Organisational Behaviour: Analysing Culture, Politics, Power, Motivation, and Teamwork in TUI Group

E174 RUMYANA BALEVSKA BUSINESS
ORGANISATIONAL BEHAVIOUR

Table of Contents
Introduction:...............................................................................................................................3
L01 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context................................................................................................................3
Analysing how an organisation’s culture, politics and power can influence individual and
team behaviour and performance [P1].......................................................................................3
L02 Evaluate how to motivate individuals and teams to achieve a goal...................................9
Evaluating how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context [P2]..................................9
LO3 Demonstrating and understanding of how to cooperate effectively with others.............14
Demonstrating an understanding of what makes an effective team, as opposed to an
ineffective team [P3]................................................................................................................14
LO4 Apply concepts and philosophies of organisational behaviour to a given business
situation....................................................................................................................................21
Applying concepts and philosophies of OB within an organisational context and a given
business situation [P4]..............................................................................................................21
Conclusion:..............................................................................................................................25
References:...............................................................................................................................26

Introduction:
The “organizational behaviour” or “OB” is described the way an individual behave with each
other in an organization. The project focuses on the analysis of influence of “politics”,
“culture” and “power” on the behaviour of individual employees. The research work will
evaluate the impact of “process” and “content” theories of motivation and how motivational
techniques can affect the process of achieving the goals of an organization. The project will
focus on the understanding of the process of building an effective team instead of an
ineffective team with the application of philosophies of OB. The chosen company for the
research work is TUI Group, UK.
L01 Analyse the influence of culture, politics and power on the behaviour of others in
an organisational context
Analysing how an organisation’s culture, politics and power can influence individual
and team behaviour and performance [P1].
Influence of culture, politics and power on team behaviour and performance:
The sole purpose of human resources is to convert the materialistic resources into products
while running an organization. Choices are bound to be made by the managers while using
the human resources and for a huge company such as TUI group; the managers will surely get
involved into internal politics in order to use their respective powers so that they can make
their decisions standing. Every company follows a certain work culture and depending on the
culture the managers take their decisions which can affect the performances of a particular
employee, eventually deciding the future success or failure of the organization (Schneid et al.
2015).
Classification of Culture (Power, Role, Task and Person):

In respect to organizational culture, “Charles Handy” described four kinds of it: “Power”,
“Role”, “Task” and “Person”.
Companies who uses power culture, they have power restricted to the necessary
commanding person. They are the only one who takes decisions and those are the ultimate
management word based on which the employees act (Astakhova, 2016). This is not a very
employee friendly atmosphere and employees do not enjoy working here as they are only
judged based on their performances.
The companies who follows role culture has different roles and responsibilities assigned to a
particular person and along with that role comes the power (Leroy et al. 2015). However,
internal conflicts are very common in this kind of cultural practice for organizations.
TUI group is the company who practices task culture where the employees work in a team
trying to accomplish a task and power shifts from one to another based on the priority of task.
This is the best way to get the most out of the employees by using their leadership quality,
personalities and skills which TUI group has done with ease.
In a person cultured company, people think they are superior to the foundation itself which is
the company. TUI group does not follow such culture as in this scenario; people do not
interact with each other.
The importance of Cultural Difference Awareness:
An employee’s way of communicating including dressing sense, behaviour depends
completely of different types of cultural values and practices and this is the reason why they
have difference of opinions based on their cultural differences (LeVine, 2018). TUI group
encourages employee’s opinions for the growth of the organization and that is the reason

different cultured people enjoy working over there. The managers are well aware of the
cultural differences and practices non-biased communication with all of them as the company
has a “diversity policy” which every employee practices religiously.
Hofstede’s theory of culture theory and application:
Being a multinational company, TUI group has to work with employees from different
culture and applying the “Hofstede’s theory” is very important due to that fact (Beugelsdijk,
Maseland and Hoorn, 2015). “Greet Hofstede” introduced five factors that could manipulate
workplace culture:
 Power: In TUI group, the managers are responsible and answerable for any mishaps
whereas in other organizations, every employee is responsible and answerable for
their own tasks. In case of TUI group, few employees enjoy the power and in the
second scenario, every employee is treated equally.
 Individualism: TUI group believes in team work and encourages employees to work
being a part of the team as different ideas will come up and productivity will increase
whereas few companies believes in employees performing individually.
 Masculinity vs. Feminity: Companies follow different policies based on the number
of male and female employees
 Long-term orientation: Like many other establishments, TUI group prefer to keep
long term communication with the employees as it increases the productivity as well
as employee loyalty and retention of skilled personals.
The rise of globalisation and digital technology and how they have influenced and
shaped organisational culture in the 21st century:

Globalization and technological advancement has significant impact on organizational
cultures. The globalization has made it possible that employees from different cultures can
work in an organization while with the help of technology they can communicate as well
(Crane, Kawashima and Kawasaki, 2016). TUI group allows employees to not to come to
office physically and work from home with the help of digital technology whereas companies
do outsourcing of processes due the globalization factor.
Principles of Network theory and Systems theory as frameworks to understand
organisations:
The communal form of relationship affects an “organization”, “individual” even a “group”
and the process of happening so is what the “Network theory” is based on. In regards to that,
TUI group follows the theory of focusing on the relationship between employees or positions
rather than their individual characteristics.
The “cybernetic idea” is followed by TUI group. Employees get the feedback based on their
performances from their managers and this affects the way the employees deliver their work.
However, this is a very complexed way of working but employees learn from their mistakes.
Organizational Psychology:
Organizational psychology aims to have smooth work culture so that the workforce can
perform efficiently for the success of the organization. It empowers the employees so that
they feel competent and perform more productively in order to fortify the organizational
structure (Johnson et al. 2017). This theory has been applied in TUI group which eventually
helped the managers to mitigate conflicts among employees.
Influence of politics: