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

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
ORGANISATIONAL BEHAVIOUR.............................................................................................1
INTRODUCTION...........................................................................................................................3
Part 1................................................................................................................................................3
Influence of organisation culture, power, politics on Individual & team behaviour and
performance.................................................................................................................................3
PART 2............................................................................................................................................6
Effective team in opposed to Ineffective team............................................................................6
Concepts and philosophies of Organisational Behaviour............................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational Behaviour is the study of human behaviour within organisations; it
attempts to ascertain ways in which individuals can act more effectively. Organisational
behaviour aims to improve effectiveness, maximise job satisfaction, foster innovation and
stimulate leadership in an organisation.Richer Sounds was founded in 1978, by Julian Richer in
London, UK deals in British home entertainment like Home Cinema, Hi-Fi, TV, headphones etc.
It operates its business through a chain of stores in England and also through its website online
from where customers can order their products from anywhere at any time.
This report analyse how the organisational culture, politics and power in Richer Sounds
have influenced individual and Team behaviour and performance in the organisation and how the
content and process motivational theories enable effective achievements of goals, in Richer
Sounds. It also explains what makes an effective team as opposed to ineffective team and it
critically examine and evaluate concepts and philosophies of organisational behaviour
Part 1
Influence of organisation culture, power, politics on Individual & team behaviour and
performance
Organisation Culture
Organisational Culture is a set of mutual values, assumptions and beliefs that are predetermined
by the leader and communicated to all the employees which helps in shaping their perception,
behaviour and understanding. Richer Sounds must have certain values and principles which
differentiate it from other organisation. There are several models which have been proposed
explaining culture of the organisation which influence individual and team behaviour, few of
them are explained below –
Handy’s Model of Organisation Culture
Charles Handy proposed, Handy’s Model of Organisational Culture in which he explains four
types of culture which exist in an organisation. The following is the explanation of four types of
cultures.

Power Culture – In power culture, decisions are taken certain belief or conviction rather than
rational basis. It is associated with authoritarian leadership style where few people have control
on decisions and little input is required from other team members (Yang, Manika and Bowen,
2018). Richer Sounds is a organisation many people today it follows management hierarchy but
the roles and responsibilities are delegated with every level so as to have effectiveness in work
which is not possible with this culture.
Role Culture – It is also referred as Apollo Culture and can be seen in bureaucratic organisation
where authority and status is more important than performance. Influence and power in this
culture comes from the person’s position in the organisation. Richer Sound is the home
entertainment retailer and regular innovation and appealing schemes are must for its business
growth for that company has to take risks and needs creative ideas which are drawback of this
culture.
Person Culture – In the person culture, employees often find difficult to work effectively in more
structured organisation and understand themselves superior to organisation. Group of employees
are just concerned about themselves, work just for the sake of money, rarely loyal towards
management and they never think about organisation. In Richer Sounds, growth is very
important factors so it needs employees for whom organisation comes first and everything else
later.
Task Culture – In this culture, teams of formed to decode particular problems or take certain
decisions but hierarchy level or matrix structure is to be followed in communication. Because the
teams are empowered to take decisions they develop distinctive culture (Smith, 2016). This
culture is the best suited for the organisation like Richer Sounds, as it regularly needs to bring
new marketing ideas so it can develop teams and due to freedom in decision making more
creative ideas can be originated and matrix structure is followed which maintain discipline.
Organisation Power
Organisational power refers to ability to have impact on the people at the workplace. French and
Raven model categorize five bases of power - Legitimate, Referent, Expert, Coercive and
Reward Powers. Discussed below is the impact of power on performance of team and individual
behaviour in Richer Sounds.
Legitimate Power – In this leader has authority to make demands and expects other staff
members to be obedient and fulfil whatever leader expects. In Richer Sounds, if this power is