Organisational Behaviour: Influence of Culture, Politics, Power, Motivation, and Effective Teamwork

This report analyses the influence of culture, politics, and power on the behaviour of others in an organisational context. It evaluates how content and process theories of motivation affect individuals and teams to achieve a goal. It explains effective teamwork opposed to ineffective teamwork and applies concepts and philosophies of organisational behaviour to a given situation in an organisation.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
Part 1 ...............................................................................................................................................3
Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.................................................................................................................3
Evaluate how to content and process theories of motivation affects individuals and teams to
achieve a goal..............................................................................................................................6
Explain the effective team opposed to ineffective team.............................................................8
Apply concepts and philosophies of organisational behaviour to a given situation in an
organisation...............................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour refers to the observation of individual employee and knowing
how people response to other employees in an organisational. There are various elements that
influence individual in the firm such as culture, organisational structure and behaviour of people
etc. every firm aims to makes their employees motivated so that they like company work
environment and sustain for longer time. It helps to predict the nature of employees performance
and behaviour(Demetriou and Papageorgiou, 2020). This report is based on Tesco which is the
leading supermarket firm. Company is famous due to its 2000 skilled employees and offers
quality products and services to consumer world wide. It has almost owned the 800 shops in UK.
Apart from this company offers wide range of luxurious products from its competitors. This
report cover the culture, power and politics of individual and team performance. Further it
included the theories of motivation that helps to achieve the organisational goal. At last it explain
the effective and ineffective teamwork or philosophies of organisational behaviour.
Part 1
Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.
Culture
It can be defines as the beliefs, group norms and the culture of an organisation. It is
depended on employees and managers who are supervising their subordinates. It represents the
policies that provide direction to an employees(Donald, 2019). The Tesco has not used the long
dialogues to delivers the opinion to general public. Organisational culture affects the work
pattern of Tesco from within and outside of the company. It is important to create a friendly
work environment in an organisation to work frequently. So that worker can get the positive
workplace for better outcome.

 Task culture: It is depending on the employees skills and ability of organisation task.
The teams are formed according to the qualifications and solve critical problems to
achieve the goals. There are four to five members in a each team. All member have equal
rights to take decision. This culture defines to a particular group and it is determined to
complete task. Tesco uses this culture to complete the specific job at specific time.
 Role culture: It is the culture where the employees delegated with role and
responsibilities according to their specialisation and interest. It helps to increase the work
performance of an individual and team members. Tesco employees works independently
to achieve the organisational goal.
 Power culture: In this organisational culture only few person have the authority to take
decision or build rules. The subordinates does not power because they are bounded to
follow the rules and regulations of higher authority. Tesco gives power to the top level of
managers who are talented and take the rights decision for the employees benefits.
 Person culture: This culture is concerned with the individual behaviours rather than their
organisation. Employees comes at workplace for the sake of money and never get
attached with that. The individual feels themselves as a superior in company. Tesco uses
this culture to motivated employees to achieve the goal of an organisation.
Tesco can use the role organisational culture behaviour because employees can work
friendly to achieve the business goal. It enhance the individual performance and employees can
take decision on their level. The roles and responsibilities are divided to each member so that
there is no chance of conflicts.
Politics
It refers to the making of decision for a group of people and a varieties of activities that
are associated with the use to influence or to improve the personal and firm interest. Politics can
be utilised by management for making changes in an enterprise for itself or organisation benefits.
It cannot be achieved without the controlling behaviour.
 The weeds: It refers to the personal influence and informal network that grows naturally,
without any support. It is process to change the source of their colleagues and identify
the key broker or fill the gaps so that employees can increase their own influence.

 The high ground: It is the combination of formal authorities and organisational process
that includes the rules and regulation, organisational structure, procedure of action etc. it
is used for improvement of ideas and innovation interest.
 The rocks: It is the formal source of authority such as role, title and use of resource by
expertise. It stabilised the organisation in the time of crisis.
 The woods: It refer to the formal guideline that have hidden assumption and norms. It
provides the cover as a safety tool in an organisation by eliminating necessary changes.
Tesco can use the high ground politics organisational behaviour for centralised in
decision making because it will be easy to take critical decision and employees can do their work
effectively.
Power
It is the ability to influences the behaviour of employees in an organisation. Positive
power is the term used by the top level of management and treat employees without the
discrimination, wherein negative power only motivate their favourite employees.
 Reward power: It is the opposite of coercive power that create positive attitude towards
the work power. It can be financially or non financially such as pay rates, promotions etc.
the manager of Tesco can uses to influence the action of other employees in an
organisation to motivates.
 Legitimate power: It is the structural position that control the organisational resources to
present the formal authority. All the functions of Tesco can be held by the top level
managers.
 Expert power: It refers to the person that have a special knowledge or skills of solving
the problems. Such employees influences for their action by positional manager of the
company.
 Referent power: It refers to ability of leader to influence an employees through respect,
admirers and relies on the person qualities. It is based on identification or interpersonal
relationship of person with other employees.
 Coercive power: It refers to the ability of top manager to forces or threats an employees
to follow an instruction for accomplishing the task.

Tesco can use the legitimate power of organisational behaviour because its a big
company and have multiple layers. So that every individual have there own place in the business
and motivate them to accomplishing the task.
Individual Firm
Behaviour
and
performance
Culture
The role culture helps to build
positive relationship of an
individual at their workplace
if they feel they are the part of
culture(Gillam and Cosford,
2021). It directly affects the
productivity and goal of an
Tesco.
The culture is the driven forces
to improve the performance of
an employees and enhances the
confidences, reduce the stress
of job by delegating the
responsibility and changes the
ethical behaviour of people
towards the Tesco.
Politics
The behaviour and
performance affects the output
of employees and the overall
productivity of an individual.
It involves the use of
networking through the
centralised the decision
making to achieve changes that
benefits the organisation.
Power
Legitimate power can
influenced the individual
person towards the work of the
company because there is
smooth functioning without
any miscommunication.
It helps to increase the
productivity and profitability
of the organisation by divide
the responsibility to multiple
employees
Evaluate how content and process theories of motivation affects individuals and teams to achieve
a goal.
Motivation is the key factor to determining the goal of an organisation. Individual and
team motivated to achieve the target in an organisation(McCormick and Donohue, 2019).It is the
driving tool to encourage the employees towards the work of a particular goal. Motivation in an
organisation is explained in two ways: content and process theory of motivation.

Content theory
It refers to motivation that deals to determine why human needs changes every time. It is
focus on how to motivate the people and satisfy them by understand their needs and wants.
Maslow's hierarchy theory : This theory was given by Abraham Maslow's that suggest a
person will be motivated when their needs fulfilled. It starts from bottom and keep moving up at
upper level by achieving the lower needs and want.
 Physiological: It refers to the human basic survival necessities goods such as food,
shelter, clothing, water, sleep etc. it is the important needs, first we need to fulfil them
then pursue to other.
 Safety and security: It means that an individual satisfy with the physiological needs then
they are motivated to the safety and security needs. It helps to remove the risk from their
life and protect from threats, deprivation and other harmful damages.
 Belongingness and love: It is the third level of human needs that involve social
emotional needs for affecting, interpersonal relationship. Like friendship, trust,
acceptance, intimacy, love, receiving and giving affection.
 Self esteem: It relates to satisfies the ego and it also indicate that the need for respect
and reputation is most important to achieve status.
 Self actualization: It refers to the opportunity of personal development, growth and
experiences. At this level it desire to accomplish the work at which human can aspire.
Hertz berg's two factor theory: This theory was given by Frederick Hertz berg's. It refers to
those factor in workplace that affects the job satisfaction and dissatisfaction. There are two
factors identified by him are:
 Motivating: It means motivation can causes the employees to work hard and inherent
positive satisfaction such as promotion, achievement and recognition.
 Hygiene: It also an important factor at workplace to motivate the employees. The
absence of this factor will leads to cause the employee to work less. It is not in the job
place but it is surrounded with that. It will also cause the satisfaction and dissatisfaction.
Such as pay, interpersonal relation, working condition, policies, security etc.

Tesco can paying attention to the hygiene factor because it can easily promotes the employees ,
recognition and personal development as a motivation factor, security and social needs that give
the employee opportunities.
Process theory
It refers to those idea that focuses on how to motivate the employees instead focusing on
what people needs and wants. It helps to understand the interaction of people that motivates the
individual behaviour and performance.
Vroom expectancy theory: It is process of motivation theory that reflects that an individual
motivation is affected by their expectation and how much employees are putting their efforts
about future goal. It could be intrinsic motivation which is internally affected such as
achievement etc. and extrinsic motivation which is affected from external things such as
promotions and money.
 Valence: It refers to the emotional oriented person that value the outcome which is
associated with the specific behaviour or result.
 Expectancy: It means every employee have different level of expectation and confidence
level that helps them to achieve the target.
 Instrumentality: It refers to the perception of employees to give the desire rewards.
Management must ensure that they have promised to their employees and they are aware
of that.
Adam equity theory: It is the relationship between an individual contribution like hard work ,
skills etc. and their benefits like salary, recognition etc. for the fair equity. The balance between
both input and output emphasises employees feels satisfied and motivated.
 Input: It refer to the quantity and quality of contribution of work that employees carry
out. It's all about efforts of an employees they put into organisation. Such as skills,
knowledge, efforts, experience, social skills and loyalty.
 Output: It refers to the common external form of an organisation that affects the
working of employees such as bonus, salary, profit sharing, recognition, responsibilities
and challenges.
Tesco can use Adam equity theory to motivates an employees as per their contribution of work
ans rewarded that accordingly to create the positive employees relation.

Explain the effective team opposed to ineffective team.
Effective team: It refers to the successful organisation which help to improve the quality of
facilitated projects and increases productivity and profitability. It encourages to everyone and
allows them to feel free for contribute the ideas. It is the fundamental idea of successful team.
Characteristics of an effective team
 Solves Problems Together- A leader of an effective team empowers its team with the
authority to resolve the problems without bothering the management at every single stage
of problem solving.
 Clear Direction- An effective team know the reason behind the formation and existence
of the group which helps leader in directing the force of its members to the team goal
efficiently.
 Clear communication- The members of the team communicate effectively ensuring
transparency with all the members of the group and solve the issues by communicating
face to face.
Ineffective team: It refers to the conflicts, distrust, unfocused and competition. It causes due to
the poor communication, lack of motivation, ineffective leadership, lack of training etc.
Tuckman Model of Team development
This model explains different phases from which a team have to pass through from its
formation till the completion of the project. These phases are:
 Forming- Here a term is built and everyone follows their leaders and behaves properly.
This stage needs strong knowledge and guidance from the leaders of Tesco.
 Storming- Conflicts among the members along with some frustration occurs at this stage.
The people of the company concentrate on building their own image than focusing on the
project.
 Norming- At this stage, the team starts solving the issues and recognize the strengths of
their peers and admires the authority of the leader. The leader of the Tesco tries to bring
coordination among them.
 Performing- All the members of the team of the company starts working hard in
coordination towards the team goals along with solving the problems arising within.

 Adjourning- This is the stage when the whole project is completed and all members of
Tesco celebrate its achievement. The stage also creates an environment of dejection as all
the members had to get apart after a long period of team work.
Here is a difference between an effective team and an ineffective team
Effective team Ineffective team
Goals Their members know and has
accepted the objective of the team.
(Wiewiora and Kowalkiewicz,
2019).
The members of such groups are either
unaware or do not understand the target
to be achieved.
Contribution All the members of the group
participate in the tasks and their
discussion is always work oriented.
Only few people take part in the job
and many times the discussions is far
away from the topic.
Listening The members of the team pay
attention to what others are saying
and generate ideas from them.
People do not bother to listen each
other and ignore the ideas.
Conflict solving People tries to avoid conflicts during
disagreements and resolves them
effectively if dispute arises.
The group do not resolves the issues
effectively and are dominated by the
leader to solve them.
Apply concepts and philosophies of organisational behaviour to a given situation in an
organisation.
Path Goal Theory
The theory states that the behaviour of the leader depends on the motivation, satisfaction
and performance of their subordinates. It is the duty of the leader to ascertain the personal goals
of the employees and the organisation's targets, analyse them and develop a path that will assist
in achieving both the goals effectively and satisfactorily. There are four styles of this theory.
 Directive- In this style, a leader informs their followers about the performance expected
from them and defines them the way to perform that task. For example, Tesco decides to
change the outlook of their stores and make all its stores look alike. So, the leader of the

designing team will guide them about the design at every step and motivate them to work
in accordance with the plan.
 Achievement- An achievement focused leader lays some challenging goals for the
subordinates and expects a high level performance along with expressing confidence in
their ability. For instance, taking the same example as in directive(Zaim, Demir and
Budur, 2021). Tesco can just ask its designing team to design themselves without giving
them directions about the way task should be done and believing in their skills and
abilities.
 Participative- The leader involves their employees in the decision making process and
share information with them. Lets say, sales in one of the store of Tesco is falling and the
management is not able to ascertain the reason behind it. The company can hold a
meeting with the sales persons of that store and ask them the reason behind the downfall
along with the suggestions to increase the sales.
 Supportive- The leader in this style is friendly and shows concern towards the personal
and emotional needs of the employees. To illustrate, a hard working employee of Tesco
is suddenly performing unsatisfactorily. The leader can support the person by knowing
the problem and helping in resolving that so that the individual can focus on the task and
could perform it effectively.
CONCLUSION
It can be concluded from the above report that the organisational behaviour of an
individual and the firm depends on the various factors acting internally such as the culture of the
organisation, politics played in the firm and way the authority uses its power along with the
personal desires of the employees. Tesco can influence this behaviour by applying various
content and process theories of motivation to boost the morale of the employees and shifting
their focus towards the task. The company also has to make sure that the teams performing
different tasks should be effective. The team should clearly know the task to be done and must
ensure proper communication and effective problem solving decisions in the team. The report
also discuss about the path goal theory which Tesco can apply to create a link between
organisational goals and the personal desires of the employees and various styles which can help
them in ascertaining the type of leadership to be followed in different situations in the
corporation.

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