Organisational Behaviour: Culture, Politics, Power, Motivation, and Effective Teams

This study material from Desklib covers the topics of organisational culture, politics, and power and their impact on individual and team behaviour and performance, motivation theories and techniques and their role in achieving organisational goals, and the characteristics of effective teams. It also includes a case study of Google UK.

Organisational Behaviour

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance....................................................................................................3
Task 2...............................................................................................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................5
Task 3...............................................................................................................................................6
P3 Explain what makes an effective team as opposed to an ineffective team.......................6
Task 4...............................................................................................................................................9
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation....................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

Introduction
Organisational behaviour is the concept of identifying the behaviour of employees as a
individual as well as in a group to identify their influencing factors and make them influence for
achieving organisational goal. It is essential for every company to maintain their organisational
behaviour positive and well-being to achieve organisational goal effectively (Nuckcheddy,
2018). Google UK ltd. Is founded in 2000 and it offer facility to their customers to search about
the information related to any topic through internet. The following report covers how an
organisation’s culture, politics and power influence individual and team behaviour and
performance, how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context, what makes an effective team as
opposed to an ineffective team and apply concepts and philosophies of organisational behaviour
within an organisational context and a given business situation.
Task 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance
Overview of organisation-
Google UK ltd was founded in 2000. It is the subsidiary of Google London. Ronan Harris
was chosen for managing people and their organisational objective of UK Google. There are
over 4,000 employees in Goggle UK company and they all are having different culture, different
experience. Beside all this, they share similar mission and vision of company to achieve their
organisational goal. They are earning more than £55 billion through their search engines and
advertising tool of various companies on their platform. They provide various facilities to their
employees like medical, dental and vision insurance, their flexible working hours, positive work
culture and many others plays an important role to motivate their employees.
Impact of organisational culture in influencing individual and team behaviour and
performance-
Organisational culture is the collection of shared values, beliefs and practices by
employees and teams in an organisation. Handy model is used analyse various kinds of culture
followed by a companies-

Power culture- Here, the power is organised within the few hands of employees within
an organisation (Jacobs and Manzi, 2020). Hence, the individual who have power in their hands
are liable to make decisions for organisational growth.
Role culture- Here, power are distributed among employees on the basis of their role and
responsibility in the organisation. Here, employees working at higher position are having high
power and employees working at low position are having low power. Here, job roles plays an
important role than individuals.
Task culture- Here, the power is distributed on the basis of specialisation and expertise.
Hence, it means that the one who is having more knowledge have more power to make decisions
rather than those who is having less skills. In context of Google UK ltd. They are having task
culture within their organisation where they provide more power to those employees who are
having expertise in topics. In context of their hirings, they make sure that they will hire fully
skilled and talented people who are having expertise in more than one field of organisational
work. The leaders and managers of the chosen organisation assign them task according to their
expertise for their organisational benefit.
Person culture- This organisational culture define that companies focus on each member
and employee rather than achieving their common goal.
Impact of organisational politics in influencing individual and team behaviour and
performance-
Organisational politics are informal way of performing any organisational practice to
influence other members of organisation and highlight their autocratic behaviour in the company.
Organisation must neglect to use such kind of behaviour for their benefit (Wang and et. al.,
2021). In context of Google UK, they are having no internal politics which help to influence their
employees to communicate well in the organisation and share their issues openly to management
team. This will further help to enhance employee's performance because when organisation have
democratic behaviour of employees rather than autocratic behaviour then employees will work
effectively by clearing their doubts about mission. There are various kinds of benefits which is
given by this organisation to their employees such as on-site Gym services, cycle to work
programme, free food three times a day and many others (What it’s like to work for Google,
2022). With the help of these programmes, the managers and employees of Google UK spend
some time with each other to build good relationship with each other. The overall rating to

Google UK is 4.3 out of 5 in context of organisational management and well-being of their
employees (Google Employee Reviews in London, 2022). Most of the employees mentioned that
they are well supported by their seniors at the office to achieve their goals and objectives.
Impact of organisational power in influencing individual and team behaviour and
performance-
Power plays an important role in influencing organisational behaviour. It is suggested to
Google UK that they must share power according to their employees position as well as
expertise. Those employees must given high power in decision making process which are having
more knowledge of expertise than others. So that they will make appropriate decision for
organisational benefit. It is also essential for the company to provide power to employees for
using their organisational resources according to their task and requirement of task so that they
will perform well to achieve organisational goal.
Task 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context
Motivation is the concept of influencing employees to perform well by providing them
monetary and non0- monetary benefits (Yuen Onn and et. al., 2018). A motivated employee
always try to enhance their skills and perform well for the company. There are few of the
motivational theories which are mentioned below-
Content theory of motivation- This theory describes the needs of motivation for a
employee. Maslow's hierarchy of needs theory is one of the best example of content theory.
Maslow need hierarchy theory is explained below-
There are five stages of needs of an employee as an individual which is discussed in this theory.
The needs of these theory are mentioned below-
Physiological needs- These are those needs which are essential for living like food,
shelter, water and many others. In context of Google UK, they provide a good amount of salary
to their employees which will help them to purchase their basic needs of life. The average salary
for Google's UK employees was £109k ($134k) which will help the employees to fulfil their
basic needs appropriately with all other external requirements. The average bonus for the
employees is £99k. The pension payment of Google UK is £5k (This will be your salary and

bonus at Google UK, 2020). Hence, all these earnings will help the employees to fulfil their
physiological needs.
Safety needs- After fulfilling above need, now a individual aims to fulfil their safety
needs which include having safety from threats, crime, health issues and many others. In context
of Google UK, they provide health benefits to their employees like life insurance, dental
insurance and many others to protect their health.
Love and belonging needs- Here, an individual expect to gain friendship, and social
needs to get fulfilled. In context of Google UK, they are having good organisational culture
which help their employees to fulfil their social needs. The effective programs of “eat together”
will help the Google employees to spend their time effectively with each other and create a good
relationship for effective bonding.
Esteem needs- It include respect, status and recognition needs. Here, individual expect to
gain high respect in society and at their working environment. In context of Google UK, they are
well reputed company and the employees working with this company are having high reputation
in society. Secondly, their organisational culture is helping them to gain high reputation at
workplace.
Self- actualisation- This is the need where a individual expect for higher position in
return of their performance within the organisation (Aslam and et. al., 2021). In context of
Google UK, they promote their good working employees at higher position which help them to
fulfil this needs. Almost 90% employees at Google UK are satisfied with the promotional
activities because their needs and expectations are effectively fulfilled. Secondly, the promotion
is based on the fair performance monitoring of employees which will motivate them effectively.
Process theory of motivation- This motivational theory helps to analyse which kind of
behaviour is essential in the organisation to achieve their goal. Here, managers choose a target
and efforts required to achieve that target to motivate their employees. Vroom expectancy theory
of motivation is one of the best example of process theory which is explained further below-
According to Vroom theory it is expected that there are few factors which help to enhance
employee's performance such as skills, experience, personality and many others. There are three
elements used in this theory-
Expectancy- It is the belief that when efforts get increased than performance will also
enhanced by an individual. For putting best efforts in the describes job role it is essential that the

organisation must distribute right resource to right person. In context of Google UK, they must
make sure that they will have appropriate resources and and provide these resources to right
employee who is having good skills.
Instrumentality- It is the belief that while performing good will help to achieve expected
outcome. For this it is essential to gain clear understanding of relationship of performance and
outcomes (Shah, Khuhro and Bakari, 2021). In context of Google UK, their management team is
having good relationship with employees so that they will both take decision on who gets what
outcome.
Valence- It is refers to emotional factors which people hold to achieve outcome of given
tasks. For example, money, rewards, appreciation and many others. In context of Google UK,
they offer rewards to those employees who perform well so that they will achieve expected
outcome for the company.
Task 3
P3 Explain what makes an effective team as opposed to an ineffective team
To analyse the importance of effective team and to identify the advantage of effective team over
ineffective team here is the difference between both of them-
Effective team Ineffective team
Here, the goal and task of the organisation is
well understood by the members.
Here, the goal and task is unclear to group
members.
Roles and responsibilities are well distributed
on the basis of specialization and expertise.
Roles and responsibilities are not clear by
group members due to which they face issue in
completing their task.
Here, group members communicate effectively
with each other and there is less or no conflicts
between group members.
Here, lack of effective communication is seen
and due to this group members are facing
various conflicts with each others.
Decisions are made with participation of all
group members.
Decisions are made on biasses.

Tuckman model of team forming will further help to analyse the process of team formation
within a company. Stages of this model is mentioned below-
Stage 1- Forming stage-
This is the first stage where team members get to know about each other through induction.
Here, team members introduce themselves and their skills to their team members (Khan, Memon
and Ramayah, 2018). In context of Google UK, they mainly focuses to form a team of
productive and unproductive employees so that unproductive employees will get experienced to
learn how to work effectively by productive team members.
Stage 2- Storming stage-
This is the stage where team members get to know about each other well and they may accept or
reject to work continue with each other. Here, conflicts may arise for sharing of power, authority,
roles and responsibilities among team. In context of conflict during this stage, the team leaders
will motivate their team ambers and make them understand their their good relationship and
effective understanding will only help to achieve group goal for which this group is formed.
Stage 3- Norming stage
This is the stage where team mates start resolving their conflicts and appreciate each other for
their good performance. Here, team members are ready to compromise and appreciate each other
for their achievements.
Stage 4- Performing stage
This is the stage where team members are well aware about their roles and responsibilities and
they need no external help like leaders or any other person to show them direction and manage
them. This is the stage where team mates manage themselves effectively without leaders.
Stage 5- Adjourning
This is the stage where team disbands after achieving their organisational goal.
Belbin theory of team work help to identify roles and responsibilities of different team members
and few of the roles are explained below-
Thought-oriented team roles-
 The Monitor Evaluator- They are responsible to make decisions for the benefit of team
rather than thinking about emotions and instincts (Rahman, Uddin and Rahaman, 2019).

Google UK must focus to allot this role to those employees who have effective control on
their emotions and can manage the decisions effectively.
 The specialist- It is the team member who is specialist in any field. They are responsible
to perform their task effectively with their skills and knowledge.
 The plant- They are the individuals who provide new and innovative idea to whole team
for completing of their task. In context to Google UK, this role should be given to those
employees who are innovative and can think beyond the box to solve any issues
appropriately.
Action-oriented team roles-
 The shaper- These are the individuals who are extrovert in nature and push other team
mates to achieve their team goal. They motivate their team members to achieve their goal
effectively. This role is given to those employees who are having high leadership skills in
Google UK.
 The implementer- They are responsible to structure their working environment. They
make strategies for their team to achieve their goals.
 The completer/ Finisher- They are the individuals who focuses on team's performance
and make sure that quality output will receive by the team members. This role should be
given to those employees who have better evaluation power within Google UK.
People oriented team roles-
 The coordinator- They are the individuals who focuses on achieving personal goals of
individuals by focusing on their needs and wants. They are having well establish
communication and interpersonal skills. They make sure that they will utilize each
members strength appropriately.
 The team worker- They focus to maintain good relationship between their team workers
so that they will communicate well to clear their doubts. They are good listener to listen
what their team members are saying and resolve their quarries. This role is basically
given to those employees of Google UK who are extrovert and have effective manner to
communicate with others.
 The resource investigator- They are the one who focuses on their available resources
and make sure that these resources will utilize effectively (Zineldin and Vasicheva,
2019). This role should be given to those employees within the team who are having

strong industry network with different suppliers so that in case of lack of resources they
will quickly order the new one.
Task 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
and a given business situation
It is also one of the most important task for the Google UK to focus on the behavioural aspect of
the company so that they will analyse which factor will help them to influence the behaviour of
their employees. A well mannered and good behavioural employee who cooperate well with
others within the office are always important asset for the Google UK.
Path goal theory is used to identify which leadership style is effective for organisational
situation. There are three elements of path-goal theory and they are explained below-
 Identifying employees and working environment effectively.
 Select a leadership style which best suits to resolve the organisational situation.
 Focusing upon motivational factor and try to resolve organisational issue is such as way
which will motivate employees to achieve their organisational goal (Ahmadi and et. al.,
2019).
There are few leadership style which help the company to achieve their goal effectively and
these leadership styles are mentioned below-
 Directive- This is the leadership style where leaders order their workforce and look
whether their employees are following their rules and regulations strictly or not. Here,
leaders are supposed to make those decisions which are beneficial for their organisation.
They did not allow their employees to participate in decision making process.
 Supportive- This is the leadership style where leaders make decision for the benefit of
both organisation as well as for employees (Nani and Safitri, 2021). Here, leaders act
friendly with their subordinates. Here, leaders expect that their employees will respect
him as well as his decision. For this they support their employees and try to fulfil their
every need.
 Participative- Here, leaders believe that when decisions are made in group then it is
beneficial for both organisations as well as for employees. Hence, leaders allow their
employees in decision making process. This will help to gain employee’s trust and make

them feel that they are important part of organisation and their organisation value their
work and efforts to achieve assigned task. In context of Google UK, they are following
participative leadership style because they allow the participation of employees in
decision making process and appreciate their employees for making good decision.
 Achievement- oriented- Here, leaders set challenging goals for their employees and ask
them to perform their task with such challenges so that they will achieve at the peak of
performance of employees. Here, leaders want to analyse how much their employees are
capable to work effectively (Gilbert, 2021).
Reflective writing
From the above information I get to know about how different organisations work adopt different
theories to achieve their aims and objectives. There are various kinds of skills which I have
learned by making this project such as communication skill, time management skill and many
others. Kolb's model is one of the most popular reflective model which is mentioned below-
 Concrete experience- This stage includes that how a individual feel about the situation.
In context of my situation, when teachers assign the project to me then I feel nervous
about whether I am capable to complete the project on time or not.
 Reflective observation- This stage will allow learners to ask questions and discuss the
experience with others. In context of my situation, I ask various kinds of question with
my teacher as well as with my class mates like how to start this project and how to collect
relevant information. The main issue which was faced by me is to evaluate the
information appropriately because I got confused that which information should be
included which should be avoided.
 Abstract Conceptualization- Here, the learner draw conclusion for the situation. I get to
know that I must need to communicate effectively with others and make sure about the
deadline of the project. I must need to enhance my problem solving skill and time
management skill appropriately.
 Action Experimentation- This stage will help to analyse what actions will help me to
enhance my weak skills. To enhance time management skill so that I will complete all my
projects on time, I will make sure that I will prepare priority list and a appropriate time
table to make sure that the task will be completed according to their priority.

Conclusion
From the above information it is concluded that organisational behaviour is the study of
analysing organisational practice and the behaviour of an individual and a group of individual
within a group. It is also concluded that power, culture and politics plays an important role in
influencing organisational behaviour. Motivating employees will help a company to gain their
highest performance. There are two motivational theory is discussed in this module like process
theory and content theory. It is also concluded that effective team is better than ineffective team
because effective team members are having clear idea that what they want to achieve and what
not. Tuckman theory is used to analyse the stages of forming a team. Belbin theory is used to
analyse the roles and responsibilities of team members for forming an effective team. In context
of path goal theory, there are four leadership style is discussed.

References
Books and journals
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behaviour of knowledge workers in Iranian knowledge-based companies. International
Journal of Learning and Intellectual Capital, 16(2), pp.99-116.
Aslam, H. and et. al., 2021. Developing organisational citizenship behaviour for the
environment: the contingency role of environmental management
practices. Management Decision.
Gilbert, L.L., 2021. The Mediating Impact of Organisational Trust: Overcoming Organisational
Hindrance in Managing Organisational Success. European Journal of Research
Development and Sustainability (EJRDS), 2(2), pp.104-115.
Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, 20(2), pp.184-202.
Khan, S.K., Memon, M.A. and Ramayah, T., 2018. Leadership and innovative culture influence
on organisational citizenship behaviour and affective commitment: The mediating role
of interactional justice. International journal of business and society, 19(3), pp.725-747.
Nani, D.A. and Safitri, V.A.D., 2021. Exploring the relationship between formal management
control systems, organisational performance and innovation: The role of leadership
characteristics. Asian Journal of Business and Accounting, 14(1), pp.207-224.
Nuckcheddy, A., 2018. The effect of personality on motivation and organisational
behaviour. Psychology and Behavioral Science International Journal, 9(2), pp.1-5.
Rahman, M.M., Uddin, M.J. and Rahaman, S., 2019. Work-family, family-work conflict and
subjective well-being of commercial bank employees in Bangladesh: The moderating
effects of organisational supports. Advances in Management and Applied
Economics, 9(6), pp.77-96.
Shah, I.A., Khuhro, R.A. and Bakari, H., 2021. A study of organisational determinants
influencing employees' behaviour in the educational sector: a scoping
review. International Journal of Management in Education, 15(6), pp.523-543.
Wang, J. and et. al., 2021. How abusive supervision affects unethical pro-organisational
behaviour: A moderated mediation examination of exchange and proactive
personality. Journal of Psychology in Africa, pp.1-7.
Yuen Onn, C. and et. al., 2018. The mediating effect of trust on the dimensionality of
organisational justice and organisational citizenship behaviour amongst teachers in
Malaysia. Educational Psychology, 38(8), pp.1010-1031.
Zineldin, M. and Vasicheva, V., 2019. Patient emotional support and healthcare organisational
performance and effectiveness. International Journal of Work Organisation and
Emotion, 10(1), pp.19-27.
Online-
What it’s like to work for Google, 2022 [Online] available through:
<https://www.reed.co.uk/career-advice/what-its-like-to-work-for-google/#:~:text=Google's
%20company%20perks%20go%20far,your%20own%20food%20shopping%20again./>

Google Employee Reviews in London, 2022 [Online] available through:
<https://uk.indeed.com/cmp/Google/reviews?fcountry=GB&floc=London/>
This will be your salary and bonus at Google UK, 2020 [Online] available through:
<https://www.efinancialcareers.co.uk/news/2019/04/salaries-google-uk#:~:text=In%20the
%20year%20to%20June,pension%20payment%20of%20%C2%A35k./>