Organisational Behaviour: Culture, Power, Motivation, and Teamwork

This report explores the impact of organisational culture, power, and politics on individual and team behaviour. It discusses motivational theories and techniques for effective achievement and explains the characteristics of effective and ineffective teams. The report also provides insights into the organisational behaviour of Deloitte, a leading consultancy firm.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
P1 Organisation culture, politics and power influence individual and team behaviour:............3
P2 Content theory of motivation and motivational technique enable effective achievement:....6
P3. Explain what makes an effective team as opposed to an ineffective team:..........................7
P4. The concepts and philosophies of organisation behaviour.................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is the study which give the information about the peoples that
how they interact within a group (Awasthy and et.al., 2019). The principles of the study of
organisation behaviour are implied for making the operations of the business more effective and
efficient. The four main element or key factors of organisational behaviour are people, structure,
technology and external environment. With understanding that how these factors interact with
each other, improvement can be made. Some of the factors are very easy to manage and
dominate by the companies like structure or people which are hired in the business. But the
elements which cannot be controlled by the businesses organisation is external environment. The
organisational behaviour can be understand easily by the help of famous consultancy firm named
as Deloitte Touche Tohomatsu limited (DTTL). The headquarter of this company is situated in
London (England). It was founded by the William Welch Deloitte in 1845. The company provide
various services like auditing, consulting, financial advisory, risk advisory, tax, legal services
and many more. In the last year financial year 2021 the company have earned total revenue of
US$50.2 billion in aggregate. This report includes points like culture, politics, power which can
influence or affect the persons in the organisation.
TASK
P1 Organisation culture, politics and power influence individual and team behaviour:
The behaviour of organisation is considered to be a set of the different human behaviours
associated with the practices of managers and leaders that contribute to the fruitfulness and
profitability of an organization (Delport, van Niekerk and Reid, 2022). It is crucial to make
employees feel great and comfortable so they can work efficiently and keep good performance. It
can be defined as a unit of people who work jointly by knowing the goals and focusing on
achieving them. In the context of Deloitte, management is studying employee behaviour and
behaviours that can affect culture, power, and politics, such as:
Organisation culture:
Organisation culture shows an appropriate way to behave in the organisation. The culture
contains faith and values which are established by the managers and then communicated and
reinforced them through various methods, so that it can change the employees perceptions,
behaviour and understanding. The consultancy firm named as Deloitte also maintain the culture

in their organisation so that the employees can do their operation with the efficiency and
effectiveness. The responsibility for maintaining the culture in the organisation is only in the
hand of the managers. It is because the managers are able to influence the employees to do the
work according to the goals and objective of the organisation.
The various type of organisational culture are as follows-
Adhocracy culture- Adhocracy is a mixture of two words 'Ad hoc' and bureaucracy.
This culture is very flexible in nature and affected by the bureaucratic procedures and policies
(Escobar-Sierra and Calderón-Valencia, 2021). This culture is only focus on the constant
innovation and continuos improvement which is increase the pace of the operation of the
business organisation. Organisation like Deloitte also have adhocracy culture by the help of this
they are able to bring the innovative ideas in their organisation.
Clan culture- The very next type of organisational culture is clan culture. The clan refers
to the group which is made of by the family members and the close ones. Clan culture help the
business organisation in achieving their objective. It can be done if the employees of the business
organisation work together. The employees of the business firm have to be feel equal. There is
should be no discrimination among them. Organisation like Deloitte also use this culture in their
auditing and consultancy due this they are able to get their target on the right time.
Hierarchy Culture- This culture is one of the most commonly used culture by the
organisations. By the help of this culture the organisations are able to perform their operations
with out any chaos and confusion. Basically this culture shows the way which the organisations
have to follow. By the help of this culture the employees of the Deloitte are able to get their
duties on the right time and Deloitte company also able to determine to determine the liable
person for their mistakes.
Market Culture- Market culture is all about the profit earning capacity and always
remain ahead of the competition. It is goal driven and externally focused to insure customer
satisfaction. Having a best-in-class commodity or service is critical to the success of these
organizations, so there is a constant need to be more originative and bring new or developed
products to market ahead of competitors. While this culture ensures the seniority of the business,
employees are often exhausted by high expectations and constant production demands. All the
big companies and Deloitte also use this culture in their organisation through they are able to run
their business for long period of time (Jäger and Fifka, 2022).

Organisational power
Organisational power refers to the capacity of the business which can influence the
behaviour of another shareholder in the organisation (Kirrane and et.al., 2018). The power of the
organisation is analyse or evaluate by the the extent through which they can influence the
decision of the stakeholder to do the thing which they did not want to to do or did not prefer to
do it. The sources of power in the organisation are as follows-
Reward power- This power is controlled or managed by the top level management. The
very basic examples of reward power are increment in salary, bonuses, and promotions. If the
employees of the organisation wants to get a reward then the have to give their best to the
organisation. The organisations like Deloitte also use these power for the completion of their
tasks.
Coercive Power- This power is consider as the opposite of the reward power. If the
employees of the organisation did not take work seriously then they can face the issue like
dismissal, suspension, or may be demotion. The employees which are working in the Deloitte are
also use this power to attain their target on the time.
Legitimate Power- It is depend on position and mutual agreement. Both the agent and
the target agree that the agent has the right to influence the employee. It is granted the position of
a member of the organization in the form of authority.
Expert Power- It exists when the employees of the organisation have a knowledge and
informations which the target required. If the employees have an knowledge about the their
target then they can easily be called as the expert and they can train the new employees with their
experience. The consultancy firm which is known as Deloitte also use expert power in the
organisation through which they are able to train their new employees also.
Organisational politics:
Organisational politics refers to the different techniques through which numerous
function of the business can be influenced and get developed by the help of personal and
organisational interest. By the help of this the employees of the organisation can attain their
personal objectives. In the present time the organisation need ability of handling the conflicts and
agendas. The effective politics is not always about the winning at any situation but it also about
the maintaining of relations while attain the results (Lakeman, 2021).

P2 Content theory of motivation and motivational technique enable effective achievement:
Motivation is a term which is generally used in the organisation for boosting up the
morale of the employees (Lowe, 2020). The organisation have to motivate their employees so
that the employees can complete their task with the great efficiency. In the present time where
the organisation require best employee for there smooth running of operations. Many big
competitors give attractive offers to their employees of the organisation so that they can join
their company. The organisation have to provide various thing in term of motivation so that they
can remain their employees for longer period of time.
Motivational theories
Motivation theory is the examination of knowing what cause a person to work toward a
specific goal or outcome. It is applicable to society as a whole, but particularly essential to
enterprise and management. That's because motivated employees are more cultivable, and more
productive employees are more profitable. The organisation like Deloitte also use these theory
for increasing the morale of the employees so that they can achieve the target.
Content theory
Content theory is a set of motivational theories that attempt to describe what motivate
people. This theory of motivation can describe the system of the requirement which can prompt
the activity of the people. It includes different theories Alderfer's Existence Growth, Hertzberg's
Two-Factor Theory and Maslow's Need-Hierarchy.
Existence needs- Existence need refers to the basic requirements of the organisation.
The psychological addition and safety aspect the main part of existence needs. At Deloitte the
need and requirements are completed by the mangers by selecting that techniques of motivation.
Which includes increment and stipulation.
Relatedness needs: The next need is where the people of the organisation always looking
making the new relation with the others are known as relatedness needs. When the company
named as Deloitte organise the informal get-together or it can be called as employee recognition
programmes. This kind of activity motivate the employees to get related with the organisation.
Growth needs: The last need is the growth need. In this need the organisations have to
do their best so that they can grow their business. With growing ourselves organisation also have
give some attention to their employees so that they also get a change to grow themselves and can
achieve their personal goals (Manning, Morris and Birchmore, 2021).

Process theory
Process theory of motivation focusing on the "how" of motivation. Rather than focusing
on what people need? This theory is a scheme of the thought which describe that how the
organisations can change and improves (Nedović-Budić, 2020). This theory is generally
comparing with the variance theory because it the scheme of variance theory describe the
variance in a dependent variable and independent variable. The one of major process theory
which is followed by then company named as Deloitte is given below.
Adam's equity theory- Adam's equity theory says that rewards given by the
organisation to their employees helps them to get motivate to do their best work. It is also states
the organisations have to be fair with all the member of the organisation, There should not be any
kind of discrimination among the employees. Because if the discrimination is done by the
managers and top level authority with their employees then this act can demotivate them and
organisation can face the loss also. The top level management of the organisation use this theory
top attain their objectives so that they can get the success in their in their operations. It will help
them to grow and expand their business to the global level.
P3. Explain what makes an effective team as opposed to an ineffective team:
A team is consider as set of people who doing their operation together to attain the
organisational objectives. The number of peoples who comes together and perform the particular
challenge are called as team. The management of the Deloitte give a task to their subordinates of
the company due to which their subordinates came together and perform the task with the
effectiveness. There are two types of teams which are named as effective team and ineffective
team. In the effective teams the most of the members are efficient, skilled and knowledgeable as
well as educated also. The members of the effective team have done their task on the right time
without wasting any resources. While the another type of teams which is named as Ineffective,
the members of the ineffective teams are also doing their task by working together but they did
not disclose their full information with each other. Because of the negative team the
organisations also have face the negative impact (Nguyen, 2019). The organisation like Deloitte
also divided the team in two categories which are as follows-

Basis Effective Team Ineffective Team
Meaning It can be utilised in a way
through through which the
organisation get the positive
result.
The organisation did not
want the ineffective team in
their operations. It is because
it can lead them to the loss.
The ineffective will not give
chance of success to tye
organisation.
Information The members of the effective
teams disclose their every
details even their weaknesses
to their comrades due to which
they are ale to coordinate with
each other effectively and
complete their assignment
(Rao, Sudeepta and Rao,
2018).
The members of the
ineffective did not disclose
their full information with
their member due to which
they are not able to
coordinate with each other
and as a result the
organisation cannot be able
to achieve their objectives.
Rules and regulation The members of the effective
team follows all the rules and
regulation which are made by
the organisation. It will them
them to maintain the discipline
in the organisation.
The members of the
ineffective team did not
follow the rules and
regulation because they are
not so well educated.
Because of this the
organisations are able to
achieve the target.
Decision In the effective team the
decisions of the company are
going to be taken in the the
presence of all members of
team (Sawan, Jeon and Chen,
In the ineffective team the
decisions are not taking in
front of the members.

2018).
Leadership The tope level management of
the organisation did not
dominate the member of the
effective teams. They did not
pressurise them.
In this team the top level
management of the
organisation always
dominate the employees of
the organisation.
The Characteristics of Effective team member and Ineffective team members are as
follows-
Goals- The aim of the organisation is described and accepted by the all member of the
effective team. While the members of the teams cannot be able to describe the aim of the
organisation they did not understand them easily (Schlamp, 2021).
Member contribution- The members of the effective team give their 100% contribution
the task due to the organisation are able to attain their objectives. While the members of the
ineffective teams cannot be able to achieve their target because they do their operations
effectively.
Listening- Team members listen in to each other and every thought is heard. While the
Ineffective team members don't listen to each other's messages, they ignore messages.
The Deloitte use Beblin's team role model through which they are able to get the effective
team in their organisation are which are as follows:
Action-Oriented Roles
Shaper (SH)- Shapers refers the group of persons who give challenges to the members of
the organisation. They are usually extrovert in nature who just like to make relations, enjoy
challenging to the subordinates, questioning norms and identifying the best way for solving the
issues. They just shake up the situation in the organisation so that the employees get used to with
these kinds of situations.
Implementer (IMP)- Implementers are group or persons who get work done. They
translate the team's thought and concepts into actual act and plans. They are generally, orthodox
controlled people who work systematically, effectively and organised as well These are the
people you can count on to get the job done (Thounaojam, Devkar and Laishram, 2022).

Completer-Finisher (CF)- The completers are the persons who sees the work complete.
They make sure there are no mistakes or omissions and pay their focus to the little details. They
are very obsessed about their time limit and will force the team to guarantee thayt the work is
done on the right time. They are represented as perfectionists, methodical, conscientious and
anxious.
People-Oriented Roles
Coordinator (CO)- A coordinator is someone who take care of the traditional team
leadership role. They act as a escort of the team who just show the way to achieve what they
think it is (Surya and et.al., 2021). They are usually good listeners, and they can easily identify
the thought process of each team member in the organisation. They are peaceful and generous,
and represent the tasks very effectively.
Team Worker (TW)- Team workers are persons who give their support and male sure
that their team members work collectively and efficiently. These type of persons act as neutrals
in the team and are supple, consular and intelligent in nature. They are generally tend to be
famous people who are capable in their own right, but they always take wants to make a strong
team which is always their first priority and also helping the people to get along.
Resource Investigator (RI)- Resource investigator is a kind of person who always for
bringing the innovation and creative ideas through which they can improve their operation in the
organisation.
Cerebral oriented roles-
Plant- Such team members are remembered as innovators and discoverer who introduce
new ideas to draw and adapt efficiently, including the Deloitte organizing team, who do business
by bringing innovative ideas to consultancy firms that help Respond effectively to changes.
Screen evaluator- Such team members are remembered as captious thinkers and
evaluators who contrast total performance and get work done. In the context of the Korn Ferry
organization, management evaluates the overall performance of its group and makes judgments.
P4. The concepts and philosophies of organisation behaviour
Organisational behaviour is totally depended on the few basic principle which are related
to the nature of the persons and organisations. The basic assumption of organisational behaviour
are as follows.
Individual Differences- Thoughts which are come from psychology. Everyone is

different from the day when they are born, everyone is different, and individual experiences
make one more assorted than another (Tran and et.al., 2019). Everyone is different in power,
body, personality, learning ability, communication ability and many more. Therefore, only
individuals can take responsibility and make decisions, and a group is powerless unless all
individuals within the group act accordingly.
Whole person- It indicates when the persons is appointed in the organisation, the person
in the organisation are not only appointed according to their skills but also the depends on the
likes and dislikes, pride and prejudices (Xiao and Cooke, 2019).
Caused behaviour- Indicates that when a person behaves in an impolite manner, there is
a reason behind it. Anything can be the cause, such as a personal issue at home, or an early
arrival to the office, etc. If a person starts reacting impolitely to other employees, the manager
should understand that there must be a reason behind it. Managers should investigate the cause
and root out the problem.
Human dignity- Show that everyone needs to be treated differently. It shows human
dignity because every person on the career ladder wants to be treated with respect and dignity.
Every job needs to be done with respect and recognition, which helps to improve everyone's
aspirations and abilities. The concept of human dignity rejects the idea of employees as
economic tools.
Organisations are social systems- Shows that we know from sociology that
organizations are social systems; thus, activities within organizations are governed by social and
psychological laws. Organizations have formal and informal social systems. A social system in
an organization indicates a company's ability to change dynamically, rather than a static set of
relationships. Every part of the system is interdependent.
CONCLUSION
The above report tells about the top consultancy firm in UK. The name of the company is
Deloitte which is also listed in big four auditing firms in the world. From the above report it is
concluded that the organisations behaviour is very important for the businesses organisation.
Without the effective organisational behaviour the companies cannot be able to survive in the
market for the longer period of time. By the help of better organisational the employees in the
organisations can do their operations effectively and efficiently. It is because the the

organisational behaviours shows the way that how the employees of the organisations have to
behave and how they can react the different situation. The above report include various theories.
By implementing these theories in the Deloitte the managers of the company is able to analyse
the situation perfectly and accurately. This report also tells about the effective teams and
ineffective teams. In this report the various ways are also included through the Deloitte can train
their employees. As a result of it they are able to et the effective team in their own organisation.

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