Influence of Culture, Power and Politics on Individual Behavior in Organizational Behavior

Organisational
Behaviour
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Influence of culture, power and politics on behaviour of individual...........................................3
LO2..................................................................................................................................................5
Theories of motivation to influence individual and team member of Unilever..........................5
LO3..................................................................................................................................................7
Effective team as opposed to an ineffective team.......................................................................7
LO4................................................................................................................................................11
Concepts and philosophies of organisation behaviour to a given business situation................11
CONCLUSION..............................................................................................................................13
REFERENCE................................................................................................................................14
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INTRODUCTION
Organisational behaviour is an study of human behaviour that are working within
enterprise to provide qualitative services and products to customers so that company can earn
maximum amount of profitability. Innovative and attractive working environment and culture of
firm influence employee to put their best efforts so that it can get competitive advantages in the
industry. Effective team is one of the essential elements that need to be present in particular
organisation in order to attain specific objectives. This report is about Unilever that operates its
business in consumer able products so that requirements of wide varieties of customers can be
satisfied. It also discusses about organisational culture, power and politics influence individual
behaviour and motivation level. Compare and contrast between effective and ineffective team
and their importance in growth of enterprise. At last it explained about various organisational
concept and philosophy of organisation behaviours that are used by Unilever while operating its
function.
LO1
Influence of culture, power and politics on behaviour of individual
Organisation culture, distribution of power and politic within organisation plays an
important role in influencing behaviour of various individual that are working within enterprise
such as Unilever. Manager of Unilever provide good working environment to employees so that
they can be motivated to word hard for growth and success of enterprise (Jamil and Johari,
2020.). There are number of individual with various cultures, tradition and customs so manager
of Unilever has ensure to provide appropriate culture so that employees can be stay motivated to
work within firm. Hostede’s culture model can be used to identify and analysis culture of
Unilever that impact on individual behaviour and overall growth and success of enterprise. Such
as:
Power distance index: This stage evaluates extent of inequality and powers are tolerated by
employees of organisation. Manager of Unilever has equally distributed power or delegated
roles, responsibilities and authority to employees so that they can easily perform various function
in the organisation. It can be stated that company have low power index as power is delegated to
employees on basis of their skill, knowledge and experience within company (Kubicek,
Bhanugopan and O’Neill, 2019). Participate leaderships style in used by manager of Unilever so
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that employees of company may remain happy and satisfied and work effectively towards
achievement of common goals.
Collectivism and individualism: Manager of Unilever emphasis more on group goals and
wellbeing rather than individual goals of firm so it encourage each individual to work as team for
desired goals and objectives. Manager tries to build strong relationship among employees so that
they can coordinate and cooperate with each other for completion of particular task.
Uncertainty avoidance Index: Unilever has low tolerance index as employees of company are
highly qualified, motivated and dedicated towards their roles and responsibilities. Therefore they
tries to avoid confusion, conflict and take various risk so that company can take advantages by
effectively utilising available opportunities (Galy, 2020). Flexible policies rules and regulation,
open communication of firm helps in effective coordination of individual towards particular
activities.
Masculinity vs Femininity: Unilever manager does not discriminate between male and female
thus provide equal opportunity to all employees to work and enhance their knowledge for growth
of organisation.
Long term and short orientation: Unilever focus on long term growth and success of firm so it
satisfies needs of employees in order to retained highly skilled and qualified employees within
company.
Indulgence vs Restraint: Manager of firm respect recognises efforts of employees through use
of social media and increment in salary so that they can be stay positive. Culture of gratitude
helps in satisfying needs of individual and effective motivation to work hard.
Power: Top management has equally distributed power to each employees within organisation
so that various decision can be taken within limited time and cost. It helps company to
effectively meet various challenges and threats and effectively utilise available opportunity for
growth of organisation (Griep, Wingate and Brys, 2017). Therefore distribution of power in
Unilever can be understood through use of French and Reven Model. There are five types of
power on basis of position and personal power in organisation as per French and Reven Model
such as:
Positional power: Power that comes through position of individual within organisation thus it is
further categorise into three parts like:
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