Organisational Behaviour: Influence of Culture, Politics, Power, Motivation, and Team Dynamics

This study analyses the impact of culture, politics, power, motivation, and team dynamics on organisational behaviour. It explores how these factors influence individual and team behaviour and performance. The study recommends adopting a variety of incentive ideas to improve productivity. The second part of the study explains what makes an effective team and how to apply concepts of OB in a given business situation.

Unit 12 –
Organisational
Behaviour

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................1
M1. Critically Analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................3
P2. Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context............................................4
M2. Critically Evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................6
D1. Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed, providing justified recommendations...................6
PART 2............................................................................................................................................7
P3. Explain what makes an effective team as opposed to an ineffective team............................7
M3. Analyse relevant team and group development theories to support the development of
cooperation within effective teams..............................................................................................8
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation............................................................................................9
M4. Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................10
D2. Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace...........................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organizational behaviour looks at how worker conduct affects productivity, drive, and
collaboration (Al Breiki and Nobanee, 2019). The organization structure of Asda is examined in
this study. In the United Kingdom, Asda offers monetary assistance, general products, and
household goods. Asda has 632 sites and 165,000 employees. The document looks at how
culture concepts and the effects of politics and power have a role in how employees behave and
execute. The study recommends adopting a variety of incentive ideas to improve their
productivity.
PART 1
P1. Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Culture: By following a series of procedures and concepts which are compatible with
Asda's organization ethos, an Asda staff leader's productivity could be enhanced. How workers
behave in the business is significantly influenced by the working environment. Thus according
Handy, an organisation's culture could be divided into 4 main categories which each significantly
contribute to the company's capacity to impact productivity and succeed and thus those are
elaborated below in detail:
 Task culture: Underneath this topic, a team of individuals are put together to carry out a
certain job. This helps the business in achieving a particular objective and that too within
a limited time frame so that it can add value to the firm in the long run scenario (Al
Muhairi and Nobanee, 2019).
 Person culture: In this cultural context, people prioritise their respective ambitions and
aspirations over the long-term objectives of the business. Asda has taken a huge hit as a
result of the corporate culture being present in the company.
 Power culture: At Asda, there are only a few individuals in command, but they have a
big influence on the entire workforce. The remarkable power to delegate duties and
responsibilities in the company belongs to those in places of leadership.
 Role culture: They are assigned to specific tasks and responsibilities in line with the role
culture. This business ethos significantly enhanced Asda's efficiency. Yet, if the company
loses just one worker and the replacement worker is unqualified, it could suffer.

Cultural characteristics serve as the foundation for this hypothesis, according to Hofstede.
Greet Hofstede proposed the theory to account for cross-cultural communications. This idea aims
to ensure that culture provides social significance and, as a consequence, to enhance the culture
of the business. They pick up this technique in accordance with Asda's organization behaviour.
The proper framework is likewise incorporated that helps with the analysis of culturally related
factors. Power, gender, uncertainty, and time are the four most critical elements that constitute
culture. With the use of such elements, Asda can show that its culture is appropriate.
Understanding of cultural differences is crucial: It's probable that Asda's actions and
decisions are affected by a dearth of cultural understanding. Providing helpful cultural
understanding guidance can reduce the likelihood of forming decisions that are wrong.
Recognizing cultural variations might help in explaining why people from different cultures
behave in a particular way. Additionally, this improves internal communications and cooperation
within the company, two sectors that could benefit from certain enhancement (Al-Dhaafri and
Alosani, 2020).
The expansion of digitized technologies and globalisation: The work culture at Asda
might have an impact on globalisation. Globalization and digital technology might well be
impacted by societal and culture developments. The corporate atmosphere and development of
an organisation might well be aided by globalisation and electronic technologies. Technological
aids with intercultural comprehension. Modern technologies boosts efficiency and promotes
high-performing companies.
 Power: It assists companies in achieving their goals and meeting their demands. The
administration of Asda respects staff well and gives them opportunities. The employees
of the company are influenced by those in positions of power.
 Politics: Organizational politics is materialism. This boosts output and business results.
Organizational politics are affected by individual objectives. Both businesses and
workers could benefit. With the help of organization politics, Asda controls the
marketplace. Political influence has an impact on corporate conduct. The organisational
system has to be transparent and committed to its staff (Antonacopoulou, Ropo and
Taylor, 2019).
Power source and sort

 Prizes: The administration can get some of its power from the many motivations and
prizes it offers. This is defined as the ability to appreciate and acknowledge the work and
accomplishments of others.
 Experience and knowledge: As an individual takes on additional tasks, their
understanding and skill grow over period. An individual with this ability can effectively
utilize its greater understanding to impose influence over another.
 Coercive: The corporation can exercise authority whenever employees are penalised for
failing to complete their jobs or acting against the strategy.
 Legitimate: Position gives you this authority. They have the power to guide others and
colleagues because of their individual role at business.
 Referent: This authority comes from how people view the leadership. Because it doesn't
put any strain on the workers, this power is seen to be the most efficient (Brown, 2016).
M1. Critically Analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance
Politics, society, and power all have an effect on how people behave and how challenges
are resolved. Top management at Asda works to improve the organisation's productivity and
ethos. Asda's main goal is to maximise profit through battling competitors, and administration
treats and appreciates its staff thus they can contribute their knowledge. Asda's managers engage
in political manoeuvring to strengthen their position of power. Political support can aid
management in securing the tools they need to handle critical problems and accomplish the
desired outcome. Because private information could be released and misconceptions regarding
the company's actions might proliferate, a person's political conduct could be harmful to a
company. Power in Asda is described as the ability to affect other individual. For instance, Asda
employees have power and are specialists in their fields. This could be interpreted as the ability
of an individual to influence the conduct of others within a company in attempt to improve the
effectiveness and production of the latter.
P2. Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context
Motivation: The procedure by which workers of a company are encouraged, led, and kept
in their goal-oriented conduct is referred to as motivation (Buchan and Simpson, 2018). The

capacity to maintain motivation is a key factor in improving satisfaction and accomplishing
targeted results.
Internal and External motivation
 Personal drive is internal motivation. Individuals that are inherently motivated follow
their individual goals and put themselves first by working. People set internal objectives
and labour productively to achieve these, satisfying basic physiological demands,
demonstrating expertise, and much more.
 Extrinsic motivation as this desire is influenced by a variety of outside factors. The
individual is motivated to fulfil their obligations by outside advantages. People are driven
by the possibility of getting different types of payment, rewards, and acknowledgment in
exchange for their work. This helps to boost production inside the company in the shorter
run.
Motivating concepts
 Procedure hypotheses as the main objective of process concept is to give people with
cognitive and behavioural procedures which they could utilize. This makes it easier to
comprehend how contacts, activities, and environments affect how people behave at
employment (Davey, 2020).
 The "processes concept of incentive" was created by Victor and is recognized as the
"Vroom expectation concept." According to this theory, people's motivation is affected
by their predictions for the tomorrow. Productivity is influenced by an individual's skills,
education, mentality, and expertise, among other factors. The commitment of a person
and their achievement are strongly positively correlated. Those that engage in decent
attempt may reap the rewards of their labour. The incentive should be given in a sequence
to satisfy a person's need.
 According to individuals that subscribe to Adam's equity thesis, workers ought to sense
that individual efforts are appreciated and fairly recognised at employment. It's important
to distribute assets fairly. The effective execution of a task depends on knowledge and
ability. Compensation must reflect one's accomplishments and efforts.
 Content hypotheses as this motivation is influenced by outside sources. Exterior
incentives motivate individuals to perform their duties. Compensation, prizes, and
acknowledgment are all driving elements. This increases output in the near run.

 Alderfer's ERG concept of requirement as this concept addresses survival, connectedness,
and growth and is founded on Maslow hierarchy of needs of desires (Dekkers, 2018). All
workforce needs could have various priorities at various stages and fluctuate depending
on various factors. According to Alderfer, three requirements motivate humans. Living is
connected to physical and mental needs. People require connection and wholesome
interactions. Individual progress is influenced by satisfaction, self-improvement, and the
opportunity for success. An employee might well be motivated by several requirements
in one go, and the degree of requirement differs. There is no specific method that
administration can use to satisfy worker needs. They might provide whatever is required
to finish the job.
 The two-factor hypothesis of Herzberg: Existence, connectedness, and growth are all
explained by this idea. All work requirements can differ in importance and severity.
According to Alderfer, people are driven by 3 desires. Life is defined by physiological
and intellectual requirements. Individuals need to have strong ties. Fulfilment, self-
improvement, and success are all aspects of individual progress. A person might well be
inspired by a variety of requirements, and demand strength varies. There is no set
procedure used by leadership to address worker demands. They will offer what is
required.
Theory of motivation implications: Asda's communications enables the creation of
effective groups. To create strong partnerships, administration should comprehend the
difficulties faced by its personnel. Personal success and service ought to be honoured. Rewards
and promotions maintain employee motivation and promote cooperation (Hayward, 2015). The
skeleton of Asda is governance. The courteousness of managers motivates staff to engage in
cultural events, thus raises confidence. Such concepts help the company reach its business
objectives and inspire employees. Asda can improve productivity and engagement using those
ideas. Such concepts encourage employees to work successfully, helping the business achieve its
goals. They might improve worker capacities to meet the goals of the company by fusing ERG
and Herzberg's 2 components. The equitable concept aids Asda in preserving inner balance.

M2. Critically Evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models
Administration should encourage workers to boost productivity and conduct. Workers who
are inspired are dedicated to the company for which they put in a lot of effort. Since they trust in
themselves, driven individuals achieve their objectives and are creative. Psychodynamic theory
looks at subconscious impacts on conduct. Connections impact how individuals think,
experience, and behave. To be task-oriented is to concentrate on important activities in order to
achieve a company's goal. Relationship-oriented governance places a strong importance on
contributor satisfaction and manager inspiration. Managers must assess employees' abilities and
objectives to improve organisational efficiency. Such ideas may inspire employees. Motivating
employees can help them strive more to accomplish corporate goals and advance growth. This
fosters a positive working environment that enables individuals to achieve both individual and
corporate goals.
D1. Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed, providing justified recommendations
According to the enthusiastic and enthusiastic culture in the company, which comprises
professional incentives and references as well as politics, help create the productive working
environment. Workers are strongly urged and driven in this environment to complete tasks more
effectively in order to benefit the organisation better.
PART 2
P3. Explain what makes an effective team as opposed to an ineffective team
The word "group" describes a group of people cooperating to achieve a specific corporate goal or
aim. The group works to balanced each other out by bringing different skills and shortcomings to
the board from each individual.
 IT that works well boosts organisational performance. Organizational administration is
affected by technological progress. The administration does have a greater responsibility
to properly organize, decide things, organize, and oversee activity (Hervieux, Fallu and
Turcotte, 2016). Innovative technical developments that involve employees strengthen
teams. Interaction, problem-solving, and innovative thought are all improved by

technologies. Groups could become ineffective due of technologies. Individuals of a
failing group lacked honesty and respect.
 Electronic technologies are used by a workforce members to interact and complete work.
The use of technologies impacts the growth and effectiveness of teams. The
administration of Asda works together virtually through connectivity and cloud
computing. A digital workforce helps the business and its employees grow in knowledge
and expertise. The personnel of the company interacts effectively via email,
teleconferencing, as well as other online tools to connect faraway employees.
 Functionality squad as a working unit is a collection of individuals that cooperate to
achieve a common objective. This is the standard organizational or commercial group.
People should follow their decisions. For teams to continue performing at a top standard,
managers should have faith in their decisions.
 A problem-solving group is made up of a group of people that meet regularly to
brainstorm solutions to pressing issues and to create workable plans that can be put into
action. Such groups are mostly transient and are only created to address a pressing issue
at employment.
 Project group as irrespective of the departments they operate in, every member of a
project group is given the same task. Several sub-teams may be formed by the
administration, based on the size of the work.
M3. Analyse relevant team and group development theories to support the development of
cooperation within effective teams
It is founded on Tuckman's theory that a group's effective leadership, connections,
competence, and ability all improve throughout period. As per Tuckman, an effective teamwork
evolves over age, producing a respectable company and developing a unit centred on the
company's activities. Tuckman identified four procedures for promoting group development
(Hewett, Shantz and Mundy, 2019).
 Forming: In this case, administration forms a new group without informing the
individual of its purpose. It's important to maintain everyone in a company of people you
don't know concentrated on the job at side. The group leadership is required to define
each person's activities and obligations as well as to offer guidance and advise.

 Storming: During this phase, the individual is driven to their absolute maximum. At this
time, disagreements between group members are likely. The individual would need to
undertake compromises in necessary to guarantee the accomplishment of a particular
activity.
 Norming: At this stage, the group's problems are starting to be resolved, and the
individuals are making an effort to comprehend each other better. People who undertake
the opportunity to avail advantage of others' talents and lend a helping touch in
conquering a range of problems do so. Group participants are consequently more at
comfortable and more inclined to request feedback on how they could enhance their
productivity and skills (Husain, 2017).
 Performing: At this stage, every group member is helping the group succeed. Owing to
their extraordinary work and sacrifices, the group is concentrating its focus primarily on
attaining the goal. The group members look out for each other and help each other out
with a range of problems. One could monitor their performance as the team's manager
and assist individuals in developing their skills.
 Adjourning: Many groups have now effectively finished their missions. Every group
member should now go back to their respective operational department. A group is
assembled to carry out a specific task for the business.
Belbin's classification divides the nine group responsibilities into 3 categories. people-
centered, thought-focused, and action-oriented. Each group task requires conduct and
confidence. Activity is what the thinker, enabler, and finishers focus on. The organizer,
collaborative, and asset researcher are examples of people-oriented roles. Nature, experts, and
evaluators raise interesting questions.
Soft and hard communication as there are different ways to resolve office conflicts that may
arise from tasks and employee perspectives. Hard talents involve establishing precise business
rules, and soft talents involve social connections. Competing strategies foster hateful strife which
is harmful. Negotiating a strategy that fosters relationships could be collaborative.
P4. Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation
To accomplish the purpose and target of the organisation, path-goal theories encourages a
friendly working culture and a management approach which works for the individuals therein.

This idea holds that the manager must make decisions on how to act depending on the demands
of the workforce and the organisational culture. Leadership help people manage ambiguous
circumstances and reduce hard demand. According to this idea, a leader's actions depend on the
situation and circumstances. The leadership offers guidance or advise to the team in order to
achieve the objective of the organisation. This theory aids Asda in controlling the COVID-19
pandemic and securing business activities. It can be divided into 4 different management
philosophies. The four kinds are as follows:
 The use of a directed path aids in objective clarification and directs workers. Managers
support their team members in performing their duties effectively. Ideally, while work
engagement is considerable, this conduct is most advantageous. The supervisor mentors
the team and exhorts them to evaluate the state of the business. They motivate workers to
put in more effort to achieve the corporation's objectives (I’m, Cho and Kim, 2019).
 In order to get the best performance out of their followers, managers set challenging
targets. People should live up to their standards and those of their leadership. This
enables them to receive an overview of Asda's business processes and selling figures.
 Participative as before taking choices, this leadership style includes having discussions
with staff members. It indicates that managers encourage innovation by including staff in
decision-making. While someone is truly accountable, this conduct is displayed.
 The actions of this manager satisfy the needs and desires of the workforce. Employees'
physiological needs are guided by managers. When performing crucial or skill-
demanding jobs, this conduct is being used. The conflicts of interests at Asda needs to be
resolved. Conflicts within an institution might well be resolved by supporting and
collaborative management. Workers should be involved in decision-making in order for
them to comprehend the objectives and priorities of the company. To accommodate staff
members' requirements and interests, the management must additionally apply a variety
of motivational strategies. One might increase their involvement in the corporation's
objectives by praising their achievement. The path should be clarified by administration,
and detours which reduce enthusiasm and productivity should be eliminated.

M4. Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation
The conduct and efficiency of a company can be impacted by a variety of things and thus
are as follows:
 Emotional barrier: Some employees possess the psychological fortitude necessary to
get a fair evaluation from administration. This could lead to a shortage of confidence and
a fear of the work, both of which could influence how emotionally resistant other workers
are.
 Language barrier: Asda's inability to successfully communicate in their own dialect
carries serious consequences. Clients and staff alike become disinterested in the goods.
 Team barrier: Whenever a group is made up of individuals who are well-known bullies
at work, it is nearly impossible for anyone to keep authority over the scenario.
 Social ties: It aid in the effective growth of human resources, claims the concept of
interpersonal investment. Interpersonal investment is advantageous to organisations.
Societal concept is shaped by connection, conventions, and cohesiveness. The concept of
social capital divides employees and needs to be treated carefully. The administration at
Asda puts workers first and recognizes achievement.
 Contingency concept: This idea postulates that workers' views at employment vary.
Such people manage business activities in a variety of methods and with various
strategies.
To address workforce issues, Asda's manager adopts an autocratic style of management
(Kouhizadeh, Zhu and Sarkis, 2020). Because Asda is structured, mainly top officials are
allowed to initiate decisions and allocate extremely skilled personnel. The transformational
leadership of Asda enables contextual adaptability. Asda could manage both favourable and
unfavourable OB ideas by giving them some thought. It significantly affects how businesses
behave when they develop a plan for a difficult situation. It offers a modern approach so Asda
can guarantee business processes and direct team workers. Additionally, organisational
behaviour offers support to Asda in terms of business relations, management, and cultures. They
might observe worker engagement by applying motivation theory.

D2. Critically analyse and evaluate the relevance of team development theories in the context of
OB concepts and philosophies that influence behaviour in the workplace
According to the evaluation previous section, it was determined that the team forming
technique, that also entails a few stages and the regulations that are assigned to the staff by
taking into consideration their functionality, expertise, knowledge, and comprehension of the
surroundings of the advertising entity, is carried out by the rulers or supervisors of the
corporation more productively and appropriately in sequence to achieve more appropriate results.
CONCLUSION
The conclusions of the above analysis suggest that the politics and cultural power of an
organisation have an impact on a person's productivity and conduct at workplace. The study's
conclusions support Handy's cultural framework. The study looked at how power dynamics
affected how people and groups performed at employment. It was discovered that the company
and collaboration were affected by the Tuckman teamwork growth method. In the end, the study
looked at the path aim concept in addition to various issues with conduct, contextual barriers,
and other theories.

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