Impact of Organisational Culture, Power, and Politics on Individual and Team Performance

This document explores the impact of organisational culture, power, and politics on individual and team performance and behaviour. It discusses motivation theories and their implementation, effective and ineffective teams, and concepts and philosophies of organisational behaviour.

Organisational behaviour

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK1 .................................................................................................................................................3
P1 impact of organisation’s culture, power and politics on individual and team performance and
their behaviour.................................................................................................................................3
M1 Evaluation how the culture, politics and power of firm .........................................................4
TASK2..................................................................................................................................................5
P2 Motivation theory and their implementation ............................................................................5
M2 Influence of behavioural motivation theory on behaviour of others .......................................6
D1 Relationship between culture, politics, power and motivation..................................................6
TASK3..................................................................................................................................................6
P3 effective team and ineffective team ...........................................................................................6
M3 team and group development theories.......................................................................................7
TASK4 .................................................................................................................................................7
P4 Concepts and philosophies of organisational behaviour............................................................1
M4 Concepts and Philosophies of organisation behaviour which influences in positive and
negative way ...................................................................................................................................2
D2 relevance of team development theories in context of organisational behaviour.....................2
CONCLUSION...................................................................................................................................2
REFERENCES.....................................................................................................................................3

INTRODUCTION
Organisation behaver is a process of studying individual behaviour in context of
organization for motivation and performance evaluation of particular individual in working of firm
. This study involve continues evaluation of relationship between individual and organisation or in
organization and group of individual for there betterment (Bharathy, 2018). Here we study about
organizational behaviour in Tesco, a leading retail giant in UK with market share of 20 percent.
Tesco is 3rd largest company in world if compared with its gross revenue and 9th largest if counted
by net revenue. Company was founded in 1919 by Jack Cohen. Tesco is currently operating in
seven nation including Asia and United States. In this we will discus the about impact of
organization behaviour on individual and group performance. We will also study how motivation
can help in boosting performance of an individual and help in achieving goals and objectives .
TASK1
P1 impact of organisation’s culture, power and politics on individual and team performance and
their behaviour
Organisation culture is a combined framework of values, thinking, norms, system , habits, ,
experiences and philosophy of an individual or group of individual in firms working environment.
This culture may vary with different organization(Bester, J., Stander, M. W. and Van Zyl, L. E.,
2015). In context of Tesco organization culture is where there employee work with using there full
efficiency and utilising there full power by matching with other employees . There are four type of
organisation culture which are stated below
Clan culture : It is that culture where leadership become mentorship and every employee behave
like family in organisation by interacting positively with each other . Tesco is also using this culture
in their organisation which impacted positively on there company as employee satisfaction is
increase and employee turnover ratio have decrees (Burrell and Morgan, 2017).
Market culture : Market culture is that culture of organisation where leaders stats focusing on
achievement of goals and eliminating competitors with hardcore performance. Tesco also follow
this culture but it use it as situationally. When tere is peek demand in environment with good
working situations then tesco implement this culture on there organization which impact positively
by providing them competitive personnels.
Androcracy culture : This culture focus creativity and flow of energy in firms atmosphere.
employees are encouraged by leaders to take new steps in there performance and bring creativity in
organisation this will impact positively on tesco as it is a global company where it needs new idea

for innovation and creativity just because of it tesco have to use this culture.
Hierarchy culture : This culture follow working on a fixed structure hence there is no creativity in
organization . This culture is follow to make sure proper control over the organization. In context of
tesco, this culture have positive impact on firms profitably as it ensure effective control of manger
over the firm (Christina and et. al., 2014).
Top level management of tesco should use each of the given culture properly in a well
managed manner that can help the firm to increase there profitably and continues motivation of
employees .
Politics
It refers that set of activity which an individual have to do in organisation by governing firm
in the direction of its objectives. Politics have different type of influence on individual as well as
group performance. Tesco follow two type politics which are mentioned below
Positive politics : In this politics leader treats there employee in positive manner by
providing then proper incentives and treating them good in organisation . In tesco this politics is
used when employees are get demotivated than manger use some incentives to increase motivation
in that employees .positive impact of this politics on tesco is it will increase motivation in
employee which increase there performance (Coccia and Cadario 2014). Negative impact of this is
incentives may increase expenditure of firm.
Negative politics : This politics deal with achievement of organisation goals in any how. In
this manger forces employee to do work by threats like termination of job etc. which indirectly
increases employee performance because of fear of losing job. This politics is use by Tesco when
there is high work load. Positive impact of this type of politics is facilitate easy achievement of
organization goals .
Power
Power is the ability to influence others for doing some work according to other's instruction.
It is that things which is use to take advantage of other by influencing its behaviour
Reward power : This power is use to increase motivation of employees . Tesco have
different policy to motivate there employees which include monitory and non monitory tool . Use of
this power impacted positively on tesco as there employee efficiency have increased.
Coercive power : these powers have impacted negatively on organization performance as
there employee gets demotivated because of these powers. and employee turnover ratio will
increase .
M1 Evaluation how the culture, politics and power of firm
After studying the politics, culture and power of an firm it is evaluated that there are various

impact of this on individual performance (Cooke 2018) .for example in tesco where there is proper
flow of powers and situational culture polices are followed will help organisation in improving
performance of their employees which can be seen in there increase profits .
TASK2
P2 Motivation theory and their implementation
Motivation : Motivation is the inner felling of an individual or a group of individual to do a
particular work with perfection. Intrinsic motivation is that motivation which driven from inside of
an individual. Extrinsic motivation is that which is drive because of out side incentives like
money, fame, etc.
Motivation Theory's : These are the scientific methods to drive motivation out of employee wile
working in organization for achievement of gaols and objectives . There are two type of theory
which are mentioned below
Content theory :These are those theory which focus more on factors of driving motivation
in an individual there are different type theory in it for example Herzberg’s two factors, Alderfer’s
ERG and Maslow need hierarchy . tesco use Maslow need hierarchy theory. According to these
theory motivation can be driven out of an individual by fulfilling its needs, which are categorise in
five stages physiological, safety, love/belongingness, esteem and self-actualization needs. These are
formed by Abraham Maslow in his 1943 . he told that every individual have these five needs which
can help organization in achieving its objectives by matching these(Dawson, 2018) . Tesco can use
this theory in by fulfilling needs of there employee with the help of rewards and opportunities while
working in organization . This will impact positively on tesco performance because company
employees get motivated by fulfilment of there needs which facilitate good performance and
increased profitability.
Process theory : Process theories are those which explain the relationship between
motivation and individual through mathematical analysis. Process theory includes Skinner’s
reinforcement, Victor Vroom’s, equity theory, Adam’s and many more . Victor Vroom's
expectancy theory is currently used by tesco. This theory is propounded by professor Victor Vroom
in 1964 . in this theory he focused on three major points that are expectancy, instrumentality and
valance. Tesco use this theory by matching the expectation of their employee , instrumentality of
their employee by providing them adequate compensation and valance of there employee through
regular monitoring and identifying there needs for there motivation . This impacted positively on
company as there employees are now motivated and have optimistic mind set which helped the
organisation in gaining goodwill in market.

M2 Influence of behavioural motivation theory on behaviour of others
Emotional intelligence : It is that quality of any individual which is related to controlling
his emotions as well as others in other words it can be said as influencing others emotion.
After evaluating motivational theory it can be said that these theory and techniques of
motivation have direct impact on behaviour of individual as his soft skills will impacted by these
theories(soft skills are way to communicate with other individual). Because of motivation there will
continues increase in skills of individual and its performance ability in the organization .
D1 Relationship between culture, politics, power and motivation
There is a close relationship between these because these all are essential for increasing
performance level of employee of the organization(De Vasconcelos, Gouveia and Kimble 2016).
For example tesco is operating at good level in global market because by matching organisation
culture with positive politics and rewarding power. It also use proper tools and techniques of
motivation for there employees . The same strategies should be adopt by any firm.
TASK3
P3 effective team and ineffective team
Team refers to the group of individual who come together to achieve a common goal in
specific timing . There are different type of team in organisation:
effective team : These are those teams where task, responsibilities and goal are clearly stated to
members of teams
ineffective team : These are those where the team member are in state of confusion because of no
clarity in roles and responsibilities.
Types of teams in organization
Functional Team: These are those teams which are formed to perform a specific function in an
organisation these teams are divided according to department
Task Force Team: Task force teams are those which are formed to perform a specific task in the
organization. These can be for short period of for long period.
Project Team: Project teams are those where team member are jointly perform the task by taking
each other responsibilities.
Difference between effective and ineffective team

Bases Effective Ineffective
Goals In effective team goals are clearly
stated to all team members for
facilitating perfection.
In ineffective goals are not clear to
whole team they have to take
instruction from superiors.
Interdependence Team members have full
independence in these teams as
they can take there work at there
own (Jansen and Samuel 2014)
These teams are autocratic in nature
that's why there is lack of
independence in team.
Communication In effective team communication is
two way process in these firms
only ideas are share not feelings which
make communication one way process
Decision-making
procedures
Process of decision making is fast
in these organization which make
them flexible.
They follow a rigid and complex
process in there working.(Odor, 2018)
Conflicts Regular intervention policy is
adopted for managing conflicts.
Ignorance and tolerance policy is
adopted for managing conflicts
M3 team and group development theories
TUCKMAN theory
This theory was developed by psychologist named Bruce Tuck man in 1965. his main aim
of this theory is to make an team of individual which can effectively achieve organization
targets(Maio and et. al., 2019) .
Forming : In this stage different people of organisation are combined together to make a
team
Storming : According to these stage selected member of team now connect to each other
for forming a relationship. Tesco also perform this function in their organization
Norming : It is that stage where the team member start noticing quality of each other in
there respective team.
Performing : Performing stage is last in this theory where all the employees must
coordinate with each other in the organization.
TASK4

P4 Concepts and philosophies of organisational behaviour
Concept of Organisational Behaviour
Organisation Behaviour is defined as the process which includes the study of the human
behaviour that are interconnected between the people and the organisation. It is the relation to
expected behaviour of the people and a grouping of people within the organisation. Further, it is
a study of the researcher which identifies the particular individual behaviour in their organisation
roles(Natvig and Stark, 2016) . It also helps to keep the friendly and familiar relationship within
the employees so that they could achieve the pre-decided goals and objectives. The Philosophies
that are performed by Tesco which is described as under:
Path Goal Theory: This theory identifies the behaviour and attitude of leader's that is
suitable for employees which fulfil their needs and wants in order to carry out the defined goals
and objectives. The main aim of this theory is to modify the employee satisfaction level in order
to get over the employee more productive towards the organisation. In context to Tesco, the
supervisor of this company influence the motivational level of the employees in order to
motivate them for performing better within the organisation.
Directive Path Theory: This theory defines the directions of the personnel by the leader
which could carry the performed tasks so that they satisfies the needs of the customers within the
organisation. In context to Tesco, the manager of this company provides the right direction for its
employees in order to increase the satisfaction level.
Achievement Theory: Therefore, the leader of the Tesco company sets the aspiring goals
and objectives for the personnel and it evaluates them to work higher(Peralta and et. al., 2018) .
This emphasis the trust towards the employees abilities in order to set the best output within the
organisation.
Participative Theory: In this theory, employees of the organisation are being provided t
best opportunities so that they get the best idea while taking the decisions of the organisation.
With reference to Tesco, the leader of this company took involvement in taking decisions that
motivates the employees to perform well in their work. Further, its effect that lead towards the
increase in productivity and profitability of the organisation.
Supportive Leadership Theory: This theory involves the good relationship within the
employees in such a way that satisfies the needs of individuals. Manager of Tesco provides the
full support for their employees in order to satisfy the needs and wants and their preferences.

M4 Concepts and Philosophies of organisation behaviour which influences in positive and
negative way
Organisation Behaviour is defined as the interaction of the human behaviour and their
attitude of the employees towards their work within the organisation. Its impact on the positive is
determined as individual behaviour of the employees in order to achieve the targeted goals and
objectives of the organisation. It also helps to keep the friendly relationship among the
employees. It provides the right directions and further emphasis the certain outputs of the
organisation. Its negative impacts consider as the time-consuming work of the personnel.
D2 relevance of team development theories in context of organisational behaviour
Team development theory have directly related to organisational behaviour as . Choosing
the right theory of team development always facilitate the organisation in managing work
effectively by matching its resources (Testa and Lee, 2018). A good team always help in
achieving organization objectives and goals as in case ODF tesco they use proper methods and
analyse market situation to form a team .
CONCLUSION
After the whole analysis of this it can be concluded that culture, politics, motivation and
power have there huge and direct impact over the performance of firm . But firm can remain
profitable by using tools, techniques and theories of motivation and other infusing elements in it
working .

REFERENCES
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