation behaviour is to maintain and
predict human behaviour in organisations and it is action oriented and goal oriented. Selected
organisation is Rolls Royce. It is British auto mobile maker and was established 1998. The
number of employees of this firm are 1300. In this report, several topics are covered such as to
analyse organisational behaviour to influence individual, to evaluate how theories of motivation
are enable to achievement of goals, understanding to what makes an effective team and apply
various concepts of organisational behaviour.
TASK 1
Analyse how an organisation’s culture, politics and power can influence individual and team
behaviour and performance
It can determine how organisational behaviour can effect culture, politics, power and
team performance (Balwant, 2018). It can influence each and every operation in workplace and
it is all about having a common set of goals and assumptions of members in an organisation.
There are various culture that determine and impact of organisational culture, politics, power can
influence individual and team performance with context to Rolls Royce are as under:
Organisational culture: As per view point of Kellie Wong, 2020 it is basically about
collection of values, expectations and influence the behaviour of employees in organisation. This
culture consists of proper way of communication between employees and determines how well
they can behave within an organization. For Example; Adobe offer perks like discounted gym
and membership. Culture includes beliefs, attitude, norms, systems and language that define the
organisation culture. With relation to Rolls Royce, it can create an innovation culture they decide
to enter new path of challenges while enhancing user experience. If an organisation is having bad

culture then customer are not attract and do not purchase their product on the other hand, if
culture is good then more customers are attract with products and purchase more that's why it
increase their sales and goodwill of firm. There are four types of handy organisational culture in
context to Rolls Royce are as follows:
Power: In this culture, they are held by for a few individuals who extended throughout
enterprises means there are few rules and polices in power culture (Blackstock, Salami and
Cummings, 2018). In case of Rolls Royce, firm can used this culture generally for quick and
easily decision making. They are heavily dependent on success of organisation and their abilities
at centre. It can direct impact organisation individual team behaviour and performance because
team can take a quickly decision for any events are conducted.
Role: Role culture determine rules that they are controlled and know what are employees
roles and responsibilities. Role can determine only a person position or role in an organisation.
With context to Rolls Royce, people have already defines their roles and responsibilities with
high structure base. This type of culture in organisation are functional areas and conducted by
narrow senior of management at top. It impact team behaviour and performance so that firm can
make a profitability business if performance is good.
Task: This type of culture may be defined when team in an enterprises are address to a
particular projects to be progressed. The task represent team member in firm and determine by
dynamic culture will proves effective. In case of team performance and behaviour, working with
our teams can be productive and creative in nature. Rolls Royce look for to bring together
appropriate resource at a right place and right people in respect to completion of project also it
enhance their efficiency in organisation.
Person: It believes with full of people and background in an enterprise and these culture
determining the individual person and their own interests without any objective. For Rolls
Royce, it is simply in terms of people to work and recognise their person culture for a collection
of an individuals for working in same enterprises. Individual are concerned about profit instead
of organisational benefit.
Organisational power: According to Kingsley Davis, power is determine behaviour of
others and it is ability to influence the behaviour of shareholders in an enterprise and utilise their
resources in favour of development of firm such as man, machine and material (Burrell and
Morgan, 2017). Power is most benefit for firm because that assign tasks to different employees

and guide them achieve their organisational success. There are various power are adapted by
Rolls Royce which are described below: (French and Raven Model)
Coercive power: This power involves to force someone against for purpose and to
punish someone. It is usually achieved their agreement with others and can't exceed with
minimum delivery level. With respect of Rolls Royce, firm can treat their employees in negative
way like abusing and punishing for any purpose. This will impact a negative performance of
employees and customers can leave jobs and they can effect on profitability and productivity of
an enterprise.
Reward power: This is a second model of French and Raven, reward power consist of
profits if employees are doing good work then they can benefit and give them rewards
(Connolly, Lang and Tygar, 2018). It influences employees and motivate towards their work.
For Rolls Boyce, they can motivate their employees and if rewards are given by employees after
that there is no ongoing incentive for employees. Sometimes power of rewards are decreased and
starts consider to empower.
Legitimate power: It is a position of formal relationship between employees and people
have influenced and they will do whatever they are told due to rules and regulations of firm. In
case of Rolls Royce, it is important for organisation because it enables to understand who is
authority and for whom. In organisation, it comes from one person role and positions.
The use of organisational power and politics that can impact an individuals team
behaviour and performance in an enterprises. They allow firm to changes in new policies like
rewards method where employees are get benefit through work. The use of politics can influence
the performance of firm as they adapted various elements by different organisation structure this
has improve productivity of company.
Critically analyse how the culture, politics and power of an organisation can influence individual
and team behaviour and performance
The organisational culture, power and politics that determine effect on individual team
behaviour or performance of employees. Rolls Royce used four types of culture which are named
as role, task, power and person this will enhance their capacity to communicate different types of
people (De Sanctis, Ordieres Meré and Ciarapica, 2018). Generally, they have argued for
culture of an organisation that will help to build diversity for many ideas and perception. It also
help to increase their capacity and communicate various different kinds of people and understand

their taste and preferences of people. Globalisation also helped to contribute in organisations and
it is important for managers that they have limited decisions and liable to take a decisions of
firm. On the other side, French and raven model used in Rolls Royce in power culture which is
used in reward power because they can motivate employee in an efficient manner and this has
impact on improve team behaviour and performance. The use of politics allows firm to changes
in various policies and improve their firm performance. They bring new changes in operations
and superiors for any changes in firm. Influence of power can affect individuals and check
overall performance of enterprise. Sometime power can motivates employees when it is used in
brand name or value at workplace atmosphere.
TASK 2
Process theories of motivation and motivational techniques enable effective achievement of
goals
According to Scot, motivation is a procedures that guide or motivate people towards work
and accomplishment of goals and objectives (Forssell, 2020). If people are motivated towards
work then they improve their profitability and productivity of an enterprise. For instance,
accomplishments towards their career, goals, objectives. For Rolls Royce, managers guide their
employees to meet firm goals and objectives which can leads to enhance their productivity of
firm. Various theories that are used in motivation with reference to Rolls Royce are as under:
Content theories: This theory focus on individual need of people and what people needs
in their lives. It is mainly understand that what people think, how can people are motivated and
how they can acquire or achieve their goals and objectives. This theory involves Herzbergs,
Maslow theory of needs, ERG theory, theory X and theory Y. Rolls Royce has adopted various
content theories are as mentioned below:
Herzbergs theory of Rolls Royce:
Hygiene factors: These factors are mainly considered for extrinsic motivation at
workplace they do not lead to provide positive satisfaction of employee for long term (Wong and
Wong, 2017). It is also known as maintenance factors and these kind of factors define job
environment. In case of Rolls Royce, managers used this factors to be fair and clear policies of
each and every employee. They maintain an appropriate relationship between peers and

subordinates. So there will be decrease motivation of employees because they are not
encouraging employee for work but they become unmotivated if employee are not present.
Motivation factors: These factors provide positive satisfaction of employee so that
employee can work much harder and achieve their goals and objectives (Gaspary, Moura and
Wegner, 2020). These kind of factors motivate their employee through superior in nature and
involve performing of job. It includes recognition, rewards, growth of organisation and
responsibility. For Rolls Royce, managers need to acknowledge that there will be more outside
scope at workplace and ought to provide and maintain team performance. It consist an intrinsic
factors of organisation.
Maslow hierarchy of needs
Physiological needs: These are basic needs that human survive with these elements food,
clothing and shelter and these function can’t perform effectively then human body can survive.
Rolls Royce employees are also need access to various opportunities and services are provided at
work for basic needs.
Security and safety needs: It is related to person can feel safe and secure in life and
environment. For example; person well being, emotional security, social security and so on. For
Rolls Royce, employees who work in organisation also feel safe and secure in an organisation.
Love and belongingness needs: This level of hierarchy need involves, family, friends,
society, love and intimacy. They need social relationships with employees and motivate their
behaviour. Rolls Royce employees also need of love in an enterprise so that they can work
positively.
Self esteem needs: There are two types of self esteem needs is for oneself or want for
goodwill from others (James, 2017). When there is related to person needs for recognition,
status and feel. It respect from others related to fame, recognition and rewards and respect for
oneself includes confidence, freedom ad interdependence system.
Self actualisation needs: When there is an individual self fulfilment, potential towards
work and seeking personal experiences of employees. Rolls Royce understand and focus on a
specifically issues skills and knowledge of employees.
Process theories: It is a method that generates ideas and determines how firm changes
can and develops various theories. This theory covers goal setting theory, vroom expectancy

theory and Reinforcement. Rolls Royce includes goal setting and vroom expectancy theory is as
mentioned below:
Goal setting theory: This theory says that a specific goal to be achieve which leads to
higher performance of employees (Jena, Pradhan and Panigrahy, 2018). It states that challenging
work can be established along with proper feedback to contribute higher and better task
performance. With relation to Rolls Royce, manager used this theory because to set a goals for a
particular organisation and indicate that what employee needs to be done in a specific period of
time and how much efforts are required to achieve a particular goals and objectives in an
enterprise.
 It should be specific and clear goals in every organisation so that employee can achieve
their goals efficiently and easily to be measurable.
 Goals should be realistic way because there is lot of people with full of satisfaction are
set up to achieve a common goal. If there are more challenging goals greater will be
rewards and benefits to that person.
 It can provide better and perfect feedback for those who work hardly to achieve their
goals and objectives and contributes their higher performance instead of absence of
feedback.
Vroom expectancy theory: This theory says that assumes that behaviour of employee
and chooses various alternatives which is maximise their pleasure. It states that relationship
between people and employee performance, skills and knowledge. Expectancy is enhancing the
amount where effort are increase performance with having right skills and right knowledge. For
Rolls Royce, it is helpful for organisation because they provide rewards and recognition in terms
of work. They can set their objectives according to their specific goal and identify there is a
positive relation between efforts and performance.
Critically evaluate motivational theories that determine how to influence behaviour
From this analysis, management of Rolls Royce used in Herzbergs theory which
categorised in extrinsic and intrinsic motivation (Katou, 2017). Intrinsic motivation consist that
they do not provide satisfaction for long term and in case of extrinsic motivation it makes an
individuals work in respect to avoid punishment. Apart from this, manager used vroom
expectancy theory which is explained about an expectation among employees that they will be
established and rewarded through work. If managers do not communicate properly so that it will

be determine influence of others behaviour. This motivational theory in an enterprise that can
helps to develop their various resources of an organisation and makes a firm expand. Goals
setting theory always effect positive on individuals.
Critically evaluate the relationship between culture, politics, power and motivation that enables
teams and organisations to succeed, providing justified recommendations
The organizational culture, politics and power can create an effect day by day and it helps
to create ambience in an enterprise (Kim, Kim and Reid, 2017). When power executed
positively and also helps employees to perform well in firm which is turn into positive way of
organisation. An enterprise need to recognise a proper culture in place in respect to inspire other
individuals related to work. Manager behave properly with various subordinates and dose not
provide any politics in an enterprise. In various field of business, there are many project teams
and quality teams each of teams different nature and their roles are also different. An effective
team is very important in an organisation that they can perform efficiently. Firstly, in state to
become an effective team, it should clear all goals and objectives. Secondly, it should also
possess to require an motivated structure. Thirdly, an effective team should possess compromise
good capable team members. All the team have to be ensure that there is team members have an
knowledge, skills and experience to handle all team.
TASK 3
To understanding of what makes an effective team, as opposed to an ineffective team
Team is a group of people who work together with different knowledge and skills but to
work on a common project with mutual support for all team members (Kondalkar, 2020). Roll
Royce determine team with careful alignment and various principles are applied through impact
on quality, productivity and achieve business goals and objectives.
Basis Effective teams Ineffective teams
Fundamental goals With effective teams, there is a
goal to be understood and
accepted by members
In ineffective teams, It is
difficult to understand some
task of group and what was the
objectives are
Decision making Many of the decision in When ineffective teams can

effective team are clear and
everyone is in general
management.
take decision are prematurely
and real issues are examined
Division of labour Effective team assignment are
clear and understood
(Mansouri, Singh and Khan,
2018)
Actions are unclear even no
one knows how to handle
them.
Rolls Royce used in Belbin team roles to improve organisation profitability system and
productivity are as described below:
Action oriented team: It can focus to improve team's performance that put into their
direction and meet deadlines. It can consist of various team roles are: shaper, implementer and
complete finisher
People oriented roles: In this case, people are making new ideas and innovation together
that's why firm can improve their profits easily and people oriented roles are: coordinator, team
worker and resource investigator.
Thought oriented roles: They can analyse their thought that what first comes up in a
mind with innovative things and provide expertise through plant, monitor evaluator and
specialist who are expert in specific subject matter.
Tuckman's development theory are used in Rolls Royce:
It can explain to develop their team maturity, capability and relationships are established
and what changes in leadership style. This theory consist of four stages which are named as
forming, storming, norming and performing.
Forming: This is the first stage where team members are try to explore new and
understand their behaviour of employees (Odor, 2018). They can make their all efforts to
understand their expectations of team members. For Rolls Royce, leader must be prepared with
lot of questions about what is purpose of team, objectives and relationship among employees.
Storming: This stage of team development indicates that status are completed and
controlled in group. Firstly they can understand other behaviour and roles this has impact starts
conflicts with each other. In case of Rolls Royce, team members try to resolve their issues and
establish their position in terms of leaders and members.

Norming: This stage consists of members are start cohesive manners and establish
balance between various conflict forces. Rolls Royce they develop their normal, values to
achieve their goals and objectives.
Performing: In this stage, it can focus on strategic awareness and achieving their goals
and makes decisions in better manner. With relation to Rolls Royce, team work can establish
towards goals positively and attend their relationship in a efficient way. This has impact on
performance of company and team members.
Analyse relevant team and group development theories to support the development of dynamic
co-operation
When two or more people who work together in subsidiary manner is famed as team and
there are several team which are named as functional, virtual and cross functional teams (Paillé
and Meija-Morelos, 2019). Management of Rolls Royce uses the Tuckman's development
theory to develop their team maturity and capability of team members, their relationship with
changes in leadership style. It is significant in organisation because it can recognize various
groups and suggests team to grow with clear defined stages. Team have an efficiency to make
decisions by taking opinions and thoughts of all team members. Moreover, proper team works
consists of their ideas with each other by trusting each other capability in respect to develop their
changing action in an business enterprises. On the other hand, belbin's theory used in Rolls
Royce to improve profitability and productivity system in an enterprise. It helps to develop their
strength and manage their weakness as team member. It also help team leaders and team
development professional to create more proportionate teams.
TASK 4
Apply various concepts and philosophies of OB
Path goal theory: As per view point of Andre, 2019 this theory consist of describes the
leader style which is more important to understand their work environment to achieve their firm
goals and objectives (Soetarso and Budiastusti, 2019). For examples; a leader as a supporter
who stay every time with contact to employees ad he is concerned about being emotional being
of workers. It will enhance their motivation and employees satisfaction which has effect of
profitability and productivity in an organisation. Each and every organisation depends upon
nature of people who works in a firm. Rolls Royce shareholders work in same ways and they

have different ideas at different point of time, there is democratic factors that can affect
organisations such as income, age, gender, martial status and experience. It is vary important for
organisations to understand their needs and requirements of those people who have different
perception and different ideas of work.
Social capital theory: This theory incline their relationships that can lead to development
and increase their human capital . It is helpful to understand their requirements of shareholder in
an enterprise and ideas and perception of employees in firm will tends to understand aspects of
networks, participation. In case of Rolls Royce, it is important for mangers to understand their
requirements and motivate them to accomplish their goals and objectives. Employees can
contribute their ideas and perception and provide many opportunities to employees.
Contingency theory: This leadership theory consists of leaders efficiency whether they
suit in leadership style in a specific situation. The main objective of contingency is to safe and
secure situation during time of emergency. With relation to Rolls Royce, it is important of
managers and leaders that they can provide many opportunities and provide ideas and perception
of employees for betterment of firm. Firm treat equally in an organisation and understand
emotions of employees so people can respected with each other who are worked in an
organisation.
Fundamental concept and philosophies of organisational behaviour are as mentioned
below:
Individual Difference: Each individual is different from each other and unique in its
own ways (Such and Mutrie, 2017). Every people have different psychology with their own
thoughts and opinions. Due to differences there can be different attitude and behaviour among
each other in an organization. For running the organization smoothly, the organization have
accept these differences. In case of Rolls Royce, the company employ over 500 highly skilled
engineers and professionals. All the people are different from each other on the basis of their
different skills, expertise and their own qualities. The company focuses on people strategy under
three key areas which include enabling business transformation, building strategic capabilities
and create a lean, high performance culture.
Perception: It can differ from person to person. People have different perspective by
looking at the same object. This mainly happens due to the reason of their past experiences
whether they are in positive and negative manner. Accordingly perception has been created about

the particular object. Employees also view work differently on the basis of differences in their
personalities, needs, demographic factors and social circumstances. With context to Rolls Royce,
company appoints different people from different backgrounds so the perception and the thought
process of the employees also get differ. Because every people have different kind of
experiences in their life.
Philosophies of organizational behaviour:
Scientific Leadership: Under this leadership, the first step is to find out the objective of
the organization (Taylor, 2018). This leadership is all about how to do the job in an effective
manner. The optimum method and time required for the fulfilment of the objective is explained
under this head. Then the organization select the worker according to the job requirement and
after that work has been assigned on the basis of their speciality. With context to Rolls Royce,
the company has its objective and places emphasis on reducing costs so that funds can be
generated.
Human relation approach: Under this approach, human are emotional beings rather
than economic-rational. So organization should approach their employees in such a manner that
they don't hurt the emotions of their employees. Otherwise it may affect the productivity of
employee and can't give their best to the organization. In case of Rolls Royce, the company has
its healthy working environment, provides career progression to their employees, flexible
working hours and perks also provided. The company takes care of their employees and about
the relationship among the members of the company.
Evaluate a range of concepts and philosophies of organisational behaviour
In this working environment, management faced many issues which is overcome by help
of manager in enterprise (Tenzer and Yang, 2020). Rolls Royce conflicts are arises with team
members through difference and various perception from person to person. Scientific leadership
also influence their philosophies of organisational behaviour and determine how to do job in an
efficient and effective manner. Individual difference are determine that each and every person
have different psychology, thoughts and opinions. Human relation approach of organisational
behaviour affect productivity of employee and profitability of organisation. In this, firm can take
care of employees and they maintain relationship with other members of an organisation.

Critically analyse and evaluate the relevance of team development theories in the context of OB
concepts and philosophies that influence behaviour in the workplace
Based on Tuckman theory, it consists of four stages which are named as forming,
storming, norming and performing (Weber, Unterrainer and Höge, 2020). Forming is the first
stage in team development theories where all team members in an enterprises find their place to
sort out their conflicts and communicate each other for task. Storming is second stage in team
development theories where all team members understand their value of team and if they can
understand their value they can face challenges each other and generally focus how to enhance
their task. Norming is where team members together to complete their task and identify various
ways in which work can be done. Last step is performing stage where team members focus on a
specific task and combine their relationships in an effectively work together. It is helpful to
understand the importance of team ans they can perform task in an efficient manner. The
organisational behaviour usually influence by their effective team members and to attract, build
their employees and few moral requirements are required to be set. In this path goal theory, it is
assumed that leaders influence their employees and balance to failures of work. Guidance is
given to employees by leaders to accomplish their goals and objectives. Leaders have to be
flexible in terms of to maximise their benefits for employees to pays for hard work.
CONCLUSION
From the above information, it has been concluded that organisational behaviour
determine that group, individual and identify various activity of an organisation. It is important
for any organisation because managers can improve their ability of team members, maintain and
manager team conflicts with each other. It also help to understand their needs and wants of
members in an organisation along they can motivate employees towards work. Sometimes it
examines and study human behaviour in this environment which has impact on their job
performance, job structure, communicate with employee and leadership roles in an enterprise. In
this report, various topics are covered which are named as analyse organisational culture, power
and politics that can influence team behaviour, theories of motivation and their techniques,
difference between effective and ineffective team, concepts and philosophies of organisational
behaviour, critically analyse how culture, power and politics can influence team performance and
behaviour, evaluate theories of motivation how to influence others through this motivation,

analyse team and group theories, evaluate a range of concepts and philosophies that determine
how they inform and influence behaviour.
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