Influence of Culture, Power, and Politics on Organizational Behavior

Organisational
behaviour
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INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................4
P1 Analyse how an organisation’s culture, politics and power can influence individual and
team behaviour and performance...........................................................................................4
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance...................................................................5
LO2..................................................................................................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques,
enable effective achievement of goals in an organisational context......................................5
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Organizational behaviour is defined as a process that involves evaluation of human or
individual behaviour in organisational workplace structure. Main aim of organisational
behaviour is to evaluate behaviour of employees and further develop strategies policies and plans
accordingly in order to motivate them in effective manner (Griffin and et. al., 2020).
Organisational behaviour allow organisation to enhance overall productivity and performance of
employees through which long-term growth and opportunities can be assured. Organisational
behaviour play important role for an organisation. With help of this company can provide
positive workplace culture to their employees through which they can ensure more profitability.
Present report has been conducted on The Royal Dutch Shell PLC which is also known as Shell.
This company is operating as an Anglo-Dutch multinational oil and gas organisation which is
incorporated in England. In this report formative discussion has been conducted on the influence
of culture, power and politics on behaviour of others along with the manner in which individuals
and teams can be motivated to accomplish organisational objective.
LO1
P1 Analyse how an organisation’s culture, politics and power can influence individual and team
behaviour and performance
Organisational behaviour is defined as a concept in which property evaluation of individual
behaviour being conducted in order to identify their behavioural mind set. Main motive of this
study is to determine individual behaviour in order to enhance the contribution towards
organisational goals and objectives. It is essential for an organisation to determine employees
expectations and provide them motivation and a workplace culture according to their behavioural
conduct. With the help of this leaders and managers of Shell Limited can implement policies and
plans accordingly and can further determine the impact of power, culture and politics upon
individual behaviour.
Organizational culture:
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Handy's Culture Typology
The man behind this model is Charles Handy who believes that four different types of
culture may affect organizational behaviour in a considerable amount. Variety of cultures in an
organization are as follows:
Power culture:
It include those employees who are having its authority to undertake decisions that helps
organisation to have better coordination that lead towards increase in efficiency. However this
culture sometime lead organisation to face improper balance of power, as in this decisions are
only relies on few individuals hands (Mousa, Massoud and Ayoubi, 2020). In this individual can
empower decision without considering other individuals opinion. In context with Shell it has
been identified that power culture can provide rigid structure or culture to employees that can
affect their motivation and performance and can further affect their creativity.
Role Culture:
Role culture mainly focuses upon enforcement of regulation and rules that are applicable
in workplace structure of organisation. In this every individual is provided with proper
responsibility and roles as per their skills and qualification. With the help of implementing role
culture within organisational workplace structure Shell limited managers and leaders can provide
responsibilities to individuals according to their skills and background. This will also allow them
to encourage collaboration and enhance overall organisations profitability.
Task culture:
In this culture different type of teams are being formulated in order to accomplish a
certain objective or task within a particular period of time. Main aim of this is to enforce active
participation of individuals. With the use of task culture Shell Limited managers can develop
team with individuals who share their mutual interest in order to accomplish a particular goal in
estimated period of time.
Person culture
In this culture individual think themselves superior or dominant as comparatively to
organisational goals. This culture not only affects individual performance but also have negative
impact upon organisational culture. It has been identified that by applying personal culture Shell
Limited managers can face negative impact upon individuals performance as in this employees
only emphasize upon financial motive.
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