Organisational Behaviour: Team and individual's performance affected by organisation culture, politics and power

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Team and individual's performance affected by organisation culture, politics and power....1
LO 2.................................................................................................................................................3
P2 Theories of Motivation..........................................................................................................3
LO 3.................................................................................................................................................5
P3 Factor contributing in making the team effective. .................................................................5
LO 4.................................................................................................................................................7
P4 Philosophies and Concepts used in the management of organisational behaviour................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisation behaviour (OB) is the study of predicting and controlling over human
behaviour in organisation. It assists business in building healthy relationship with people at
workplace and enhancing coordination among them (Pereira, 2017). Companies are required to
motivate its workers so that it can make them satisfied and can retain them in entity for longer
duration. These satisfied people contribute well in raising operational efficiency of enterprise.
Present study is based on 1spatial, plc that conducts its operations in the field of computer
software. Its main agenda is to raise its profit and sustain in market for longer duration. Current
assignment will explain culture, power, politics and their influence on the firm. Furthermore, it
will evaluate various motivational theories that enable business in effective achievement of goal.
In addition, report will determine factors that form an effective team as opposed to an ineffective
team. Study will apply concepts and philosophies of OB with references to 1spatial, plc.
LO 1
P1 Team and individual's performance affected by organisation culture, politics and power
Organisational culture and its influence
Organisation culture reflects values, believes, perception of business unit. Culture guides
human behaviour in business unit significantly. Each firm has its own culture that describes
individual autonomy and level of support of management in enterprise. Handy’s cultural model
defines four kinds of culture in organisation: Power: It explains that power always held in the hand of few people those who are at
higher position in organisation (Chumg and et.al., 2016). There are strict rules and each
employee is bound to follow these regulations. In such kind of culture performance of
workers are being judged on the bases of how they perform and how they act in firm.
Though such kind of culture is helpful in making swift decision but it staff has to work
under pressure. That demotivates individuals and affects their working performance as
well. They don’t feel happy and do not perform well in team. Role Culture: It is another kind of culture in which everyone has defined their own role
and responsibilities (Sherr and et.al., 2016). Leaders have to behave bureaucratic; person
who has at higher position has high power. This culture influences individual behaviour
because people those are at lower level do not get any right to make decision that impact
on the moral.
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 Task culture: This type of culture is created when team are formed for meeting particular
task or address problem. Power gets shift among team members as per the status of issue.
Employees develop their own objective and perform in business accordingly. 1spatial, plc
follows this type of culture, it always form a team in such manner so that specific
problem can be resolved (Venieris, Naoum and Vlismas, 2015). All team members share
responsibilities and contribute to achieve the common goal of team. This motivates them
and makes them comfortable in business unit. By this way, they develop software
according to the need of consumers and resolve their issues quickly. This improves their
working efficiency and team performance as well. Person culture: This is the type of custom in which company provide training to each
individual to raise their capabilities (Koganti and et.al., 2015). Employees have power
and they believe themselves as superior. People do not concentrate much on
organisational goal and don’t perform well in team. They work individually and make
their own decisions.
Power, politics and its influence
French and Raven model
French and Raven is one of the highly used model which describes the types of power
exercised within organization. According to this model, there are generally five types of power
namely coercive, legitimate, referent, reward and expert power. These different powers
eventually helps 1spatial company to influence the behaviour of its team as well as individual.
Positive power aids in raising productivity and making employees positive towards
brand. If higher authorities of 1spatial, plc positively use their power and involve staff members
in decision making process then it will support business in retaining skilled workers in the firm
for longer duration (Stokes, 2017). Positive power and politics help in building confidence of
employees and they give respect to each others. This aids in enhancing communication at
workplace and aids company in minimising conflicts. 1spatial, plc implements positive power
and it gives rights to its employee’s to express their concerns. Hence, they all perform well that
assist organisation in achieving its goal.
On other hand, negative power and politics adversely impact on individual and team
performance (Salminen, Vanhala and Heilmann, 2017). Employees don’t give respect to each
other. Leaders threaten staff members for improving their working efficiency. If they do,
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