Organizational Behaviours: Influence on Team and Individual Performance

This document discusses the influence of organizational culture, power, and politics on team and individual behavior and performance. It explores various motivational theories and provides insights on how to cooperate effectively with others. The content also includes a case study on John Lewis Partnership.

Organizational
behaviours
1

Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Part 1................................................................................................................................................3
organization’s culture, power and politics influence team and individual behaviour and
performance.................................................................................................................................3
Motivational theories...................................................................................................................6
Part 2................................................................................................................................................7
Understanding of how to co-operate effectively with others.......................................................7
Concepts and philosophies of OB within an organisation.........................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organizational culture have been defined as the study of the group or along the individuals
performances withing the organization contexts along with constantly defining the current level
of market trends and the work place environments in order to have accomplish the proper level
of improvement. As John Lewis Partnership is a British department store that operates a retail
business which is one of the largest of the employee owned type businesses. Their range of
product offering coupled with their various strategy has paid off in recent years becoming one of
the fast-growing shops in the UK. In his report there will be discussion on the various
organisational cultures and motivational theories, and to identify which aspects can be found at
John Lewis Partnership. On the other hand case study will also have the discussion on the
working in team benefits and organizational behaviours .
Part 1
organization’s culture, power and politics influence team and individual behaviour and
performance
Organizational culture
Organizational culture plays an important role as it refers a system according to which all tasks
are being completed by people. It consists of values and beliefs which help in governing different
types of business situations within an organization. So, overall it can be said that organizational
culture of John Lewis partnership can allow them to manage performance (Driskill, 2018). By
making an effective use and implication of Handy’s culture of model they can accomplish their
goals and allow employees in performing their tasks in an effective manner such as:
Power culture: As per this, power of taking decision and other is given to senior authority. By
using this type of culture, John Lewis partnership can give rights or power of decision making to
head of the top. By doing so, top management can make best decision by listening and analysing
all factors.
Role culture: It is called one of the effective culture in which roles of each employee is being
considered and they are being given tasks as per their experience and abilities in order to get
work done in an effective manner (Reiley and Jacobs, 2016). All employees have clarity about
roles and tasks as what they have to do which can increase their performance to have the minting
the John lewis company.
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Task culture: In this type of culture, team is being formed by the company and tasks are being
allotted to them. One of the main reasons of following this type of culture is making able to all
employees to accomplish common goal of their team and completed tasks for increasing
efficiency. It is mainly being followed by companies who are task oriented rather people oriented
(Shier and Handy, 2016).
People culture: It is just opposite of task culture as in this type of culture, companies mainly
focus on people rather than completing tasks (Driskill, 2018). Companies believe that people and
employees are one of the most important resources of the company which can Help Company in
accomplishing their goals of they are motivated. So, companies focus on motivating them by
rewards and performance appraisal.
So, from the above it can be said that John Lewis Partnership can focus on power and role
culture in order to accomplish goals.
Hofstede's cultural
Hofstede's cultural dimensions theory is considered to be the frame work which make the proper
level of defining of the development of the cross-cultural communications which is developed by
the Geert Hofstede. This theory has the proper level of elaboration of the culture of society on
the terms of significant value of its members along with related to the significant behaviors by
the usage of the structure derived from the factor analysis.
The model has importantly seeking in the six different dimensions which are such as
Power Distance Index is considered to be the higher in the company as the major decision taking
power have the proper relying to the high level of authority (Shier and Handy, 2016). This makes
the decision more restrictive to the scenario of employee and issues which are prevailing in
business environment.
Individual versus Collectivism have been considered to be the part of relationship among the
different employee as this culture tends to be moderate in the company as all the employees
tends to have the helping each other in out the business and the successful manner.
Masculinity versus femininity have the showing equality with the role of distribution in the terms
of men’s and women as the factor tends to be moderate. As in the firm employee dissatisfaction
have the more level of prevailing but the firm never practice any of events in order to make the
differentiations in the employee ion the specification to terms of gender.
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Uncertainty avoidance Index is considered to be the dimension as the model which have the
seems to have the look around the ignorance or the avoidances level of employee in the
organization.
Another the two important dimensions in which the firm is not looking as the is the used to have
the look the national culture. Their name the two dimensions are term as the are Long- Versus
Short-Term Orientation and Indulgence Versus Restraint.
Power Raven model of power
Power is also an important element as like culture which can help company in accomplishing
their goals. It refers an ability which allows companies to act in an effective manner. By making
an effective use of French and raven model it can be understood in an effective manner such as:
Reward power
It is considered one of the effective powers in which senior authorities are being given rights and
power to reward their employees for motivating them on the basis of their performance and
effectiveness. It is beneficial for both employers and employees and motivated employees who
receive rewards are more likely to retain with the company for the long run (Dale and et.al.,
2016). It is beneficial for employers as by doing so they can improve their image. But sometimes
this power of providing reward to employees can lead biasness at workplace.
Expert power
This power is being received by expertise and being given to those employees who have abilities
and skills to manage activities and manage performance of an organization. This power is being
assessed by respective team leader. It also motivates and encourages other employees and they
try to improve their performance in order to get expertise power.
Referent power
It is the power which is being enjoyed by employees or people who have empathy and respect
others and understand human behaviours. For motivating and encouraging employees it is
important for company to have an employee who can understand human behaviours of all other
employees and satisfying their needs accordingly (Reiley and Jacobs, 2016).
From the above discussed power it can be said that John Lewis partnership can focus on rewards
and expert power as it can allow it to encourage employees and retain them with the company.
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Political behaviour
Political behaviour in an organization plays an important role as it has both positive and negative
effects on the performance of employees. It depends upon the ways of using it. A political
mindset can helpful for company and employees as it can allow employees to analyse each
situation in critical manner and also think about the future as how their decision can affect their
performance (Butchibabu and et.al., 2016). Partners of John Lewis partnership needs to try to
influence the more creating situation which have the friendly drives for firm. By developing a
mind set as like politician and using according to the situation they can make themselves
beneficial.
Motivational theories
Motivation have been considered as the essentials aspects which is the underlying urge o the
that’s have the pushing to the employees in order to have the achievement of more something
more. In the company, there is need to have the maintaining the employer and employee
relationship which have the positive level of impact in improving the customer satisfactions an
services which is being provided b the company. In order to make the appropriate motivation
among the employees, two major theory will be helpful in improving the behaviour of employees
as well as individual performance.
Content Theories
This type of theory have the addressing the what aspects which tends to be lying behind the
motivations by analyzing all level of internal factors for individual behavior. Some of the major
theories categorized under content theories include Maslow’s need hierarchy theory, Alderfer’s
ERG Theory, Herzberg’s Two factor theory and McCleland’s Theory.
Herzberg’s two factor theory have the following the two major level of motivational factors
which are the causes of satisfaction and dissatisfactions (Druskat and Albuquerqu, 2018) . the
former one is having the involvements of recognition at the workplace, achievement, growth etc.
on the other latter are considered to hygiene factors are the one causing dissatisfaction and these
can be categorized as salary, working conditions, relationship at work place etc. so the
management of john Lewis needs to have the well focus on the individual satisfactions to create
the improvement in the performance as well.
Maslow’s Need Hierarchy Theory
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This have the tendency to be divided in 5 different stages of individual level of satisfaction an
employee have actually craved for. As the needs teds to satisfies, the individuals have resulted to
be more motivated. This will helps in improving individual performances, hence the company
get the improvement.
Process Theories
This theory has the addressing the factor by identifying the impact of the motivational factors in
term of the individual behaviors. This is the entire process for creating the motivated tendency
with the aim to have the proper analysis process which leads to motivation in an individual.
Vroom’s Expectancy theory of motivation
As this theory have the clear level of checklist over the certain factors which should be kept in
the minds of the state of motivation f he employee which is directly linked to the expected
outcomes (Guttenberg, 2020). When the outcome is as per their desires, motivation level is
higher and when it is not as per their desire, the motivation tends to be minimized. Motivation
(M) = Valence (V) x Expectancy (E) is the equation which Vroom gave supporting his
motivational theory. In this equation, valance have the preference over the leading the positive
level of motivations. As the result of the implication of this theory help the firmed to have the
people identifications of the respective performance standards which is tended to be achieved.
Hence the reward for employees is accordingly based on the desire to have the respective
improvement n the team as well as performance of individual.
Part 2
Understanding of how to co-operate effectively with others
In context of organisation regardless of their type and nature it is important that
employees are co-operative. Co-operation in employees have several benefits such as availability
of varied knowledge and skills and experience to fulfil functions of the team and organisation
effectively. Co-operative people are able to form effective team which means that they are able
to achieve their and organisational objectives in best possible manner. Teams in organisation are
of different types. These are;
Functional Team- In this team members of the team belongs to same functional area and report
to same manager. This is common in organisations with rigid hierarchy.
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Problem-Solving Team- This team is formed and maintained to solve specific problem that
organisation is facing (Dale and et.al., 2016). This also works on improving organisational
processes and find out problems that are harming the processes.
Project Team- This type of teams are created in organisation which focuses on implementation
of projects and get dissolved once project is completed. In this team members of the team come
from different areas of the organisation.
Virtual Team- This is a team which is maintained with help of technology. In this team members
work together from different geographical location and rely on technology for communication
technology such as Email, video and voice conferencing. This allows organisation to increase
their networking and employ people who cannot work at organisation but virtually can be part of
it.
Effectiveness of these teams can be differentiated from ineffective teams which is as follows-
Difference in effective and ineffective team
Open Discussion
Effective team often indulge in open discussion and gets benefit of open discussion like
understanding the problem from different perspectives and this also allows generating several
possible solutions for the problem.
Ineffective teams do not have any scope for open discussion and members force their
solution to be adopted by the team.
Relationship in members
Relationship of people in effective team is based on trust and respect. People are
collaborative and supportive to each other leading to effective team environment (Butchibabu
and et.al., 2016). Relationship of people of ineffective team is based on suspicion and partisan,
pragmatic which is based on liking and need and competitive rather than collaboration.
Power in the Team
Effective teams are leaded by situational leadership and power is shared by all in the team.
Ineffective team employs power which is based on politicking and alliances, pragmatic sharing
and members of the team contribute to the source of the power.
Team dynamics and Team Work
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In context of team and group they are often used interchangeably. Group can be defined as
collection of individuals who coordinate their efforts to realise their individual goals. Members
of the group are complete independent and work on their clearly distinct role.
Team can be defined as a group of people working together to achieve team goals and objectives.
Members of the team are interdependent and work collectively.
Tuckman’s Team Development Model
This model of team development, developed by Tuckman includes five stages that John
Lewis Partnership cam employ in the organisation while developing team. The five stages are;
Forming
This is first stage of team development where all the members of the team are positive and polite.
This mainly includes identification and understanding of team and team members (Druskat and
Albuquerque, 2018). During this stage leader at John Lewis Partnership needs to be ready to
answer many questions asked by members.
Storming
This is the stage where people push against the boundaries and this is that stage that leads to
several conflicts in the team and members because of the difference in working style and
perceptions of the members.
Norming
This stage leads team members to resolve their conflicts and appreciate strength of other
colleagues and respect leader as authority. Leader at John Lewis Partnership can delegate much
of the work to members in this stage and they work collaboratively.
Performing
This stage involves that strategically team is more aware about what they are doing and team
starts to work hard than earlier for achieving their team objectives (Guttenberg, 2020). Lastly this
stage leads to completion of the task and achievement of team objectives.
Adjourning
This stage leads to dissolution of team once team has achieved its objectives for which it was
developed. Team members start working on their regular tasks.
Belbin Typology for effective team
Concerned with management of effective teams Belbin has provided some of the team
roles. These roles of the team are divided in three types that are;
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Action roles
 Shaper
 Implementer (company worker)
 Completer
People roles
 Co-ordinator (chairman)
 Team worker
 Resource investigator
Cerebral roles
 Plant
 Monitor Evaluator
 Specialist
Some of the skills that are required for effective team are co-operation and competition.
Effective team employs healthy and fair competition in the team members this is important so
that members are motivated and teams can get benefit from their efforts (Abdulrahman, 2016).
Conflict resolution is also an important skills associated with team and effective team. This
ensures that conflicts get resolved at their source and as soon as they develop.
Concepts and philosophies of OB within an organisation.
There are various concepts and philosophies that are been linked with organization so that the
goals and objectives of firm can be achieved. This includes the following:
Path-Goal theory: The Path-Goal model is a theory based on specifying a leader's style or
behavior that best fits the employee and work environment in order to achieve a goal. It has been
analyzed that leaders of John Lewis partnership will be engaged in making use of leadership
styles according to the situation and circumstances that has been prevailing in the firm. It has
also been analyzed that in this leaders will also be engaged in making environment of firm better
and will also be engaged in providing the workers support so that the goals and objectives of
firm can be achieved. It has been analyzed that according to this model leaders needs to act in a
achievement oriented way (Famakin and Abisuga, 2016). They will be engaged in motivating the
employees with the help of rewards and incentives. This will help John Lewis partnership in
engaging workers in the organization. It will also support the organization in growing. This
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theory assumes that leaders are flexible and are also been engaged in changing their style as per
the situation arises. In this the leaders of John Lewis partnership is also been involved in
ensuring that while working they make use of participative leadership so that more and more
employees can be engaged in organization. This will be really necessary for the growth of firm.
It will also help John Lewis partnership in gaining competitive advantage and also it will be
useful in achieving the goals and objectives of firm. In this leaders are been engaged in making
the environment of firm better so that business performance can be enhanced.
Social capital theory: This theory lays emphasis on that social relationship with leaders
can assist firm in developing the human capital and workforce in the organization. It has been
analyzed that in order to develop the bond with workers John Lewis partnership is been involved
in evaluating the needs and demands of employees so that the better relationship can be build and
also this will assist them in retaining employees in the form (Bickle, 2017). The leaders are also
been involved in making use of effective communication so that the issues which has been faced
by the employees in firm can be known by them and also it will support the company in solving
the issues. This will help John Lewis partnership in increasing the employees engagement and
also they will be able to create better bond. This is really necessary for growth of organization
and also it will support in enhancing the productivity and growth of the firm. It has been
analyzed that building relationship with employees can also assist John Lewis and partnership in
enhancing their brand reputation as well as good will.
Contingency theory: This theory lays emphasis on motivation and leadership. In this the leaders
of John Lewis partnership is been involved in providing better environment to employees so that
the absenteeism can be reduced. They are also been involved in making better decision so that
the organization can grow and also been able to achieve their goals and objectives. In order to
reduce the absenteeism, it has been analyzed that the firm is been involved in providing better
training so that the skills and effeminacy of workers can be improved. This will assist in
enhancing the productivity and managerial efficiency of the firm.
Evaluate a range of concepts and philosophies
The philosophies and concepts which have been used in organization can assist in
influencing the behaviour in both negative and positive way. It has been analysed that the path
goal theory can support in enhancing the motivation level of employees by providing them with
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rewards and incentives (Farhan, 2018). This has assisted them in increasing the efficiency level
of employees. If this is not been done in the firm there are chances that employees might leave
the organization and also the turnover rate in John Lewis partnership will be increased. This will
assist them in reducing their profitability and trust will also be reduced. It has also been analysed
that contingency theory means that leaders act according to situation.
CONCLUSION
On the basis of above discussion it can be concluded that behaviour of organisation gets
affected by several factors. Culture, politics and power in the organisation contributes to making
collective and similar impact on the organisation and its people. They are required to be positive
to ensure that organization behavior is also positive and favourable for success and growth of the
organisation. Motivation which is one of the key contributors in success of performance of
individual in the organisation plays equally important role when individual are part of team in
organisation. They can allow for better and improved performance of team and team members
and make them effective. Later the report discussed effective co-operation and this is very
important as individual alone cannot complete all the functions and cooperation facilitate
organisational performance. Lastly report discussed about some of the theories that are important
contributor for understanding organisation behaviour and studying it.
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REFERENCES
Books and journals
Driskill, G.W., 2018. Organizational culture in action: A cultural analysis workbook. Routledge.
Reiley, P.J. and Jacobs, R.R., 2016. Ethics matter: Moderating leaders’ power use and followers’
citizenship behaviors. Journal of Business Ethics. 134(1). pp.69-81.
Shier, M.L. and Handy, F., 2016. Executive leadership and social innovation in direct-service
nonprofits: Shaping the organizational culture to create social change. Journal of
Progressive Human Services. 27(2). pp.111-130.
Dale, B.G and et.al., 2016. Teams and Teamwork. Managing Quality 6e: An Essential Guide and
Resource Gateway. pp.271-282.
Butchibabu, A and et.al., 2016. Implicit coordination strategies for effective team
communication. Human factors. 58(4). pp.595-610.
Druskat, V.U. and Albuquerque, M.T., 2018, July. Antecedents of Effective Team Collaboration:
The Pivotal Role of Socio-Emotional Needs. In Academy of Management Proceedings
(Vol. 2018, No. 1, p. 17839). Briarcliff Manor, NY 10510: Academy of Management.
Guttenberg, J.L., 2020. Group development model and Lean Six Sigma project team outcomes.
International Journal of Lean Six Sigma.
Abdulrahman, B.H., 2016. An automated software team formation based Belbin team role using
fuzzy technique (Doctoral dissertation, Universiti Utara Malaysia).
Farhan, B.Y., 2018. Application Of Path-Goal Leadership Theory And Learning Theory In A
Learning Organization. Journal of Applied Business Research (JABR), 34(1), pp.13-22.
Bickle, J.T., 2017. Developing remote training consultants as leaders—Dialogic/network
application of path‐goal leadership theory in leadership development. Performance
Improvement, 56(9), pp.32-39.
Famakin, I.O. and Abisuga, A.O., 2016. Effect of path-goal leadership styles on the commitment
of employees on construction projects. International Journal of Construction Management,
16(1), pp.67-76
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