Influence of Organisational Culture, Politics, and Power on Behaviour and Performance

This report analyzes the influence of organisational culture, politics, and power on individual and team behaviour and performance. It also evaluates how content and process theories of motivation and motivational techniques enable effective achievement of goals in an organisational context. The case study focuses on Waitrose, a leading retail company in the UK.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse how an organisation’s culture, politics and power can influence individual and
team behaviour and performance.................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluate howcontent and processtheories of motivationand motivationaltechniques,
enableeffective achievement of goals in an organisational context.............................................4
TASK 3............................................................................................................................................7
P3. What makes an effective team, as opposed to an ineffective team.......................................7
TASK 4..........................................................................................................................................10
P4. Apply concepts and philosophies of OB within an organisational context and a given
business situation.......................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour can be describe as the study that includes details about
organisational activities as well as performance of employees. This will include job structure,
performance, motivation, culture, communication and other factors that is significant in
enhancing business operations (Ullah and et.al., 2017). It is crucial for company to have positive
and effective behaviour of organisation in order to conduct business activities in better and
effective manner. Behaviour of organisation is majorly dependent on the way people act in a
group and contribute to attain set objectives of company. This will lead to have significant
impact on effective and efficient performance of business operation. This report is based on
Waitrose organisation. This is one of the leading company in retail sector and it is providing
different types of products and services to customers. Waitrose organisation was developed in
1904 and headquarter of this organisation is located in London, United Kingdom. This
organisation as 353 retail outlets that is located in different part of United Kingdom market area.
There are 65 Waitrose convenience shops that are offering range of products and services to
customers. This report will includes detail abut organisational culture, power and politics along
with its impact on behaviour and performance of employees. It consists of different content and
process theories of motivation that will support in attaining organisational goals. Apart from this
it will includes information regarding effective team. In this different philosophies of
organisational behaviour are analysed.
MAIN BODY
TASK 1
P1 Analyse how an organisation’s culture, politics and power can influence individual and team
behaviour and performance.
Organisational behaviour is majorly dependent on the culture, politics and the power
which will have influence over the performance and behaviour of employees (Illien,
Golestanian and Sen, 2017). It has been determine that this will lead to have major impact on
growth and development of business as it will influence behaviour or performance of
employees. Waitrose organisation is consider as largest employee owned type of business that
will have influence over employees capability and productivity. This will have influence over
performance of employees as well as team performance to conduct organisational task and
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activities in more effective manner. Power, culture and political influence of Waitrose company
over team as well as individual performance is mention below in detail.
Culture – Organisational culture can be describe as the shared values and assumption
that will lead to have impact on behaviour of organisation and its employees. This include the
beliefs of organisation that is supporting in conducting organisational task in better and effective
manner (De Braaf and et.al., 2017). It is essential for Waitrose company to create and develop
positive and friendly organisational culture that will support in developing strong relationship
between employees.
Handy model for organisational culture
This model was developed by Charles Handy and this will includes different types of
organisational culture.
Power – This culture will have power to take important decision for organisational
development is held by few people in organisation. Power organisational culture is developed
with few rule and regulation that needs to be followed by individual while conducting business
task.
Role – Role organisation culture refer as the business environment that is highly
controlled. In this type of organisational culture each and every employee is well aware about
the role and responsibility. So that all activities of business can be performed in required
manner.
Task – Organisation that is following task culture are forming teams with in the
organisation that will includes similar types of task and activities. Different teams are formed in
business that are especially developed for resolving particular problems.
Person – In this type of organisational employee of company consider themselves
superior as compare to organisational (Hollman, 2018). Person organisational culture is fill with
similar types of trained and expertise employees.
Thus, task culture will be most significant and effective for Waitrose organisational. This
type of organisational culture will support respective company to develop strong and effective
team that will lead to enhance business and its operations.
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Power – This can be describe as the ability and capability of a person to make thing
happen in correct and accurate manner. Power includes authority to guide and direct other to
conduct task in required manner. It is essential for organisation to have strong power with in the
company that will lead to have influence over employees as well as their potential to conduct
business task in effective manner (van Raaij, 2016). There are different types of power that will
lead to have significant impact on organisation and behaviour of employees. Various
organisational power is mention below –
Reward power – Rewards power refer as the power to provide rewards to conducting set
of task in required and appropriate manner. It is one of the most effective type of power that
provide capability to a person to offer some reward or other benefits to employees when they are
performing organisational task in required way.
Legitimate power – This is the power that is hold by person due to position or their
role. This type of power is generally hold by person that hold higher position in organisation and
that person have right to take appropriate decision that is according to the needs and requirement
of business.
Expert power – Expert power is held by person who have required set of skills and
knowledge to guide or direct other. This type of power is hold by person that have complete and
accurate knowledge on particular topic. Experts in their field will be able to take better decision
as well as provide right direction to employees for conducting business task in required manner.
Coercive power – This type of power refer as the power to force someone for
conducting a particular task. It is when manager are forcing employees to perform set of action
or else they will have to bear negative consequences.
Therefore, from all of the above power, expert power will be most effective and efficient
for Waitrose organisation that will support in providing knowledge and information for to
employees for conducting business task in more accurate manner (Wiid and Mora‐Avila, 2018).
This type of power will be more significant for respective company to influence performance of
team and individual employees.
Politics – This term refer as the activities that is majorly associated with governance and
decision making ability. In organisation political is consider as the negative influence which
affect employee capability and potential to conduct required task. Politics in organisation can be
describe as the utilization of power or social networks with in organisation to achieves changes
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that will lead to benefits organisation as well as its employees. It has been determined that there
are two types of politics in organisation which is positive politics and negative politics. Positive
politics can be described as the impact of organisational politics on employees and behaviour of
organisation. This will lead to encourage employees as well as their potential to conduct business
task in more effective way. There are various negative impacts of politics in organisation that
will lead to affect performance and productivity of employees (Wellin, 2016). Negative polities
will lead to create stress and conflicts between employees. Impact of negative policies of
Waitrose organisation.
Increase in organisational conflicts and stress – Politics in organisation can lead to
difference in providing opportunities to employees as well as affect their behaviour is negative
manner. Due to this they will not conduct task in effective manner and this will influence goals
accomplishment of organisation. Negative politics will lead to increase in conflicts and other
issues with in respective business. it will lead to directly increase the level of stress among
employees.
Reduction in productivity – Negative policies with in Waitrose company will lead to
decline in capability of employee to produce and develop business. Due to increase in issues and
conflicts with in respective company, employees will not be able to concentrate on their
performance and it will directly affect the performance as well as productivity of respective
company.
TASK 2
P2 Evaluate howcontent and processtheories of motivationand motivationaltechniques,
enableeffective achievement of goals in an organisational context
The willingness to work towards achieving organizational goals and objectives by putting
in high levels of effort is referred to as motivation in an organizational context. If the employees
of an organization are motivated, they will put in their best efforts and help the company in
attaining its goals and objectives in an effective manner(Balwant,2018). Today, many companies
make efforts in order to keep their employees motivated so that they are more engaged and
committed to their jobs. There are different theories of motivation that Waitrose can implement
in order to enhance its overall performance as well as productivity. The different content and
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process theories of motivation along with motivational techniques can help Waitrose in
achieving its goals and objectives effectively.
Content Theories
Content theories can be referred to as a subset of motivational theories that define the
different factors that motivate individuals within an organization. Maslow’s Hierarchy of Needs
as well as McClelland’s Motivation Theory re examples of content theories.’
Maslow’s Hierarchy of Needs
This is a motivational theory that was developed by Abraham Maslow in the year 1943.
He explained that there are five categories of needs, namely psychological, safety, self-esteem
and self-actualization. The theory is explained below along with the five needs in context of
Waitrose.
Psychological Needs –These are the basic needs that are required by a person to survive
and can include food, air, water and shelter. In addition to these, other needs that can be included
in this are clothes, temperature regulation etc. Humans cannot survive without these needs and it
is important for Waitrose to ensure that all the psychological needs of its employees are met.
Safety Needs –These are second group of needs that are required by individual in order
to feel safe and secure. An individual need to feel safe, both financially as well as physically.
This can also include job security(Barbaranelli and et. al., 2019). Examples of these needs can
include finding a job, getting a health insurance etc.
Social Needs –After psychological and safety needs, an individual need to feel belonged
and share emotional relationships with other people. Some examples of social needs include
family, social groups, friendships, being a part of the community group etc. These needs are
required in order to avoid problems like depression, anxiety and loneliness. It is important for
Waitrose to take care that the social needs of its employees are being met.
Self-esteem Needs –These needs include the need to be appreciated and being respected
by others. Once the other three needs are achieved, self-esteem needs come into play and act as a
motivating force(Burrell and Morgan, 2017). People have a need to accomplish the tasks and
being recognized for the efforts they’ve put in. Self-dignity, pride and achievement are examples
of self-esteem needs.
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Self-actualization Needs –This is the last stage of Maslow’s Hierarchical Needs and
involves an individual realizing their full potential. This can differ from person to person and is
the highest level in the hierarchy.
Process Theory
Process theories can be defined as the psychological as well as behavioural processes that
motivate a person to act in a particular way. In simple words, these theories evaluate the way in
which a person’s needs affect their behaviour in order to achieve a particular goa or objective.
The reinforcement theory is explained as follows.
Reinforcement Theory – This theory was proposed by B.F. Skinner and his team
members. It states that behaviour is the function of the consequences and is based on the law of
effect. The main aim of this theory is to achieve the desired level of motivation among the
employees of the company.
Positive Reinforcement:According this, if an employee puts in positive behaviour, they
should be praised in a positive manner(Cherry,2017). This can be done by providing a reward
which will help them in performing in a much more efficient way.
Negative Reinforcement:This can be described as rewarding an employee by removing
any kind of undesirable consequences. Both positive as well as negative reinforcement can be
used in order to increase the desired behaviour among employees.
Punishment:This describes removing the positive consequences in order to decrease the
probability of repeating undesirable behaviour among the employees in the future.
Extinction:This stage describes the absence of any kind of reinforcements and a positive
reinforcement is withheld that had encouraged a particular behaviour among employees.
Motivational Techniques
There are various motivational techniques that the respective company, Waitrose can
implement in order to enhance the overall levels of motivation of its employees. These
techniques can either be internal or external and contribute to the overall productivity as well as
satisfaction of the workforce. Some of the motivational techniques are explained below –
Ask for input –The managers as well as team leaders should encourage their team
members to share ideas and thoughts(Gkorezis and Petridou,2017). This helps in creating a sense
of belongingness as well as makes them feel valued. This also shows that the company truly
values their opinions and also takes them into consideration rather than overlooking them.
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Provide rewards and benefits –If an employee or a particular team member puts in
extra effort or gets a task done effectively, they should be praised and rewarded by the
management. Rewards or benefits can either be in the form of monetary benefits or anything
else. This will encourage and motivate them to perform more efficiently.
Mentorship Programs –Waitrose can also conduct mentorship programs for its
employees wherein the managers act as mentors direct their team members and provide them
guidance. Also, experienced employees can be paired with the ones who are either newly hired
or do not have much experience.
Create a comfortable and healthy work environment –The management of the
company should make efforts in building a workplace that has positive and healthy employer-
employee relations. This will encourage the employees to perform in the way that the company
expects from them. This will also contribute to the overall growth of the organization.
TASK 3
P3. What makes an effective team, as opposed to an ineffective team
Team can be describe as the group of people that are combined together in order to conduct
organisational task in better and effective manner. it is essential for an organisation to have team
that is perform different set of action of company (Peršič, Markič and Peršič, 2018). In a team
group of different individual are working together in order to attain one common goals and
objective of organisation. It is crucial for Waitrose company to classify different employees in a
team that will conduct similar type of organisational function or activities in order to timely meet
with the needs of organisation as well as satisfy employees. There are different types of a team
which in organisation and team can be classified into effective and ineffective team.
Effective team – This can be describe as the team that is able to conduct set of all task and
activities in effective manner. This type of team have capability to take correct and accurate
decision that will support in conducting team task in more accurate manner (Rieder and et.al.,
2016). Effective team consist of employees that are using their full capability and potential to
conduct required task in appropriate way as well as managing team task correctly. This type of
team have strong relationship between employees as well as effective flow of communication. So
that all task can be managed in correct manner.
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Ineffective team – It is team that is not able to manage group task and activities in accurate
manner. There are various aspects that lead to ineffective team in organisation as well as failure
to attain set objectives of time. In effective team employees are not perform set of task and
activities in required manner. This type of team include lack of communication flow and due to
this team member are not aware about their job role in team. There is lack of cohesion and team
member will not be able to complete required task in set time duration.
Difference between effective team and ineffective team
There is huge different better the ineffective team as well as effective team that is
performing its task in Waitrose organisation. Difference among these two types of team are
mention below –
Basis Effective team Ineffective team
Communication It is very important part of
organisation that support in
flow of information and
details in team. Effective team
have effective communication
process in the team which will
lead to provide information to
each and every member of the
team.
In this type of team
communication of ideas and
information is not
communicated in correct and
proper manner (O’Dwyer,
Nguyen and Churchill, 2017).
Ineffective team have lots of
confusion among team
member regarding their task
and role.
Decision making In this team proper and
accurate decision are taken
that will support in enhancing
team performance. Effective
team is consider all team
member point of view while
taking important decision
regarding team.
Ineffective team is not able to
take correct and accurate
decision that will support in
enhancing team activities. In
this type of team power to take
important decision is held by
few people only.
Goals It is important for a team to Ineffective team in not able to
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attain set of goals and objects
with right time (Memon and
et.al., 2018). Effective team is
able to accomplish desired
objectives in set time frame
with out any failure. In this
each and every member in
contributing their full potential
to achieve goals.
attain set of goals and
objectives in desired
framework. This is due to lack
of capabilities of employees.
Tuchman team development model –
This model was developed by Bruce Tuckman in year 1965 and the motive of this model is
to develop effective and strong team with in organisation. It is essential for Waitrose
organisation to consider this model in order to increase capability and potential for team to
conduct required business task in more accurate manner. This model will includes different
stages through which team member move in order to create strong and effective team (Mehta,
2018). Different stages of team development in context of Waitrose company is mention below
–
Forming – This is the first step of team development and in this all team member are
combined together in order to create a team. In this stage of developing team, team member are
highly dependent on leaders to provide direction or guidance to perform organisational activities.
Forming stage have unclear role and responsibility among team member to contribute their skills
in attain goals. Team member will ask lots of question to team leader regarding team and its
activities and it is responsibility of leader to answer question of member as well as explain them
about the motive of developing team.
Storming – Once team in formed, in this stage team member will try to develop relationship
with other team member as well as team leader (McSherry and Pearce, 2018). Team member will
begin to feel more safer with in the team and along with this they will push the boundaries of
creating relation among team. In this role of team member is to provide support as well as direct
them about their responsibilities in team to attain objectives.
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Norming – In this stage of team development each and every team member is well aware
about their role in the team. During norming stage team member will place about how to perform
task as well as set time lime for conducting set of task. In order to develop an effective team,
task and activities of team member is providing according to their skill and potential. Norming
stage will lead to develop strong team and employees will trust each other and along with this
support other team member.
Performing – This can be describe as the stage in which each and every team member is
well aware about their job role and activities to perform their task in team. Performing stage will
includes that all employees are using their full potential and capabilities to conduct set of task in
required manner. In this role of leader is to make sure all task and activities are performing as per
the plan. Leader will resolve issues and conflicts with in the team in order to motivate
employees.
Adjoining – This is the last stage of Tuchman team development model and this stage will
include wrapping up the task. Adjuring stage is also known as mourning stage as in this stage
team is breaking up (McDermott And et.al., 2015). The motive of developing the team is full
filled and team member will be performing different task. In this strong relationship of team
member will be turn into friendship.
TASK 4
P4. Apply concepts and philosophies of OB within an organisational context and a given
business situation.
Organisational behaviour will be influenced by the business situation as well as lead to
have impact on capabilities and potential of employee to perform task. There are different
concept and model that is related to organisational behaviour and it will impact on goals
accomplishment of business (Kundu and Roy, 2016). It is essential for Waitrose organisation to
consider appropriate leadership style which is suitable to the business culture and along with the
situation of business. Organizational behaviour is concerned with how people within a company
behave and aims to make the company more efficient. This can lead to creating an influence on
the organizational culture, type of leadership as well as structure(James, 2017). This can further
help in making effective decisions that not only benefits the employees but the organization on
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the whole as well. Team dynamics can be defined as those forces that influence the overall
performance as well as behaviour of a team. Different models, concept and philosophies as per
respective company is explain below –
Path Goal model of leadership
This theory is developed in 1970 by Martin G. Evans and the aim of creating this model is
to inspire the behaviour of employees that is best suitable as per the requirement of business.
There are different factors that will influence the behaviour of employees as well as their
capability to attain objective of Waitrose company. Path goal theory will includes different types
of leadership style, employee characteristic as well as environment or task characteristics that
will have impact on goals achievement.
Style of leadership –
There are different types of leadership styles that is mention below –
Directive – This leadership style will lead to provide proper direction to employees and
according to this all employees needs to perform organisational activities. Directive leadership is
significant for controlling and managing behaviour or performance of employees.
Participative – In this leadership style leaders are participating with employees in their job role.
Participative leadership style will lead to provide proper guidance to employees for conducting
organisational task.
Supportive – Supportive leadership style can be describe as when leaders of company is
supporting employees decision and business operations (Falck, Davis and Liu-Ambrose, 2017).
This is effective leadership style in order to create and develop strong relationship with
employees.
Achievement – This type of leaders are focus in achievement and providing different
challenging situation to employees in order to increases their potential to deal with issues.
Achievement leadership is useful for enhancing performance capabilities and confidence in
employees.
Therefore, Waitrose organisation needs to consider participative leadership style in order to
enhance capability and potential of employees. Through this leadership style, leaders will be able
guide and direct employees while participating in their working (Kok and et.al., 2016). This will
support in managing employees characteristics along with environmental or task characteristics
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in correct manner. Leaders will help employees in their work by participating and this will lead
to motivate or encourage employees to work in more effective way.
The different concepts as well as philosophies of organizational behaviour in context to Waitrose
are explained below.
Philosophies of OB
There are different philosophies of organizational behaviour which are explained below –
Custodial – according to these philosophies of the organizational behaviour, it is
important for the organization to provide effective training to the employees so that they can
perform the assigned tasks in an effective way.
Collegial –If Waitrose adopts this philosophy, it is important for it to provide tasks as
well as responsibilities to the employees in an appropriate way. This will help them in getting a
clarity about what they are expected to do.
Hofstede’s Cultural Dimensions Theory
This is a framework that describes the effect of a society’s culture on the values of people
and how do they affect their behaviour(Kitchin, 2017). The framework is basically used to
understand the cultural differences between different countries. The model consists of six
categories of culture that are explained below –
Power Distance Index –This considers the extent up to which power and inequality are
tolerated. In this dimension of the framework, power as well as inequality are viewed as lower
level. A high-power distance index indicates that the culture of a country accepts differences in
inequity and power.
Individualism vs. Collectivism –Individualism indicates that greater importance is
placed on achieving personal goals. On the other hand, collectivism explains that greater
importance is placed on the goals as well as benefit of the group.
Uncertainty Avoidance Index – This explains the extent up to which ambiguity and
uncertainty are tolerated. If the uncertainty avoidance index will be high, it will indicate that
there is a low tolerance for uncertainty as well as risk taking (Hofstede’s Cultural Dimensions
Theory, 2020). On the other hand, a low index will indicate a comparatively high tolerance for
the same.
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Masculinity vs. Femininity – This dimension is also referred to as tough vs. tender and
both of them have different features. Different gender roles and concentration on material
achievements are features of masculinity, while modest and nurturing are features of femininity.
Long Term Orientation vs. Short Term Orientation –Long-term orientation focuses
on the future and involves procrastinating the short-term success(Zaraket and Halawi, 2017). On
the other hand, the later focuses on short term goals and involves success for a short time.
Indulgence vs. Restraint –Indulgence indicates that a society allows free gratification
relating to enjoying life while restraint indicates that the society does not support gratification of
needs.
CONCLUSION
From the above report it can be conclude that that organisational behaviour will lead to have
major impact over employees as well as their capabilities to conduct required task in better
manner. The behaviour of employees and organisation will have influence over performance and
productivity of business This will lead to have direct impact on goals accomplishment of
business. Organisational behaviour will include culture, power or polities which will lead to
enhance performance of business. Motivation play crucial role in growth and development of
employees capabilities as well as potential. There are different motivational theories that will
support company to motivate employees and encourage them to perform better. It is essential for
organisation to develop strong and effective team in business as this will lead to make
organisational process easy. Apart from this it is essential for organisation to consider different
concept and philosophies of organisation as per business situations.
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