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

Organisational
Behaviour

Table of Contents
Introduction.................................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team behaviour
and performance....................................................................................................................................3
M1 Critically analyse how the culture, politics and power of an organisation can influence individual
and team behaviour and performance...................................................................................................6
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context..................................................................6
M2 Critically evaluate how to influence the behaviour of others through the effective application of
behavioural motivational theories, concepts and models......................................................................8
D1 Critically evaluate the relationship between culture, politics, power and motivation that enables
teams and organisations to succeed providing justified recommendations...........................................8
P3 Explain what makes an effective team as opposed to an ineffective team........................................9
M3 Analyze relevant team and group development theories to support the development of
cooperation within effective teams......................................................................................................11
M4 Evaluate how concepts and philosophies of OB inform and influence behavior within a given
business situation.................................................................................................................................12
D2 Critically analyze and evaluate the relevance of team development theories, concepts and
philosophies that influence behavior in the workplace to improve business performance and
productivity:.........................................................................................................................................13
CONCLUSION:............................................................................................................................................13
REFERENCES:........................................................................................................................................14

Introduction
Organisational behaviour is said to be the study of the way people interact with each other in
groups, these principles are applied in an attempt of making business work more efficiently. The
most important goal of organisational behaviour is revitalizing theory of organisation and
developing a better conceptualization. It helps an individual in understanding oneself with other
people which ultimately results in improving of interpersonal relations between everyone at the
workplace. Human behaviour gets influenced by the internal and external forces, so it is very
important to understand these factors with the help organisational behaviour. The knowledge of
organisational behaviour and its factors help the companies to deal with tough situations
improving efficiency and effectiveness of the organisation.
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Organizational Culture can be said as the reflection of an organisation, including how the
organisation functions, implements policies, regulations and rules. It includes elements of
employee behaviour and their performances, to what extent politics is affecting in a negative or a
positive way. It also includes norms, symbols, values, assumptions, systems, language, habits
and beliefs(Collins and et.al., 2020). The culture of an organisation have a direct impact on the
working of the organisation and its teams or individuals, it also builds up diversity in the
organisation.
There are four types of culture that an organisation can choose from:
Power culture:
This type of culture involves an ambitious leader who is very passionate and charismatic about
the performance of the firm, it is very associated with entrepreneurial companies, as here are
leaders who want to guide and take their firms to a new level, with the time this culture can be
changed when the company achieves to expand. This culture is mostly effective when the
organisation is in need of a central leadership, however when the workers are effective enough,
this type of culture is not required.
Task culture:

This type of culture is very result oriented and very effective in a competitive environment,
require employees to be very communicative and collaborative. Individuals must be willing to
take initiatives on their own but it is not an ideal culture for those who enjoy regularity and a
proper structure in the working environment(Liu and Kianto, 2021). Task culture does create a
unique psychological and social working environment as it has shared jobs and tasks with higher
accuracy in team management.
Role culture:
This culture is bureaucratic in nature and depends on how people and departments interact with
each other on regular basis. Large organizations like banks and insurance companies have this
culture as this is the most suitable culture for these type of organizations, as the count of
interactions between the clients and employees is immense for one person to keep record of. It
takes time for personal relationships to develop, it's not easy for one person to make decisions on
behalf of others and all is dependent on title of their post. Role culture companies are very stable
and provide the customers with continuity and certainty as employees are trained new methods
as soon as a new policy comes out.
Person culture:
This type of culture focuses on each individual and is only there to help them, individuals are
highly favoured by this kind of culture. Power in this organization is shared and getting rid of
any individual is very hard because of this. This culture is very much desired by employees as it
puts no real pressure on them regarding goals and targets plus gives them job security with a way
to work in their own style(Tortorella and et.al., 2021). It is a very unusual culture and not found
in many organizations as in this culture there is no structure and if there is, it is only to serve the
individuals who work there.
As per the above analysis Marks & Spencer follows task culture which is due to the fact that it's
one of the biggest retail organizations and so it needs a proper structural culture which is the role
culture. Work in this culture is decided on the basis of rules and regulations which is the need of
the hour for Marks & Spencer as it cannot risk to smirch it's name because of some casual
approach, so it needs adequate coordination.
Politics