Organisational Behaviour: Impact of Culture, Politics and Power on Individual and Team Performance

Organisational Behaviour

Table of Contents
Introduction .....................................................................................................................................1
Part 1................................................................................................................................................1
Examine how an organisation’s culture, politics and power influence individual and team
behaviour and performance. ..................................................................................................1
Discuss how content and process theories of motivation and motivational techniques helps in
achievement of goals .............................................................................................................4
Part 2................................................................................................................................................8
Discuss what form an effective team as opposed to an ineffective team...............................8
Use concepts and philosophies of organisational behaviour within an organisational context. .9
Examine relevant team and group development theories to assist the improvement of dynamic
cooperation...........................................................................................................................10
Assess how concepts and philosophies of OB influence behaviour in both a positive and
negative way.........................................................................................................................11
Critically assess the relevance of team development theories in context of organisational
behaviour concepts and philosophies ..................................................................................11
Conclusion ....................................................................................................................................11
References ....................................................................................................................................13

Introduction
Organisational behaviour is defined as the process of analysing and determining the
individual and group performance as well as analysing activity within the business organisation.
It is also defined as the systematic examination and application of knowledge regarding how a
person or group behave within their working space. It also help the business organisation to
effectively analyse how their employees interact with each other enabling them to manage them
easily(Adams, 2018). For this report Unilever is taken as the base company. Unilever is one of
the top multinational consumer goods organisation offering products like food, condiments, ice
cream, well-being vitamins, beauty products, personal care products and so on. The company
was founded in 1929 by Lever brothers branch, headquartered in London, England. The
company is considered to be the biggest producer of soap around the globe. This report
highlights impact of organisation's culture, politics and power on the individual and team
behaviour and performance. Also the content and process theories of motivation and
motivational techniques are also analysed. In addition to this the detailed comparison among
effective and ineffective team along with the concept and philosophies of organisational
behaviour is also highlighted in this report.
Part 1
Examine how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisational behaviours plays an essential role in the growth and success of the
organisation, it helps in analysing and determining how the individual act and interact with
others and how their behaviour influence the functioning of the company (Aktar and Pangil,
2020). The culture, power and politics prevailing is the company directly influence the
performance of the individual and team members. In context to Unilever, the influence of
company's culture, power and politics on their individual performance and team members is
mentioned below:
Influence of culture
Culture is defined as the norms, values, belief, customs prevailing in the business
organisation. Different culture prevailing in the business organisation has direct impact on the
individual and team behaviour and performance of the organisation. In context to Unilever, to
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analyse the culture of the company and how it influence the individual and team performance the
Hofstede's dimension of culture is taken into consideration (Bandyopadhyay and Srivastava,
2021).
Hofstede's dimension of culture
This cultural model helps the business organisation determine and managing the culture
of the organisation, also manage the degree and understand it effectively.
Power Distance Index: It helps in analysing the degree of inequality among the
workforce with or without having power. Organisation determining the change with high power
degree enable them to use centralised culture. But having low power is considered to equality
within the workers. In case of Unilever, the company uses low power index that allows them to
promote equality among their employees.
Collectivism Vs Individualism: The term collectivism is defined as the collaboration
among employees, as well as completion of goals as team. Whereas the individualism is referred
to as focused on personal goals and objectives. In case of Unilever, the company focus on
collectivism approach for their growth and development and create collaborative environment in
the workplace.
Uncertainty Avoidance index: It describes the extent to which the uncertainty and risk
is managed and handled by the employees in order to create smooth and effective environment in
the organisation. In context to Unilever, the company effectively analyse their internal and
external environment in order to avoid any kind of uncertainty (Chin and Md Yusoff, 2019).
Femininity Vs Masculinity: It is related to the level of equality consideration by the
business organisation in term of ratio of female and male employees in the organisation which
enables them to create a balance environment. In case of Unilever, the company has more
balanced ratio of male and female employees in the management, also focused on hiring more
female employees.
Short term Vs. Long term orientation: The long term orientation include the future
growth objectives set by the company, also the short term objectives include the objectives
needed to be achieved in the near future by the company. In case of Unilever, the company
effectively focused on their short term and long term objectives.
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