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

This paper analyses how organisational culture, politics, and power can influence individual and team behaviour and performance. It evaluates content and process theories of motivation and how they enable effective achievement of goals in an organisational context. The paper also demonstrates an understanding of what makes an effective team as opposed to an ineffective team. It critically evaluates the relationship between culture, politics, power, and motivation that enables teams and organisations to succeed, providing justified recommendations.

Organisational
Behaviour

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1. Analyse how an organisation's culture, politics and power can 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.....................................5
D1. Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations....................5
PART 2............................................................................................................................................5
P3. Demonstrate an understanding of what makes an effective team as opposed to an
ineffective team...........................................................................................................................5
M3. Analyse the relevant team and group development theories to support the development of
dynamic co-operation..................................................................................................................7
P4 Apply concepts and philosophies of OB within an organisational context and a given
business situation.........................................................................................................................8
M4. Justify and evaluate a range of concepts and philosophies in how they inform and
influence behaviour in both positive and negative ways.............................................................9
D2. Critically analyse and evaluate the relevance of team development theories in the context
of organisational behaviour concepts and philosophies that influence behaviour in the work
place...........................................................................................................................................10
CONCLUSION..............................................................................................................................10

REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is one of the most important aspect for a business as it helps the
company to analyse and evaluate in detail the operation of the firm so that necessary changes can
be made within a given stipulated time period so that it can add value to the firm in the long run
scenario. The study and evaluation of group and personal behaviour in the workplace is known
as organization behaviour (Al-Dhaafri and Alosani, 2020). It is the ideas and values which the
company has chosen to uphold in order to preserve its corporate environment. The focus of the
current paper is on the investigation of economics, environment, and authority inside the Hays
Travel, followed by an analysis of the impact on workers and respective groups. With its main
office in Newcastle, Britain, Hays Travel is a network of travels agencies that was established in
1980. The study also discusses how power, culture, and politics are related, including its
motivating theories. The paper examines and discusses various ideas for creating groups inside a
company and influencing its behaviour. The analysis also helps to change staff behaviour and
enhance the atmosphere at Hays Travel Efficiency.
PART 1
P1. Analyse how an organisation's culture, politics and power can influence individual and team
behaviour and performance
Organizational culture relates to the preservation of a positive cultural environment, group
managers, and staff people with their individual views and ideals. By improving their settings
and the workplace atmosphere, workers may meet their requirements. Organizational culture
could implement changes to create a healthier environment such that employees could operate
without difficulty and with a good mentality (Ametorwodufia and Mensah, 2020). The
employees at Hays Travel benefit from a favourable, comfortable, and healthy workplace
situation. A stable and sound environment is provided by the organization's company
environment, which enables employees to carry out their given tasks with ease and encourages
individuals to offer their utmost effort. Depending on the situation and factors which are distinct
from fostering a constructive culture in the surroundings, managers may adhere to one of several
diverse cultures:
Deal and Kennedy's model- Interior structure elements are controlled such that
administration may prevent inside concerns, and understanding the Deal and Kennedy's

framework is crucial for minimising issues. With the aid of this system, they are able to carry out
sustainability regulations and even run this department at Hays Travel. The significance of this
environmentalist strategy is emphasised so that all workers are conscious of it and refrain from
violating it.
Hofstede’s culture dimension- In order to assure that there has been effective
collaboration between employees in the company, particularly for individuals who are from
diverse places where tradition and way of existence are also diverse, Hays Travel employs
Hofstede's culture dimension. Hays Travel could utilise this aspect to facilitate communication
with employees that are from various locations. To make the environment more welcoming,
managers could arrange various forms of orientation and support for employees that come from
various backgrounds (Chumba and Mutinda, 2017). Instituting a diverse company culture whilst
ensuring the organization's environment and personnel' dedication and constructive attitudes
about their profession.
Typology- Charles Handy presents his typology that is separated into distinct civilizations
notwithstanding the 4 components he has originally described. Role culture, power culture, task
culture, and person culture are the four cultures he suggests.
 Task culture: This culture makes sure that employees use their knowledge and talents to
perform their tasks as directed by the managers on schedule.
 Person culture: This culture refers to how deeply engaged people are in the task they are
assigned since they're the foundation of the company and share equitable responsibility
for attaining its goals.
 Role culture: Employees are given duties and functions based on their areas of expertise,
hobbies, and credentials so they may offer their all to the tasks they are given.
 Power culture: This refers to the practise of granting people the necessary control such
that they might voluntarily work toward the organization's objectives and do the duties
which have been assigned to individuals.
According to Hays Travel, having authority entails following orders and forcing others to
perform on their behalf. Authority in every institution therefore entails delivering orders to
colleagues and ordering individuals to carry out those orders. To provide a decent environment,
Hays Travel should adhere to the French and Raven model. This is an example of a tactical move
used by Hays Travel to ensure that the relevant employees complete their task on schedule.

French and Raven hypotheses: In 1959, John French and Bertram Raven put forth this
notion. Positional and personal powers were the 2 type that were added to this idea (Friesenhahn,
2019).
 Personal power: There are 2 additional subtypes of this form of authority: expert power
and referent power. According to the expert power theory, if an employee is handed a
task and is incapable to comprehend it, another person with expertise could help him. On
either side, referent power asserts that any job with a favourable image motivates the
other employees to increase their productivity.
 Positional power: It is subsequently divided into 3 categories: legal authority, oppressive
authority, and incentive authority. Incentive authority refers to the practise of rewarding
workers that consistently perform hard and do so in a professional approach. When an
employee does not perform their duty according to the directions, compelling authority is
used to execute the consequence. Last but not least, legal authority is employed by the
managers in the company to give orders to their group participants.
Hays Travel Chanlat's political difficulties- These times, interior politics affect the
company, and Chanlat's concept is utilised to explain political behaviour within the institution.
Such organisational elements enable swift decision-making for restructuring and rebuilding
organisational processes. Just if Hays Travel Company adheres to the concept of organisational
cohesion at all costs will they be able to resolve these interior political conflicts (Im, Cho and
Kim, 2019).
M1. Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance
The functioning of the group and its individuals is influenced by aspects such as tradition,
authority, and legislation, which also aid in team members' career advancement. The Handy
culture is put into practise in the workplace to give a secure and comfortable environment
because in a decent environment, employees could function properly and effectively. Managers
must give employees prizes sans discrimination in order to encourage people to do the tasks they
have been given.

P2. Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context
In order to accomplish one's objectives and allocated tasks, one must motivate oneself to
operate effectively. This is known as motivation. Depending on motivation, there seem to be
numerous ideas and notions (Jimenez, Valdez and Fasci, 2017). These hypotheses and ideas are
as follows: substance hypotheses are the primary, and procedural conceptions are the second.
Content conceptions of motivation: The content model is comprehensive of explanations of
how the needs of employees vary over period and how different ideas are applied to meet those
needs. Managers typically apply this principle to their particular company and motivating other
employees. The qualitative concept is also applied to content theories.
 The three-need hypothesis of McClelland: McClelland human motivational concept is
another term for this idea. In accordance with this theory, the three basic demands that he
suggests to inspire anyone are the wants for identification, accomplishment, and
authority. Workers that uphold the strongly sociable interaction that is utilized for the
elevated requirements of identification are referred to as having a desire for affinity.
Workers that finish their tasks in a timely manner and are in significant quest of
accomplishment are considered to be in this category. Lastly but not least, there seems to
be a desire for authority, or for some workers that wish to oversee and manage other
workers due to significant authority requirements.
Process theory of motivation- The qualitative concept of motivation is another name for the
process hypothesis of motivating. This notion is intended for the employee that needs to
complete the task promptly and honestly. This is because the company's employees desire to be
rewarded with specific purposes, advantages, and earnings. The major objective of this approach
is to inspire workers to increase their productivity (Liljenberg and Nordholm, 2018).
 Vroom's Expectancy Hypothesis: In accordance with this concept, managers feel driven
on their individual criteria whenever their superiors show their appreciation for them.
Managers give reassurance to group workers who are happy with their group's capacity
for leadership. The temperament, ability, intelligence, expertise, and capabilities are the
top five factors which influence how well an employee performs. Understanding, insight,
and qualities are the last three factors. According to the expectation hypothesis, worker
motivation and productivity are both influenced by one another.

M2. Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models
With the aid of the concept previously presented, it is clear that workers require to be
motivated and encouraged in order to occasionally advance their careers. In order to motivate
staff and encourage them to perform with complete commitment, incentives are given for
exceptional performance. As a result, the company and its group workers are able to motivate
their workers more effectively, which eventually aids the company in achieving its goals and
expanding (Lu, Shon and Zhang, 2020).
D1. Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations
Motivation is among the essential elements of an organisational culture. The methods used
by various companies to motivate their personnel vary. How well the workers perceive regarding
their task, dedication, and professional happiness is highly influenced by culture. The culture of
the business must be aligned with its objectives. The culture of Hays Travel is one of a group,
wherein employees are cordial and helpful with one another. They foster staff motivation via
relationship-focused management. Workplace cooperation boosts motivation and career
fulfilment. As a result, the personnel are more dedicated to doing their duties and giving their
best attempt.
PART 2
P3. Demonstrate an understanding of what makes an effective team as opposed to an ineffective
team
A company such as Hays Travel has intense rivalry in the industry, but prior to the
epidemic, the company wasn't doing effectively because trips were going through a terrible time
during the shutdown. However, after the shutdown ended, the travellers managed to bounce
back, improve the efficiency of their staff, and offer the simplest solutions to help the group
reach the objective in a unified and responsible way (MacAteer, Manktelow and Fitzsimons,
2016). To create efficient administrative groups, the innovative and high-quality tasks were
delegated. They are designed with the understanding that a group's combined capabilities
outweigh those of any one worker inside a company. This contributes to a decrease in work

engagement by increasing worker confidence. The arrangement could be precise and effective
for different kinds of groups, including:
Sorts of different groups-
 Groups that operate virtually: These groups collaborate to achieve a certain objective
while operating from various places. Due to the sophisticated technique that allows the
group to complete this through email technique, etc., it is quite costly and complex. In
order to function in different regions of the globe, Hays Travel has made a greater usage.
It is simple for Hays Travel to take data from various regions of the globe and compile it.
 Program Group: This group primarily concentrates on expertise, problem-solving,
research, and issue-analysis which are focused on a specific degree. The development,
improvement in revenue, and work satisfaction are this group's top priorities. In the
previous years, Hays Travel experienced issues that could significantly impede expansion
(Mitchell and Calabrese, 2019).
 Functional group: To achieve the objectives of the company's employees that have been
transferred to the operational department for the benefit of the entire company. The
choice is formed and the concerns are addressed with the appropriate degree of difficulty
resolution depending on effectiveness. The roles at Hays Travel are created based on the
skills of the workers.
 Group established to fix issues: This group is developed to address any minor issues
which sporadically arise in the company. Since they have received training and
development to address that issue within the company, the group rarely harms the
feelings of its members. Given that the tiny issues, including any harassment cases,
demographic inequalities, wage disparities, etc. that was formerly disregarded while
handling commercial activities, this group could be more beneficial to Hays Travel.
The group workers at Hays Travel could advance the person by controlling their behaviour,
delegating tasks among themselves, and completing them by the deadline. The company and
squad, which are the individuals that attempt to complete their assigned tasks within the allotted
period, also require advancement.

M3. Analyse the relevant team and group development theories to support the development of
dynamic co-operation
Belbin Group Duties: The numerous responsibilities which Hays Travel must adhere so as
to make the company more lucrative in the business so that it can generate profits that too many
folds which will subsequently help it to expand in the sector of operation and thus they comprise
the following:
 Functions that focus on individuals: This function depends on a single individual
designated as the group director, who excels at leading groups and can resolve problems.
He also assures that there is good cooperation among the workers (Nguyen and Malik,
2020). Additionally, the coordinators often are the one that assigns positions and is in
charge of managing assets inside the company. The investigator then determines the
activities that need to be completed and negotiates the funds.
 Cognitive function: Companies handles complicated problems and produce fresh
concepts for the company; they help analyse and manage worth by carefully assessing
things and choosing the appropriate tools.
 Action-oriented position: This function involves preparation and documentation as well
as increased efficacy of the individual who shapes and inspires workers to do their jobs
well. The project leader follows, who can be trusted to complete their function more
efficiently. The finisher, who guarantees that the duties would be finished on schedule,
comes lastly.
The groups at Hays Travel rely on such responsibilities heavily since they enable people to
assign tasks depending on knowledge and talents and ensure effective cooperation for fulfilling
tasks.
According to the TuckMan Team Development Concept, the following phases of
development must be maintained by the Hays Travel within the organisation purview so that it
can help the business grow and expand in the market in which it is operational:
 Forming: This is the initial phase in which the individuals that have been chosen
communicate with one another, establish social relationships, and create certain positive
relationships (Nienaber and Martins, 2020).

 Storming: During this phase of conflict, group individuals attempt to implement their
views across the company in order to carry out the assigned responsibilities. This job is
carried out in accordance with its importance.
 Norming: Just after phase of debate, the corporation moves on to the phase of norming,
where all jobs and tasks are given.
 Performing: When it is insured that the function members are to offer will not be
delivered in an unsuitable way and will be finished within the allotted period, a
productive team is created.
 Adjourning: Whenever an activity is finished within a certain time frame and it is ready
to move on to other duties, the step of adjourning is being employed.
P4 Apply concepts and philosophies of OB within an organisational context and a given business
situation
Hays Travel must adhere to the path-goal philosophy to improve organisational effectiveness
and productivity (Rodrigues and da Silva, 2020). The conduct of the managers has a significant
impact on motivation and contentment, as per this notion. In addition to inspire and stimulate the
group's personnel, it is a management concept which all other organisations ought to follow. The
Hays travel for the leadership must adhere to the path goal concept in terms of giving the other
workers the right guidance they need to reach the organization's predetermined aims and
ambitions. In Path Goal Hypothesis, there are many leading philosophies or techniques which are
as follows:
 Cooperative leadership: Every worker participates in this leadership style's discussion
of the key issues. This pertains to the organization's decision-making procedure and other
elements. Because of unrestricted liberty of expression, which allows them to discuss
their opinions, thoughts, and goals with relevant officials, workers benefit greatly from
this leadership approach. Because of their flexibility of communication, which allows
them to discuss their opinions, thoughts, and goals with relevant officials, this leadership
style benefits the staff members greatly.
 Goal-oriented leadership: This kind of leadership focuses on motivating employees to
pursue their professional objectives by offering a variety of incentives for outstanding
accomplishments.

 Motivating or supporting leadership: As per this type of leadership, Hays Travel's
executives and supervisors must inspire and assist its staff members to meet the aims and
targets established by the company.
 Governing leadership: This leadership philosophy states that managers at Hays Travel
must give their staff members the necessary guidance so they may achieve their
organization's goals. This management strategy makes sure that the effectiveness is
accurately assessed and reduces the likelihood of errors in initiatives that have been
finished (Shanks, 2016).
In order to motivate their staff and compensate people, Hays Travel must adopt this
leadership stance. As long as the workers are devoted and engaged to the company, the attrition
of the workforce is reduced. With the help of this leadership approach, the workers were inspired
to work towards the organization's objectives.
M4. Justify and evaluate a range of concepts and philosophies in how they inform and influence
behaviour in both positive and negative ways
The company is able to comprehend how efficiency is growing underneath the issue of
corporate conduct and the existing ideologies with the uniformity of group output and amongst
the workers. Various theories are needed to evaluate worker behavioural efficiency and to
motivate worker engagement. Following are the implications, both favourable and unfavourable:
 Significant Outcome: Whenever the company introduces diversity in its environment,
the competitiveness degree is obtained through worker mentoring and engagement. The
company uses creative approaches to increase productivity and make it simple to fulfil
various organisational goals. With a rise in contextual leadership, the group performs
better and the degree of worker engagement increases (Stenvall and Virtanen, 2017).
 Detrimental Effect: Critical communications that must be handled by Hays Travel's
executives and supervisors are spread across the company. Whenever data leaks, certain
mistakes may occur, so personnel must be vigilant to prevent mistakes from affecting the
organization's commercial activities.

D2. Critically analyse and evaluate the relevance of team development theories in the context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place
Tuckman's group development theory is by far the most pertinent group development theory
in the setting of corporate conduct. The paradigm contends how groups progress and accomplish
their goals in 5 levels. The paradigm does have certain limitations, despite the fact that it is
crucial for comprehending the group development procedure. The theory's forming, storming,
norming, performing, and adjourning phases do not often happen in the order that perhaps the
system predicted. This is its most obvious shortcoming. The concept does not really took into
consideration personal responsibilities or group member duties, making it ineffective for larger
group expansion (Such and Mutrie, 2017).
CONCLUSION
According to the aforementioned assessment, Hays Travel adheres to power, culture, and
politics for the growth of company. In this analysis, the organization's French and Raven
concept, Handy's typology, and Hofstede's hypothesis were all examined. Additionally, this
study placed attention on the firm's actions and conduct. The efficacy of a company which
operates collaboratively was also discussed in this research, and it also examined how different
corporate ideologies and principles applied to particular commercial scenarios.

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