Organisational Behaviour: Culture, Power, Motivation, and Teamwork

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).